現行勞資爭議處理法於 2011年5月開始施行後，權利事項勞資爭議亦得適用該法所定仲裁制度尋求解決。然因勞資爭議處理法明文規定，原則上需要勞資爭議雙方當事人之合意始能進入該法之仲裁程序，但是資方當事人少有同意仲裁者，以致仲裁程序之利用仍非常少見。據我國勞動部估算，每年約有 20%權利事項勞資爭議屬於「調解不成立後，既未能有效合意交付仲裁，又基於某些因素未循司法訴訟，致放棄救濟」，換算件數至少 4,400件以上，數量相當可觀。經由對於國內勞資爭議行政處理之現況、國內外相關勞資爭議處理法律制度進行探討，提出修正現行勞資爭議處理法，增加「標的不限，經擬制合意之仲裁判斷具有終局的拘束力」類型仲裁之建議。要求他方當事人於收受仲裁申請書之繕本後，若不願意進行仲裁時，必須於法定期限內以仲裁申請人為被告就仲裁標的提出民事訴訟；他方當事人未於法定期限內起訴者，視為合意進行仲裁。藉此，試圖建立能夠根本解決勞資爭議同時負面影響最小，同時具有公益及符合救濟經濟之一方申請仲裁制度，希冀能對於減少懸而未決勞資爭議有所助益。

After the Settlement of Labor Disputes law act since 2011, rights disputes could also be settled by the procedures of arbitration in accordance with the act. While the Settlement of Labor Disputes law expressly stipulated that in principle it need both two parties agree to enter the procedures of arbitration. But the party from the employer side seldom agreed with the arbitration that the use of the procedures of arbitration is still very rare. According to the estimation from Ministry of Labor, 20% of rights disputes are “after the mediation is not successfully concluded, neither jointly apply for a hand-over arbitration nor files a lawsuit because of some reasons that abandon remedies.” 20% of rights disputes are considerable approximately 4400 cases. Through the administrative handling labor disputes in Taiwan ,the Settlement of Labor Disputes law discussion on Japan and Taiwan .And under the current settlement of Labor Disputes law put forward the scheme “any object, by fiction agree through the arbitration decision shall be final and binding”. The new arbitration system request that if the other party doesn’t agree to the arbitration, he or she need to sue the applicant after receiving the application for arbitration to avoid the procedures of arbitration. If he or she doesn’t bring a lawsuit will be regarded as agreed the arbitration. Try to establish an arbitration system that can fundamentally solve labor disputes and has least negative impact to be helpful to reduce the labor disputes which is not solved.