安杰世泽劳动法律观察
（2023年6月刊）
AnJie Broad Employment Law Insights
(Jun. 2023）
01 数字聚焦
KEY FIGURES
178,476元 / RMB 178,476
2023年6月，北京市统计局网站发布了2022年人口与就业统计数据，其中2022年北京市法人单位从业人员平均工资为178,476元，比2021年166,513元增长了11,963元，增长率为7%。全年全市居民人均可支配收入为77,415元，比上年增长3.2%，扣除价格因素，实际增长1.4%。其中，城镇居民人均可支配收入为84,023元，增长3.1%。
In June 2023, Beijing Municipal Bureau of Statistics released 2022 population and employment statistics on its website, in which the average salary of employees in legal entities in Beijing in 2022 was RMB 178,476, an increase of RMB 11,963 or 7% over RMB 166,513 in 2021. The annual per capita disposable income of the city’s residents was RMB 77,415, an increase of 3.2% over the previous year, and a real increase of 1.4% after deducting price factors. Among them, the per capita disposable income of urban residents was RMB 84,023, an increase of 3.1%.
12,183元 / RMB 12,183
2023年6月28日，上海市人力资源和社会保障局公布了2022年度全口径城镇单位就业人员平均工资为12183元/月，比上一年度的社平工资11396元高出787元，涨幅6.91%。
On June 28, 2023, the Shanghai Human Resources and Social Security Bureau announced the average wage of RMB 12,183 per month for the full-caliber urban units employed in 2022, RMB 787 higher than the previous year’s social average salary of RMB 11,396, an increase of 6.91%.
152,324元 / RMB 152,324
近日，广州市统计局公布2022年广州市城镇非私营和私营单位就业人员年平均工资情况。2022年，广州市城镇非私营单位就业人员年平均工资147947元，同比名义增长5.8%，扣除物价因素，实际增长3.3%；其中，在岗职工年平均工资为152324元，同比名义增长5.6%，扣除物价因素，实际增长3.1%。2022年，广州市城镇私营单位就业人员年平均工资为78796元，同比名义增长5.8%，扣除物价因素，实际增长3.4%。
Recently, the Guangzhou Municipal Bureau of Statistics announced the average annual salary of urban non-private and private sector employees in Guangzhou in 2022. In 2022, the average annual salary of employed persons in urban non-private units in Guangzhou was RMB 147,947, representing a nominal increase of 5.8% year-on-year and a real increase of 3.3% after deducting price factors; among them, the average annual salary of on-the-job employees was RMB 152,324, representing a nominal increase of 5.6% year-on-year and a real increase of 3.1% after deducting price factors. In 2022, the average annual salary of urban private sector employees in Guangzhou was RMB78,796, representing a nominal increase of 5.8% year-on-year and a real increase of 3.4% after deducting price factors.
164,754元 / RMB 164,754
经广东省统计局核定反馈，深圳市2022年城镇非私营单位就业人员年平均工资为162,680元，同比名义增长6.0%,扣除物价因素，实际增长3.6%。其中，城镇非私营单位在岗职工年平均工资为164,754元，同比名义增长5.9%，扣除物价因素，实际增长3.5%。深圳市2022年城镇私营单位就业人员年平均工资为90,322元，同比名义增长6.0%，扣除物价因素，实际增长3.6%。
Approved by the Guangdong Provincial Bureau of Statistics, the average annual wage of urban non-private sector employees in Shenzhen in 2022 was RMB 162,680, a nominal increase of 6.0% year-on-year and a real increase of 3.6% after deducting price factors. Among them, the average annual wage of urban non-private sector employees on the job was 1 RMB 64,754, a nominal increase of 5.9% year-on-year and a real increase of 3.5% after deducting the price factor. The average annual wage of urban private sector employees in Shenzhen 2022 was RMB90,322, a nominal increase of 6.0% year-on-year and a real increase of 3.6% net of price factors.
