法律研究 | 安杰世泽劳动法律观察（2026年6月刊）

住建部公布《住房公积金管理条例（修订征求意见稿）》

MOHURD Releases Revised Draft of Housing Provident Fund Administrative Regulations for Public Comment

6月5日，住房城乡建设部公布《住房公积金管理条例（修订征求意见稿）》，向社会公开征求意见。此次修订是条例实施二十余年来力度较大的一次调整，核心亮点包括：提取情形由6种拓展至9种，新增装修自住住房、支付物业费等提取用途；首次规定个体工商户、非全日制从业人员及灵活就业人员可自愿参加住房公积金制度。此外，条例还在管理权限、投资渠道和增值收益用途等方面作出多项调整。

On June 5, the Ministry of Housing and Urban-Rural Development (MOHURD) released the revised draft of Housing Provident Fund for public comment. This revision marks one of the most significant adjustments since the regulations were implemented over two decades ago. Key highlights include: the expansion of withdrawal scenarios from six to nine categories, with newly added grounds such as home renovation and payment of property management fees; and the first-ever provision allowing self-employed individuals, part-time employees and flexible workers to voluntarily participate in the housing provident fund system. In addition, the Draft introduces multiple adjustments in areas including administrative authority, investment channels and the use of value-added earnings.

广东人社发布劳动典型案例

Guangdong Human Resources and Social Security Department Releases Typical Labor Cases

近日，广东省人力资源和社会保障厅发布四起劳动人事争议仲裁典型案例。本批案例涉及劳务派遣、劳动者维权信息保护、境外就业劳动争议及事业单位人员档案转递等领域。案例一明确按用工实质要件确认“假派遣真用工”的劳动关系；案例二纠正用人单位以劳动者有仲裁维权经历为由违法解除劳动合同；案例三强调境外用工须严格按照不同模式明确法律关系；案例四明确事业单位解除聘用合同后须按规定转递人事档案。

Recently, the Guangdong Provincial Department of Human Resources and Social Security released four typical cases of labor and personnel dispute arbitration. This batch of cases covers areas such as labor dispatch, protection of workers' rights defense information, overseas employment labor disputes, and personnel file transfer for public institution employees. Case 1 clarifies that the employment relationship in cases of "disguised dispatch" (i.e., false dispatch but genuine employment) shall be determined based on the substantive criteria for employment. Case 2 corrects employers who unlawfully terminate labor contracts on the grounds that the employees had previously filed for arbitration to defend their rights. Case 3 emphasizes that overseas employment must strictly define legal relationships according to different employment models. Case 4 makes it clear that after rescinding an employment contract, public institutions must transfer the personnel files in accordance with applicable regulations.

上海高院发布2025年度涉民生典型案例

Shanghai High People's Court Releases 2025 Typical Cases Concerning People's Livelihood

近日，上海市高级人民法院发布2025年度涉民生典型案例，此次共20件，涵盖劳动者权益保护、消费者权益保护等重点领域。其中，涉及劳动权益的案例强调：用人单位须保障劳动者的离线休息权，不得以审批流程为由拒绝支付“隐形加班”报酬；同时在处理混合用工经济补偿时，法院依法认定混同用工，确保补偿计算合理、权益保护到位。

Recently, the Shanghai High People's Court released 20 typical cases concerning people's livelihood for 2025, covering key areas such as protection of workers' rights and consumer rights. Among them, cases involving labor rights emphasize that employers must guarantee workers' right to offline rest and may not refuse to pay compensation for "hidden overtime" on the grounds of approval procedures. Meanwhile, when calculating economic compensation for mixed employment, the court shall legally identify mixed employment to ensure reasonable calculation and adequate protection of rights.

