人工智能时代基于"客观情况发生重大变化"的解雇研究OACHSSCD
Research on Dismissal Based on"Significant Changes in Objective Situations"in the AI Era
在人工智能浪潮背景下,"人工智能换人"的定性问题在司法实践中存有分歧.本研究旨在明确《劳动合同法》第40条第3项"客观情况发生重大变化"的法律内涵,探讨其在人工智能换人解雇问题中的适用性.在两个层面的法理辨析基础上,结合人工智能时代的劳资利益考量指出适用该条款的必要性和立法原意的贴合性.为应对现存的规范混乱和解雇保护机制不健全的现实掣肘,研究建议消除情势变更原则的影响,为用人单位设置再培训义务,以适应劳动力结构变化,促进劳动力市场健康发展.
In the context of the AI wave,those discrepancies in judicial practice exist regarding the qualification of"AI replacing human labor".This research aims to clarify the legal connotation of Article 40,Clause 3 of the Labor Contract Law,and it discusses the applicability in issues of dismissal due to AI replacement.Through legal theoretical analysis at two levels,it points out the necessity of employing this clause in light of labor-capital interests in the AI era,and the adherence to the original intent of legislation.To address the current regulatory confusion and the inadequacy of dismissal protection mechanisms,it is suggested to eliminate the impacts of the principle of changes in circumstances and impose retraining obligations on employers to adapt to labor structure changes,thereby promoting the healthy development in the labor market.
殷菲阳
西南政法大学 经济法学院,重庆 401120
政治法律
人工智能换人客观情况发生重大变化解雇
AI replacing human laborsignificant changes in objective situationsdismissal
《中国劳动关系学院学报》 2024 (005)
77-86 / 10
本文系重庆市教育委员会人文社会科学研究重点项目"新业态从业人员劳动权益保障机制研究"(项目编号:24SKGH004)、重庆市研究生科研创新项目"生育促进背景下女性友好型生育保障法律制度构建"(项目编号:CYS23288)的阶段性研究成果.
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