2,175元、1,740元、1,510元 / RMB 2,175 , RMB 1,740, RMB 1,510
6月27日，上海人社局官微消息显示，7月1日起将调整部分民生保障待遇标准。待调整的民生保障待遇标准主要包括失业保险金标准、工伤保险三项待遇标准。其中，失业保险金支付标准第1-12个月将调整为2,175元/月；第13-24个月将调整为1,740元/月；延长领取将调整为1,510元/月。
On June 27, Shanghai Human Resources and Social Security Bureau official WeChat news shows that some livelihood protection treatment standards will be adjusted from July 1. The livelihood protection treatment standards to be adjusted mainly include unemployment insurance payment standards and three treatment standards of work injury insurance. Among them, the unemployment insurance benefit payment standard for the 1st-12th months will be adjusted to RMB 2,175 /month; the 13th-24th months will be adjusted to RMB 1,740 /month; and the extended receipt will be adjusted to RMB 1,510 /month.
2,690元、24元 / RMB 2,690, RMB 24
6月30日，上海市政府官微消息显示，上海将从2023年7月1日起调整最低工资标准。月最低工资标准从2590元调整到2690元，增加100元；小时最低工资标准从23元调整到24元。
On June 30, the Shanghai government’s official WeChat message showed that Shanghai will adjust the minimum salary standard from July 1, 2023. The monthly minimum salary standard will be adjusted from RMB 2,590 to RMB 2,690, an increase of RMB 100; the hourly minimum wage standard will be adjusted from RMB 23 to RMB 24.
02 热点新闻
TOP NEWS
六部门联合印发制度参考文本 加强未成年人劳动保护
Six Government Departments Jointly Promulgated the Reference Text of the Policy on Strengthening the Labor Protection of Minors
6月2日，人社部等6部门联合印发《关于印发<消除工作场所童工和加强工作场所未成年工特殊劳动保护制度（参考文本）>的通知》，供指导用人单位制定完善有关规章制度或与未成年工签订劳动合同时参考。对于未成年工劳动保护，《参考文本》明确了五项用人单位招用时义务，明确不安排未成年工从事接触职业病危害的作业及在营业性娱乐场所、酒吧、互联网上网服务营业场所从事劳动等，并明确定期对未成年工进行健康检查。
On June 2, the Ministry of Human Resources and Social Security, along with five other departments, jointly promulgated the Notice on Promulgation of the Policy on Eliminating Child Labor and Strengthening Special Labor Protection for Underage Workers in the Workplace (Reference Text). This Reference Text serves as a guide for employers in formulating and improving relevant regulations or employment contracts with underage workers. Regarding the protection of underage workers, the Reference Text specifies five obligations for employers during the hiring process, such as explicitly not assigning underage workers to tasks that expose them to occupational hazards and prohibiting their employment in commercial entertainment venues, bars, or internet service establishments. It also emphasizes the requirement for regular health examinations for underage workers.
四部门开展劳动用工“查风险 强协商 保支付 促和谐”专项行动
Four Government Departments Launched Special Action of “Investigate Risks, Strengthen Negotiations, Ensure Payment, and Promote Harmony” in Labor Employment
6月13日，人社部网站公布《关于开展劳动用工“查风险 强协商 保支付 促和谐”专项行动的通知》。《通知》明确，国家协调劳动关系三方决定自2023年6月至12月，在全国部署开展劳动用工“查风险 强协商 保支付 促和谐”专项行动，将集中指导开展集体协商要约，分类推动企业开展工资集体协商，及时督促企业妥善化解基层欠薪矛盾隐患，守住不发生系统性、区域性劳动关系风险的安全底线。《通知》要求各级协调劳动关系三方机制全面梳理排查欠薪风险隐患，积极引导支持企业与工会开展“要约行动”，帮助企业用好惠企政策，助力企业恢复元气，支持企业稳岗扩岗促就业等。
On June 13, the Ministry of Human Resources and Social Security website issued the Notice on Launching the Special Action ‘Investigate Risks, Strengthen Negotiations, Ensure Payment, and Promote Harmony’ in Labor Employment (the “Notice”). The Notice clearly states that the labor administrative department, the labor union and the employers’ representative jointly decided to deploy the special action of “Investigate Risks, Strengthen Negotiations, Ensure Payment, and Promote Harmony” from June to December 2023 nationwide. It will provide concentrated guidance for conducting collective negotiation proposals, classify and promote salary collective bargaining in enterprises, timely urge enterprises to properly resolve hidden conflicts regarding unpaid wage at the primary level, and keep the safety bottom line against systemic and regional labor relationship risks. The Notice requires all levels of three-party coordination mechanisms for labor relations to comprehensively review and investigate hidden risks of wage arrears, actively guide and support enterprises and trade unions to conduct “proposal actions”, help enterprises make good use of preferential policies, facilitate the recovery of enterprises, and support stable employment and job expansion.
