近年來，隨著經濟全球化之進行及產業活動模式之變化，各國之工會組織率與影響力均呈現出持續下降的情況。因此之故，工會主要任務之團體協商亦走向式微之途。在此情況下，由勞資協議制度來代行工會部分任務即有現實上之必要，勞動基準法中之勞資會議制度即為我國法上最主要之勞資協議制度，其亦因勞動基準法之修正而被賦予相當程度之法定功能。雖然有論者反對以勞資協議制度來取代工會及團體協商制度，但本文以為，在工會力量尚未成熟之國家，勞資協議制之存在是有其必要，至少需利用其來調整法定勞動條件之限制。故而，吾人必須對於勞資會議制度乃至其所為決議之效力進行深入研究。本文對於我國最主要法定勞資協議制度即勞資會議進行了以法院判決評釋為中心之研究，並對日本之相關制度亦進行了比較研究，除確認了勞資會議決議之法律效力基本得到法院之承認外，並對如何改進此一制度提出了若干建議。

With economic globalization and pattern of industrial activity are changing, organization rate and influence of labor unions in declining in many countries. In these circumstances, some of the functions of trade unions must be acting by the joint consultation system. Labor management conference in Labor Standards Law is the most important joint consultation system in our legislation. Although some scholars opposed to the labor management conference to replace the system of trade unions and collective bargaining system, but I think in the state where union’s power is still weak, joint consultation system is truly needed, at least in the legal labor conditions of the adjustment necessary. Therefore we should take a hard study about the labor management conference and the legal validity about decision of labor management conference. This paper do a hard study about labor management conference, the main joint consultation in Taiwan, especially focus on the court’s judge, and also study the related system in Japan. After the study, we find that the court basically recognize the legal validity about decision of labor management conference, and give some advice about how to reform this system.