法律研究 | 安杰世泽劳动法律观察（2024年9月刊）

全国人大常委会决定实施渐进式延迟法定退休年龄

NPC Standing Committee Decides to Implement Gradual Raising of the Statutory Retirement Age 

9月13日，全国人大常委会发布《关于实施渐进式延迟法定退休年龄的决定》，同时公布《国务院关于渐进式延迟法定退休年龄的办法》。《决定》明确，同步启动延迟男、女职工的法定退休年龄，用十五年时间，逐步将男职工的法定退休年龄从原六十周岁延迟至六十三周岁，将女职工的法定退休年龄从原五十周岁、五十五周岁分别延迟至五十五周岁、五十八周岁。同时，《办法》第三条规定了职工可以自愿选择弹性提前退休，达到法定退休年龄，所在单位与职工协商一致的，可以弹性延迟退休，延迟时间最长不超过三年。《办法》还明确：从2030年1月1日起，将职工按月领取基本养老金最低缴费年限由十五年逐步提高至二十年，每年提高六个月。（详细内容请见本期“最新法规”、“安杰世泽视点”板块） 

On September 13, the NPC Standing Committee issued the Decision of the Standing Committee of the National People's Congress on Implementing the Gradual Raising of the Statutory Retirement Age and simultaneously published the Measures of the State Council on the Gradual Raising of the Statutory Retirement Age. The Decision clearly states to raise the statutory retirement ages for male and female employees. In 15 years, the statutory retirement age for male employees shall be gradually raised from the original 60 years old to the 63 years old, and that for female employees shall be raised from 50 years old and 55 years old to 55 years old and 58 years old respectively. Additionally, Article 3 of the Measures stipulates that employees who have reached the minimum number of years of contribution may voluntarily opt for flexible early retirement. Employees who have reached the statutory retirement age may postpone their retirement under flexibility for not more than three years upon negotiation and agreement with their employers. The Measures also provides: Starting from January 1, 2030, the minimum number of years of contribution required for employees to receive a basic monthly pension will be gradually increased from 15 to 20 years, with an increase of six months each year. (More details can be found in the NEW REGULATIONS and ANJIE BROAD SPOTLIGHTS section) 

国资委：明年国有企业必须普遍推行末等调整和不胜任退出制度

SASAC: Next Year, State-owned Enterprises Must Universally Implement the System of Bottom-line Adjustment and Exit of the Incompetence 

9月27日，国务院国资委召开国有企业改革深化提升行动2024年第三次专题推进会。国务院国资委副主任王宏志在部署下一步国有企业改革深化提升行动时表示，到2025年，国有企业必须普遍推行末等调整和不胜任退出制度，要清晰界定“退出”标准，用好绩效考核结果，进一步规范退出的情形，不能用违法违纪、到龄退休、主动离职等替代业绩考核不合格的“退出”。王宏志强调，要防止只有制度、没有动作，深化提升行动实施以来尚未开展该项工作的企业，原则上都要在年底前真正行动起来。同时要防止简单以调整退出比例划线、搞“一刀切”，真正体现强激励硬约束。 

On September 27, the State-owned Assets Supervision and Administration Commission (SASAC) held the third special promotion meeting of the deepening reform and improvement action of state-owned enterprises of 2024. Hongzhi WANG, the deputy director of SASAC, stated during the deployment of the next steps of the deepening reform and improvement action of state-owned enterprises that by 2025, state-owned enterprises must universally implement the system of adjusting the bottom-line and exiting for incompetence. It is necessary to clearly define the standards for “exiting”, make good use of performance assessment results, further standardize the circumstances of exiting, and not replace the “exiting” due to unqualified performance assessment with illegal and disciplinary violations, retirement at the appropriate age, or voluntary resignation. Hongzhi WANG emphasized the need to prevent a situation where there are only systems but no actions. Enterprises that have not yet carried out this work since the implementation of the deepening and improvement action should generally take exact action before the end of the year. At the same time, it is necessary to prevent a simplistic approach to adjusting and exiting by drawing a line based on the proportion, and to truly reflect strong incentives and strict constraints. 

