| 摘要: | 2022年，我國勞工平均年總工時高達2008小時，長期超時工作與身處高壓的環境，易引發各類腸胃疾病與提高罹患心血管疾病之機率，戕害勞工的身心健康之外，長年高居不下的工時也剝奪了勞工掌握生活的權利。
我國特別休假制度雖首見於1929年的工廠法中，惟當時之規定卻未臻成熟，中間工廠法雖歷經幾次修法，以及勞動基準法出現，特別休假仍形同虛設，勞工的使用率並不高。直至2016年開始，陸續修正勞動基準法與勞動基準法施行細則中特別休假之規定，包括排定權歸於勞工、降低獲取特別休假的門檻、提高特別休假日數、特別休假遞延、未休畢之特別休假日數應折算工資等，皆為重大之革新，為勞動權益之躍進，期望強化特別休假之效力與普遍落實，達到減緩工時以及衍生的過勞問題。
從梳理我國特別休假法規範之流變開始，並以2016年修正、2017施行之特別休假新制為出發，分析與我國經濟互動密切之中國特別休假制度之演變、意義與困境，參酌勞動法制較為成熟之日本、德國與法國的學說及實務見解，探討他國制度於我國適用之可行性。藉由文獻之統整與歸納，觀察現行特別休假制度有何褒貶之處，探討對勞雇雙方產生哪些影響與困境，並嘗試對困境提出解決方法，希望提出對特別休假法規之修正建議，使特別休假制度更加完善，改善我國高工時、過勞之勞動環境。
In 2022, the average annual total working hours of our country's workers will be as high as 2,008 hours. Long-term overtime work and high-pressure environments can easily cause various gastrointestinal diseases and increase the chance of cardiovascular diseases. In addition to harming the physical and mental health of workers, the number has remained high for many years. Long working hours also deprive workers of their right to control their lives.
Although our country's vocations with pay system first appeared in the Factory Act in 1929, the regulations at that time were not yet mature. Although the Intermediate Factory Act has been revised several times and the Labor Standards Act has appeared, the vocations with pay is still in name only, and the utilization rate of labor is not high. . Beginning in 2016, the provisions on vocations with pay in the Labor Standards Act and the Implementing Rules of the Labor Standards Act were gradually revised, including vesting the right to schedule with workers, lowering the threshold for obtaining vocation with pay, increasing the number of vocation with pay days, deferring vocations with pay, and unfinished leave. The number of days of vocations with pay should be converted into wages, etc. These are all major innovations and a leap forward for labor rights. It is expected to strengthen the effectiveness and universal implementation of special leave, so as to reduce working hours and the resulting overwork problems.
Starting from sorting out the evolution of China's vocations with pay laws and regulations, and taking the new vocations with pay system revised in 2016 and implemented in 2017 as a starting point, we analyze the evolution, significance and dilemma of China's vocations with pay system, which is closely interacted with our country's economy, and take into account the relatively mature labor legal system. The theoretical and practical insights of Japan, Germany and France are discussed to explore the feasibility of applying the systems of other countries to our country. Through the integration and summary of the literature, we will observe the pros and cons of the current vocations with pay system, explore the impacts and dilemmas on both sides of the workforce, and try to propose solutions to the dilemmas. We hope to put forward suggestions for amendments to the vocations with pay regulations so that The vocations with pay system will be improved to improve the labor environment of high working hours and overwork in Taiwan. |
