这是一起关于"隐形加班"的真实判例。据智通财经报道，工程师小韦在一家建筑公司工作。两年多 的时间里，他不仅平时需要加班，就连元旦、春节、劳动节、国庆节等法定节假日，也常常需要在微信 群里汇报工作、参加线上会议、发送现场照片。 当然，湘潭中院判决还有一大亮点，就是对"隐形加班"作出了合理认定。如今，在现实生活中，劳 动者与用人单位在下班后的微信沟通较为常见。哪个"打工人"没有下班后接到过单位领导的微信，或者 在微信群中回过话呢?如果一律认定为"隐形加班"，盲目扩大劳动者权益保障范围，将大大增加用人成 本，对用人单位而言，既不合理也不公平。 根据法院作出的判决，认定"隐形加班"，核心标准是看劳动者是否提供了"实质性劳动"，如果符合 具有"工作强制性"、占用了"休息时间"、付出了"脑力或体力"等要件，那么就可以认定为"隐形加班"， 而偶尔、简单地回复一句"收到""好的"，一般不认定为加班。跳出个案，对于其他法院而言，这一判决 不乏参考借鉴意义，有利于更加合理地认定加班事实。 无论社会如何变迁，劳动者的合法权益不能缩水。纵然科技改变了人类生活模式，微信等即时通讯 工具模糊了上下班的界限，劳动者的加班活动也不能被忽视。 ...

好好的休息时间，"叮"的一声，手机亮了——工作群里，老板@了你，要求半小时内反馈一份工作数 据。或者，工作群的消息"滴滴滴"响个不停，一会儿要求参与线上会议，一会儿要求紧急处理工作事 务。虽然人不在办公室，但心却一刻也不得安宁。那么，这种通过微信、钉钉等方式在下班后处理工 作，到底算不算加班？ 近日，湖南湘潭中院通过一份真实判例，认定原告在节假日或下班后用微信处理工作，属于加班，并判 决公司支付其加班费5000元。法院还详细分析了何种情形属于"隐形加班"。 离职后获得5000元加班费 据湘潭中院公布判例，工程师小韦（化名）在一家建筑公司工作。两年多的时间里，他不仅平时需要加 班，就连元旦、春节、劳动节、国庆节等法定节假日，也常常需要在微信群里汇报工作、参加线上会 议、发送现场照片。 2022年，小韦被公司要求离职后，一纸诉状将公司告上法庭，要求公司支付他两年来的加班费。公司却 说，小韦根本没有加班，微信上聊几句工作，怎么能算加班呢？法庭上，小韦提交了大量的微信聊天记 录作为证据。 经过仔细审理，法院认为：小韦在休息日和法定节假日，通过微信付出了实质性的劳动，比如参加会 议、汇报详细进度、拍摄工地现场照片等，这 ...

对"微信加班"等"隐形加班"的权益保障需要一个不断探索磨合的过程，在这个过程中，每一起劳动 者"胜诉"的案例都能起到推进或催化作用。具体的"隐形加班"场景或情形各不相同，法院或劳动争议仲 裁机构在一起起案例中依法依事实认定"隐形加班"、支持劳动者的维权诉求，并以案释法，可以不断拓 展并厘清对"隐形加班"的保障边界，巩固和凝聚共识，可以让相关标准更加清晰，进而逐渐形成常态性 机制。这样对"隐形加班"的保障就会更全面、更到位，劳动者的"隐形加班"权益落袋的门槛和成本会更 低，劳动者受益的范围也会更大。 每一次"隐形加班"，每一份实质性劳动付出，都值得肯定和回报。每一位劳动者拿起法律武器 为"隐形加班"维权，每一起支持"隐形加班"的案例，都是劳动保障进步的坐标，都令人乐见。 【责任编辑：杨鑫宇 编辑：王钟的】 在很多新型劳动场景中，工作时间、工作场所、劳动状态、加班等概念早已突破了传统的固化的认 知边界，而是变得更多元、更灵活。但不管相关的劳动场景如何变化，认定劳动状态或加班的标准是基 本不变的——主要看劳动者是否有实质性的劳动付出。 在"八小时之外"，如果劳动者与用人单位只是进行简单的、碎片化的电话或线上沟通，往 ...

