臺灣勞資關係屬家統合模式，並非勞方與資方之對等抗衡關?，而係國家個別與勞動者組織及資方組織之關係，勞動法制具有下列特質：國家對勞動條件之干預，藉由法?規舠不斷深化、法令之執行完全依賴國家勞動檢查機構、特別強調勞動者生活福祉，削弱勞資間之對立性、嚴格管制勞資組織。在上述特質下，政府之立法與措施取代勞資協商，勞動者無法運用集體力量與資方團體抗爭，資方亦次缺協商意願。不論勞方或資方，其主要協商對象為政府。 然而，對應全球化與資訊化之衝擊，國家統全型勞資關係受到極大極戰，面臨產業外移、彈性化、競爭全球化等狀況，無法提勞動者必要之保障，甚至導致勞資關係之惡化。因應全球化與資訊化產業發展之需求，應體認勞資雙方不但是經濟之共同體，更是社會共同體，從國家統全型勞資關係，走向社會統駐之勞資關係。在勞動策與立法方面，應促史工會健全發展，使勞資雙得以勞資自治的方式，建立自我規範秩序。在凝業內藉由勞工參與制度，使勞動者得以參與企業經營，在企業外則藉由社會夥伴制度，透過社會對話，參與政府政策法令之制定。

Under the national coporatism model, the industrial relations in Taiwan is not the relations between trade unions and employer organization, but the relationship separately between government-trade unions and government-employment. Thus the labor law in Taiwan has following characters: standards setting of working conditions, implemented by governmental labor inspection agency and enforced by administrative or even criminal penalties, put stress on labor welfare to avoid conflict between employee and employer, stark control of labor organization. Under this circumstances, governmental regulations take place of collective bargaining, the bargain partner of employer or employee organizations becomes government. The impact of globalization, liberalization and computerization makes it impossible to give efficient protection for employees and cause conflict in industrial relations. For the continuing economic development, labor law and labor policy in Taiwan should have more flexibility on the one hand; but it is necessary to take more effort in the protection of freedom of association and give more space for collective bargaining on the other hand. In the role of social partner, it is also necessary to give labor organizations more chances of participation in the policy making process.