法律研究 | 安杰世泽劳动法律观察（2025年3月刊）

北京市人社局公布2025年第一批重大劳动保障违法行为社会公布案例

Beijing Municipal Human Resources and Social Security Bureau Issued the First Batch of Major Cases of Labor and Social Security Violations in 2025

2025年3月27日，北京市人力资源和社会保障局公布了北京市2025年第一批重大劳动保障违法行为社会公布案例，该批案例涉及多家用人单位拖欠工资、延长劳动者工作时间和拒绝社会保险稽核的违法行为。此举旨在加强对重大劳动保障违法行为和拖欠劳动者工资等严重失信行为的惩戒力度，强化对用人单位诚信守法的社会监督，促进用人单位严格遵守劳动保障法律、法规和规章。

On March 27, 2025, Beijing Municipal Human Resources and Social Security Bureau issued the first batch of major cases of labor and social security violations in 2025. These cases involve unlawful behaviors of employers, such as wage arrears, unlawfully extending working hours of employees, and refusing to be subject to social insurance audits. The disclosure of these cases aims to increase penalties against employers for labor and social security violations and serious dishonest behaviors including wage arrears, enhance social supervision of employers, and promote employers to comply with labor regulations.

上海市《关于本市劳动者在履行劳动合同期间患病或者非因工负伤的医疗期标准的规定》的有效期延长至2030年6月30日

The Validity Period of the Provisions on the Standards for Medical Treatment Period Enjoyed by Employees of Shanghai Municipality for Their Illness or Non-Work-Related Injury During the Employment Contract Period Has Been Extended to June 30, 2030

《关于本市劳动者在履行劳动合同期间患病或者非因工负伤的医疗期标准的规定》（“《规定》”）自2015年8月17日起实施，原定有效期至2025年6月30日。上海市人民政府于2025年3月11日发布通知，决定将该《规定》的有效期延长至2030年6月30日。依据《规定》，在上海市，医疗期按照劳动者在本用人单位的工作年限设置，劳动者在本单位工作第1年，医疗期为3个月；以后工作每满1年，医疗期增加1个月，但不超过24个月。

The Provisions on the Standards for Medical Treatment Period Enjoyed by Employees of Shanghai Municipality for Their Illness or Non-Work-Related Injury during the Employment Contract Period (the "Provisions") came into effect on August 17, 2015, and was initially set to expire on June 30, 2025. On March 11, 2025, the Shanghai Municipal People's Government issued a notice deciding to extend the validity period of the Provisions until June 30, 2030. According to the Provisions, the medical treatment period is determined based on the length of service an employee has with their current employer. For the first year of work, the medical treatment period is 3 months; for each subsequent full year of service, the medical treatment period increases by one month and is capped at a maximum of 24 months.

深圳市调整最低工资标准

Shenzhen Adjusted Minimum Salary Standards

2025年2月24日，深圳市人力资源和社会保障局发布《关于调整我市最低工资标准的通知》（“《通知》”），《通知》明确自2025年3月1日起，深圳市全日制就业劳动者最低工资标准调整为2,520元/月，非全日制就业劳动者最低工资标准调整为23.7元/小时。

On February 24, 2025, the Shenzhen Municipal Human Resources and Social Security Bureau issued the Notice on the Adjustment of the Minimum Salary Standards (the "Notice"). The Notice specifies that the minimum wage for full-time employees in Shenzhen have been adjusted to RMB 2,520 per month, while the minimum wage for part-time employees have been adjusted to RMB 23.7 per hour from March 1, 2025.

四川省劳动仲裁委发布《关于审理劳动人事争议案件有关问题的会议纪要（一）》

The Sichuan Labor and Personnel Dispute Arbitration Commission Issued the Meeting Minutes on Issues Related to the Trial of Labor Dispute Cases (I)

2025年3月10日，四川省劳动人事争议仲裁委员会发布《关于审理劳动人事争议案件有关问题的会议纪要（一）》（“《会议纪要（一）》”），明确了多项劳动人事争议案件热点问题的裁审标准，包括工伤保险待遇、非正常工作状态下经济补偿金的计算基数、人事聘用关系中的服务期和违约金、新就业形态劳动者的劳动关系认定等。

On March 10, 2025, the Sichuan Labor and Personnel Dispute Arbitration Commission issued the Meeting Minutes on Issues Related to the Trial of Labor Dispute Cases (I) (the "Meeting Minutes (I)"), which specifies the adjudication standards for several hot issues in labor dispute cases. These standards include the benefits of work-related injury insurance, the calculation base for economic compensation under an unnormal working state, the service period and damages for breach of contract in personnel relationships, and the determination of employment relationships for employees in new forms of employment.

