2008年勞動合同法的實施，將中國大陸的勞動關係帶入了一個新的里程碑。勞動合同法側重勞動者權利之保障，其實施對用人單位產生莫大的影響。本研究先行探究勞動合同法立法背景，將勞動合同法中用人單位之權利與義務之條文進行比較，歸納出對用人單位影響頗深的部份，並提出客觀之建議與看法。本研究發現無固定期限合同、經濟補償金及勞務派遣制度對用人單位影響較深。為了避免經濟補償金的增加，用人單位以勞務派遣的用工形態，取代無固定期限合同的簽訂，因而形成勞務派遣情況暴增。政府應在用人單位與勞動者間創造雙贏。用人單位除應遵守法令外，更必須以找出永續經營之道。 Since the implementation of the Labor Contract Law of the People’s Republic of China in 2008, which brings the labor relationship into a new milestone. The purpose of the Labor Contract Law inclines to protect the rights and interest of the labor. The adoption of Labor Contract Law has dramatically impacted the employers in China. The object of this study is to investigate the background of legislation, and to compare with rights and obligations of employers of the Labor Contract Law. At last, to conclude the big impacts for the employers and give the suggestions. According to the results of the study, the open-ended employment contract, severance pay and labor dispatching influence the employers. Trying to decrease the cost of severance pay, the employers hire dispatched workers instead of signing the open-ended employment contract. Therefore, the development of the labor dispatching is flourishing. The Chinese government has to make the win-win situation between employers and employees. The employers not only have to obey the law, but also have to find the way of sustainable management.
