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Summary

本期摘要

法規解讀：《最高人民法院關于審理勞動爭議案件適用法律問題的解釋（二）（征求意見稿）》發布，《刑法修正案（十二）》公布

Interpretation of Laws and Regulation: The Interpretation of the Supreme People’s Court on the Application of Law in the Trial of Labor Dispute Cases (II) (Exposure Draft) was released, and the Amendment to the Criminal Law (XII) was promulgated

法規解讀：上海市、海南省、重慶市以及安徽省陸續就非勞動關系人員參加工傷保險出臺新規定

Interpretation of Laws and Regulation: Shanghai, Hainan, Chongqing and Anhui Have Successively Published New Regulations on the Participation of Persons not in an Employment Relationship in Work-Related Injury Insurance

新規速遞：各地陸續出臺優化社會保險費繳費流程的公告

Quick View of New Regulations: Announcements of Optimizing the Payment Process of Social Insurance Premiums have been issued in Various Regions

新規速遞：上海市人社局進一步規范勞務派遣用工

Quick View of New Regulations: Shanghai Municipal Human Resources and Social Security Bureau Further Regulates the Labor Dispatch

典型案例：最高院發布關于勞動合同糾紛的公報案例，陜西省、貴州省分別發布勞動人事爭議典型案例

Exploration of Typical Cases: The Supreme People’s Court Released Typical Labor Contract Disputes Cases, and Shaanxi Province and Guizhou Province Successively Released Typical Cases of Labor and Personnel Disputes

典型案例：上海市三法院分別發布勞動爭議相關典型案例

Exploration of Typical Cases: Three Courts in Shanghai Released Labor Disputes Typical Cases

典型案例：北京市東城區人民法院發布兩批勞動用工相關典型案例

Exploration of Typical Cases: Beijing Dongcheng District People’s Court Released Two Batches of Typical Cases Related to Labor and Employment

一、法規解讀：《最高人民法院關于審理勞動爭議案件適用法律問題的解釋（二）（征求意見稿）》發布，《刑法修正案（十二）》公布

1. 《最高人民法院關于審理勞動爭議案件適用法律問題的解釋（二）（征求意見稿）》發布

The Interpretation of the Supreme People’s Court on the Application of Law in the Trial of Labor Dispute Cases (II) (Exposure Draft) was released

2023年12月12日，《最高人民法院關于審理勞動爭議案件適用法律問題的解釋（二）（征求意見稿）》（“征求意見稿”）發布，向社會公開征求意見。征求意見稿的條文涉及股權激勵爭議受理、仲裁時效抗辯、未訂立書面勞動合同的第二倍工資、混同用工、勞動合同續訂、競業限制、用人單位單方調整工作崗位、工作地點的審查標準、無法繼續履行勞動合同的情形等事項。

On 12 December 2023, the Interpretation of the Supreme People’s Court on the Application of Law in the Trial of Labor Dispute Cases (II) (Exposure Draft) (the “Exposure Draft”) was released for public consultation. The provisions of the Exposure Draft involve matters such as acceptance of disputes over equity incentives, defense of arbitration limitation, double pay for failure to enter into a written labor contract, mixed employment, renewal of labor contracts, non-competition, legitimacy standard for unilateral adjustment of position and workplace by the employer, and circumstances under which the performance of the labor contract cannot be continued.

我們近期從相關背景以及完善建議角度對征求意見稿進行了逐條解讀（具體內容請參見《海問·觀察︱<征求意見稿>解讀與建議（上篇）》和《海問·觀察︱<征求意見稿>解讀與建議（下篇）》)。

We have recently produced an article-by-article interpretation of the Exposure Draft from the perspective of relevant background as well as suggestions for improvement (for more information you may refer to the “Haiwen Observation: Interpretation and Suggestions for the Exposure Draft (I)” and “Haiwen Observation: Interpretation and Suggestions for the Exposure Draft (II)”).

