新規速遞：實施漸進式延遲法定退休年齡，實施就業優先戰略促進高質量充分就業，施行企業職工基本養老保險病殘津貼，完善生育支持政策體系，修改全國年節及紀念日放假辦法
Quick View of New Regulations: Enforce Gradual Delay in Statutory Retirement Age, Execute Employment Promotion Strategy for High-Quality and Full Employment, Implement the Disability Benefits Under the Pension Insurance for Employee, Enhance Fertility Support Policy System, and Revise Regulations on Public Holidays for National Festivals and Memorial Days
新規速遞：云南發布女職工勞動保護特別規定，浙江出臺婚假規定，陜西通過工會勞動法律監督條例
Quick View of New Regulations: Yunnan Issued the Special Provisions on Labor Protection of Female Employees, Zhejiang Released Marriage Leave Regulations, and Shaanxi Approved Trade Union Supervision Ordinance on Labor Laws典型案例：最高檢發布《檢察機關民事支持起訴典型案例》
Exploration of Typical Cases: The Supreme People’s Procuratorate Released Typical Cases of Procuratorial Support on Civil Litigation
典型案例：人社部發布《侵害勞動者就業權益典型案例》
Exploration of Typical Cases: MOHRSS Released Typical Cases of Infringement on Employees’ Employment Rights典型案例：山西、廣西、上海、湖南等多地法院發布涉勞動人事相關典型案例
Exploration of Typical Cases: Shanxi, Guangxi, Shanghai, Hunan, and Other Regions’ Courts Released Typical Cases Related to Labor and Employment
一、新規速遞：實施漸進式延遲法定退休年齡，實施就業優先戰略促進高質量充分就業，施行企業職工基本養老保險病殘津貼，完善生育支持政策體系，修改全國年節及紀念日放假辦法
Quick View of New Regulations: Enforce Gradual Delay in Statutory Retirement Age, Execute Employment Promotion Strategy for High-Quality and Full Employment, Implement the Disability Benefits Under the Pension Insurance for Employee, Enhance Fertility Support Policy System, and Revise Regulations on Public Holidays for National Festivals and Memorial Days1. 全國人大常委會會議通過《關于實施漸進式延遲法定退休年齡的決定》
The NPCSC Approved the Decision on Gradual Delay of Statutory Retirement Age2024年9月13日，全國人大常委會通過了《關于實施漸進式延遲法定退休年齡的決定》，批準了《國務院關于漸進式延遲法定退休年齡的辦法》。新規逐步將男職工的法定退休年齡從原六十周歲延遲至六十三周歲，將女職工的法定退休年齡從原五十周歲、五十五周歲分別延遲至五十五周歲、五十八周歲。我們近期對漸進式延遲法定退休年齡進行了詳細分析并提供了用工實務建議，具體內容可參見《海問·觀察丨全球視角下的延遲退休新規：解讀、影響與應對策略》。On September 13, 2024, the Standing Committee of the National People’s Congress (“NPCSC”) approved the Decision on Gradual Delay of Statutory Retirement Age, and authorized the Measures for Gradual Delay of Statutory Retirement Age issued by the State Council. The new regulation will gradually raise the statutory retirement age for male employees from 60 to 63 years old and for female employees from 50 or 55 years old to 55 or 58 years old (depending on their roles), respectively. We have conducted a detailed analysis of the gradual delay statutory retirement age and provided practical advice. For the specific content of this part, please refer to “Haiwen Observation | A Global Perspective on New Statutory Retirement Age Regulation: Interpretation, Impact, and Strategic Responses”.2. 中共中央、國務院發布《關于實施就業優先戰略促進高質量充分就業的意見》
The Central Committee of the CPC and the State Council Issued Opinions on Employment Promotion Strategy for High-Quality and Full Employment2024年9月15日，中共中央、國務院發布的《關于實施就業優先戰略促進高質量充分就業的意見》中，重點關注了提升勞動者就業權益保障水平，指出保障平等就業權利、促進勞動報酬合理增長、構建和諧勞動關系以及擴大社會保障覆蓋面。后續勞動者就業各環節的立法、司法層面可能將推進并落實相關政策，我們也將繼續密切追蹤相關進展。On September 15, 2024, the Central Committee of the Communist Party of China (“CPC”) and the State Council issued the Opinions on Implementing an Employment Promotion Strategy to Promote High-Quality and Full Employment, emphasizing improved labor rights and protections. Key focuses include ensuring equal employment rights, promoting reasonable growth in labor remuneration, fostering harmonious labor relations and expanding social security coverage. Legislative and judicial initiatives to implement these policies across various stages of employment are expected to follow, and we will keep a close eye on related developments.3. 人社部、財政部印發《企業職工基本養老保險病殘津貼暫行辦法》
