CAJ | 학술논문

劳动合同是关系型契约之一，其功能在于触发和记载劳动关系。劳动合同记载的劳动合意往往不是主体意思表示的全部内容，劳动合意受劳动基准、集体协议的干预。考量对劳动者基本利益的维持，劳动合同法律规制的重点在于决定劳动合意的用工事实本身。由于欠缺契约精神、劳动合同主体意思表示受到国家干预具有合理性、劳动合同解除制度具有特殊的制度价值和替代功能等原因，引入劳动合同撤销制度不具有合理性。我们应当着重完善劳动合同无效制度，充分发挥劳动合同解除的制度效益。
노동합동시관계형계약지일，기공능재우촉발화기재노동관계。노동합동기재적노동합의왕왕불시주체의사표시적전부내용，노동합의수노동기준、집체협의적간예。고량대노동자기본이익적유지，노동합동법률규제적중점재우결정노동합의적용공사실본신。유우흠결계약정신、노동합동주체의사표시수도국가간예구유합이성、노동합동해제제도구유특수적제도개치화체대공능등원인，인입노동합동철소제도불구유합이성。아문응당착중완선노동합동무효제도，충분발휘노동합동해제적제도효익。
As a relational contract, labor contract＇s function is to trigger and record labor relations. The labor desire recorded in it would be intervened by the Labor Standards and the collective agreement. To maintain the basic interests of workers, legal regulations of labor contract should focus on the decision of the employment desire. Due to the lack of the spirit of contract, the rationality of interference by the state indicated by the labor contract, the value and alternative functions of termination system of labor contract and other reasons, the labor contract revocation system therefore is irrational. So, the invalidation system of labor contract should be emphasized to improve the system efficiency.