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劳动争议仲裁时效有哪些法律规定_劳动争议_劳动工伤_捷律?/title>
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<div id="Nav">您的当前位置: <a href="/">捷律?/a> > <span id="lbNav"><a href="/flzs/ldgs/">劳动工伤</a> > <a href="/flzs/ldgs/ldzy/">劳动争议</a></span> > 正文</div>
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<div id="Title"> <h1><span id="lalTitle">劳动争议仲裁时效有哪些法律规?/span></h1></div>
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发布时间:<span id="lbInDate">2020/8/31 10:34:06</span> <span id="lbSource">来源:互联?nbsp; </span><span id="lbAuthor"></span>
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<span id="lalContent"><p style="text-indent: 2em; text-align: left;"><strong>仲裁时效的期?/strong></p><p><br/></p><p style="text-indent: 2em; text-align: left;">仲裁时效为一年。劳动法第八十二条规定：“提出仲裁要求的一方应当自劳动争议发生之日起六十日内向劳动争议仲裁委员会提出书面申请。”民法通则规定的一般民事权利时效为两年，特殊的民事权利诉讼时效为一年。劳动法的这一时效规定区别于民事争议的诉讼时效期间，这是基于劳动争议案件的特殊性而作出的规定，旨在尽快地解决劳动争议。但在实际执行中，由于有些劳动争议案件的情况很复杂，劳动者难以在六十日内申请仲裁，往往因为超过了仲裁时效而得不到法律保护?/p><p><br/></p><p style="text-indent: 2em; text-align: left;">尤其是在劳动力供大于求的形势下，一些劳动者如刚毕业的大学生、农民工等明知权利被侵害，为了与用人单位维持劳动关系，保住“饭碗”，不会一发生劳动争议就去申请仲裁，往往是最后没有办法，迫不得已才去主张权利，这时候可能已经过了六十日的仲裁时效期间。因此，在立法过程中，有许多意见认为劳动法中规定的六十日的时效期间过短，不利于保护劳动者的合法权益。本法参照了民法通则关于特殊民事权利的诉讼时效的规定，延长了申请仲裁的时效期间，将劳动争议仲裁的时效期间规定为一年?/p><p><br/></p><p style="text-indent: 2em; text-align: left;"><strong>仲裁时效计算</strong></p><p><br/></p><p style="text-indent: 2em; text-align: left;">仲裁时效的计算。根据本条规定，仲裁时效期间从当事人知道或者应当知道其权利被侵害之日起计算。权利人知道自己的权利遭到了侵害，这是其请求劳动争议仲裁机构保护其权利的基础。从这一时间点开始计算仲裁时效期间，符合仲裁时效是权利人请求仲裁机构保护权利的法定期间的本意?/p><p><br/></p><p style="text-indent: 2em; text-align: left;">知道权利遭受了侵害，指权利人主观上已了解自己权利被侵害事实的发生；应当知道权利遭受了侵害，指权利人尽管主观上不了解其权利已被侵害的事实，但根据他所处的环境，有理由认为他已了解已被侵害的事实，他对侵害的不知情，出于对自己的权利未尽到必要的注意或将其作为推延仲裁时效期间起算点的借口的情况?/p><p><br/></p><p style="text-indent: 2em; text-align: left;">仲裁时效的起算，以权利人的权利客观上受到了侵害、且主观上已知晓权利被侵害的事实为构成要件。权利人主观上认为自己的权利受到了侵害，而事实上其权利并未受到侵害的，不能使仲裁时效期间开始计算?/p><p><br/></p></span>
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