放假回微信算不算加班？法院判了

Core Viewpoint - The article discusses the phenomenon of "invisible overtime" in the workplace, highlighting how employees are pressured to work outside of regular hours without proper recognition or compensation [9][15]. Group 1: Examples of Invisible Overtime - Employees often face demands from management to complete tasks during weekends or holidays, which can lead to a feeling of being constantly monitored even during personal time [6][8]. - The use of digital communication tools like WeChat and DingTalk has made it easier for employers to impose work expectations outside of traditional office hours [10][11]. - Employees are often reluctant to formally request overtime approval, leading to a culture where unpaid work is normalized [14][12]. Group 2: Legal Case Highlight - A notable case involved a female employee, Ms. Li, who successfully sued her employer for unpaid overtime after providing evidence of work done during off-hours [22][20]. - The court ruled that work conducted outside the office, including responding to messages and modifying documents at home, qualifies as labor and should be compensated [22][21]. - This case sets a precedent that employees do not need to formally apply for overtime if they can provide evidence of their work [23]. Group 3: Recommendations for Employees - Employees are advised to keep records of communications and tasks to protect themselves from unpaid labor claims [26]. - It is important for employees to assert their rights and learn to say "no" to unreasonable demands that infringe on personal time [27][28]. - When faced with unavoidable overtime, employees should negotiate for compensation or time off in lieu, ensuring that agreements are documented [30].