在一段勞資關係的過程中，不論是勞資關係的開始、維持、結束，都有可能發生勞資爭議。如何讓人民可以快速、便宜的解決紛爭，並建立更完善的處理機制，便是一個重要的課題。勞資爭議之行政處理程序，源自於1928年公布之勞資爭議處理法。前後歷經9次修正，特別在2011年的修法後，調解取代過去實務上的協調成為重要的勞資爭議處理機制，被勞工廣為利用。雖然在2020年勞動事件法施行後，原本預期勞資爭議行政處理程序案件量可能減少。但是，根據勞動部統計數據，行政調解案件量不減反增，甚至過去被批評案件量極少的仲裁機制，也創下案件量新高。勞資爭議的行政處理機制在實務上仍然扮演非常重要的角色。因此，本文梳理調解、仲裁之重要爭點並透過與日本法相關程序之比較，提出對我國調解程序之當事人自主原則、折衷主義提出看法，也對仲裁程序提出之建議與展望，以期健全我國勞資爭議處理機制。
Labor disputes occur during the process of an industrial relationship, whether it is the beginning, during the continuance of the labor relationship, or the end of the relationship. It is an important issue to enable parties to resolve the disputes quickly and cheaply, and to establish a better mechanism for handling the disputes. The administrative procedures for handling labor disputes originated from the Act for Settlement of Labor-Management Disputes published in 1928. After nine amendments, especially after the 2011 amendment, mediation has replaced conciliation as an important mechanism for handling labor disputes and is widely used by workers ever since. Despite some people expected cases of administrative procedures for labor disputes would decrease in the number after Labor Incident Act came into force in 2020, however, according to statistics of the Ministry of Labor, the number of administrative mediation cases has slightly increased rather than decreased. Even the arbitration mechanism, which has been criticized as having a very low caseload in the past, has reached a new high caseload. The administrative mechanism for handling labor disputes still plays a very important role in practice. Therefore, this article not only organizes the important issues of mediation and arbitration, but also presents views on the principle of party autonomy and eclecticism in the mediation process in Taiwan through the comparison with the relevant procedures under Japanese laws, as well as the suggestions and prospects for the arbitration process, in order to improve the mechanism for handling labor disputes in Taiwan.