2. 《刑法修正案（十二）》公布

The Amendment to the Criminal Law (XII) was promulgated

2023年12月29日，全國人大常委會發布《中華人民共和國刑法修正案（十二）》（“刑法修正案”），調整了賄賂類犯罪刑罰，明確對一些嚴重行賄情形加大刑事追責力度，提高單位行賄罪的刑罰，確定增設非國有企業人員背信和瀆職相關犯罪。刑法修正案將非法經營同類營業、為親友非法牟利和徇私舞弊低價折股、出售（國有）資產三項有關違背忠實義務的罪名主體從國有公司、企業擴展到民營企業，并在刑法修正案（草案）的基礎上（參見《海問·研究︱海問勞動法雙月報（2023年7-8月）》和《海問·觀察︱企業應對員工在職競業和舞弊行為的路徑選擇-兼議民事救濟路徑與<刑法修正案（十二）（草案）>中新的刑事追責路徑》），進一步將犯罪主體由“董事、經理”修改為“董事、監事、高級管理人員”，并明確了民營企業人員的具體犯罪行為。

On December 29, 2023, the Standing Committee of the National People’s Congress issued the Amendment to the Criminal Law of the PRC (XII) (the “Amendment to the Criminal Law”), which adjusted the penalties for bribery-type offences, strengthened criminal accountability to some serious bribery situations, increased the penalties for the offence of corporate bribery, and creates offences related to the breach of trust and dereliction of duty by personnel of non-state-owned enterprises. The Amendment to the Criminal Law extends the subject of the three offences relating to breach of the duty of fidelity, namely illegal operation of similar businesses, illegal profit-making for relatives and friends, and transfer of equity at low prices and the sale of (State-owned) assets due to favoritism and malpractice, from State-owned companies and enterprises to private enterprises, and further revises the subject matter of the offences from “directors and managers” to “directors, supervisors, and senior management” on the basis of the draft Amendment to the Criminal Law (for more information you may refer to the “Haiwen Research: Haiwen Labor Law Bi-Monthly Newsletter (2023 July – August)” and the “Haiwen Observation: Path Selection for Enterprises to Deal with Employees’ On-the-job Competition and Fraud – Also on Civil Relief Path and New Criminal Accountability Path in the Amendment to the Criminal Law (XII) (Draft)”), as well as clarifying the specific criminal acts committed by the personnel of private enterprises.

海問建議：征求意見稿和刑法修正案均會影響到企業勞動用工的各個方面，對于企業管理行為和員工的勞動行為提出了更高的要求。企業應當在用工管理的過程中重視上述規定所述事項，提升公司治理、管理實踐的合規性，確保符合最新的法律要求。

Haiwen Suggestion: Both the Exposure Draft and the Amendment to the Criminal Law will affect all aspects of employment in enterprises, and will impose higher requirements on the management practices of enterprises and the behaviors of employees. Enterprises should pay attention to the matters mentioned in the above provisions in the process of labor management, and enhance compliance of corporate governance and management practices to ensure alignment with the latest legal requirements.

二、法規解讀：上海市、海南省、重慶市以及安徽省陸續就非勞動關系人員參加工傷保險出臺新規定

為進一步擴大工傷保險覆蓋范圍，完善工傷保險制度，各地就非勞動關系人員的工傷保險問題出臺新規定。2023年11月9日，上海市人社局等四部門印發《關于本市超過法定退休年齡就業人員和實習生參加工傷保險的試行意見》；2023年11月20日，海南省人社廳等四部門印發《實習生、見習人員、超齡從業人員參加工傷保險辦法（試行）》，2023年12月13日，重慶市人社局等三部門印發《關于做好超齡等從業人員參加工傷保險有關工作的通知》。三地發布的工傷保險新規包括如下要點：

To further expand the coverage of work-related injury insurance and improve the work-related injury insurance system, new regulations have been published in various regions regarding work-related injury insurance for persons not in an employment relationship. On November 9, 2023, the Shanghai Municipal Human Resources and Social Security Bureau and four other departments issued the Trial Opinions on the Participation of Employed Personnel above the Statutory Retirement Age and Interns in Work-Related Injury Insurance in Shanghai. On November 20, 2023, the Hainan Province Human Resources and Social Security Department and four other departments issued the Measures for Par in Work-Related Injury Insurance for Interns, Trainees, and Overage Employees (Trial); and on December 13, 2023, the Chongqing Municipal Human Resources and Social Security Bureau and three other departments issued the Notice on Doing Well in Work-Related Injury Insurance for Overage Practitioners and Others. The new rules on work-related injury insurance issued by the three regions include the following key points:

1. 參保人員范圍：上海市、海南省和重慶市均明確了用工單位可以自愿選擇為實習生、超齡從業人員單險種參加工傷保險，海南省還將見習人員也納入參保范圍。

Scope of insured persons: Regulations in Shanghai, Hainan and Chongqing clarify that employers can voluntarily choose to participate in work-related injury insurance for interns and overage workers in a single insurance policy, and regulation in Hainan also includes trainees in the scope of insurance.