国家医保局、财政部：加强异地就医直接结算管理服务

National Healthcare Security Bureau and Ministry of Finance: Strengthen the Management Services of Direct Settlement for Cross-region Medical Treatment 

9月13日，国家医保局、财政部公布《关于进一步加强异地就医直接结算管理服务的通知》。《通知》主要包括六部分内容：一是加强异地就医备案管理；二是合理确定异地就医结算报销政策；三是强化就医地管理；四是优化异地就医直接结算经办服务；五是加强异地就医直接结算监测；六是完善异地就医基金监管机制。 

On September 13, the National Healthcare Security Bureau and the Ministry of Finance announced the Notice on Further Strengthening the Management Services of Direct Settlement for Cross-region Medical Treatment. The Notice mainly includes six parts: First, strengthen the filing management of cross-region medical treatment; Second, reasonably determine the settlement and reimbursement policies for cross-region medical treatment; Third, enhance the management of the medical treatment place; Fourth, optimize the handling services for direct settlement of cross-region medical treatment; Fifth, strengthen the monitoring of direct settlement for cross-region medical treatment; Sixth, improve the regulatory mechanism for funds used for cross-region medical treatment. 

多省调整工伤人员待遇标准

Multiple Provinces Adjust Compensation Standards for Work-injured Employees 

甘肃：伤残津贴根据伤残等级调整，一级至六级伤残职工每人每月分别增加85元至63元不等。供养亲属抚恤金方面，配偶每人每月增加36元，其他亲属增加30元，孤寡老人或孤儿额外再增加5元。

四川：一级至四级伤残津贴每人每月增加156元；五级、六级伤残津贴增加109元；生活护理费根据不能自理程度调整为月平均工资的50%、40%、30%；供养亲属抚恤金每人每月增加53元；致残补助费每人每月增加83元。

浙江：一级至四级伤残津贴每人每月分别增加174元、166元、158元和150元。供养亲属抚恤金每人每月增加50元，总额不超过2023年度全省非私营单位与私营单位就业人员加权平均工资。退休工伤人员养老金按照2024年基本养老金调整办法增加，若增加金额低于伤残津贴增加金额的，将由工伤保险基金补足差额，具体为：一级至四级工伤人员每人每月补足至158元，其他工伤退休人员每人每月补足至138元。

Gansu: Disability allowances will be adjusted based on the level of disability, with an increase of RMB85 to 63 per person per month for employees with disabilities ranging from level one to level six. For pensions for the dependents of deceased workers, the spouse will receive an additional RMB 36 per person per month, other dependents will receive RMB30, and an additional RMB5 will be given to elderly or orphaned dependents. 

Sichuan: Disability allowances for disability levels 1 to 4 will increase by RMB 156 per person per month; for levels 5 and 6, the allowance will increase by RMB 109. The living care fee will be adjusted to 50%, 40%, and 30% of the monthly average salary based on the degree of self-care inability. The pensions for the dependents will increase by RMB 53 per person per month; and the disability compensation will increase by RMB 83 per person per month. 

Zhejiang: Disability allowances for disability levels 1 to 4 will increase by RMB 174, 166, 158, and 150 per person per month, respectively. The pensions for the dependents will increase by RMB 50 per person per month, with the total amount not exceeding the weighted average salary of employees in non-private and private entities in the province for 2023. The pensions for retired employees with work-related injuries will be increased according to the 2024 basic pension adjustment method, with the shortfall, if any, topped up by the work injury insurance fund to RMB 158 for levels 1 to 4, and RMB 138 for other retired employees with work injuries. 

北京发布首个国际职业资格认可目录

Beijing Releases First International Professional Qualification Recognition Directory 

9月14日，北京市人社局网站发布《关于印发〈北京市国际职业资格认可目录（1.0版）〉的通知》。《目录》为持有国际职业资格的中国籍和外籍专业人员提供便利服务，包括工作居住证办理、职称评定、职业技能等级证书核发、多次签证或居留许可等。同时，针对急需紧缺专业人员，提供更优惠政策，如副高级职称评定、人才引进等。此外，放开部分领域金融、会计、医师、教师的执业限制，推进资格互认，建立京津冀证书查询验证服务平台，助推中国标准走向海外。《目录》将动态调整，以适应经济社会发展需求。