京津冀三地人社部门发布超龄劳动者用工协议参考文本

Human Resources and Social Security Authorities of Beijing, Tianjin and Hebei Release Model Employment Agreement for Older Workers

6月29日，北京市人社局、天津市人社局、河北省人社厅公布《超龄劳动者用工协议（参考文本）》。该公告明确一句《超龄劳动者基本权益保障暂行规定》，结合三地实际制定《超龄劳动者用工协议（参考文本）》并予以公布，供用人单位和超龄劳动者选用参考。公告同时要求各级人力资源社会保障部门做好指导和服务工作。

On June 29, Municipal Human Resources and Social Security Bureau of Beijing, Tianjin and Hebei jointly published the Model Employment Agreement for Older Workers (Reference Text). The announcement states that, in accordance with the Interim Provisions on the Protection of Basic Rights and Interests of Older Workers and taking into account the actual conditions of the three regions, the reference text has been formulated and is now released for employers and older workers to consult and adopt as appropriate. The announcement also requires human resources and social security departments at all levels to provide effective guidance and support services.

《江苏省工资支付条例》完成第三次修正

Third Amendment to Jiangsu Provincial Regulations on Salary Payment Completed

5月27日，《江苏省工资支付条例》完成第三次修正并即日施行。此次修法聚焦工资支付、假期保障、欠薪治理等核心问题，进一步细化了规则。主要变化包括：新增育儿假、独生子女父母护理假等假期权益；调整待岗生活费、病假工资等支付标准，明确其不得低于当地最低工资标准的80%，且单位须承担个人应缴的社保和公积金；同时重申工资须以法定货币支付，严格限定代扣代缴范围。

On May 27, the Jiangsu Provincial Regulations on Salary Payment underwent its third amendment and took effect on the same day. This legislative revision focuses on core issues such as wage payment, leave entitlements and the prevention of wage arrears, further refining the regulatory framework. Key changes include: newly added leave rights such as parental leave for child-rearing and nursing leave for parents of only-child families; adjusted payment standards for living allowances for furloughed employees and sick leave wages, specifying that such payments shall not be lower than 80% of the local minimum wage, with the employer bearing the social insurance and housing fund contributions that would otherwise be payable by the employee; and a reaffirmation that wages must be paid in legal tender, with strict limitations on the scope of withholding and remittance obligations.

国务院关于印发《实施就业优先战略“十五五”规划》的通知

国发〔2026〕16号

天津市人社局市卫生健康委关于进一步规范劳动能力鉴定有关事项的通知

津人社办发〔2026〕14号

雇主因违反“补充劳工优化计划”本地招聘规定被行政制裁（2026年6月9日）

Employer sanctioned for violating requirements of local recruitment under Enhanced Supplementary Labor Scheme (June 9, 2026)

劳工处6月9日宣布，对环球生命（1）有限公司实施行政制裁，即时中止其已提交的“补充劳工优化计划”（优化计划）输入劳工申请，并由即日起拒绝处理上述公司随后一年在优化计划下提交的申请。

劳工处发言人表示：“经调查后，劳工处确定上述雇主在申请输入侍应生及见习厨师期间，就其聘用本地雇员的情况向本处提供失实资料，违反优化计划的规定，故此被施加行政制裁。”

The Labor Department (LD) on June 9 announced the imposition of an administrative sanction on Global Living (1) Limited. With immediate effect, the LD has terminated the processing of the application under the Enhanced Supplementary Labor Scheme (ESLS) previously submitted by the company. In parallel, the LD will, from today, refuse to process any applications for importing labor under the ESLS submitted by the above company for a period of one year.

"After investigations, the LD established that the above company had breached the local recruitment requirements under the ESLS by providing false information to the LD on the employment of local staff while applying for the importation of waiters/waitresses and junior cooks. An administrative sanction is thus imposed," a spokesman for the LD said.

公司因违反《雇员补偿条例》被判罚款八万元（2026年6月22日）

Employer fined $80,000 for contravening Employees' Compensation Ordinance (June 22, 2026)

御尚轩饮食集团有限公司因违反《雇员补偿条例》的规定，被劳工处检控。该公司6月22日在九龙城裁判法院被判罚款合共八万元。

上述公司雇用的一名厨师于2023年1月15日工作期间，发生意外引致受伤。该公司没有按照《雇员补偿条例》的规定，在雇员暂时丧失工作能力期间，在正常发薪日或不迟于其后七天内向雇员支付按期付款，款额为雇员遭遇意外时每月收入与暂时不能工作期间每月收入差额的五分四。

Phoenix Feast Group Limited was prosecuted by the Labor Department (LD) for violating requirements under the Employees' Compensation Ordinance (ECO). The company was convicted and fined $80,000 at the Kowloon City Magistrates' Courts on June 22.

