The dispatched work is one of the atypical employment, it is the most elastic utilization of labor force. When we take a look at the manpower practice around the world, then we realize that the dispatched work gradually accepted by enterprise as a long-term human resources tool. When we attempt to resolve problems which result from dispatched work, we should first try to examine whether the current labor laws already stipulate the same kind problems. Secondary, we should consider it from the viewpoint of legal policy and legislative practice. Both are different. The author insists that the re-dispatch must be forbidden, so that the dispatched workers will not several times exploited. And, when a employer hire a laborer and ask him to make a contract with a dispatched hirer, after that, the laborer go back to work for original employer, then we must deem it as middleman contract in Taiwan Civil Law 576th Stipulation (indirect proxy). Similarly, among the conglomerate, when the conglomerate builds a dispatched firm (hirer) to hire all of the employees and then send all dispatched workers to every enterprise, or a enterprise terminates labor contract with laborer and ask him to make a contract with a dispatched firm (hirer), after that the dispatched worker go back to his original employer and work for him. Both cases can be deemed as middleman contract (indirect proxy). The author do not support that it is a mutual false meaning expression. In addition, the dispatched worker can only called for work in a borrower firm which has short-term work. The legislators should specify the longest dispatched deadline, so that the regular laborers in borrower firm will not replaced by dispatched workers. Finally, we should very carefully about the mechanism design that the dispatched workers automatically regarded as the regular laborer of borrower firm, so that the freedom of contract principle will not be violated.