The MOHRSS and MOF Issued Interim Measures for Disability Benefits Under the Pension Insurance for Employee2024年9月27日，人社部、財政部印發的《企業職工基本養老保險病殘津貼暫行辦法》中規定：參保人員達到法定退休年齡前因病或者非因工致殘經鑒定為完全喪失勞動能力的，可以申請按月領取病殘津貼；病殘津貼月標準和累計繳費年限、距離法定退休年齡年限相關，所需資金由基本養老保險基金支付；參保人員領取病殘津貼期間，不再繳納基本養老保險費。On September 27, 2024, the Ministry of Human Resources and Social Security (“MOHRSS”) and the Ministry of Finance (“MOF”) issued the Interim Measures for Disability Benefits Under the Pension Insurance for Employee. The measures provide that employees who are deemed total loss of working capacity due to illness or non-work-related injury before reaching statutory retirement age may apply for monthly disability benefits. The disability benefits amount will be linked to cumulative contribution years and the remaining years until statutory retirement age. These disability benefits will be funded by the basic pension insurance fund, and employees will no longer be required to contribute to the pension fund during the disability period.4. 國務院辦公廳印發《關于加快完善生育支持政策體系推動建設生育友好型社會的若干措施》
The General Office of the State Council Issued Measures to Enhance Fertility Support Policies System and Promote the Development of a Fertility-Friendly Society2024年10月19日，國務院辦公廳印發的《關于加快完善生育支持政策體系推動建設生育友好型社會的若干措施》的通知載明：指導有條件的地方將參加職工基本醫療保險的靈活就業人員、農民工、新就業形態人員納入生育保險；保障法律法規規定的產假、生育獎勵假、陪產假、育兒假等生育假期落實到位；建立生育補貼等制度；從落實對女職工特殊勞動保護、營造家庭友好型工作環境等方面強化職工權益保障。On October 19, 2024, the General Office of the State Council issued the Measures to Enhance Fertility Support Policies System and Promote the Development of a Fertility-Friendly Society, recommending that regions where conditions permit should extend medical insurance coverage to include maternity insurance for persons under flexible employment, migrant employees, and those engaged in new work models, and also emphasize the full implementation of legally mandated maternity leave, maternity reward leave, paternity leave, and childcare leave. Additional measures include establishing maternity subsidy systems, and strengthening the protection of employees’ rights and interests by ensuring the female employees’ rights through special labor protections and family-friendly workplaces, etc.5. 國務院修改《全國年節及紀念日放假辦法》
The State Council Revised Regulations on Public Holidays for National Festivals and Memorial Days2024年11月10日，國務院審議通過關于修改《全國年節及紀念日放假辦法》的決定。本次修改將農歷除夕、5月2日新增為全體公民放假的節日，并明確全體公民放假的假日，可合理安排統一放假調休，結合落實帶薪年休假等制度，實際形成較長假期。除個別特殊情形外，法定節假日假期前后連續工作一般不超過6天。On November 10, 2024, the State Council approved the Decision on Amending the Regulations on Public Holidays for National Festivals and Memorial Days. The amendments add Lunar New Year’s Eve and May 2nd as public holidays for all citizens. The revised measures also clarify that public holidays can be combined with adjustments to regular working schedules and the implementation of paid annual leave systems to create longer holiday periods. Except for special circumstances, continuous workdays before or after public holiday periods should generally not exceed six days.