A chef employed by the company sustained an injury while working on January 15, 2023. The company failed to pay periodical payments to the injured employee during his period of temporary incapacity on normal paydays or within seven days thereafter as required by the ECO, the amount of which should have been at the rate of four-fifths of the difference between the employee's monthly earnings at the time of the accident and his monthly earnings during the period of temporary incapacity.

积金局2026年6月共有78宗追讨强积金欠款的执法案例，还有3宗其他违反《强制性公积金计划条例》具体条款的案件，相关案例记录详见：违规雇主及高级人员纪录 - 积金局 (mpfa.org.hk)

人才办访问德国和法国 举办比赛招揽欧洲创科人才（2026年6月8日）

HKTE visits Germany and France to attract European innovation and technology talent through hackathon (June 8, 2026)

香港人才服务办公室（人才办）访问德国和法国，慕尼黑时间6月8日完成为期四日的德国行程。

访问期间，人才办在慕尼黑向当地创科组织介绍香港独特优势和各项人才入境计划，其后联同欧洲科技联合会（联合会）于六月六日及七日（慕尼黑时间）举办创科马拉松，人才办总监陈海劲担任颁奖嘉宾。

Hong Kong Talent Engage (HKTE) has visited Germany and France, and concluded a four-day visit to Germany on June 8 (Munich time).

During the visit, HKTE introduced Hong Kong's unique strengths and various talent admission schemes to local innovation and technology (I&T) organisations in Munich. HKTE subsequently co-organised a hackathon with the EuroTech Federation on June 6 and 7 (Munich time), with the Director of HKTE, Mr Felix Chan, serving as an award presenter.

上海地区“恢复劳动关系”裁判履行思路及企业合规路径探析

作者：沈骏

自今年初以来，随着《劳动争议司法解释（二）》在司法实践中的深入运用，上海地区劳动争议案件的裁判导向发生了显著变化。在用人单位被认定违法解除劳动合同的案件中，法院判令恢复劳动关系的比例呈现出明显的上升趋势。业内同仁普遍感受到，以往上海的司法实践对员工主张恢复劳动关系的诉求审查极为审慎，但如今这一审查力度已有所减弱。一旦员工坚持主张恢复劳动关系，法院大概率会予以支持，而不再轻易改判支付违法解除赔偿金。

然而，多数企业尚未敏锐察觉到这一审判趋势的转变。在提供咨询时，我们常遇到企业的不解与抵触。但无论是否理解，这都是企业今后必须直面的现实：当解除行为被判定违法且面临恢复劳动关系时，企业该如何应对？是带有情绪地二次解除，还是妥善安排工作、积极履行合同并加强管理？这已成为近期实务中的一项新挑战。事实上，此类问题在北京等地早已是常态，但对上海而言，这显然是一个亟待破解的新课题。

在绝大多数企业管理者的传统认知中，“恢复劳动关系”往往被视为劳动争议纠纷的终点，但随着社会就业压力的加剧和司法保护力度的增强，这往往不是终点，而是一场更为深层次、更为复杂的“第二阶段争议”的开始。大量实践显示，简单化地处理恢复履行后的岗位安排、薪酬核定、协商程序等问题，极易引发二次诉讼，甚至在新的解除程序中因程序瑕疵或实质违约再次败诉，使企业陷入“被动应诉—败诉恢复—二次违法—再次败诉”的循环困局。本文希望立足于上海地区司法实务，继续思考和探讨企业在被判决“恢复劳动关系”后涅槃之路。