On September 14, the Beijing Municipal Human Resources and Social Security Bureau issued the Notice on the Issuance of the Beijing Municipal International Professional Qualification Recognition Directory (Version 1.0). The Directory provides convenient services for Chinese and foreign professionals holding international professional qualifications, including the handling of work and residence permits, professional title evaluation, issuance of vocational skill level certificates, multiple visas or residence permits, etc. At the same time, more preferential policies are provided for urgently needed professionals, such as senior professional title evaluation and talent introduction. In addition, the practice restrictions on some fields such as finance, accounting, physicians and teachers are relaxed, the mutual recognition of qualifications is pushed forward, and a certificate query and verification service platform for the Beijing-Tianjin-Hebei region is established to promote Chinese standards to go global. The Directory will be dynamically adjusted to meet the needs of economic and social development. 

浙江省婚假条例正式公布

Zhejiang Releases Marriage Leave Regulation

9月27日，浙江省十四届人大常委会表决通过《浙江省婚假规定》，明确了依法办理结婚登记的职工，享受婚假13天，国家法定休假日、休息日不计入婚假假期。在婚假管理和休假方式方面，《规定》规定，一是要求用人单位完善职工婚假内部管理制度，保障职工休婚假的权利，落实职工婚假及其待遇。二是明确职工选择休婚假的，应当在登记结婚之日起一年内休婚假，确因工作需要，不能在一年内休婚假的，经用人单位和职工协商同意，可以延后半年休婚假。三是采取弹性休假方式，与用人单位协商，可以一次性休婚假，也可以分段休婚假。值得留意的是，为确保新旧假期规定平稳过渡，减少法规出台后的争议，《规定》明确职工在本规定施行之日前登记结婚未满一年，未休婚假的，按照本规定执行；已休婚假的，可以按照本规定补足婚假。

On September 27, the 14th Standing Committee of the Zhejiang Provincial People's Congress voted to pass the Zhejiang Province Marriage Leave Regulation. The Regulation clarifies that employees who go through legal marriage registration procedures are entitled to 13 days of marriage leave, with national statutory holidays and rest days not counted in the marriage leave period. In terms of leave management and vacation methods, the Regulation stipulates the following: First, employers are required to improve the internal management system for employees' marriage leave, ensuring the rights of employees to take marriage leave and implementing the leave and related benefits. Second, qualified employees should take marriage leave within one year of the marriage registration date. If it is necessary to delay the marriage leave due to work requirements, the leave can be postponed by half a year after consultation with the employer. Third, a flexible leave method is adopted; employees can negotiate with their employers to take the marriage leave all at once or in segments. It is worth noting that to ensure a smooth transition between old and new leave policies and to reduce disputes after the introduction of the Regulation, the Regulation clarifies that employees who registered for marriage within one year prior to the implementation date of these regulations and have not yet taken their marriage leave shall follow the new Regulation; those who have already taken their marriage leave can make up the difference according to the Regulation. 

深圳拟发布《人力资源服务机构诚信等级评价》标准

Shenzhen Plans to Release Human Resource Service Institution Integrity Level Evaluation Standard 

9月21日，深圳人社局网站公布《关于公开征求〈人力资源服务机构诚信等级评价（征求意见稿）〉意见的通告》，意见反馈截止时间为10月20日。文件通过对人力资源服务机构诚信等级评价的基础建设、组织建设、服务规范、业务状况、社会责任等关键指标进行量化与评价，对人力资源服务机构诚信进行等级划分，为识别人力资源服务机构诚信经营水平和服务规范提供参考依据，引导人力资源服务机构根据相应等级要求诚信合规开展经营活动，推动人力资源服务专业化、规范化、标准化发展。

On September 21, the Shenzhen Municipal Human Resources and Social Security Bureau's official website announced the Notice on Publicly Soliciting Opinions on the Human Resource Service Institution Integrity Level Evaluation (Draft for Comments), with a deadline of 20 October for feedback. The document quantifies and evaluates key indicators such as the basic construction, organizational construction, service standards, business conditions and social responsibilities of the human resource service institutions. It also classifies the integrity levels of these institutions, providing a reference for identifying the level of integrity and service standards, guiding them to operate in compliance with the corresponding level requirements, and promoting the professionalization, standardization and development of human resource services.

