我國於西元（以下同）1985年確立調動五原則後，可以說是被法院穩定的採用30年，直到勞動基準法（下稱勞基法）第10條之1增訂後，調職的法理可謂走入一個新的紀元。
勞基法第10條之1不僅將原本調動五原則之「不得違反勞動契約之約定」從五原則之其中一個要素提升到最前提條件，更新增「不得有不當動機與目的」以及「考量勞工及其家庭之生活利益」，在遭受少子化衝擊的我國，法院應如何適用「考量勞工及其家庭之生活利益」，實有進一步觀察與研究之必要性。
本文透過修法後的重要實務見解之觀察，分析實務見解並提出與勞基法第10條之1第5款有關之問題意識，供後續研究者參考。
After the establishment of the Five Principles for employee transfers in 1985 in our country, it can be said that they have been stable and consistently adopted by courts for 30 years, until the addition of Article 10-1 to the Labor Standards Act (hereinafter referred to as the "LSA"), which can be considered a new era for the legal theory of employee transfers.
Article 10-1 of the LSA not only elevates the principle of "not violating the provisions of the labor contract" from one of the Five Principles to the forefront of the conditions, but also adds "no improper motives or purposes" and "consideration of the living interests of employees and their families". In the face of the impact of declining birth rates in our country, it is necessary to further observe and study how the courts should apply the principle of "consideration of the living interests of employees and their families". This article analyzes practical insights after the amendment and raises awareness of issues related to Article 10-1(5) of the LSA for future researchers to reference.