本次修改后，用人單位如需安排勞動者在上述新增的全體公民放假的節日工作的，需按照法定節假日加班支付300%的加班工資。此外，月均工作日由原20.83天變更為20.67天。為免疑義，在計算工資時，因計薪日（即法定節假日及工作日總和）天數不變，月計薪天數仍需按照21.75天計算。Under the amendments, employers arranging work for employees on the newly added public holidays must pay 300% of the employee’s regular daily wage as statutory overtime compensation. Additionally, the monthly working day standard has been changed to 20.67 days instead of the previous 20.83 days. For the avoidance of doubt, when calculating employees’ wage, it will still follow the standard of 21.75 paid days per month, as the number of paid days, i.e. the total number of statutory holidays and working days, remains unchanged.二、新規速遞：云南發布女職工勞動保護特別規定，浙江出臺婚假規定，陜西通過工會勞動法律監督條例
Quick View of New Regulations: Yunnan Issued the Special Provisions on Labor Protection of Female Employees, Zhejiang Released Marriage Leave Regulations, and Shaanxi Approved Trade Union Supervision Ordinance on Labor Laws1. 云南發布《云南省女職工勞動保護特別規定》
Yunnan Issued the Yunnan Provincial Special Provisions on Labor Protection of Female Employees2024年9月25日，云南省人民政府發布《云南省女職工勞動保護特別規定》。根據該規定：患有重度痛經的女職工，經醫療或者婦幼保健機構確診后，經期給予1至2日的休假；用人單位確因工作需要致使女職工產假或者休假未滿規定天數的，應當安排補休；不能安排補休的，應當按照應休未休產假、休假天數工資標準的百分之二百支付工資報酬。On September 25, 2024, the Yunnan Provincial Government issued the Yunnan Provincial Special Provisions on Labor Protection for Female Employees. According to the regulation, female employees diagnosed with severe dysmenorrhea by medical institutions are entitled to 1 to 2 days of menstrual leave. Employers who require female employees to return to work before completing their statutory maternity leave or other approved leave periods due to work needs must arrange compensatory leave. If compensatory leave is not feasible, employers shall pay 200% of the employee’s daily wage for each unused day of leave as compensation.2. 浙江出臺《浙江省婚假規定》
Zhejiang Released the Zhejiang Provincial Marriage Leave Regulations2024年9月27日，浙江省人大常委會公布《浙江省婚假規定》。根據該規定：依法辦理結婚登記的職工享受婚假十三天，國家法定休假日、休息日不計入婚假；婚假期間工資、獎金和其他福利待遇由用人單位照發；職工應當自登記結婚之日起一年內休婚假，確因工作需要不能在一年內休婚假的，經用人單位和職工協商同意可以延后半年休婚假；職工經與用人單位協商，可以一次性休婚假，也可以分段休婚假。On September 27, 2024, the Standing Committee of Zhejiang Provincial People’s Congress promulgated the Marriage Leave Regulations of Zhejiang Province. The regulations grant employees 13 days of marriage leave after registering their marriage. National holidays and weekends are excluded from the calculation of marriage leave. During the marriage leave period, wages, bonuses, and other benefits shall be paid in full by the employer. Employees must take their marriage leave within one year of their marriage registration date. If employee has not taken marriage leave for reasons of work needs, the leave may be deferred for up to six months upon mutual agreement between the employer and the employee. Employees may choose to take the leave in one-off or in segments, subject to agreement with their employer.3. 陜西通過《陜西省工會勞動法律監督條例》
