정리해고는 인력구조조정의 수단으로 일반적으로 인정되고 있지만, 근로자의 귀책사유가 없음에도 불구하고 사용자의 경영상 이유에 의한 해고이므로 다른 해고회피의 방안이 없어 최후 수단으로 시행되어야 하고, 불가피한 정리해고의 경우에도 사전에 해고근로자를 위한 직업훈련, 직업알선 등의 사회적 지원계획을 수립하여 전직이나 재정착을 도와야 그 정당성이 인정될 수 있다. 2009년 쌍용자동차 사건에서는 77일간의 장기파업 전에는 사용자가 조업단축, 인력재배치 등의 해고회피의 노력을 하지 않았고 사전에 해고근로자를 위한 사회적 지원계획이 수립되지 않아 ‘긴박한 경영상 이유’가 인정되다 하더라도 그 정당성에 의문이 있다. 해고근로자의 우선 재고용의무는 시혜적 차원의 도덕적 의무가 아니라 근로계약상의 배려의무에 기초한 규범적 의무인데, 쌍용자동차 사건의 경우 정상화 후 신규인력 채용 때 이러한 의무가 준수되지 않아 채무불이행이나 불법행위 책임이 제기될 수 있다.The dismissal of redundancy has been recognized as measure of universal and general employment reorganization, but from the normative viewpoint, there can a question what is the ground of dismissal although there is no cause attributable to workers. So in every country is being adopted as normative estimation measure for dismissal of redundancy, the principle of supplementary nature that the dismissal of redundancy should be executed as the last resort without other way though employer make best endeavors to avoid dismissal, and the extent of dismissal should be just necessary and minimum. It is ‘requirement of endeavor for avoiding dismissal’ that this principal is connected with the requirements of justifying dismissal of redundancy. For example, may be executed variety avoiding measures such as the relocation of employment, operation shortening, downward change of working condition and continuing to work, and establishment of social plan such as vocational education, support for a change of occupation in case of after dismissal or prior reemployment of dismissal workers when operation of business is normalized after dismissal.
In 2009 Ssangyong motorcar massive dismissal case, systems of the principle of supplementary nature such as these measure of avoiding dismissal, social plan, prior reemployment of dismissal workers that have been universal I western society, was nor operated in regular order. Though he tried the reduction of 2,466 persons, 37% of total employments, employer did not execute these measure of avoiding dismissal. Then after 77 days long strike for the first time, measure of avoiding dismissal such temporary retirement without wages, relocation to business occupation, divided enterprise, etc was executed. And at same time, social plan such as vocation education for workers who wished relocation to business occupation, support subsidiaries was established. But the obligations for prior reemployment of dismissal workers were not observed when the employer announced new engagement public notice after operation was justified. So reformation about system of dismissal of redundancy is needed.