勞動關係的核心是勞動契約。我國民法對於僱傭契約有相關規定，1936 年雖然曾公布勞動契約法，但一直未施行。目前對於勞動契約正式規定者，為 1984 年所制定的勞動基準法。同法自施行以來訂定勞動條件的最低標準，對於勞動契約加以規範，於勞工權利之保護，扮演著重要角色。但是同法施行至今已逾 20 餘年，政治經濟社會情勢有顯著改變，僱用及就業環境也與過去不同，因此相關勞動契約規範是否足以解決現行勞動關係上之問題，也受到檢討。對於勞動契約的規範方式，值得注意者乃近年來日本法之發展。日本於 2007 年 11月變更原本的規範方式，於勞基法之外另行制定勞動契約法。本文一方面對於現行勞基法上勞動契約法律規範之實施成效進行檢討，一方面經由對日本法的考察比較，從體系化及預防紛爭的角度，主張我國應該獨立制定勞動契約法。

The Labor Contract is the core of the Labor Relations. The Taiwan Civil Law provides the rules for the employment agreement. The Labor Contract Law was announced in 1936 but has not been taken effective so far. The Labor Standards Act (“Act”) in 1984 is the official law to be referenced to the labor contract. The Act provides the minimum requirements for contracting the terms and conditions in the employment relationship and plays the important role in the protection of the labor’s right. However, the Act was enacted more than 20 years ago and does not fit in with the current social trend, due to the significant changes in the politics and economic conditions and the labor market. It is worth to further examine and evaluate whether the Act is sufficient to be used to resolve the problems of labor conditions nowadays. Furthermore, it is worth to pay attention to the development of regulations of the labor contract in Japan. On November 2007 in Japan, Labor Contract Law was enacted in addition to the Labor Standards Act. This Article will, on the one hand, make a review on the efficiency of the enforcement with respect to the norms of labor contract in the Act of Taiwan and on the other hand, conduct the observation and comparison with the Japanese laws, and recommend the independent promulgation of the Labor Contract Law from the point of view of the legal systematization and the protection of disputes.