서울중앙지방법원 | 2024-12-12 | 2022가합552662
법원 판례 기준으로 판결요지와 원문 출처를 내부에서 확인하세요.
원문이 아닌 정리본이며, 저장된 요약의 끝부분이 잘려 있을 수 있습니다.
시용기간 중 해고의 정당성 및 해고사유 서면통지 의무 위반 여부
결과 요약
- 근로자의 해고무효확인 및 임금 청구를 모두 기각함.
사실관계
- 회사는 스타트업 회사로, 근로자는 2022. 4. 4. 회사와 근로계약을 체결하고 채용사업팀 팀장으로 근무함.
- 근로자와 회사의 근로계약서에는 '시용기간: 입사 후 3개월 동안은 시용기간이며, 시용기간 만료 시점에서 근무평정을 통해 본채용 여부를 결정한다'는 조항이 포함됨.
- 회사는 2022. 6. 21. 근로자를 팀장에서 면직시키고, 2022. 6. 28. 권고사직을 권유하였으나 근로자가 거부함.
- 회사는 2022. 7. 1. 근로자에게 내용증명우편을 통해 해고를 통지함. 해고사유는 '업무결과물 미완성, 기한 미준수 등 업무지시 미이행 및 역량부족, 사업부 리더로서의 업무역량 부족, 업무개선 피드백에도 불구하고 개선되지 않음'이었음.
핵심 쟁점, 법리 및 법원의 판단
해고사유의 서면통지 의무 위반 여부
- 쟁점: 회사가 근로기준법 제27조에 따른 해고사유 서면통지 의무를 위반하였는지 여부.
- 법리: 근로기준법 제27조는 해고사유와 해고시기를 서면으로 통지해야 효력이 있다고 규정함. 이는 해고의 존부 및 시기, 사유를 명확히 하여 분쟁을 예방하고 근로자의 방어권을 보장하기 위함임. 해고 대상자가 이미 해고사유를 구체적으로 알고 충분히 대응할 수 있는 상황이었다면, 해고통지서에 징계사유를 상세하게 기재하지 않았더라도 위 조항에 위반한 해고통지라고 할 수 없음.
- 법원의 판단:
- 근로자의 직속상사는 근로자에게 부여한 과제에 대해 수시로 피드백을 제공하고, 2022. 6. 2. 면담에서 업무 진행 미흡 및 팀장 역할 미달을 지적하며 개선을 요구함.
- 회사의 대표이사 및 인사팀장은 2022. 6. 28. 근로자와 면담하며 업무상 부족함을 언급하고 권고사직을 제안하며 그 이유를 설명함.
- 2022. 7. 1. 회사의 대표이사 및 인사팀장은 근로자와 면담하며 해고사유를 직접 설명하고, 해고통지서에 구체적인 해고사유를 명시하여 교부하려 했으나 근로자가 서명을 거부하자 내용증명우편으로 전달함.
- 근로자는 거듭된 면담 과정과 2022. 7. 1.자 해고통지서를 통해 해고사유를 구체적으로 알 수 있었다고 봄이 타당하므로, 회사가 근로기준법 제27조에서 규정한 해고사유의 서면통지의무를 위반하였다고 볼 수 없음.
관련 판례 및 법령
- 근로기준법 제27조
- 대법원 2012. 12. 24. 선고 2012다81609 판결
확보한 수집 내용입니다. 전문 여부와 앞뒤 누락, 문단·표·공백의 원형 보존은 확인되지 않았습니다.
공식 원문 미확인
1. 원고의 청구를 모두 기각한다. 2. 소송비용은 원고가 부담한다.