2. 繳費基數：上海市按照勞動報酬確定，海南省按該省上年度全口徑城鎮單位就業人員平均工資確定。

Contribution base: Regulation in Shanghai specifies that the contribution base is to be determined in accordance with labor remuneration, while Hainan’s regulation specifies that the contribution base is to be determined in accordance with the average wage of the entire urban workforce in that province in the previous year.

此前，浙江省人社廳等三部門于2023年5月26日印發了《浙江省用人單位招用不符合確立勞動關系情形的特定人員參加工傷保險辦法（試行）》，與上海市、重慶市、海南省相比，浙江省的新規覆蓋的參保人員范圍更廣，包括新就業形態勞動者；繳費基數靈活性更高，實際勞動報酬和社會平均工資結合確定。（參見《海問·研究︱海問勞動法雙月報》（2023年5-6月））。

Previously, on May 26, 2023, the Zhejiang Human Resources and Social Security Department, along with other three departments, issued the Measures on Participation in Single-type Work Injury Insurance for Specific Personnel Who Do Not Have Labor Relations (Trial). Compared with Shanghai, Chongqing, Hainan, Zhejiang, the new regulations cover a wider range of participants, including workers in new work forms. The flexibility in the contribution base is higher, determined by the combination of actual labor compensation and the average social wage (for more information you may refer to the “Haiwen Research: Haiwen Labor Law Bi-Monthly Newsletter (2023 May – June)”).

2023年10月24日，安徽省人社廳等八部門也印發了《關于推進補充工傷保險發展有關問題的通知》，規定暫未納入工傷保險保障范圍的人員可自愿參加補充工傷保險。該補充工傷保險的保險人為商業保險機構，投保人為用人單位或個人。

On October 24, 2023, the Anhui Province Human Resources and Social Security Department and eight other departments also issued the Notice on Issues Relating to Promoting the Development of Supplementary Work-Related Injury Insurance, which stipulates that persons who are not covered by work-related injury insurance for the time being may voluntarily participate in supplementary work-related injury insurance. The insurer of this supplementary work-related injury insurance is a commercial insurance institution, and the policyholder is the employer or individual.

海問建議：在非典型用工關系和新就業形態下，工傷責任風險是用工方最關注的風險之一。為控制風險，企業可以根據政策為相關人員單險種參加工傷保險或者繳納補充工傷保險。就構成勞動關系的人員，企業仍應當按照法律規定參加社會保險。

Haiwen suggestion: Under atypical employment relationships and new work forms, the risk of work-related injury liability is one of the primary concerns for employers. To manage this risk, enterprises can, in accordance with policies, participate in work-related injury insurance for relevant personnel or contribute to supplementary work-related injury insurance. For those who have established labor relations with the enterprise, the enterprise shall still participate in social insurance in accordance with the law.

三、新規速遞：各地陸續出臺優化社會保險費繳費流程的公告

Quick View of New Regulations: Announcements of Optimizing the Payment Process of Social Insurance Premiums have been issued in Various Regions

2023年6月，重慶市、遼寧省、云南省以及江西省等地明確了用人單位自行向稅務部門申報繳納社會保險繳納流程的相關公告。在2023年11月至12月期間，其他地區的人社、稅務等多部門也陸續發布了《關于優化調整社會保險費申報繳納流程的公告》，將當前人力資源社會保障、醫療保障部門先核定應繳費額、再推送稅務部門征收社會保險費的申報繳納流程，優化調整為繳費人自行向稅務部門申報繳納社會保險費。

In June 2023, Chongqing, Liaoning, Yunnan, Jiangxi, and other regions published announcements regarding the self-declaration and payment process of social insurance premiums directly to the tax authorities by employers. From November to December 2023, human resources and social security departments, tax authorities, and other relevant departments in various regions, successively released announcements on optimizing and adjusting the declaration and payment process of social insurance premiums. The current process, where the human resources and social security departments first determine the payable amount and then transmit it to the tax authorities for social insurance premium collection, has been optimized to allow the payers to self-declare and pay social insurance premiums directly to the tax authorities.