新加坡通过《平台工人法案》：保障外卖员、网约车司机权益

Singapore Passes the Platform Workers Bill: Safeguarding the Rights of Food Delivery Couriers and Ride-Hailing Drivers 

9月10日，新加坡国会通过《平台工人法案》，法案就出租车司机、私家车司机以及外送送货员等依赖在线平台谋生的工作者提供劳动保护。《法案》将于2025年1月1日生效，法案将平台工人划分为介于企业雇员和自雇人士之间的独特法律类别，确保他们享有比现有水平更高的新加坡中央公积金（包括退休、医疗、住房和家庭保障在内的综合保障体系）储蓄计划保障，以与目前的企业雇员、雇主支付费用标准保持一致。平台的运营商还必须为平台工作人员提供与企业雇员同等水平的工伤赔偿保险。

On September 10, the Parliament of Singapore passed the Platform Workers Bill, which provides labor protection for workers such as taxi drivers, ride-hailing drivers and food delivery couriers who rely on online platforms for their livelihood. The Bill, which will come into effect on January 1, 2025, categorizes platform workers as a unique legal category between company employees and self-employed individuals, ensuring they receive higher coverage under the Singapore Central Provident Fund (a comprehensive social security system that includes retirement, medical, housing and family protection) savings plan than the current level, aligning with the current standards paid by employers and employees. Operators of platforms must also provide platform workers with the same level of work injury compensation insurance as company employees.

全国人民代表大会常务委员会关于实施渐进式延迟法定退休年龄的决定

（2024年9月13日第十四届全国人民代表大会常务委员会第十一次会议通过）

为了深入贯彻落实党中央关于渐进式延迟法定退休年龄的决策部署，适应我国人口发展新形势，充分开发利用人力资源，根据宪法，第十四届全国人民代表大会常务委员会第十一次会议决定：

一、同步启动延迟男、女职工的法定退休年龄，用十五年时间，逐步将男职工的法定退休年龄从原六十周岁延迟至六十三周岁，将女职工的法定退休年龄从原五十周岁、五十五周岁分别延迟至五十五周岁、五十八周岁。

二、实施渐进式延迟法定退休年龄坚持小步调整、弹性实施、分类推进、统筹兼顾的原则。

三、各级人民政府应当积极应对人口老龄化，鼓励和支持劳动者就业创业，切实保障劳动者权益，协调推进养老托育等相关工作。

四、批准《国务院关于渐进式延迟法定退休年龄的办法》。国务院根据实际需要，可以对落实本办法进行补充和细化。

五、本决定自2025年1月1日起施行。第五届全国人民代表大会常务委员会第二次会议批准的《国务院关于安置老弱病残干部的暂行办法》和《国务院关于工人退休、退职的暂行办法》中有关退休年龄的规定不再施行。

国务院关于渐进式延迟法定

退休年龄的办法

坚持以习近平新时代中国特色社会主义思想为指导，深入贯彻党的二十大和二十届二中、三中全会精神，综合考虑我国人均预期寿命、健康水平、人口结构、国民受教育程度、劳动力供给等因素，按照小步调整、弹性实施、分类推进、统筹兼顾的原则，实施渐进式延迟法定退休年龄。为了做好这项工作，特制定本办法。

第一条　从2025年1月1日起，男职工和原法定退休年龄为五十五周岁的女职工，法定退休年龄每四个月延迟一个月，分别逐步延迟至六十三周岁和五十八周岁；原法定退休年龄为五十周岁的女职工，法定退休年龄每二个月延迟一个月，逐步延迟至五十五周岁。国家另有规定的，从其规定。

第二条　从2030年1月1日起，将职工按月领取基本养老金最低缴费年限由十五年逐步提高至二十年，每年提高六个月。

第三条　职工达到最低缴费年限，可以自愿选择弹性提前退休，提前时间最长不超过三年，且退休年龄不得低于女职工五十周岁、五十五周岁及男职工六十周岁的原法定退休年龄。

第四条　国家健全养老保险激励机制。鼓励职工长缴多得、多缴多得、晚退多得。

第五条　国家实施就业优先战略，促进高质量充分就业。完善就业公共服务体系，健全终身职业技能培训制度。

第六条　用人单位招用超过法定退休年龄的劳动者，应当保障劳动者获得劳动报酬、休息休假、劳动安全卫生、工伤保障等基本权益。

第七条　对领取失业保险金且距法定退休年龄不足一年的人员，领取失业保险金年限延长至法定退休年龄，在实施渐进式延迟法定退休年龄期间，由失业保险基金按照规定为其缴纳养老保险费。

