因《劳动合同法》与《劳动合同法实施条例》存在相左规定，司法实践中，对超龄用工关系性质的认 定不统一。《最高人民法院关于审理劳动争议案件适用法律若干问题的解释（三）》第七条对此冲突进行了补正。然而， 因超龄用工关系认定理论的不足，仍未能解决司法实务中判断基准与裁判标准不统一问题，影响了司法的稳定性和可预 见性。对此问题应以广阔的视角和务实的精神加以检讨：即以“社会保险待遇说”和“特殊劳动关系说”为理论支撑， 在辨识劳动关系和劳动法律关系的前提下，从“分类以视之”的分析方式和解决思路入手，厘清超龄用工关系之情形， 以准确认定其法律性质。
Because of existing different provisions between Labor Contract Law and its enforcement regulation, the cognizance on the nature of overage personnel employment is not unified in judicial practice. The Supreme People's Court promulgated the interpretation on several issues concerning the law application of labor dispute cases , in which the seventh article corrected the conflict. However, due to insufficient identification theory of overage personnel employment, it still fails to solve the problem of inconsistent datum and judgment standard in judicial practice, thus affecting the stability and predictability of the judiciary. This problem should be reviewed with a broad perspective and pragmatic spirit: the "social insurance" and "special labor relations" as the theoretical support, in the premise of identification of labor relations and labor relations law, analysis from the "classification to view" and solve the way of clarifying the situation of overage labor relations, to determine the legal nature.
黄永颖.超龄人员用工法律关系研究 —— 以《审理劳动争议案件解释（三）》第七条为切入点[J].中国劳动关系学院,2017,31(2):32-37.
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