2023年11月至12月間，以下地區發布了調整社會保險費申報繳納流程的公告：

In November and December 2023, the following regions issued announcements adjusting the declaration and payment process of social insurance fees:

四、新規速遞：上海市人社局進一步規范勞務派遣用工

Quick View of New Regulations: Shanghai Municipal Human Resources and Social Security Bureau Further Regulates the Labor Dispatch

2023年12月5日，上海市人社局發布《關于規范本市勞務派遣用工若干問題的意見》，在2014年6月30日發布的《關于規范本市勞務派遣用工若干問題的意見》（滬人社關發〔2014〕27號）的基礎上，進一步明確了勞動派遣用工要點問題，以下問題值得注意：

On 5 December 2023, the Shanghai Municipal Human Resources and Social Security Bureau issued the Opinions on Several Issues Concerning the Regulation of Labor Dispatch in Shanghai, which further clarified the issues on key points of labor dispatch on the basis of Opinion issued on June 30, 2014. The following issues are worth noting:

1. 因不符合許可條件，派遣單位的《勞務派遣經營許可證》有效期滿未延續或者被撤銷、吊銷的，原依法訂立的勞動合同和勞務派遣協議可繼續履行至派遣期限屆滿；

If the dispatching enterprise’s Labor Dispatching Operation License has not been renewed at the expiry of its validity period or has been revoked or cancelled due to non-compliance with the licensing conditions, the original legally-concluded labor contract and labor dispatching agreement may continue to be performed until the expiry of the dispatch period.

2. 對派遣員工與本單位同類崗位的勞動者實行相同的勞動報酬分配辦法；

The same method of allocating labor remuneration shall be applied to dispatched employees as to employees in similar positions in the enterprise.

3. 用工單位應當按照規定確定適用勞務派遣用工的輔助性崗位范圍；

The employing enterprise shall, in accordance with the regulations, determine the scope of auxiliary positions to which labor dispatch is applicable.

4. 對于跨地區的勞務派遣，如果外省市勞務派遣單位未在本市設立分支機構的，由本市用工單位辦理用工備案手續，并按照本市標準，在本市代勞務派遣單位為派遣員工繳納社會保險；

For cross-regional labor dispatch, if the labor dispatching enterprise from another province or city has not set up a branch in Shanghai, the employing enterprise in Shanghai shall go through the procedures of filing for the record of employment and shall pay social insurance for the dispatched employees on behalf of the labor dispatching enterprise in Shanghai in accordance with Shanghai’s standards.

5. 派遣用工轉為人力資源服務外包的，應當調整原勞務派遣法律關系所形成對勞動者的管理方式，根據人力資源服務外包的性質，參照直接管理和間接管理的原則合理確定管理界限。用工單位以承攬、外包等名義，按照勞務派遣用工形式使用勞動者的，按照《勞務派遣暫行規定》處理。

If the labor dispatch is converted into labor outsourcing services, the management of the workers towards workers under the original labor dispatch legal relationship shall be adjusted. The boundaries of management shall be reasonably determined in accordance with the nature of the labor outsourcing services, with reference to the principles of direct management and indirect management. Where an employer uses workers under the form of labor dispatch in the name of contracting or outsourcing, it shall be handled in accordance with the Interim Provisions on Labor Dispatch.

