The Changes in Enterprise Organization and Labor Law in Japan

首先，保障劳动者在现代企业组织中的就业需要克服企业地位的障碍。现在许多企业都在组建企业集团，在现场的人们诚实的感觉是，工人和员工有一种内外分明的感觉，他们为企业创造了超越正式企业地位的边界。已经提出了关于集团单位就业保障的法律原则和关于事实上的单一企业的理论的建议，但重点是在法律上阐明什么是超越正式的公司地位并界定企业组织范围的东西。第二，现代企业组织中劳动力供给契约的多样化需要一种超越传统雇佣契约理论的理论。如上所述，企业组织的变化促进了组成企业组织的成员的劳动供给合同的多样化，这意味着多元化的劳动供给合同正在企业组织场所实施，这种劳动供给合同将呈现出组织型合同的面貌，而不是一次性的单一市场型合同。

First of all, guaranteeing workers employment in modern enterprise organizations requires surmounting the barrier of corporate status. Now that many enterprises are forming enterprise groups, the honest perception among those on the scene is that workers and employees have a feeling of a clearly defined inside and outside and they create boundaries for the enterprise that transcend formal corporate status. Already proposals have been made for legal principles in employment assurance in group units and theory on de facto single enterprise, but the focus is on legally elucidating what it is that transcends formal corporate status and defines the scope of an enterprise organization.Second, diversification of labor supply contracts in modern enterprise organizations necessitates a theory that transcends conventional contract of employment theory. As noted, changes of enterprise organizations have promoted diversification in the labor supply contracts of members composing those organizations, so this means that diverse labor supply contracts are being implemented in the venue of enterprise organizations, such labor supply contracts would take on the aspect of organization type contracts, not one-time single market-type contracts.