用一起起案例厘清“隐形加班”的权责边界

Core Viewpoint - The court in Wuhan has confirmed that handling work-related tasks via WeChat during rest periods qualifies as overtime, emphasizing the recognition of "invisible overtime" rights for workers [1][3]. Group 1: Legal Confirmation of Overtime - The case involving a worker, Ms. Li, illustrates that substantial work performed during rest periods, such as responding to WeChat messages and completing tasks, constitutes overtime [4]. - The court's ruling aligns with the evolving nature of labor, where traditional concepts of work hours and locations are increasingly flexible [3][4]. Group 2: Characteristics of "Invisible Overtime" - "Invisible overtime" often goes unrecognized, with many workers experiencing it as a sunk cost, where their efforts do not translate into visible rights [3]. - The court's decision reinforces the idea that any substantial labor contribution, regardless of location or prior approval from the employer, should be recognized as overtime [4]. Group 3: Implications for Labor Rights - Each successful case regarding "invisible overtime" serves to advance the understanding and legal framework surrounding workers' rights, potentially leading to clearer standards and broader protections [5]. - The ongoing exploration of "invisible overtime" rights is crucial for ensuring that workers' contributions are acknowledged and compensated appropriately [5].