五、典型案例：最高院發布關于勞動合同糾紛的公報案例，陜西省、貴州省分別發布勞動人事爭議典型案例

各地陸續發布勞動人事爭議典型案例。2023年第11期《最高人民法院公報》中，公報了一起由南京市報送的勞動合同糾紛案；2023年12月6日，貴州省高級人民法院發布《2023年度勞動人事爭議糾紛典型案例》；2023年12月14日，陜西省人社廳和陜西省高級人民法院聯合發布了《陜西省勞動人事爭議典型案例（第二批）》。其中，我們認為，下述案例需重點關注：

Typical cases of labor and personnel disputes were successively released in different regions. In the 11th issue of 2023 of the Gazette of the Supreme People’s Court, a case of labor contract dispute reported by Nanjing was published. On December 6, 2023, the Guizhou Higher People’s Court released the “Typical Cases of Labor and Personnel Disputes in the 2023”. On 14 December 2023, the Shaanxi MOHRSS and the Higher People’s Court jointly released the “Typical Cases of Labor and Personnel Disputes in Shaanxi Province (Second Batch)”. Among them, we highlight below cases for reference:

1. 特殊情形下即使未簽書面勞動合同，也可不予支持員工主張未訂立書面勞動合同二倍工資差額的請求。在該案例中，雖然員工與公司未簽訂書面勞動合同，但法院認為：（1）公司辦理了人事招錄手續、對勞動關系進行備案登記、繳納了社會保險，在主觀意圖上并無明顯故意；（2）在形式上，相關書面文件和備案登記已包含書面勞動合同的實質內容，達到了確定雙方權利義務的法律效果；（3）在合同目的實現上，公司未否認勞動關系，員工主張權益未受阻；（4）在法律原則上，員工對勞動合同的法律性質和未簽的后果系明知，未積極主張簽訂勞動合同與誠信原則不符。因此，員工的主張未獲支持。

The employee’s request to claim the difference of double wages may not be supported under special circumstances, even if a written labor contract has not been signed. In this case, although the employee and the employer did not sign a written labor contract, the court held that: (1) the employer handled the recruitment procedures, filed and registered the labor relationship, paid social insurance, and there was no obvious intention of not signing a written contract; (2) in terms of formal aspect, the relevant written documents and filed registration have included the substance of the written labor contract, and achieved the legal effect of determining the rights and obligations of the parties; (3) in the realization of the purpose of the contract, the employer had not denied the labor relationship, the employee had not been prevented from claiming his rights and interests; (4) in the principle of law, the employee was aware of the legal nature of the labor contract and the consequences of the failure to sign the written contract, and his lack of active advocacy for the signing of the labor contract was inconsistent with the principle of good faith. Therefore, the employee’s claim was not supported.

2. 用人單位以勞動者欺詐為由解除勞動合同合法性的審查標準。在一個案例中，員工職位為藝術培訓學校的播音主持教師，其面試時提供虛假學歷證書和小學教師資格證書，法院認為該員工的行為致使學校作出錯誤意思表示，構成法律意義上的欺詐；另一案例中，員工職位為銷售經理，其在入職登記表的“有無法律訴訟案件糾紛或判決”一欄填寫“無”，但實際該員工與前用人單位存在勞動爭議，法院認為隱瞞其與前單位的涉訴情況與履行勞動合同無關聯，不構成法律意義上的欺詐。

Criteria for reviewing the legality of an employer’s termination of an employment contract due to employee fraud. In one case, the employee was a broadcasting teacher in an art training school, and provided false diploma and Elementary Teacher Certificate during the interview. The court held that the employee’s behavior caused the school to make a wrong manifestation of intention, which constituted fraud in the legal sense. In another case, the employee was a sales manager, and filled out the column of “Whether there is a dispute in a lawsuit case or a judgment” in the registration form in the “no”, but in fact the employee and the former employer did have a labor dispute. The court held that the concealment of the existence of a labor dispute lawsuit with his former employer was not linked to the fulfillment of the labor contract, and did not constitute fraud in the legal sense.

六、典型案例：上海市三法院分別發布勞動爭議相關典型案例

Exploration of Typical Cases: Three Courts in Shanghai Released Labor Disputes Typical Cases

1. 上海市高級人民法院發布“穩定就業”相關的典型案例

Shanghai Higher People’s Court Released Typical Cases Related to Stabilizing Employment

2023年12月1日，上海市高級人民法院召開上海法院司法服務保障穩定就業、促進消費新聞發布會，共發布了5個“穩定就業”相關的典型案例，體現出法院通過勞動爭議多元解紛機制化解糾紛以及根據事實定分止爭的特點。

On December 1, 2023, the Shanghai Higher People’s Court held a press conference on the judicial services to ensure stable employment and promote consumption in Shanghai, and released five typical cases related to “stabilizing employment”, reflecting the court’s characteristics of resolving labor disputes through the multiple disputes settlement mechanism, and settling labor disputes based on facts.

