继第三次产业革命后最近经常使用“第四次产业革命”一词。关于什么是第四次工业革命，人们众说纷纭，但它最早是在2016年1月召开的以“理解第四次工业革命”为主题的世界经济论坛上被提出。该论坛的创始人克劳斯·施瓦布(Klaus Schwab)将第四次工业革命定义为一场技术革命，即数字技术与生物技术、物理等结合在一起，以自动驾驶、物联网、人工智能等形式出现，一句话总结就是数码化。实际上，最近几年信息通信技术的发展速度已经达到了过去无法比拟的程度，信息通信技术的发展非常迅速和广泛，因此数字化正在成为重要的社会话题。

通过这样的第四次产业革命，世界经济和产业必然会受到很大的影响。美国的工业互联网联盟、日本的机器人革命倡议协会、德国工业4.0平台都以第4次产业革命为基础的数字技术和其他领域的科技融合为了追求提高生产效率,通过国家层面的具体事例。随着第四次工业革命的兴起，各类型、各行业的工作形式也逐渐多样化，因此随着互联网时代下经济高速发展，导致各行业各领域中的用工形式产生多种变化，更是促进了我国劳动形式由全日制用工为主要方式这一传统用工形式，向着以全日制用工为主多种用工方式并存的方向发展。其中，由其以通过平台进行非全日制工作以及一单一结或者日付这种新型用工模式与薪资支付模式尤为典型，这标志着我国劳动形式愈发趋向于灵活化与多样化的发展。

因劳动形式的不断发展，随之而来的问题便是新型劳动关系与传统劳动关系认定模式上的冲突，因新型劳动关系的灵活性与多样性，从而导致劳动关系认定上出现困难，我国的现行法律对于劳动关系认定的问题过于滞后，并未能够与经济发展情况出台相配套的法律法规，并且在认定过程中过于单一，导致认定困难缺乏层次性，可操作性较弱，并且现行的《劳动法》与《劳动合同法》难以在互联网经济高速发展的今天囊括所有的劳动关系，致使网约工们在劳动关系认定上出现困难，合法权益保护困难的问题也随之而来。

本文第一部分内容以网约工概念与网约工劳动关系概念为主，对比传统劳动关系模式，论述新型劳动关系的主要新特征，即新型的管理模式、新型的招聘模式与新型的薪资支付模式等。

第二部分内容以域外不同国家之间，尤其以德国、美国、日本、韩国等国家对于网约工的劳动关系认定制度以及各个国家的做法，作为一个参考研究，从中提取适合我国国情的，具备中国特色的网约工劳动关系认定方法。

第三部分主要是以我国现阶段对于网约工劳动关系认定问题上所存在的问题为主，通过法条分析与个案中裁判结果的不同处找出在新型劳动模式下当前我国网约工劳动关系认定所存在的主要问题。

第四部分内容将以本文的第二部份内容即域外国家对于网约工劳动关系认定标准以及相关经验和对于我国的启示结合本文的第三部分内容我国现阶段网约工劳动关系认定标准所存在的问题，通过引入域外的第三类劳动者、类似劳动者等等概念，通过扩大主体认定范围、明确相关定义、建立新型制度、发布指导案例等方法论证适合我国的劳动关系认定标准完善建议。

The term "fourth industrial revolution" has recently been frequently used after the Third Industrial Revolution. There are many opinions about what the Fourth Industrial Revolution is, but it was first raised in January 2016 at the World Economic Forum on the theme of "Understanding the Fourth Industrial Revolution". Klaus Schwab, the founder of the forum, defined the Fourth Industrial Revolution as a technological revolution, that is, digital technology combined with biotechnology, physics, etc., in the form of autonomous driving, Internet of Things, artificial intelligence, etc., in one sentence is digitalization. In fact, in recent years, the speed of ict development has reached a level that is unmatched in the past, and the development of ICT is very rapid and extensive, so digitalization is becoming an important social topic.

   Through such a fourth industrial revolution, the world economy and industry will inevitably be greatly affected. The Industrial Internet Alliance in the United States, the Robot Revolution Initiative Association in Japan, and the German Industry 4.0 platform are all based on the 4th Industrial Revolution based on the integration of digital technology and other fields of technology in pursuit of improving production efficiency through specific examples at the national level. With the rise of the fourth industrial revolution, various types and industries of work forms are gradually diversified, so with the rapid development of the economy in the Internet era, resulting in a variety of changes in the forms of employment in various industries and fields, it has promoted the traditional form of employment in China's labor form from full-time employment as the main way, and has developed in the direction of coexistence of multiple employment methods with full-time employment as the mainstay. Among them, the new employment model and salary payment model of part-time work through the platform and a single settlement or daily payment are particularly typical, which marks the development of China's labor form becoming more and more flexible and diversified.

Due to the continuous development of labor forms, the ensuing problem is the conflict between the new type of labor relationship and the traditional labor relationship identification model, due to the flexibility and diversity of the new labor relationship, resulting in difficulties in the identification of labor relations, China's current laws for the identification of labor relations are too lagging behind, and can not be issued with the economic development of the law and regulations, and in the identification process is too single, resulting in the lack of hierarchy of identification difficulties, weak operability, and the current "Labor Law" and " It is difficult for the Labor Contract Law to include all labor relations in today's rapid development of the Internet economy, resulting in difficulties in the identification of labor relations among online contractors, and difficulties in protecting legitimate rights and interests.

The first part mainly focuses on the concept of online contract labor and the concept of online labor relationship, compares the traditional labor relationship model, and discusses the main new characteristics of the new labor relationship, namely the new management model, the new recruitment model and the new salary payment model.

The second part of the content takes the labor relationship recognition system of online contractors and the practices of various countries between different countries outside the region, especially Germany, the United States, Japan, South Korea and other countries, as a reference study, and extracts the method of determining the labor relationship between online contractors with Chinese characteristics that is suitable for China's national conditions.

The third part is mainly based on the problems existing in the determination of the labor relationship of online contractors in China at this stage, and finds out the main problems in the current determination of the labor relations of online contractors in China under the new labor model through the analysis of laws and regulations and the differences in the adjudication results in individual cases.

The fourth part of the content will use the second part of this article, that is, the standards for the identification of labor relations between online contractors in foreign countries and the relevant experience and enlightenment for China, combined with the third part of this article, the problems existing in the identification standards of online contractors in China at the current stage, and demonstrate the suggestions for improving the labor relations identification standards suitable for China.

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