China’s Top Court Continues Campaign Against 'WeChat Overtime'

中國最高法院繼續打擊“微信加班”現象

Going home does not mean the work day is over for some Chinese employees.

對一些中國員工來說，回家並不意味著工作日的結束。

Work messages after working hours are a form of overtime work and should be

as such, the Supreme People’s Court has

.

最高人民法院確認，下班後的工作訊息屬於加班工作的一種形式，應當得到相應的補償。

On Thursday, China’s top court, the Ministry of Human Resources and Social Security, and the All-China

of Trade Unions jointly released a

of 13 “model cases” involving wage

disputes.

上週四，中國最高法院、人力資源和社會保障部以及全國總工會聯合釋出了一批涉及工資拖欠糾紛的13個“典型案例”。

In one case, a former employee of a media company successfully

his former employer for requiring him to respond to work messages during non-work hours without compensating him.

在其中一個案例中，一名媒體公司的前僱員成功起訴其前僱主，在非工作時間要求其回覆工作訊息，但未給予相應的補償。

After reviewing the man’s WeChat messages and comparing them to the company’s official working hours, a local court ruled in favor of the

and ordered the company to pay overtime compensation.

在審閱了該男子的微信訊息並將其與公司的官方工作時間進行比對後，地方法院支援了原告的訴訟請求，並下令公司支付加班費。

In its analysis of the case, the Supreme People’s Court explained that online overtime work, compared to traditional overtime work, has made it harder for workers to provide evidence to prove their overtime hours.

最高人民法院在對該案進行分析時解釋道，與傳統的加班工作相比，網上加班工作使得工人更難提供證據證明其加班時間。

It

the lower court’s approach of determining the extent of overtime work based on how much of the plaintiff’s rest time was taken up.

法院支援了地方法院根據原告休息時間被佔用的程度來確定加班工作的做法。

The release of the model case came on the same day as another

case involving “invisible overtime” was voted by the public as one of the top 10

cases in China in 2023. The case, which saw a female employee successfully sue her employer for having to send WeChat messages after work, was also written into the annual work report of the Beijing Higher People’s Court on Tuesday.

這一典型案例的釋出發生在另一起涉及“隱形加班”的里程碑案件被公眾評選為2023年中國十大司法案例之一的同一天。該案中，一名女性員工成功起訴僱主要求其在下班後傳送微信訊息，該案還被寫入了北京市高階人民法院的年度工作報告中。

“After-hours WeChat work is recognized as overtime work

the law, and workers’ rights to offline rest are guaranteed,” the work report said.

工作報告中表示：“依法認定微信下班加班為加班工作，並保障了員工線下休息的權利。”

While the government and the courts have sought to

in China’s 996 working culture in recent years, the phenomenon of “invisible overtime” has emerged as a new subject of complaint among Chinese workers. A survey by online recruitment platform 51Job in 2022 found that 84.7% of workers still check work-related messages after working hours.

近年來，儘管政府和法院試圖控制中國的“996”工作文化，但“隱形加班”現象已成為中國員工新的抱怨物件。2022年網上招聘平臺前程無憂進行的一項調查發現，84.7%的員工在下班後仍在查閱工作相關訊息。

Discussion of "invisible overtime" has

Chinese social media in the past year, with hashtags such as "Don’t message me after work" going viral. On the microblogging platform Weibo, users have celebrated the model case as the latest defense of employees’ offline rest time by Chinese courts.

在過去一年裡，“隱形加班”的討論主導了中國社交媒體，引發了“下班別給我發訊息”等話題的熱傳。在微博平臺上，使用者們對該典型案例作為中國法院對員工線下休息時間的最新維護表示了讚揚。

In another case that was celebrated by netizens last August, a local court in the southern city of Guangzhou ruled that the sudden death of a man who was responding to work messages while at home was a work-related injury.

去年八月，另一起被網民讚揚的案例中，廣州市一家地方法院裁定，一名在家中回覆工作訊息時突然死亡的男子是工作相關傷亡。

The latest model cases also included several involving wage arrears disputes between migrant workers and their employers, with the top court emphasizing employers’ responsibilities to pay migrant workers on time and to keep accurate records.

最新的典型案例還包括了幾起涉及農民工與僱主之間工資拖欠糾紛的案件，最高法院強調了僱主按時支付農民工工資和保持準確記錄的責任。

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