2. 上海市徐匯區人民法院發布《涉民營企業勞動爭議案件審判白皮書》

Shanghai Xuhui District People’s Court Released White Paper on Labor Dispute Cases Involving Private Enterprises

2023年12月8日，上海市徐匯區人民法院舉行新聞發布會，發布《2018年至2022年涉民營企業勞動爭議案件審判白皮書》，包含8起典型案例。我們認為下述案例值得關注：

On December 8, 2023, the Shanghai Xuhui District People’s Court held a press conference and released the White Paper on Labor Dispute Cases Involving Private Enterprises from 2018 to 2022, which contained eight typical cases. Among them, we highlight below cases for reference:

案例1中，公司在員工報到5日后以不再設立錄用通知書中載明的崗位為由拒絕簽訂勞動合同，法院認定公司違背了誠實信用原則，需按照員工在原公司月工資的1.5倍向員工賠償經濟損失。案例8中，員工離職后未與公司妥善解決尚未完成的工作事宜，不符合誠信履約的法律原則，有違社會主義核心價值觀，員工意識到行為不當后和公司達成調解協議。

In the Case I, the employer refused to sign the labor contract on the grounds that job position set out in the offer letter would no longer be existed five days after the employee started work. The court found that the employer had violated the principle of good faith, and was required to compensate the employee for the economic loss in accordance with 1.5 times the employee’s monthly salary in the previous employer. In the Case IIX, the employee departed from the employer and did not properly handle the pending work matters with the employer, which was not in line with the legal principle of good faith, violated the core socialist values. The employee realized the misconduct and reached a mediation agreement the employer.

3. 上海市奉賢區人民法院發布《勞動爭議審判執行案件白皮書》

Shanghai Fengxian District People’s Court Released White Paper on Labor Dispute Trial and Enforcement Cases

2023年12月15日，上海市奉賢區人民法院發布《勞動爭議審判執行案件白皮書》。其中案例5值得關注，該案例中，員工近五年中先后向不同的用人單位提起十幾次仲裁與訴訟，其請求多包含未簽勞動合同雙倍工資差額，并多次對勞動合同中的簽名提出筆跡鑒定后獲得非本人所簽的鑒定結論。該法院審理時考慮到員工的書寫樣本中筆跡特征未得到充分反映，因而調取了員工在另案庭審筆錄中書寫的簽名用以鑒定，并認定員工在勞動合同中的簽名為本人所簽。后員工又提起新的勞動合同糾紛且再次申請鑒定，奉賢法院根據法定代表人和員工關于勞動合同到期時間的聊天記錄，未安排進行筆跡鑒定，認定勞動合同的真實性，未支持員工要求雙倍工資的主張。

On 15 December 2023, Shanghai Fengxian District People’s Court issued a White Paper on Labor Dispute Trial and Enforcement Cases. In Case V of the White Paper, the employee filed over a dozen arbitration and litigation cases in the past five years against different employers, and his requests usually included the difference of double wages for not sign a written labor contract. He had requested the handwriting verification of the signatures repeatedly in the labor contract for many times, and then obtained the identification conclusion that the signatures were not signed by the employee himself. The court taking into account the employee’s handwriting characteristics in the handwriting sample were not fully reflected, and thus accessed to the employee’s signature written in the transcripts of other trials for identification, and found that the employee’s signature in the labor contract was signed by himself. Thereafter the employee filed a new labor contract dispute and applied for handwriting verification again, Fengxian Court did not arrange the handwriting verification, but confirmed the authenticity of the labor contract, and did not support the employee’s claim for the difference of double wages based on the chat records between the legal representative and the employee about the expiration time of the labor contract.