人社部公布2022年企业薪酬调查信息
Ministry of Human Resources and Social Security announced 2022 Enterprise Salary Survey Information
6月25日，人社部网站公布《2022年企业薪酬调查信息》，主要包括不同职业企业从业人员工资价位、不同岗位等级企业从业人员工资价位数据。数据包括《分职业中类企业从业人员工资价位（2022年）》《分岗位等级企业从业人员工资价位（2022年）》。其中，50%的经济和金融专业人员年收入不超过7.41万元，50%的法律、社会和宗教专业人员年收入不超过7.55万元，50%的金融服务人员年收入不超过11.88万元。
On June 25, the Ministry of Human Resources and Social Security website published the 2022 Enterprise Salary Survey Information, including salary ranges for employees in different occupations and different position levels. The data includes the “Salary Ranges for Employees in Different Occupational Categories (2022)” and “Salary Ranges for Employees in Different Position Levels (2022)”. For example, 50% of professionals in the fields of economics and finance have an annual income not exceeding RMB74,100, and 50% of professionals in the fields of law, social sciences, and religion have an annual income not exceeding RMB75,500. Additionally, 50% of financial service personnel earn no more than RMB 118,800 per year.
广州印发《人才绿卡制度实施办法》
Guangzhou issued the Implementation Measures of Talent Green Card System
6月15日，广州市政府网站公布《关于印发广州市人才绿卡制度实施办法的通知》，明确在广州地区以及广佛高质量发展融合试验区、广清经济特别合作区等区域工作、创业的非广州市户籍国内外优秀人才，可依据本办法领取广州市人才绿卡，人才绿卡分为A卡、B卡。其中，人才绿卡A卡申领条件为：非广州市户籍国内外优秀人才，凡符合本市引进人才需求，每年在本市创业或工作超过6个月，在本市有合法住所，符合相关条件的，可申领人才绿卡A卡。《办法》同步明确了人才绿卡持有人可享受的待遇、服务以及申领程序等。
On June 15, the Guangzhou Government website published the Notice on Issuance of the Implementation Measures of Guangzhou Talent Green Card System (the “Implementation Measures”). The Implementation Measures specifies that non-Guangzhou domestic and foreign talents who work or start their own business in Guangzhou, Guangzhou-Foshan High Quality Development Integration Pilot Zone, and Guangzhou-Qingyuan Economic Special Cooperation Zone can receive the Guangzhou Talent Green Card according to the Measures, which is divided into A and B cards. The requirements for the Talent Green A Card are as follows: non-Guangzhou domestic and foreign talents, who meet the requirements for the introduction of talents in Guangzhou, who start business or work in Guangzhou for more than 6 months per year, who have legal residence in Guangzhou, and who meet certain conditions, can apply for the Talent Green Card A card. The Implementation Measures simultaneously clarify the treatment and services that the holders of the Talent Green Card can enjoy, and application procedures.
人社部发布毕业生八大求职“陷阱”及避“坑”提示
Ministry of Human Resources and Social Security issued Warnings on Eight Job “Traps” for Graduates and Tips to Avoid Them
人社部发布毕业生求职“陷阱”及避“坑”提示，提示毕业生，避开套路和骗局，小心“求职陷阱”——黑中介陷阱、兼职陷阱、收费陷阱、借贷陷阱、传销陷阱、合同陷阱、试用期陷阱、信息陷阱。
The Ministry of Human Resources and Social Security has released a warning for graduates regarding eight job “traps” and provided tips to avoid falling into these pitfalls. It advises graduates to be cautious of deceptive practices and scams, including traps set by illicit intermediaries, part-time job scams, fee scams, loan scams, pyramid schemes, contract traps, probation period traps, and information traps.