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\ud56d\ubaa9\uc5d0 \ub300\ud574 \ub300\ubd80\ubd84 '\ub9e4\uc6b0 \uadf8\ub807\uc9c0 \uc54a\ub2e4' \ub610\ub294 '\uadf8\ub807\uc9c0 \uc54a\ub2e4'\ub85c \ud3c9\uac00\ud568.\n- **\uc5c5\ubb34\uac1c\uc120 \ud53c\ub4dc\ubc31\uc5d0\ub3c4 \ubd88\uad6c\ud558\uace0 \uac1c\uc120\ub418\uc9c0 \uc54a\uc74c**: E\uc740 2022. 6. 2. \uc6d0\uace0\uc5d0\uac8c \uc5c5\ubb34\uc131\uacfc, \ud300\uc7a5 \uc5ed\ud560, \uadfc\ubb34\ud0dc\ub3c4 \ub4f1\uc744 \uc9c0\uc801\ud558\uba70 2\uc8fc\uac04\uc758 \uac1c\uc120 \uae30\uac04\uc744 \ubd80\uc5ec\ud588\uc73c\ub098, \uc6d0\uace0\ub294 \uac1c\uc120\ub41c \ubaa8\uc2b5\uc744 \ubcf4\uc5ec\uc8fc\uc9c0 \ubabb\ud568.\n- **\uadfc\ubb34\ud3c9\uc815\uc758 \uc815\ub2f9\uc131**:\n- **\uc0ac\ud6c4 \uc791\uc131 \uc8fc\uc7a5**: \ud53c\uace0\ub294 2021. 8.\uacbd\uc5d0\ub3c4 \ub3d9\uc77c \uc591\uc2dd\uc73c\ub85c \ud3c9\uac00\ub97c \uc9c4\ud589\ud55c \uc0ac\ub840\uac00 \uc788\uc73c\uba70, \uc6d0\uace0\ub3c4 \ud574\uace0 \uc804 \uadfc\ubb34\ud3c9\uc815\uc774 \uc774\ub8e8\uc5b4\uc9c4 \uc0ac\uc2e4\uc744 \uc778\uc2dd\ud558\uace0 \uc788\uc5c8\uc73c\ubbc0\ub85c \uc0ac\ud6c4 \uc791\uc131 \uc8fc\uc7a5\uc740 \uc774\uc720 \uc5c6\uc74c.\n- **\ud3c9\uac00\uae30\uc900 \ubc0f \ubc29\ubc95 \ubbf8\uace0\uc9c0 \uc8fc\uc7a5**: \ud53c\uace0\uac00 \uc0ac\uc6a9\ud55c \uadfc\ubb34\ud3c9\uc815\uc758 \ud3c9\uac00\ub0b4\uc6a9\uc740 \uadfc\ub85c\uc790\uc758 \uc5c5\ubb34\uc218\ud589\ub2a5\ub825, \ud0dc\ub3c4 \ub4f1\uc744 \ud3c9\uac00\ud558\ub294 \uc77c\ubc18\uc801\uc778 \uae30\uc900\uc5d0 \ud574\ub2f9\ud558\uc5ec \uc6d0\uace0\uac00 \ucda9\ubd84\ud788 \uc608\uc0c1\ud560 \uc218 \uc788\uc5c8\uace0, \uc0ac\uc804\uc5d0 \ubc18\ub4dc\uc2dc \uace0\uc9c0\ud574\uc57c \ud560 \uc758\ubb34\ub97c \ubd80\ub2f4\ud55c\ub2e4\uace0 \ubcfc \uadfc\uac70\ub3c4 \uc5c6\uc74c.\n- **\ud3c9\uac00\uc758 \uac1d\uad00\uc131 \ubc0f \uacf5\uc815\uc131 \uacb0\uc5ec \uc8fc\uc7a5**: \ud300\uc7a5 \uc9c1\ucc45\uc758 \ud2b9\uc131\uc0c1 \uc218\uce58\ub85c \uacc4\ub7c9\ud654\ud558\uae30 \uc5b4\ub824\uc6b0\uba70, \uc8fc\uad00\uc801\uc778 \ud3c9\uac00\ub97c \ud3ec\ud568\ud560 \uc218\ubc16\uc5d0 \uc5c6\uc74c. \uc6d0\uace0\uc758 \uc9c1\uc18d\uc0c1\uc0ac\uc778 E\uc774 \ud3c9\uac00\ud588\uc73c\uba70, E\uc774 \uc6d0\uace0\ub97c \uc545\uc758\uc801\uc73c\ub85c \ud3c9\uac00\ud560 \uc720\uc778\uc774 \uc5c6\uc73c\ubbc0\ub85c \uacf5\uc815\uc131\uc774 \ud6fc\uc190\ub418\uc5c8\ub2e4\uace0 \ubcf4\uae30 \uc5b4\ub824\uc6c0.