放假回微信算不算加班？法院判了

Core Viewpoint - The article discusses a legal case regarding "invisible overtime" where an employee, Ms. Li, claimed overtime pay for work done during her rest time, highlighting the need for companies to recognize and compensate for such work [1][2]. Group 1: Legal Case Summary - Ms. Li worked for a company from 2021 and frequently responded to work-related messages during her rest time, including weekends and holidays [1]. - In 2023, she requested overtime pay totaling 120,000 yuan for her work during rest periods, but the company disputed this claim [1]. - The court ruled in favor of Ms. Li, ordering the company to pay her 90,000 yuan for overtime from 2021 to 2023, which the company subsequently appealed [2]. Group 2: Implications for Labor Rights - The judge emphasized that overtime should not be denied simply because it was not approved by the employer, suggesting a broader interpretation of what constitutes work [2]. - The article notes the increasing prevalence of "invisible overtime" due to digital work environments, urging employees to keep evidence of their overtime work [2]. - It highlights a societal shift towards recognizing the right to personal time outside of work, advocating for the protection of workers' rights against unreasonable demands [3].