Core Viewpoint - The case highlights the legal implications for companies that frequently schedule online meetings and training sessions outside of regular working hours, potentially leading to labor disputes and financial liabilities for unpaid overtime [1][4]. Group 1: Case Background - The case involves a worker, Wang, who claimed that his employer frequently scheduled online meetings and training sessions after work hours, infringing on his personal time [1][2]. - Wang was employed as an engineer from July 10, 2020, until the unilateral termination of his contract on June 30, 2023, and sought compensation for overtime pay totaling 32,000 yuan for extended hours, 49,000 yuan for rest days, and 3,300 yuan for statutory holidays [2][3]. Group 2: Evidence and Court Findings - Wang provided evidence including meeting records and chat screenshots to demonstrate that the company indeed held multiple online activities outside of regular working hours [2][3]. - The court found that the evidence presented by Wang was sufficient to prove that the company arranged meetings and training sessions during non-working hours, thus validating his claims for overtime compensation [3][4]. Group 3: Legal Implications for Companies - Companies that impose mandatory online meetings during non-working hours may face legal risks, including the obligation to pay overtime and the potential for decreased employee morale and increased turnover [5]. - The court emphasized that while workers have the burden of proof regarding overtime claims, if the employer fails to provide evidence to counter the claims, they may bear the negative consequences [4][5]. Group 4: Recommendations for Companies - Companies are encouraged to foster a positive corporate culture by restructuring work hours and compensation systems to respect employees' right to rest while maintaining productivity [5]. - It is advisable for companies to prioritize scheduling meetings during regular working hours or to adopt asynchronous training methods that allow employees to choose their participation times [5].

Core Viewpoint - The recent court ruling in Beijing regarding "invisible overtime" has established a legal precedent for compensating workers who engage in work-related activities during off-hours, highlighting the need for clearer regulations and protections for digital laborers [1][2][3] Group 1: Legal Implications - The court's decision mandates that companies must pay overtime for work conducted during late hours and holidays, effectively addressing the issue of "invisible overtime" that has previously evaded legal scrutiny [1] - The ruling sets a practical judicial standard for recognizing "invisible overtime" as involving significant labor that occupies rest time, even in the absence of traditional attendance records [2] Group 2: Industry Practices - Many companies have implemented strict "overtime approval systems" while simultaneously expecting employees to be available at all times, creating a paradox that complicates workers' rights [1] - Companies often use tactics such as substituting overtime pay with "on-call allowances" or manipulating wage structures to obscure actual compensation for overtime work [1] Group 3: Technological and Ethical Considerations - The proliferation of digital communication tools has blurred the lines between work and personal time, leading to a culture where constant availability is seen as a professional requirement [2] - There is a call for the establishment of a unified "online labor monitoring platform" to proactively identify and address risks associated with invisible overtime through data analysis [3] Group 4: Recommendations for Improvement - To combat the issue of invisible overtime, a multi-faceted approach is suggested, including legislative measures to define online labor standards and the introduction of a "right to disconnect" for workers [2][3] - The integration of AI and data-sharing technologies is recommended to accurately track and compensate for online labor, ensuring that every minute of substantial work is recognized and rewarded [3]

Core Viewpoint - The phenomenon of forced overtime and hidden overtime is prevalent, with some employers viewing overtime as a corporate culture to motivate employees to extend working hours and forgo vacations to create value for the company [1][7][8] Group 1: Trends in Labor Disputes - The number of labor dispute cases related to rest and vacation rights has been increasing annually, with 4,942 cases out of 11,440 total labor disputes from 2022 to 2024, accounting for approximately 43.2% of all labor disputes [2][3] - The number of cases adjudicated has risen from 1,266 in 2022 to 1,982 in 2024, indicating a consistent upward trend [2] Group 2: Nature of Disputes - Laborers' claims often involve multiple requests, including statutory annual leave wages, overtime wages, sick leave wages, and enforcement of labor contracts, reflecting a complex and intertwined nature of disputes [5] - Among the cases involving overtime wages, 705 cases (41.6%) pertained to delayed overtime, while 1,469 cases (86.7%) involved rest day overtime, and 792 cases (46.7%) related to statutory holiday overtime [5] Group 3: Reasons for Disputes - The primary reasons for disputes include statutory annual leave (3,479 cases, 70.4%), overtime wages (1,740 cases, 35.2%), and sick leave (227 cases, 4.6%) [6] - Cases where employers restrict laborers' vacation rights through regulations accounted for 598 cases (12.1%), while unreasonable refusals of vacation requests made up 421 cases (8.5%) [6] Group 4: Outcomes of Disputes - In the last three years, 76.9% of cases adjudicated in favor of laborers, with 32.7% of cases fully supporting claims for unpaid annual leave wages [6] - For overtime wage claims, 26.4% of cases fully supported laborers' requests, while 52.8% were partially supported [6] Group 5: Recommendations for Laborers - Laborers are advised to enhance their awareness of legal rights and maintain evidence of their work hours and communications to avoid disputes [8][9] - It is recommended that laborers carefully review labor contracts and company regulations regarding vacation rights and raise objections to any unreasonable restrictions [8][9]

