【线上云德】疫情期间律师说（七十三）|关于事实劳动关系确认的相关法律问题

2020年的疫情无疑成为大家关注的一个热点话题，由于疫情的大范围的爆发，社会上失业人数也是陡然猛增，创业更是举步维艰，企业经营压力越来越大，时刻面临着裁员、调岗调薪的状况，那么面对此情形，劳动者与用人单位之间的劳动关系该如何认定和处理呢？进而保证单位在用人制度上能合法合规，劳动者也能维护自己的劳动权利。今天小编带您一起走进劳动法，主要探讨事实劳动关系确认的相关法律问题。

Outbreak in 2020 is undoubtedly become a hot topic of attention, because of the outbreak of the outbreak of a wide range of social unemployment is also a sudden surge in business is struggling, enterprise operating pressure is more and more big, the moment is facing layoffs, adjustable duty salary increase, so in the face of this situation, the labor relationship between the laborer and unit of choose and employ persons how to identify and deal with it? Further ensure that the unit in the employment system can be legal compliance, workers can also maintain their labor rights. Today small make up take you to walk into labor law together, basically discuss the relevant legal problem that the fact labor relation affirms.

首先，事实劳动关系的确认需存在雇佣劳动的事实存在，意味着用人单位和劳动者必须同时符合法律、法规规定的主体资格以及用人单位依法制定的各项劳动规章制度适用于劳动者，劳动者受用人单位的劳动管理的事实存在。对于“事实劳动关系”合法地位，确认了劳动关系并不一定依赖书面合同的存在而存在，从而扩大了劳动保护范围，对不签定劳动合同的雇主有了更大约束，更多的维护了劳动者的合法权益。

那么事实劳动关系具体包括哪些情形呢？(一)应签订而未签订劳动合同；(二)以口头问答代替书面合同；(三)以其他合同代替劳动合同，如在租赁合同，承包合同，兼并合同中规定职工的安置条件和待遇问题；(四)劳动合同期满后，未终止或未签订手续而形成的劳动关系；(五)劳动合同必备条款欠缺或部分内容违法，导致合同无效而形成的劳动关系。

First of all, the confirmation of the factual labor relationship requires the existence of the fact of wage labor, which means that the employing unit and the laborer must simultaneously comply with the subject qualification stipulated by laws and regulations and the various labor rules and regulations formulated by the employing unit according to law are applicable to the laborer, and the fact that the laborer is subject to the labor management of the employing unit exists. As for the legal status of "DE facto labor relationship", it confirms that the labor relationship does not necessarily depend on the existence of written contract, so as to expand the scope of labor protection, the employers who do not sign the labor contract have greater constraints, and more safeguard the legitimate rights and interests of workers.

So what exactly does the DE facto labor relationship involve? 1.The labor contract should be signed but not signed;2.Oral questions and answers instead of written contracts; 3.Substituting other contracts for Labour contracts, such as specifying the conditions and treatment for the placement of staff and workers in leasing contracts, contracting contracts and merger contracts; 4.A labor relationship formed after the expiration of a labor contract and not terminated or signed;5.The labor relationship formed by the absence of the necessary provisions of the labor contract or the violation of some of its contents, resulting in the invalidity of the contract.

其次，对于用人单位没有与劳动者签订书面的劳动合同，认定双方存在劳动关系时，可以参考以下凭证：

(一)工资支付凭证或记录(职工工资发放花名册)、缴纳各项社会保险费的记录;

(二)用人单位向劳动者发放的“工作证”、“服务证”等能够证明身份的证件;

(三)劳动者填写的用人单位招工招聘“登记表”、“报名表”等招用记录;

(四)考勤记录;

(五)其他劳动者的证言等。

其中，(一)、(三)、(四)项的有关凭证由用人单位负举证责任的规定。

最后，对于用人单位没有与劳动者签订书面劳动合同的事实劳动关系中，用人单位将会承担什么样的后果呢？根据我国《劳动合同法》第八十二条规定：用人单位自用工之日起超过一个月不满一年未与劳动者订立书面劳动合同的，应当向劳动者每月支付二倍的工资，故当用人单位不与劳动者签订书面劳动合同时，劳动者可以主张最多11个月的双倍工资。除此之外，如果用人单位在疫情期间违法解除合同的，还要按照经济补偿金的标准支付双倍的赔偿金。

Next, to unit of choose and employ persons did not sign written labor contract with laborer, when affirmatory both sides exists labor relation, can consult the following voucher:

1. Wage payment vouchers or records (roster of salary payment), records of payment of various social insurance premiums;

2.The "work permit", "service certificate" and other documents that can prove identity issued by the employing unit to laborers;

3.The employment record of the employer's "registration form" and "registration form" filled in by the laborer;

4.Attendance records;

Testimonies of other labourers, etc.

Among them, 1\3\4the relevant evidence by the employing unit to bear the burden of proof.

Finally, to unit of choose and employ persons did not sign the fact labor relation of written labor contract with laborer, what kind of consequence will unit of choose and employ persons bear? According to our country "labor contractlaw"theeighty-second regulation, unit of choose and employ persons from the date of accepting more than a month less than a year did not conclude a written labor contract with laborer, it shall pay twice a month to the employee's salary, so don't sign a written labor contract with laborer when unit of choose and employ persons, laborer can claim double time of up to 11 months. In addition, if the employer illegally terminates the contract during the epidemic, it shall pay double compensation according to the standardof economic compensation.

小编提醒：受本次疫情影响导致生产经营困难的企业，千万不要随意解除劳动合同，否则可能要承担一定的法律责任。缓解企业困难的方法很多，企业可通过与职工协商方式，采取调整薪酬、轮岗轮休、缩短工时等方式稳定工作岗位，暂无支付工资能力的企业，也可与工会、职工代表协商延期支付工资都是可取的方法。

  By the outbreak of the production of business difficulties caused by the enterprise, do not arbitrarily remove the labor contract, otherwise may have to assume a certain legal responsibility. There are many ways to alleviate the difficulties of enterprises. Enterprises can negotiate with employees to stabilize their jobs by adjusting their salaries, rotating their posts, and shortening their working hours. Enterprises with no ability to pay wages can also negotiate with trade unions and workers' representatives to postpone the payment of wages.