我國「無薪休假」之現況與爭議問題——以德國短工制度（Kurzarbeit）為參照對象

Abstract

二○○八年下旬因雷曼事件引發全球性金融危機，並對經濟造成連鎖衝擊，企業因應景氣急速下降採取諸多縮減措施，其中「無薪休假」引起爭議最大因而備受矚目。由於我國勞動基準法對於無薪休假並無相關規定，故其法律性質以及實施要件均有爭議，本文除參酌德國文獻研究類似我國無薪休假之「短工制度」，並分析過去我國判決實務對於無薪休假之看法，提出實施無薪休假並減少薪資必須以勞雇合意為基礎、未經勞工同意片面減少工時勞工可終止契約並請求資遣費、如無勞工同意雇主不得片面減薪仍負給付工資之義務等結論，至於過去實務以及勞委會所強調實施無薪休假期間薪資不得低於最低基本工資，本文則從法律體系以及公平性，另持保留之意見。利用集體法之力量協商縮短工時之合理範圍與方式，同時採取保險給付之補貼，使減薪之勞工安渡暫時狀態，則是本文認為未來規劃與思考的重點。

Because the graceful incident of thunder caused the global financial crisis in the last ten days of 2008, and caused the chain to strike the economy; because enterprises took some actions and dropped and took a great deal of reduction measures angrily and rapidly, among them the elimination of paid vacations, aroused the most concern. The labor standard law in Taiwan does not have relevant regulations; consequently, many disputes appear in the process. This paper considers in light of actual conditions in Germany and its law system relating to temporary work. In addition this paper serves to analyze the practice of judgment of the past for temporary work. The conclusion is the following; 1. It is illegal to reduce working hours unilaterally without the laborer’s consent. 2. In such situations the laborer can stop the agreement. 3. If the laborers does not agree, the employer cannot reduce his/her salary and has an obligation to pay the salary. To utilize thestrength of the collective law to consult the rational range and way which shortens working hours, and to adopt the insurance at the same time is in this paper the focal point and recommendation.