契約自由是我國民法上重要的概念原則，但是勞動契約是否存續會涉及勞工的工作權，且失業後往往因為失去了經濟來源而影響到整個家庭，所以法律不能給予雇主恣意解僱勞工的權限。另一方面如果雇主不能過濾、篩選自家勞工，將不良員工加以淘汰，也勢必會影響到企業的順利經營。在雙方的拉鋸之下，政府需要考量勞資雙方的利益並對於勞動契約之終止加以規範。因為不加以限制會很容易出現雇主對於勞工有恣意終止勞動契約的情況，但如果又對這方面的限制太過嚴苛，會讓雇主在僱用勞工時有所顧忌，過度保護就職中勞工的工作權，也等於變相阻礙了新鮮人進入職場就職的機會。故本文將對於勞基法第十一條立法目的與實務面的操作進行分析及整理，並探討預告終止契約衍生之相關問題以及勞工面臨被資遣時如何請求救濟的課題。
The freedom of contract is a very important legal concept in our country’s civil law，but the labor contract’s continue involves the labor’s right to work. The labor’s unemployment will affect the whole family cause he lose the main source of income. So, the law can’t give the employer free dismissal authority. On the other hand, if the employer can’t filter the labor、dismissal the bad labor, it will definitely affect the company’s management.
Therefore, the government must take both labor and employer’s benefits into consideration further regulate the termination of contract. Otherwise the employer can randomly dismissal the labor. But if the government set too much restriction, employers will have scruples when hiring workers. Overprotecting the right to work of workers in employment, disguised as a hindrance to the opportunity for fresh people to enter the workplace. Therefore, this article will analyses and dressing the labor law article 11, and discuss the issues about termination of contract. And most important how workers request relief when they face severance.
