企业破产重整过程中职工权益保障的完善路径

The Improvement Paths for Safeguarding Employees’ Rights and Interests during Corporate Bankruptcy Reorganization

摘要: 企业破产重整中的职工权益保障，既是法律问题，也关乎社会稳定与劳动者基本权益的维护。我国现行《企业破产法》确立了职工权益保障的基本原则与具体制度，体现了社会本位取向。然而，立法在职工概念界定、重整申请主体范围、职工知情权保护及经济补偿计算等方面仍存在明显不足。完善路径如下：明确职工范围为与用人单位建立劳动合同关系的劳动者，排除董事、监事和高级管理人员，并辅以事实劳动关系认定标准；将符合条件的职工纳入重整申请主体，设置比例限制、前置磋商和法院实质审查等约束机制；完善信息披露制度，强化法院审查义务和虚假信息惩戒，推进破产审判专业化；细化经济补偿计算规则，合理确定劳动合同解除时间和“月工资”认定标准。《企业破产法》修订已列入立法规划，应以此为契机完善制度，切实保障职工权益。

Abstract: The protection of employees’ rights and interests in corporate bankruptcy reorganization is not only a core legal issue but also a major social concern related to social stability and public welfare. China’s current Enterprise Bankruptcy Law establishes basic principles and specific rules for employee protection, reflecting a social-oriented legislative approach. However, deficiencies remain in defining the scope of “employees”, the scope of reorganization applicants, the protection of employees’ right to information, and the calculation of economic compensation. This paper proposes the following improvements: clarify that “employees” refer to workers who have established labor contract relationships with employers, excluding directors, supervisors and senior managers, supplemented by de facto labor relationship criteria; include eligible employees as reorganization applicants, with restrictions such as proportional requirements, pre-consultation procedures, and substantive court review; improve the information disclosure system, strengthen court review and sanctions for false information, and promote specialized bankruptcy adjudication; and refine the rules for calculating economic compensation, including the timing of labor contract termination and the definition of “monthly wages”. With the revision of the Enterprise Bankruptcy Law already on the legislative agenda, this opportunity should be seized to strengthen employee protection.