【线上云德】疫情期间律师说（七十九）┃逆向劳务派遣行为无效的法律后果

逆向劳务派遣只是一种社会现象，并非法律专业术语，我国法律对此并未作出明确界定。逆向劳务派遣又称反向劳务派遣简称逆向派遣或反向派遣，实践中主要有两种方式:一种是实际用工单位直接招用劳动者，但不与其签订劳动合同，让劳动者在与特定的劳务派遣机构订立劳动合同，然后这一派遣机构再将劳动者以劳务派遣形式派回实际用工单位继续工作的行为;另外一种是一种是双方已存在劳动关系甚至签订书面劳动合同，再让劳动者在与特定的劳务派遣机构订立劳动合同，然后这一派遣机构再将劳动者以劳务派遣形式派回实际用工单位继续工作的行为。

Reverse labor dispatch is a social phenomenon, not a legal term, which has not been clearly defined in Chinese law. Reverse labor dispatch, also known as reverse dispatch referred to as "Reverse dispatch or reverse dispatch, in practice there are two main ways: one is the actual project unit when hiring a employee, directly but not its sign labor contract, let workers in the labor contracts concluded with specific labor dispatching institutions, and then the dispatch organization to laborers in labor dispatching form sent back to the actual project unit working behavior; The other is that both parties have existing labor relations or even sign a written labor contract, and then let the laborer conclude a labor contract with a specific labor dispatch agency, and then the dispatching agency will send the laborer back to the actual accepting unit in the form of labor dispatch to continue working.

逆向劳务派遣的实质在于原用人单位身份的转变，即由用人单位转化为劳务派遣关系中的用工单位。实际用工单位通过这种方式可以规避与劳动者签订无固定期限劳动合同，免除解除劳动合同的赔偿责任，降低用工成本。实践中，逆向派遣的本质是规避法律责任，侵害劳动者的合法权益，是一种为法律所禁止的行为。最高人民法院出版的相关法律解释丛书和全国总工会亦明确表示逆向劳务派遣行为属于违法行为，应认定为无效。

The essence of reverse labor dispatch lies in the change of the identity of the original employer, that is, from the employer to the employer in the labor dispatch relationship. In this way, the actual employing units can avoid the signing of labor contracts with laborers without a fixed term, exempt themselves from the compensation liability for labor contracts, and reduce labor costs. In practice, the essence of reverse dispatch is to evade legal responsibility and infringe on the legitimate rights and interests of workers, which is a behavior prohibited by law. The supreme people's court published a series of legal interpretations and the all-china federation of trade unions also made it clear that the reverse labor dispatch was illegal and should be deemed invalid.

逆向派遣特别是自我派遣值得用人单位注意，企业应当避免通过逆向派遣方式转移劳动关系，规范劳务派遣用工行为，保护派遣员工合法权益。否则存在被认定为逆向派遣进而确认劳动者与实际用工单位存在劳动关系的法律风险。

Reverse dispatching, especially self-dispatching, is worthy of employers' attention. Enterprises should avoid transferring labor relations through reverse dispatching, regulate labor dispatching and protect the legitimate rights and interests of dispatched employees. Otherwise, there is a legal risk of being identified as a reverse dispatch to confirm the labor relationship between the worker and the actual employer.