Happy Employee, Happy Company —— 职场抑郁症员工管理的张弛之道

作者：孙琳 薛静怡

商业经营中，企业惯于用资产负债表衡量有形成本与收益，却很少将员工的心理健康纳入管理视野——这是一项被长期忽略的“隐形负债”。国际劳工组织（ILO）在2026年4月发布的最新全球报告显示，工作相关的心理社会风险因素每年导致超过84万人死于相关的心血管疾病和精神障碍，同时导致全球GDP每年损失1.37%。

微观层面上，心理健康的隐形成本并不总是表现为员工的离职，而是以更加隐蔽的方式浮现——“病假”“出勤但效率低下”以及“带病隐忍”。这三种现象，归根结底，正是职场抑郁症的核心表现。

抑郁症并非单纯的个人健康问题，它往往同时是职场环境的镜像。对于用人单位而言，真正棘手的问题在于：如何判断抑郁症员工是否真的“病到不能工作”？“抑郁状态”的病假单，公司可以不批吗？是否可以给抑郁症员工单方调岗？抑郁症是否适用24个月的医疗期？企业如何在法律框架内合规管理抑郁症员工？

本文将从上述困境切入，系统梳理中国劳动法下抑郁症员工管理的法律适用原则，以期为企业提供兼具法律性与操作性的指引。

上海高院涉民生典型案例（含2个劳动争议案例）

2026年6月4日，上海市高级人民法院发布20个涉民生典型案例，其中包含2个劳动争议典型案例，涉及劳动者下班后线上工作是否属于加班的认定与企业混同用工时经济补偿计算。

（一）保障劳动者离线休息权案：下班后仍线上处理工作，算加班吗？

（二）混合用工经济补偿案：一人打工两公司发工资，离职补偿如何算？

广东省人力资源和社会保障厅发布四起劳动人事争议仲裁典型案例

2026年5月29日，广东省人力资源和社会保障厅发布了四起劳动人事争议仲裁典型案例。本批案例涉及劳务派遣、劳动者维权信息保护、境外就业劳动争议以及事业单位工作人员解除聘用合同手续办理人事争议。

案例一：劳务派遣确认劳动关系争议案——“假派遣真用工”的用人单位应依法承担直接用工责任

案例二：劳动者个人信息保护劳动争议案——用人单位不得违法收集劳动者婚育情况和仲裁维权经历

案例三：境外就业劳动纠纷案——境外就业须按国家规定明确用工方式和主体

案例四：事业单位工作人员解除聘用合同办理手续人事争议案——事业单位应依法为离职职工办理人事档案转移等手续

知名法律媒体《商法》（China Business Law Journal，CBLJ）正式公布“2026年商法卓越律所大奖”（China Business Law Awards 2026）评选结果。凭借突出的业务表现与优质的客户口碑，安杰世泽律师事务所荣膺卓越表现律所综合奖项；同时跻身竞争及反垄断、隐私及数据保护、雇佣及劳动法、人工智能、信息科技及电信、保险与再保险、海商海事六大细分领域榜单。

China Business Law Journal (CBLJ), a renowned legal media outlet, has officially unveiled the winners of the China Business Law Awards 2026.Backed by its outstanding practice track record and stellar client feedback, AnJie Broad Law Firm was honored with the General Excellence Award. In addition, the Firm was shortlisted across six niche practice areas: Competition & Antitrust, Privacy & Data Protection, Employment & Labor Law, Artificial Intelligence, Technology, Media & Telecommunications, Insurance & Reinsurance, and Shipping & Maritime.

名律堂正式发布2026年度名律堂法总推荐中国律师榜单。凭借卓越的业务实力、精深的专业表现与优质的客户评价，安杰世泽律师事务所劳动法团队的合伙人刘正赫律师等8名合伙人荣登榜单。

Minglv Hall officially released its 2026 Recommended China Lawyers Rankings by General Counsels. Thanks to exceptional professional strength, in-depth practice performance and positive client testimonials, eight Partners including Liu Zhenghe from the Labor & Employment practice of AnJie Broad Law Firm have been named on the list.

声 明

文章仅代表作者观点，不视为安杰世泽律师事务所正式法律意见或建议。如需转载或引用请注明出处。如有任何问题，欢迎与本所联系。