近年來由於企業利用勞動力的方式日趨多様化，個人以僱傭契約外之契約形式提供勞務之形態亦有日趨擴大的現象。這種工作形態的目的如果是意圖迴避勞動法的適用時，即使無明確之偽裝的意圖，其實質上亦有近似僱傭關係的情形。本文就此一問題，介紹ILO第95次大會所決議通過的「僱傭關係建議書」。該建議書的內容主要是要求ILO會員國能夠明確定義僱傭關係，並擬定有關僱傭關係範圍和存在與否的判斷基準。本文同時亦探討日本運用該判斷基準的情形。雖然尚存在難以認定的就業形態，但是，是否有制定法律來規範之必要，不僅受到廣泛的討論，也是今後的重大課題。

In recent years, labor relation has become diversified. An increasing number of people are working outside the employment contract. Some of them are trying to avoid the application of labor law, not with standing it will still be consider as employment relationship necessarily. This paper introduces the ILO's Employment Relationship Recommendation in 2006, in which the ILO Member States define the scope and meaning of the "employment relationship", and established a clear standards for measurement. This paper also discusses the application of about standards in Japan, are still ambiguous but will become more and more important to the applications in the future.