隨著勞務型態的多元化與經貿的全球化，非典型勞動愈來愈普及，勞動派遣是非典型勞動的一種。目前勞動派遣在我國尚無明確具體之相關法令可茲規範，在現行相關法令欠缺或不明的情形下，雇主責任無法明確地予以釐清，派遣勞工之個別與集體勞動權的保障也有欠周全。勞動派遣在美國的發展已有相當的時間，此種勞動型態在美國所產生的問題與勞動派遣在我國所產生的問題有許多相似之處，且美國也曾針對規範非典型勞動而提出相關法案，只是未能通過立法程序，目前亦仍處於無專法規範的階段。基於發展背景與相關問題的諸多相似性，再加上美國在勞動派遣的議題上累積了不少經驗，本文針對勞動派遣在美國的發展、遭遇的問題與其所建立的相關法制為探討，並就我國勞動派遣法草案之內容與美國勞動派遣相關法制進行比較研究，之後擷取美國在此方面適合我國參考之相關制度，進而提出修正我國勞動派遣法草案之建議。

　　　　　Follwing the diversification of workstyles and globalization of economy, the contingent employment becomes more and more pervasive. Dispatched employment is one kind of the contingent employment. Currently, there is no legislation enacted for the purpose of governing the dispatched employment. Therefore, the responsibility of the user firms and the dispatched agency is not plainly regulated. The individual and collective rights of the dispatched workers are not well protected either. In the U.S., the dispatched employment is treated as temporary employment. Employment in the Temporary Help Supply industry has been developed significantly in this country. Several bills proposed for the developed significantly contingent employment did not pass the legislative process. Therefore, there is also no legislation governing dispatched employment in the U.S.. Since the problems caused by dispatched employment in the U.S. are similar to those in Taiwan, this paper conducts a thorough research and critique on the relevant laws governing dispatched employment in the U.S. and the Dispatched Employment Bill in Taiwan. Through a comparative study, recommendations to amend the Dispatched Employment Bill are provided.