以下文章来源于不会笑青年 ，作者不会笑青年 不会笑青年 . 你中了几招？ 周末晚上9点多，领导突然微信轰炸： "小张，客户说方案数据有问题，赶紧把第3部分的图表改改，10点前发我！" 小张回了句 "我在老家没电脑"。 领导立马甩来一句： "手机热点连一下，WPS也能改，客户是大单子啊！" 好家伙，道德绑架+工作压力，逼得人没法说不。 劳动节假期第二天，小王正在三亚看海，领导电话打来： "供应商送了20箱物料，行政部放假没人，你住得近先去公司收下货吧？就半小时！" ； 小王无奈说" 我在三亚" ； 全网唯二的程序员主题漫画公众号。 这场景，哪个打工人没经历过？ 这些事儿，乍看是"举手之劳"，但细想全是套路。 问题是，干完了，工资条上啥也没有！ 隐形加班 为啥叫"隐形加班"？ 因为它不像996那样明目张胆，而是披着"灵活办公"的外衣，悄无声息偷走你的休息时间。 数字化办公普及后，微信、钉钉成了领导的"加班神器"。 下班后改个文件、周末写个汇报、节假日回个客户需求，这些活儿都不在公司，却实实在在是劳 动。 关键是是，公司往往并不认账。 领导轻描淡写： "那你联系快递把钥匙放物业，让保安搬进去。" 这操作，硬是把假期 ...

休息时间用微信回复工作算加班吗？ 据极目新闻报道，2 0 2 1年，李女士入职某公司，双方签订了固定期限劳动合同。 工作期间， 李女士经常在休息时间，如周末、下班后、国家规定的法定节假日等，收到公司高层领导发 来的微信消息，包括回复工作指令、修改方案等，李女士按照要求完成了相应的工作。 2 0 2 3年下半年，因公司业务调整，李女士与公司就离职一事进行协商。 李女士要求公司支付 休息日的加班工资，共计1 2万元，双方对此未能达成一致。 2 0 2 4年4月，武汉市青山区人民法院立案受理了公司与李女士劳动争议纠纷一案。 来 源 | 中国青年报、极目新闻（记者：孙婷婷）、中青评论等 最 终 ， 经 核 算 ， 法 院 判 决 公 司 向 李 女 士 支 付 2 0 2 1 年 至 2 0 2 3 年 加 班 费 9 万 元 。 该 公 司 不 服 判 决，提起上诉。日前，二审法院维持了原判。 承办法官表示，对于劳动者隐性加班问题，不能仅因劳动者未在用人单位工作场所工作未经 用人单位审批而否定加班，应虚化工作场所概念，综合考虑劳动者是否提供实质工作内容认 定加班情况。 法官提醒，随着数字化办公普及，"隐形加班"现象 ...

承办法官表示，对于此类劳动者隐性加班问题，不能仅因劳动者未在用人单位工作场所工作未经用人单 位审批而否定加班， 应虚化工作场所概念，综合考虑劳动者是否提供实质工作内容认定加班情况。 如 果劳动者在非工作时间使用微信等社交软件工作超出一般简单沟通的范畴，劳动者付出实质性劳动内 容，或者使用社交软件工作具有周期性和固定性，明显占用了劳动者休息时间，应当认定为加班。 法官提醒，随着数字化办公普及，"隐形加班"现象频发。 劳动者应注意留存加班证据（如聊天记录、 任务交付记录等），用人单位也应规范用工管理，保障劳动者合法权益。 来源 ： 极目新闻 休息时间用微信回复工作算加班吗？ 2021年，李女士入职某公司，双方签订了固定期限劳动合同。工作期间，李女士经常在休息时间，如 周末、下班后、国家规定的法定节假日等， 收到公司高层领导发来的微信消息，包括回复工作指令、 修改方案等，李女士按照要求完成了相应的工作。 2023年下半年，因公司业务调整，李女士与公司就 离职一事进行协商。李女士要求公司支付休息日的加班工资，共计12万元，双方对此未能达成一致。 2024年4月，湖北省武汉市青山区人民法院立案受理了公司与李女士劳动争议 ...