Shaanxi Approved the Shaanxi Provincial Regulation on Labor Law Supervision of Trade Unions2024年10月9日，陜西省人大發布《陜西省工會勞動法律監督條例》。陜西省區域內工會依法對用人單位遵守勞動法律法規，保障職工合法權益情況進行有組織的群眾監督。工會勞動法律監督委員會、工會勞動法律監督員發現用人單位違反勞動法律法規，侵害職工合法權益，應當組織用人單位和職工進行協商，經協商解決不成的適用“一函兩書”制度處理。關于“一函兩書”制度保障勞動者權益工作的主要內容，請詳見《海問·研究︱海問勞動法雙月報》（2024年1-2月）。On October 9, 2024, the Standing Committee of the Shaanxi Provincial People’s Congress issued the Shaanxi Provincial Regulation on Labor Law Supervision of Trade Unions. Trade unions in Shaanxi region are authorized to organize public supervision to ensure that employers comply with labor laws and regulations and protections on the legal rights and interests of employees. If the Trade Union Legal Supervision Committee or Trade Union Labor Law Supervisors identify violations of labor laws or infringements on employees’ rights by employers, they are required to organize mediation between the employer and employees. If mediation fails, the Collaborative Approach system shall be applied to handle the issue. For further details on the Collaborative Approach system and its role in protecting employee rights, please refer to the “Haiwen Research | Haiwen Labor Law Bi-Monthly Newsletter (January-February 2024)”.三、典型案例：最高檢發布《檢察機關民事支持起訴典型案例》
Exploration of Typical Cases: The Supreme People’s Procuratorate Released Typical Cases of Procuratorial Support on Civil Litigation2024年9月6日，最高檢發布7起《檢察機關民事支持起訴典型案例》，3起案例和勞動關系、勞務關系相關，值得用人單位和勞動者注意。On September 6, 2024, the Supreme People’s Procuratorate released seven Typical Cases of Procuratorial Support on Civil Litigation. Among these, three cases are related labor and service relationships and deserve the attention of employers and employees.案例一中，王某等42人向公司追索欠付的勞動報酬，人社部門向檢察院轉交案件線索后，王某等人向檢察院申請支持起訴，檢察院審查后予以受理并向法院發出支持起訴意見書。經檢察院與法院積極溝通，推動法院快速辦理公司作為申請執行人的其他案件實現債權，進一步推動公司與王某等人就勞動報酬金額、支付時間達成調解協議。該案法院出具調解書后，公司已按期履行調解書確定的給付義務。In case 1, Mr. Wang and 41 other individuals claimed unpaid wages from their employer. Upon receiving case clues from the local MOHRSS, the procuratorate accepted Mr. Wang and the others’ application for civil litigation support. After reviewing the case, the procuratorate submitted an opinion on support on civil litigation to the court. By communication with the court, the procuratorate facilitated the swift execution of other cases where the employer was the applicant, enabling it to recover its debts. Subsequently, the employer and the claimants reached a mediation agreement on the wage amounts and payment schedule. Following the court’s issued the mediation, the employer fulfilled its obligations on time.案例二中，發包方向承包方全額支付了工程款，承包方承諾發放農民工工資。但尹某等4人向承包方提供勞務后，承包方僅單方出具委托業主支付的對賬單但未足額支付勞務報酬。經勞動監察大隊移送案件線索后，尹某等人向檢察院申請支持起訴。法院審理認定承包方和尹某等人存在勞務合同法律關系，判令承包方支付勞務報酬。In case 2, the contractee had paid the contractor in full, and the contractor had promised to pay wages to the migrant workers. However, after Mr. Yin and three others provided services, the contractor unilaterally issued a bill but failed to pay the migrant workers’ wages. After receiving case clues from the labor inspection department, Mr. Yin and the others applied to the procuratorate for support on civil litigation. The court ruled that a service contract existed between the contractor and the workers and ordered the contractor to pay the remuneration for personal services.案例三中，四川瀘州籍務工者張某在寧波慈溪某門窗廠工作期間受傷，該廠股東未足額支付醫療費、護理費等賠償金，人社部門因張某無法提供營業執照、勞動合同等證明材料拒絕了工傷認定申請。該案線索移送至四川省瀘州市人民檢察院后，因張某工作地、事故發生地為寧波市慈溪市，又經浙江省寧波市人民檢察院移送至浙江省慈溪市人民檢察院支持起訴，并推動工傷認定事宜。經多方協同，張某和該廠股東就停工留薪期工資等工傷保險待遇達成和解協議。