成都中院和成都市人社局联合发布《2025年成都市新就业形态劳动争议十大典型案例》

The Chengdu Intermediate People's Court and the Chengdu Municipal Human Resources and Social Security Bureau Jointly Issued the Ten Typical Cases of New Forms of Employment Disputes in 2025

2025年3月31日，成都市中级人民法院和成都市人力资源和社会保障局召开成都市劳动人事争议裁审衔接工作会议，并联合发布《2025年成都市新就业形态劳动争议十大典型案例》。案例涉及外卖骑手、网络主播、摄影助理、护工等职业群体，对司法实践中常见的平台企业与新就业形态劳动者之间的劳动关系认定、新就业形态劳动者因重大过失造成损害时的赔偿责任分配，以及新就业形态劳动者的工伤认定等问题作出了回应。

On March 31, 2025, the Chengdu Intermediate People's Court and the Chengdu Municipal Human Resources and Social Security Bureau held a conference on the coordination of labor dispute adjudication in Chengdu. They jointly issued the Ten Typical Cases of New Forms of Employment Dispute in 2025. These cases involve occupations including food delivery drivers, online streamers, photography assistants, and nursing workers, as well as give responses to the noticeable issues including determination of employment relationship between platforms and platform workers, liability allocation for damages caused by gross negligence of employees in new forms of employment and the determination of work-related injury for employees in new forms of employment. 

广州市劳动仲裁委接入Deepseek，上线AI智能服务平台

The Guangzhou Labor and Personnel Dispute Arbitration Commission Has Integrated with Deepseek and Launched an AI Intelligent Service Platform

为深入贯彻落实国家关于推进 “人工智能＋调解仲裁〞建设便民增效和优化营商环境的工作要求，广州市劳动人事争议仲裁院以科技创新为驱动，于近期正式接入Deepseek平台，上线基于劳动仲裁知识库的AI智能服务平台“穗小仲”Deepseek智能体。这一举措不仅可以大大地提高仲裁委员会工作人员的工作效率，还有助于劳动者更方便地了解到我国的劳动立法情况。

To further implement the national requirements for promoting the "AI + mediation and arbitration" to enhance public service and optimize the business environment, the Guangzhou Labor and Personnel Dispute Arbitration Commission, driven by technological innovation, has integrated the Deepseek platform to launch "Sui Xiao Zhong" Deepseek Agent—an AI intelligent service platform powered by a labor arbitration database. This innovation improves the efficiency of staffs in arbitration commission and provides employees with direct access to China's labor regulation.

四川省劳动争议仲裁委 

关于印发《关于审理劳动人事争议案件有关问题的会议纪要（一）》的通知

（川劳人仲委函[2025]1号）

各市（州）劳动人事争议仲裁委员会：

现将《关于审理劳动人事争议案件有关问题的会议纪要（一）》印发你们，请参照执行。执行中如有新情况、新问题，请及时呈报。

四川省劳动人事争议仲裁委员会

2025年3月10日

工伤及职业病的补偿金额4月17日起提高（2025年3月21日）

Compensation levels for work injuries and occupational diseases to increase from April 17（March 21, 2025)

劳工处3月21日公布，由本年4月17日起，因工受伤或患上《雇员补偿条例》订明职业病的雇员或已故雇员的家属；罹患肺尘埃沉着病或间皮瘤的人士或因该等病死亡人士的家属；以及罹患职业性失聪的人士可获得的补偿金额将获调高。

立法会于3月20日通过三项决议，调高《雇员补偿条例》、《肺尘埃沉着病及间皮瘤（补偿）条例》及《职业性失聪（补偿）条例》合共十八个补偿项目的金额。新修订3月21日在宪报刊登，并将于4月17日生效。

The Labour Department (LD) on March 21 announced that the levels of compensation for employees injured at work or suffering from prescribed occupational diseases under the Employees' Compensation Ordinance (ECO) or family members of deceased employees, persons suffering from pneumoconiosis or mesothelioma or family members of persons who die as a result of these diseases, and persons suffering from occupational deafness, will be increased on April 17.

The Legislative Council on March 20 passed three resolutions to increase the levels of 18 compensation items under the ECO, the Pneumoconiosis and Mesothelioma (Compensation) Ordinance (PMCO), and the Occupational Deafness (Compensation) Ordinance (ODCO). The amendments were gazetted on March 21 and will become effective on April 17.

公司及其董事因违反《雇佣条例》被判罚款五万元（2025年3月28日）

Company and its director fined $50,000 for contravening Employment Ordinance（March 28, 2025)

基因港（香港）生物科技有限公司及其董事因违反《雇佣条例》的规定，被劳工处检控。该公司及其董事于3月28日在沙田裁判法院承认控罪，被判罚款合共五万元。

上述公司故意及无合理辩解违反《雇佣条例》的规定，没有在工资期届满后七天内向四名雇员支付合共约三十一万二千元的工资。上述违例情况是在该公司董事的同意、纵容或疏忽下犯有的，故该董事亦被检控及定罪。

GeneHarbor (Hong Kong) Biotechnologies Limited and its director were prosecuted by the Labour Department (LD) for violating the requirements under the Employment Ordinance (EO). The company and its director pleaded guilty at the Shatin Magistrates' Courts on March 28 and were fined a total sum of $50,000.

The company wilfully and without reasonable excuse contravened the requirements of the EO, failing to pay four employees' wages within seven days after the expiry of the wage periods, totalling about $312,000. The director concerned was prosecuted and convicted for his consent, connivance or neglect in the above offences.

