隨著非典型勞動型態的發展，勞動派遣在我國職場中快速地成長。勞動派遣不僅在私部門漸形普遍，亦有不少行政機關透過勞動派遣來因應人力不足的問題。由於某些事業單位為了減少勞動成本並增加僱用彈性，大量使用派遣人力，增加經常性僱用勞工的失業；且派遣工作多為低薪、低技術且較無前景之非核心工作，此種弱勢勞工從事派遣工作時，其不僅必須接受較低水準的勞動條件，且因為派遣工作的僱用不安定性，使其成為「弱勢中的弱勢」。基於上述種種現象，勞動派遣因此成為一個戕害勞工尊嚴與權益的代名詞，引起諸多批判。我國憲法第15條明定「人民之生存權、工作權及財產權，應予保障」；第152條規定「人民具有工作能力者，國家應予以適當之工作機會。」再加上目前已有勞動派遣是否損及派遣勞工之工作權爭議進入訴訟，本文將從勞動派遣之意義與特質出發，探討勞動派遣產生之爭議以及工作權保障下勞動派遣之具體問題，之後再從相關實務判決以及勞委會於2010年1月11日公布之「勞動基準法部分條文修正草案」有關勞動派遣之條文來探討勞動派遣在工作權保障下的具體實踐與問題，最後提出在符合工作權保障的前提下，勞動派遣在我國未來應有之發展。

As the development of atypical employment, dispatched employment has grown rapidly in Taiwan. It becomes popular not only in private industry, but also in public sector. Some governmental agencies adopt dispatched employment to solve the problem of man-power shortage. The more dispatched workers utilized by employers, the more regular employees would lose their jobs. Most dispatched works are low-paid, low-skilled, and low-potential. The working conditions for most dispatched workers are therefore inferior. The job security for most dispatched workers is also unstable. Based on the conditions aforementioned, dispatched employment has become a byword of “exploitation of labor” and has invited lots of criticisms. Section 15 of Taiwan Constitution provides “the right of existence, the right of work, and the right of property shall be guaranteed to the people.” Section 152 of the Constitution further provides” The State shall provide suitable opportunity for work to people who are able to work.” Furthermore, a case involved with the issue whether dispatched employment has infringed dispatched workers’ right to work is now under litigation. This article is to do a research regarding “dispatched employment and right to work”. This article starts from introducing the nature and characteristics of dispatched employment. It then discusses the disputes caused by dispatched employment and the relevant problems under constitutional protection of right work. This article further discusses relevant court decisions and the Labor Standards Act Amendment announced by the Council of Labor Affairs in Jan. 11, 2010. In the end, this article provides recommendations for the future development of dispatched employment under the premise of guaranteeing workers’ right to work in Taiwan.