In case 3, a migrant employee from Luzhou, Sichuan, was injured while working at a door and window factory in Cixi, Ningbo. The factory’s shareholder failed to fully compensate Mr. Zhang for medical expenses, nursing fees, and other damages. Due to Mr.Zhang’s inability to provide proof of business registration or an employment contract, the local MOHRSS denied his work injury verification application. The case was referred to the Luzhou People’s Procuratorate in Sichuan Province, and Since the workplace and accident location were in Cixi, Ningbo, the case was further transferred to the Cixi People’s Procuratorate in Zhejiang Province. The procuratorate supported Mr. Zhang in promoting civil litigation and facilitated the verification of his work injury. Through multi-party coordination, Mr. Zhang and the factory’s shareholder reached a settlement agreement on wages during medical leave and other work injury insurance benefits.四、典型案例：人社部發布《侵害勞動者就業權益典型案例》
Exploration of Typical Cases: MOHRSS Released Typical Cases of Infringement on Employees’ Employment Rights2024年10月8日，人社部發布《侵害勞動者就業權益典型案例》，涉及招轉培、虛假招聘、就業歧視、非法勞務派遣等違法案件。就其中包含的典型違法行為，我們梳理如下：On October 8, 2024, the MOHRSS released Typical Cases of Infringement on Employees’ Employment Rights, which highlight violations such as deceptive recruitment, employment discrimination, and illegal labor dispatch. Below is a summary of the key unlawful behaviors:1. 非法開展職業中介、職業技能培訓。根據《就業促進法》等法律法規，從事職業中介、職業技能培訓，應當取得人社部門的人力資源服務許可和職業技能培訓許可。在未獲得相關行政許可的情況下，以提供高薪工作崗位的虛假信息誘導求職者參與培訓，收取高額培訓費用的案涉公司，被人社部門處以停止從事職業中介活動、停止辦學以及罰款的行政處罰。Illegal Operation of Employment Agencies and Vocational Skills Training. According to the Employment Promotion Law and other regulations, enterprises engaged in employment agency services or vocational skills training must obtain human resources service permits and vocational training permits from the MOHRSS. The company involved in this case lured candidates with false promises of high-paying jobs to participate in training programs and charged exorbitant fees without obtaining the necessary licenses. The company was penalized by the MOHRSS with orders to cease its employment agency activities and training programs, along with fines.2. 發布虛假、歧視性招聘信息。根據《人力資源市場暫行條例》《人力資源服務機構管理規定》等法律法規，人力資源服務機構發布的招聘信息應當真實、合法，不得包含就業歧視性內容，不得采取欺詐等不正當手段。人力資源服務機構未獲得委托以第三方公司名義發布虛假招聘信息、實際條件與招聘承諾明顯不符，以及對特定戶籍的勞動者就業進行限制的，均屬于侵害求職者就業權益的違法行為。案涉公司被人社部門責令限期整改、清除相關信息，并處以罰款的行政處罰。對求職者造成損失的，還需賠償相應損失。Publishing False or Discriminatory Job Advertisements. Under the Interim Regulations on the Human Resources Market and the Regulations on the Administration of Human Resources Service Agencies, recruitment information issued by human resources service agencies must be truthful and lawful, and must not include discriminatory content or involve fraudulent practices. Violations included posting false job advertisements under the name of a third-party company without authorization, advertising conditions that significantly deviated from promises, and imposing restrictions based on household registration (hukou). The company involved was ordered by the MOHRSS to rectify the violations, remove the illegal advertisements, and pay fines. Additionally, the company was required to compensate candidates for any incurred losses.3. 未經許可從事網絡招聘。根據《網絡招聘管理規定》等法律法規，經營性人力資源服務機構從事網絡招聘服務，應當依法取得人力資源服務許可。通過自運營的微信公眾號發布招聘信息的公司，被人社部門責令清除并處以停止從事職業中介活動的行政處罰。