涉外勞動契約案件原應依契約衝突法則或勞動契約衝突法則選擇準據法，但「保護弱勢勞動者」作為重要的「國家政策」，已具有國際共同價值的地位，故而於決定涉外勞動契約法律適用時，須以保護勞工作為重要的考量因素，就系爭勞動關係中薪資給付之數額(是否高於「最低工資」)、終止勞動契約或解僱、女性勞工或兒童勞工的特別保護、雇主職業災害責任等事項，運用「即刻適用法」作為個案具體妥當的彈性調整機制，倘勞動契約準據法對勞工能提供較優的保護，則法院仍應適用勞動契約準據法而無須運用「即刻適用法」倘法院地勞動法對勞工能提供較優的保護，則法院應運用「區域主義型即刻適用法」直接適用法院地勞動法，倘法院地圖與勞動契約準據法國以外之與勞動契約有密切關係的第三圈，而該第三國勞動法對勞工之保護較法院地勞動法以及勞動契約準據法對勞工之保護為優時，法院並得「考慮」是否運用「國際主義型即刻適用法」直接適用該第三國勞動法(雇主職業災害責任因以納入社會告所建立之社會安全網，故應直接適用勞工工作地有關職業災害責任的相關規範)。

　　The term“lois d’application immèdiate” means an approach to apply the substantive law rules of forum state or the substantive law rules of foreign country immediately by considering the underlying policies of these substantive law rules, and“lois d’application immediate” is a policy-oriented approach. According to the underlying policy of protection of the weaker labour, it is worth to take the“lois d’application immediate” approach to apply the substantive law rules which is the most favourable law for labour in an international labour contract case. It is important that the substantive justice of protection of the weaker labour can not be hidden just because the case with foreign elements and then applying conflicts rule of contract to choose an applicable law not a favourable law for labour.