摘要:2008年1月1日，《中华人民共和国劳动合同法》正式实施，其中热议已久的无固定期限劳动合同条款尤为引人注目。在《劳动合同法》实施前夕，该条款引发了华为企业等市场主体的若干规避行动。众多企业的裁员浪潮激起社会各界的强烈关注，也引致理论界和实务界对于无固定期限劳动合同的众多批评。虽然《劳动合同法》在无固定期限劳动合同规定方面有了很大的进步，但仍然存在一些问题。结合我国企业排斥无固定期限劳动合同的现象，本文从《劳动合同法》中有关无固定期限劳动合同的适用范围、订立条件、解除条件等规定入手，分析我国无固定期限劳动合同立法上存在的不足，在研究国外的相关立法规定的同时，吸取相关优秀经验，提出完善我国无固定期限劳动合同的建议。

关键词：无固定期限劳动合同；劳动合同法；终身雇佣制；雇佣自由原则

Abstract:On January 1, 2008, labor contract law of People's Republic officially implemented, including hot debate already a long time of open-ended employment contract is striking. In “labor contract” lawimplementation eve, this clause sparked huawei enterprise and so on the market main body some avoid action. Many enterprise of the cuts, arouse the social from all walks of life tide intense attention, also cause the theory and practice for open-ended employment contract many criticism. Although the labor contract law in open-ended labor contract has a great progress, but there are still some problems. With China's enterprise rejection open-ended employment contract phenomenon, this paper, from the “labor contract law”in the open-ended employment contract scope, conclude a condition, termination conditions and other provisions, and analyses our country open-ended employment contract of the defects in the legislation, while the study of the relevant foreign law at the same time, absorb related excellent experience, and puts forward to perfect our open-ended employment contract proposal.

Key words: Open-ended employment contract；Labor Contract Law；Life-time employment system；The principle of hire free

　　　无固定期限劳动合同的改革是《劳动合同法》的最大亮点。但与此相比，除固定期限劳动合同有两次限制外，其他劳动合同期限如以工作任务为期限合同，劳务派遣合同、非全日制合同以及外包合同等则显得极为单薄，甚至没有规定，用人单位若要规避无固定期限劳动合同，只要运用其他合同就可以轻松破解。建议立法借鉴相关国家的做法，规定用人单位在使用派遣劳动者、非全日制劳动者、外包劳动者达到一定期限后，如韩国规定为两年，用人单位应当与劳动者签订劳动合同，建立劳动关系。这样规定，一方面可以避免其他合同规避法律的规定的情况出现；另一方面，也可以使用人单位通过其他较灵活的用工方式筛选劳动者，形成梯次用工机制，保证用工的质量。