北京一中院发布《企业全流程法律风险防范指引》
Beijing First Intermediate People’s Court issued the Guidelines for Comprehensive Legal Risk Prevention of Enterprises
2023年6月15日，北京一中院召开“全流程防范企业法律风险高质量服务首都‘两区’建设”新闻发布会，发布《企业全流程法律风险防范指引》。以公司初创期法律风险、内部治理法律风险、外部交易法律风险、终止期法律风险四大部分四十二项内容为主体框架，《指引》囊括与企业经营息息相关的《民法典》《公司法》《劳动合同法》《企业破产法》等多领域的法律问题，为企业提供从创办到清算“全覆盖”，从规范内部治理到防范外部风险“全方位”的法律指引。
On June 15, 2023, Beijing First Intermediate People’s Court held a press conference on “High-Quality Services in Preventing Legal Risks throughout the Entire Process of Enterprises to Support the Construction of Capital ‘Two Districts’”. During the conference, the Guidelines for Comprehensive Legal Risk Prevention of Enterprises was issued. Based on the main framework of forty-two items in four parts: legal risks in the start-up period, internal governance, external transactions, and termination period, the Guidelines cover a wide range of legal issues related to business operations, drawing from multiple fields such as the Civil Code, Company Law, Labor Contract Law, and Enterprise Bankruptcy Law. It provides comprehensive and all-encompassing legal guidance for enterprises, from establishment to liquidation, and from regulating internal governance to preventing external risks.
河南省高院发布劳动争议案件疑难问题解答
Henan High Court released Answers to Difficult Questions Regarding Labor Dispute Cases
河南省高院民一庭发布《关于劳动争议案件审理中疑难问题的解答》，解答涉及20个劳动争议案件审理中的常见问题，包括“劳动者年满法定退休年龄后，在用人单位工作的，双方之间是否存在劳动关系”、“用人单位与劳动者长期两不找情形下的劳动关系如何认定”等常见问题的解答及倾向性意见。
The First Civil Division of Henan High Court has published the Answers to Difficult Questions in the Adjudication of Labor Dispute Cases. The document provides answers and indicative opinions to common issues arising from the adjudication of twenty labor dispute cases. These issues include determining the existence of an employment relationship between parties when an employee reaches the statutory retirement age but continues to work for the employer and how to determine the existence of an employment relationship in cases where both the employer and employee fail to contact each other for an extended period.
03 安杰世泽观点
ANJIE BROAD VIEWS
社会保险相关法律实务问题简析（连载二）—— 关于养老保险待遇损失赔偿问题
点击题目跳转阅读原文
作者：刘正赫 安杰世泽合伙人，房颖超 安杰世泽律师，康婷 安杰世泽律师
二、关于养老保险待遇损失赔偿问题
（一）受案范围
1. 关于“用人单位未为劳动者办理社会保险手续”的内涵，现有法律并未作出进一步解释，对此可以产生两种理解：一种理解是本情形既包括从未缴纳社保（未开户）又包括缴费年限不足的情况；另一种理解是本情形仅包括从未缴纳社保（未开户）的情况，即已缴纳社保但缴费年限不足的情形不满足本条规定的情况。