七、典型案例：北京市東城區人民法院發布兩批勞動用工相關典型案例

Exploration of Typical Cases: Beijing Dongcheng District People’s Court Released Two Batches of Typical Cases Related to Labor and Employment

1. 北京市東城區人民法院（“東城法院”）發布能動司法審理勞動爭議典型案例

Beijing Dongcheng District People’s Court (“Dongcheng Court”) Released Typical Cases of Active Judicial Trial of Labor Disputes

2023年11月11日，東城法院發布能動司法審理勞動爭議典型案例。典型案例裁審觀點如下：

On 11 November 2023, Dongcheng Court issued typical cases of active judicial trial of labor disputes. The judicial views are as follows:

a. 員工在職期間將公司的客戶信息共享給競爭者，法院認定在勞動合同履行期間勞動者負有保密義務，用人單位約定在職期間的保密違約金不違反法律規定，就雙方約定的30萬元違約金，法院綜合考慮被告的違約行為、收入水平、過錯程度及損失情況，酌減至4萬元。

The employee shared the employer’s customer information with a competitor of the employer. The court held that the employee had a duty of confidentiality during the performance of the employment contract, and that the employer’s agreement on liquidated damages for confidentiality duty during his employment did not violate the laws and regulations. With regard to the liquidated damages of 300,000 RMB agreed by both parties, the court reduced the amount to 40,000 RMB at its discretion, taking into account the employee’s default behavior, level of income, degree of fault and damages.

b. 員工兩次以生病為由申請病假后旅游，旅游中拍攝的跳躍照片也與病情相悖，該行為既有違誠信也有違職業操守，公司解除勞動合同合法。

The employee applied for sick leave on the grounds of illness and then traveled twice, and the jumping photos taken during the travel did not correspond to his body condition, which was against both integrity and professional conduct, therefore the eployer terminated the employment contract legally.

c. 員工因父親病危請假，請假當日回家照顧其父親，并于假期內提供了父親病歷照片，但未獲批，公司以員工構成曠工為由解除勞動合同。法院認為公司未體現出以人為本的發展理念，與社會主義核心價值觀中友善的要求不符，亦有悖中華民族的傳統孝文化，既不合情也不合理，屬于違法解除。

The employee took a leave of absence due to his father’s critical illness, went home to take care of his father, and provided photos of his father’s medical records during the leave, but the employer did not approve and terminated the employment contract on the grounds that the employee was absent from work. The court held that the employer failed to follow the concept of people-oriented development, and was inconsistent with the requirement of friendliness in the socialist core values and contrary to the traditional filial piety culture of the Chinese, was neither reasonable nor sensible, and it shall be deemed as illegal termination of the employment contract.

2. 東城法院發布《雇主責任保險案件審判白皮書》

Dongcheng Court Releases White Paper on Trial of Employers’ Liability Insurance Cases

2023年12月29日，東城法院召開新聞發布會發布了《雇主責任保險案件審判白皮書（2020-2023年）》。該《白皮書》的典型案例1中，保險公司以傷者不符合保險條款中載明的“雇員”定義，傷者與用工單位是勞務關系而非勞動關系拒賠，法院審理認為雇主責任保險中的“雇傭關系”不應特指勞動關系，雇主與雇員的概念也不應特指勞動關系中的用人單位和勞動者，判決保險公司賠償。

On December 29, 2023, Dongcheng Court held a press conference to release the White Paper on Trial of Employers’ Liability Insurance Cases (2020-2023). In the Case I of the White Paper, the insurance company refused to pay compensation on the grounds that the injured person did not meet the definition of “employee” set forth in the insurance policy, and that the injured person and the employer were in a service relationship rather than an employment relationship. The court held that the “relationship” in the employer’s liability insurance should not specifically refer to the employment relationship, and the concept of enterprise and worker should not specifically refer to the employer and employee in the employment relationship, and awarded compensation to the insurance company.

目前的非勞動關系用工實踐中，企業通常通過雇主責任險防范和控制用工風險。法院的審理口徑明確雇主責任保險中的“雇傭關系”不應特指勞動關系，應做廣義解釋，和雇主責任險的定位一致。

In the current practice of engagement in non-labor relationship, enterprises usually prevent and control the risk of employment through employer’s liability insurance. The court’s decision made it clear that the “relationship” in the employer’s liability insurance should not refer to the labor relationship in particular, but should be interpreted in a broader sense, which is consistent with the goals of the employer’s liability insurance.

作者信息

劉宇翔

反腐敗與合規，勞動法

吳瓊

爭議解決，反腐敗與合規，勞動法，常年法律顧問

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海問勞動法雙月報（2023年11-12月）

作者信息