Engaging in Online Recruitment Without Authorization. According to the Regulations on Online Recruitment, commercial human resources service agencies must obtain a human resources service license to provide online recruitment services. In this case, a company published recruitment advertisements through its self-operated WeChat public account without proper authorization, and the MOHRSS ordered the company to remove the advertisements and imposed a penalty requiring it to cease its employment agency activities.4. 未經許可經營勞務派遣業務、克扣勞務派遣員工工資。根據《勞務派遣暫行規定》等法律法規，經營勞務派遣業務應當向人社部門申請行政許可，勞務派遣單位應當依法支付被派遣員工的勞動報酬和相關待遇。未取得勞務派遣行政許可的情況下派遣自有員工至相關單位的，被人社部門處以停止經營、沒收違法所得以及罰款的行政處罰。取得勞務派遣行政許可的單位克扣被派遣員工工資的，亦被人社部門處以罰款。Operating Labor Dispatch Services Without Authorization and Withholding Dispatched Employees’ Wages. As stipulated by the Interim Provisions on Labor Dispatch, enterprises engaged in labor dispatch services must obtain administrative approval from the MOHRSS. Labor dispatch agencies must also pay wages and provide benefits to dispatched employees in accordance with the law. In one case, an employer dispatched its own employees to other enterprises without obtaining the required labor dispatch license, resulting in penalties including suspension of operations, confiscation of illegal income, and fines. In another case, a licensed labor dispatch agency was penalized for withholding the wages of dispatched employees, and it was fined by the MOHRSS for violating dispatched employees’ rights.五、典型案例：山西、廣西、上海、湖南等多地法院發布涉勞動人事相關典型案例
Exploration of Typical Cases: Shanxi, Guangxi, Shanghai, Hunan, and Other Regions’ Courts Released Typical Cases Related to Labor and Employment● 案例3中，法院認定井下作業人員出井后到單位浴室洗澡期間因突發疾病經搶救無效在48小時內死亡屬于視同工傷的情形；Case 3: The court ruled that the death of an employee who worked underground and passed away within 48 hours of suffering a sudden illness while showering in the employer’s bathroom after leaving the mine, regarded as a work-related injury under equivalent circumstances.● 案例4中，法院認定用人單位未履行法定參保義務，不應影響工傷職工享有工傷保險待遇，用人單位名下暫無可供執行的財產，遂判決責令社保中心核定并先行支付員工工傷保險待遇。Case 4: The court ruled that an employer’s failure to comply with its legal obligation to enroll its employees in work-related injury insurance should not prevent the injured employee from receiving work-related injury benefits. The court ordered the Social Security Center to assess and pay the benefits in advance the employer had no assets available for enforcement.● 刑事審判案例中，員工利用工作便利盜竊原材料賣給廢品回收站，法院判決員工犯盜竊罪。In criminal trial case, an employee used the convenience of workplace access to steal raw materials and sell them to a recycling station. The court convicted the employee of theft.● 行政審判案例中，具備用工主體資格的承包單位將其承包工程發包給不具備用工主體資格的自然人，該自然人又雇傭他人并在工作中受傷的，法院認定承包單位應當承擔工傷保險責任。In administrative trial case, a contractor with legal employment capacity subcontracted a project to an individual without such capacity, who then employed others. When one of these employees was injured on the job, the court held the contractor liable for work-related injury insurance responsibilities.此外，2024年9月至10月，上海、湖南、江蘇等地法院亦陸續發布與勞動人事相關爭議的典型案例，主要包括：Between September and October 2024, courts in Shanghai, Hunan, Jiangsu, and other provinces also released typical cases related to labor and employment, including:Jiangsu Rudong People’s Court in Nantong: Top Ten Typical Cases in Rudong Labor and Employment Dispute Arbitration-Mediation-Adjudication (Cases 1–5 [Reference Link>>], Cases 6–10 [Reference Link>>]).
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