2. 关于“社会保险经办机构无法补办”和“劳动者因此无法享受社会保险待遇”这两个要素，实践中有法院曾以劳动者未能提交社保机构出具的证明为由认定不属于劳动争议受案范围。
（二）赔偿损失数额的认定
1. 实践中，在满足前述要件而属于劳动争议受案范围的情况下，裁审机构依据何种标准进行赔偿损失认定，并无统一尺度
2. 对于农民工养老保险赔偿损失的认定，北京地区标准相对明确统一
（三）其他常见争议类型
1. 缴费基数或年限不足导致退休待遇降低而产生的损失
2. 缴费年限不足导致延迟退休的损失
3. 双方对缴费年限、缴费基数存在争议而延迟办理退休手续产生的损失
社会保险相关法律实务问题简析（连载三）—— 关于社会保险的第三方代缴的法律规制问题
点击题目跳转阅读原文
作者：刘正赫 安杰世泽合伙人，房颖超 安杰世泽律师，康婷 安杰世泽律师
04 实务参考
PRACTICE REFRENCE
关于劳动争议案件审理中疑难问题的解答
（河南高院民一庭）
1. 涉及新就业形态的劳动关系确认纠纷案件审理中需要注意哪些问题？
2. 劳动者年满法定退休年龄后，在用人单位工作的，双方之间是否存在劳动关系？
3. 建筑领域中包工头自行招用的农民工与具有用工资质的承包企业之间是否认定存在劳动关系？
4. 车辆实际所有人聘用的司机与被挂靠单位之间是否认定形成事实劳动关系？
5. 用人单位与劳动者“长期两不找”情形下的劳动关系如何认定？
6. 即将毕业的大中专院校学生能否与用人单位建立劳动关系？
7. 劳动者要求用人单位与其签订劳动合同、安排工作岗位的诉讼请求，实践中能否支持？
8. 劳动者请求用人单位赔偿未缴纳养老保险费用损失的，如何计算损失？
9. 工伤赔偿“私了”协议是否具有效力？
10. 劳动者工伤复发的医疗待遇如何确定？
11. 劳动者以虚假身份与用人单位签订劳动合同，用人单位按照劳动者提供的身份信息缴纳了工伤保险且不存在疏忽大意等过错，劳动者发生工伤事故后，用人单位是否承担工伤待遇赔偿责任？
12. 用人单位已依法为劳动者缴纳了工伤保险，劳动者工伤医疗费超出社保基金报销目录范围的费用，用人单位是否应该承担？
13. 多家关联公司交叉轮换使用劳动者，如何确定当事人和认定实体权利义务？
14. 年终考核分配（年终奖）争议如何处理？
15. 涉及提成发放案件的审查要点？
16. 法定代表人、总经理等高管主张用人单位拖欠巨额薪资，应如何认定尽到证明责任？
17. 在计算经济补偿金时，企业改制中关于职工工作年限的约定是否有效？
18. 用人单位与劳动者就加班工资、经济补偿等达成和解或经调解组织调解后达成协议，劳动者再以数额过低要求用人单位补足差额的，是否予以支持？
19. 劳动合同到期后，劳动者继续在用人单位工作，但是双方并未续签劳动合同，劳动者主张用人单位支付双倍工资的请求是否支持？
20.用人单位拖欠劳动者工资，在什么条件下劳动者可以直接向人民法院起诉？
05 最新法规
NEW REGULATIONS
关于印发《消除工作场所童工和加强工作场所未成年工特殊劳动保护制度（参考文本）》的通知
人社厅发〔2023〕17号
消除工作场所童工和加强工作场所未成年工特殊劳动保护制度（参考文本）
第一章 总则
第二章 招录管理
第三章 宣传培训
第四章 劳动保护
第五章 监督检查
第六章 附则
06 安杰世泽动态
ANJIE BROAD NEWS
安杰世泽律师事务所合伙人纪桦、合伙人顾茜菲、律师何露、律师郭添一作为公益志愿者参与的由上海复恩社会组织法律研究与服务中心发起的《社会组织防治性骚扰完全指南》项目上线。该指南是通过国内外相关概念、法规、实践案例、企业合规工具等分析研究而撰写的实务指南，旨在协助中国企事业单位以及社会组织搭建、完善性骚扰防治的合规体系，以推动性别友善的安全职场的持续建设。
Partner Ms. Hua Ji, Partner Ms. Qianfei Gu, Associate Ms. Lu He and Associate Ms. Tianyi Guo participated as volunteers in The Complete Guide to Preventing Sexual Harassment in Social Organizations project initiated by Legal Center for NGO. The Guide is written based on the analysis and research on relevant domestic and overseas concepts, laws and regulations, practice cases, compliance tools and others for the purpose of assisting Chinese enterprises, public institutions and social organizations to establish and improve a compliance system for the prevention and control of sexual harassment, in order to promote the continuous construction of gender-friendly and safe workplaces.
相关阅读：
法律研究 | 安杰世泽劳动法律观察（2023年3-4月合刊）
法律研究 | 安杰世泽劳动法律观察（2023年1-2月合刊）
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