第四届人力资源规划委员会召开首次会议（2025年3月10日）

Fourth-term Human Resources Planning Commission convenes first meeting (March 10, 2025)

政务司司长陈国基3月10日主持第四届人力资源规划委员会首次会议。

会议上，政府经济顾问办公室向委员汇报了本港最新的经济表现及劳工市场情况。委员备悉去年香港经济在复杂多变的外围环境中稳步发展，录得百分之二点五的温和增长。劳工市场维持偏紧，最新的失业率处于百分之三点一的低水平。展望未来，尽管外围环境充满挑战，香港经济预期在2025年可录得百分之二至三的进一步增长。

The Chief Secretary for Administration, Mr Chan Kwok-ki, on March 10 chaired the first meeting of the fourth-term Human Resources Planning Commission (HRPC).

At the meeting, the Office of the Government Economist reported to members Hong Kong's latest economic performance and labour market situation. Members took note that Hong Kong's economy progressed steadily last year amid a complicated and changing external environment, recording a moderate growth of 2.5 per cent. The labour market remained tight, with the latest unemployment rate staying low at 3.1 per cent. Looking ahead, the Hong Kong economy is expected to register further growth of 2 to 3 per cent in 2025 despite a challenging external environment.

最高院新就业形态劳动争议专题指导性案例

对企业众包模式用工的启示

作者：刘正赫、张悦祺

2024年12月23日，最高人民法院发布首批新就业形态劳动争议专题指导性案例（“指导性案例”）。指导性案例回应司法实践需求，挑选了四个新就业形态用工过程中常见的案件类型，对修正劳动关系认定泛化、指导新就业形态发展规范化具有重要意义，也为平台及非平台企业探索新型用工模式提供了关键性的参考。

一、“支配性劳动用工管理”概念进一步明确了平台企业众包用工模式下劳动关系认定的边界

二、透过现象看本质：指导性案例对传统行业企业探索众包用工模式的启示

女职工权益保护相关法律规定和常见问题探析

作者：刘正赫、康婷

随着《妇女权益保障法》于2022年完成第三次修订并公布实施，有关女性权益保障的社会性话题也一度备受人们热议。女性权益保障有关问题不仅常见于社会生活，同样常见于职场之中，毕竟大多女性同样身兼职场女性的角色。在第三次修订的《妇女权益保障法》中，也有更多的女职工劳动保护相关内容被收入其中。本文中，我们将就法律对女职工的各项劳动保护规定悉数梳理，为用人单位做好女职工权益保障提供参考。

一、用人单位在招用员工时不得出现性别歧视

二、用人单位在劳动用工中应依法执行对女职工的特殊劳动保护

三、用人单位不得降低孕期女职工的薪资待遇

四、用人单位应当保障女职工特有的休假权利

五、三期女职工受到劳动合同解除和终止保护

2025年成都市新就业形态劳动争议十大典型案例

目录

• 案例1.“刺破合同面纱”——确认外卖骑手与某运输公司存在劳动关系案

  
  

• 案例2.“巧用三步调解”——保障核心骑手工伤赔偿两月兑现案

  
  

• 案例3.“过失之责破界”——外卖骑手重大过失致损应适当分担损害赔偿案

  
  

• 案例4.“三工要素新解”——立足于职业风险保障认定外卖骑手系工伤案

  
  

• 案例5.考量工作成果归属——确认摄影助理与某网络公司存在劳动关系案

  
  

• 案例6.缺乏“议价权”——确认网络主播与公司存在劳动关系案

  
  

• 案例7.“险不遮责”——外卖骑手获“新职险”赔偿不影响确认劳动关系案

  
  

• 案例8.具备支配性劳动管理——确认某信息技术公司与外卖员存在劳动关系案

  
  

• 案例9.无管理从属性——确认居家办公人员与某科技公司不存在劳动关系案

  
  

• 案例10.居间属性突出——确认病员护工与某健康管理公司不存在劳动关系案

2025年3月16日，安杰世泽劳动法团队合伙人崔亚娜律师授课上海大学，为应届毕业生提供大学生就业劳动法律风险防范培训。

On March 16, 2025, Ms. Yana Cui, partner at AnJie Broad's labor and employment department, delivered a lecture at Shanghai University, providing fresh graduates with training on the prevention of legal risks in employment.

2025年3月21日，法制日报发布《装饰装修行业新型用工模式下劳动关系认定路径探析——以被窝装饰公司与蔡某劳动争议案为视角》一文，该文章所述劳动争议案件系由安杰世泽劳动法团队合伙人刘正赫律师和张悦祺律师代理，并取得胜诉判决。

On March 21, 2025, the Legal Daily published an article titled the Analysis of Determination of Employment Relationship Under New Employment Models in the Decoration Industry: from the Perspective of the Labor Dispute Between Beiwo Decoration Co. and Mr. Cai. The labor dispute case discussed in the article is a successful case represented by partner Zhenghe Liu and attorney Yueqi Zhang at AnJie Broad's labor and employment department.

声 明

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