\n- **\ud3c9\uac00\uacb0\uacfc \ubbf8\ud1b5\uc9c0 \ubc0f \uac1c\uc120 \uae30\ud68c \ubbf8\ubd80\uc5ec \uc8fc\uc7a5**: \ud53c\uace0\ub294 \uc2dc\uc6a9\uae30\uac04 \ud6c4 \ubcf8\ucc44\uc6a9 \uc5ec\ubd80 \uacb0\uc815\uc744 \uc704\ud574 \uadfc\ubb34\ud3c9\uc815\uc744 \uc2e4\uc2dc\ud55c \uac83\uc774\ubbc0\ub85c \uacb0\uacfc\ub97c \ubc18\ub4dc\uc2dc \ud1b5\uc9c0\ud574\uc57c \ud560 \uc758\ubb34\uac00 \uc5c6\uc74c. E\uc740 \uba74\ub2f4\uc744 \ud1b5\ud574 \uc6d0\uace0\uc5d0\uac8c \ubd80\uc871\ud55c \ubd80\ubd84\uacfc \uac1c\uc120 \ubc29\ud5a5\uc744 \uc218\uc2dc\ub85c \uc54c\ub838\uc73c\ubbc0\ub85c, \ubcc4\ub3c4\uc758 \uad50\uc721 \ub4f1\uc744 \ud1b5\ud574 \uac1c\uc120 \uae30\ud68c\ub97c \ubc18\ub4dc\uc2dc \ubd80\uc5ec\ud588\uc5b4\uc57c \ud55c\ub2e4\uace0 \ubcfc \uc218\ub3c4 \uc5c6\uc74c.\n- **\uacb0\ub860**: **\uc774 \uc0ac\uac74 \ud574\uace0\ub294 \uc2dc\uc6a9\uc81c\ub3c4\uc758 \ucde8\uc9c0\u00b7\ubaa9\uc801 \ub4f1\uc5d0 \ube44\ucd94\uc5b4 \ubcfc \ub54c \uac1d\uad00\uc801\uc73c\ub85c \ud569\ub9ac\uc801\uc778 \uc774\uc720\uac00 \uc874\uc7ac\ud558\uc5ec \uc0ac\ud68c\ud1b5\ub150\uc0c1 \uc0c1\ub2f9\uc131\uc774 \uc778\uc815\ub428.**\n#### \uad00\ub828 \ud310\ub840 \ubc0f \ubc95\ub839\n- \ub300\ubc95\uc6d0 2006. 2. 24. \uc120\uace0 2002\ub2e462432 \ud310\uacb0\n- \ub300\ubc95\uc6d0 2023. 11. 16. \uc120\uace0 2019\ub45059349 \ud310\uacb0\n## \uac80\ud1a0\n- \ubcf8 \ud310\uacb0\uc740 \uc2dc\uc6a9\uacc4\uc57d\uc758 \uc720\ud6a8\uc131\uacfc \uc2dc\uc6a9\uae30\uac04 \uc911 \ud574\uace0\uc758 \uc815\ub2f9\uc131 \ud310\ub2e8 \uae30\uc900\uc744 \uba85\ud655\ud788 \uc81c\uc2dc\ud568. \ud2b9\ud788, \uc2dc\uc6a9\uae30\uac04 \uc911 \ud574\uace0\ub294 \uc77c\ubc18 \ud574\uace0\ubcf4\ub2e4 \ub113\uac8c \uc778\uc815\ub418\ub098, \uac1d\uad00\uc801\uc774\uace0 \ud569\ub9ac\uc801\uc778 \uc774\uc720\uc640 \uc0ac\ud68c\ud1b5\ub150\uc0c1 \uc0c1\ub2f9\uc131\uc774 \uc694\uad6c\ub428\uc744 \uc7ac\ud655\uc778\ud568.\n- \ud574\uace0\uc0ac\uc720 \uc11c\uba74\ud1b5\uc9c0 \uc758\ubb34\uc640 \uad00\ub828\ud558\uc5ec, \ud574\uace0 \ub300\uc0c1\uc790\uac00 \uc774\ubbf8 \ud574\uace0\uc0ac\uc720\ub97c \uad6c\uccb4\uc801\uc73c\ub85c \uc778\uc9c0\ud558\uace0 \ub300\uc751\ud560 \uc218 \uc788\ub294 \uc0c1\ud669\uc774\uc5c8\ub2e4\uba74, \ud574\uace0\ud1b5\uc9c0\uc11c\uc5d0 \uc0c1\uc138\ud55c \uae30\uc7ac\uac00 \uc5c6\ub354\ub77c\ub3c4 \uc704\ubc95\ud558\uc9c0 \uc54a\ub2e4\ub294 \ubc95\ub9ac\ub97c \uc801\uc6a9\ud558\uc5ec, \uc0ac\uc6a9\uc790\uc758 \ud574\uace0 \uc808\ucc28\uc0c1 \ud558\uc790\uac00 \uc5c6\uc74c\uc744 \uc778\uc815\ud568.\n- \uadfc\ubb34\ud3c9\uc815\uc758 \uac1d\uad00\uc131 \ubc0f \uacf5\uc815\uc131 \ub17c\ub780\uc5d0 \ub300\ud574, \uc9c1\ucc45\uc758 \ud2b9\uc131\uc0c1 \uacc4\ub7c9\ud654\uac00 \uc5b4\ub835\uace0 \uc8fc\uad00\uc801 \ud3c9\uac00\uac00 \ubd88\uac00\ud53c\ud558\uba70, \uc9c1\uc18d\uc0c1\uc0ac\uc758 \ud3c9\uac00\uc5d0 \uc545\uc758\uc801 \uc720\uc778\uc774 \uc5c6\uc5c8\ub2e4\uba74 \uacf5\uc815\uc131\uc774 \ud6fc\uc190\ub418\uc5c8\ub2e4\uace0 \ubcf4\uae30 \uc5b4\ub835\ub2e4\ub294 \uc810\uc744 \uac15\uc870\ud568. \ub610\ud55c, \uc2dc\uc6a9\uae30\uac04 \uc911 \ud3c9\uac00 \uacb0\uacfc\ub97c \ubc18\ub4dc\uc2dc \ud1b5\uc9c0\ud558\uac70\ub098 \ubcc4\ub3c4\uc758 \uad50\uc721 \uae30\ud68c\ub97c \ubd80\uc5ec\ud560 \uc758\ubb34\ub294 \uc5c6\ub2e4\uace0 \ud310\ub2e8\ud558\uc5ec, \uc2dc\uc6a9\uc81c\ub3c4\uc758 \ubcf8\uc9c8\uc801 \ubaa9\uc801\uc744 \uace0\ub824\ud55c \ud574\uc11d\uc744 \uc81c\uc2dc\ud568.\n- \ubcf8 \ud310\uacb0\uc740 \uc2dc\uc6a9\uae30\uac04 \uc911 \uadfc\ub85c\uc790\uc758 \uc5c5\ubb34 \uc5ed\ub7c9 \ubd80\uc871 \ubc0f \uac1c\uc120 \uc758\uc9c0 \ubbf8\ud761\uc774 \uba85\ud655\ud558\uac8c \uc785\uc99d\ub420 \uacbd\uc6b0, \uc0ac\uc6a9\uc790\uc758 \ud574\uace0\uac00 \uc815\ub2f9\ud558\ub2e4\ub294 \uc810\uc744 \ubcf4\uc5ec\uc8fc\ub294 \uc0ac\ub840\ub85c \ud65c\uc6a9\ub420 \uc218 \uc788\uc74c."}
- 대법원 2015. 7. 9. 선고 2014다76434 판결
해당 해고의 정당성
- 쟁점: 해당 근로계약이 시용계약에 해당하는지 여부 및 시용기간 중 해고의 정당성 여부.
- 법리:
- 시용계약 여부: 근로계약서 문언상 시용기간을 명시하고 있고, 근로자도 시용계약임을 인지하고 있었으므로 시용계약으로 봄이 타탕함.
- 시용기간 중 해고의 정당성: 시용기간 중 근로자를 해고하거나 본 계약 체결을 거부하는 것은 사용자에게 유보된 해약권의 행사로서, 해당 근로자의 업무능력, 자질, 인품, 성실성 등 업무적격성을 관찰·판단하려는 시용제도의 취지·목적에 비추어 볼 때 보통의 해고보다는 넓게 인정되나, 객관적으로 합리적인 이유가 존재하여 사회통념상 상당하다고 인정되어야 함.
- 법원의 판단:
- 해당 근로계약은 시용계약에 해당함. 근로계약서 제9조에 '시용기간: 입사 후 3개월 동안은 시용기간이며, 시용기간 만료 시점에서 근무평정을 통해 본채용 여부를 결정한다'고 명시되어 있음. 원고 또한 면담 과정에서 "아직 수습이 끝나지 않았는데"라고 언급하는 등 시용계약임을 인지하고 있었음.
- 해고사유의 인정:
- 업무결과물 미완성, 기한 미준수 등 업무지시 미이행 및 역량 부족: 근로자는 채용사업 전략수립 과제 및 인재풀 분석 과제를 기한 내에 제대로 수행하지 못했으며, E은 근로자의 결과물