第八条　国家规范完善特殊工种等提前退休政策。从事井下、高空、高温、特别繁重体力劳动等国家规定的特殊工种，以及在高海拔地区工作的职工，符合条件的可以申请提前退休。

第九条　国家建立居家社区机构相协调、医养康养相结合的养老服务体系，大力发展普惠托育服务体系。

劳工处高度关注今日在油麻地发生的致命工作意外（2024年9月12日）

Labor Department Highly Concerned about Fatal Work Accident that Happened in Yau Ma Tei Today (September 12, 2024) 

劳工处高度关注9月12日下午在油麻地一货物装卸区发生的致命工作意外。意外中一名男工在协助卸货期间，被翻倒的货物压中，送院后证实不治。对于在意外中有工友身故，劳工处十分难过，并对其家属致以深切慰问。

为防止雇员在处理货物期间被货物压倒，劳工处提醒雇主及处所占用人必须采取适当的安全措施，包括选择合适的机械工具及方法稳固地承托货物，以确保其稳定。根据《职业安全及健康条例》的一般责任条款规定，雇主必须为其雇员提供安全的工作环境、作业装置及工作系统。违反有关规定，循公诉程序定罪，最高可被判罚款一千万元及监禁两年；或循简易程序定罪，最高可被判罚款三百万元及监禁六个月。

The Labor Department (LD) is highly concerned about a fatal work accident that happened at a Cargo Working Area in Yau Ma Tei in the afternoon of September 12, in which a male worker was pressed by an overturned cargo while assisting in unloading it. He was certified dead later in hospital. The LD is saddened by the death of the worker and expresses its deepest sympathy to his family. 

To prevent employees from being pressed by the cargos while handling them, the LD reminds employers and occupiers of premises to take suitable safety measures, including selection of suitable mechanical aids and methods to support the cargos to ensure their stability. The general duty provisions of the Occupational Safety and Health Ordinance require employers to provide safe working environments, plant and systems of work for their employees. Those who contravene the relevant provisions are liable to a maximum fine of $10 million and imprisonment for two years on conviction on indictment; or $3 million and imprisonment for six months on summary conviction.

东主因违反安全法例被判罚款（2024年9月19日）

Proprietor Fined for Violation of Safety Legislation (September 19, 2024) 

友兴行机械有限公司因违反《工厂及工业经营条例》的规定，被劳工处检控，于9月19日在粉岭裁判法院被判罚款七万九千元。

案情涉及一宗于2022年11月8日在大埔一个机器仓库发生的致命意外，怀疑当一名工人修理一部振动压路机时，该机器突然向后移动并辗过他，工人受伤并于同日离世。

Yau Hing Machinery Limited was fined $79,000 at the Fanling Magistrates' Courts on September 19 for the violation of the Factories and Industrial Undertakings Ordinance. The prosecutions were launched by the Labor Department.

The case involved a fatal accident that occurred on November 8, 2022, at a machinery depot in Tai Po. It was suspected that while a worker was repairing a vibratory roller, the machine suddenly moved backward and ran over him. The worker sustained injuries and passed away on the same day.

院舍服务业招聘会提供超过一千一百个优质职位空缺（2024年9月23日）

Over 1100 Quality Job Vacancies to Be Offered at Job Fair for Residential Care Home Service Industry (September 23, 2024)

劳工处于9月26日及27日在旺角麦花臣场馆举行大型招聘会，为求职人士提供大量院舍服务业的职位空缺。

为期两日的招聘会共有约三十间机构参加，合共提供超过一千一百个优质院舍服务业职位空缺。参加机构将于会场设置柜位，进行即场招聘，提供的职位类别相当广泛，包括护理员、言语治疗师、职业治疗师、社工、护士、保健员、司机、厨师、活动助理、文员等。求职人士如欲进一步了解空缺详情，可浏览劳工处的互动就业服务网站（www.jobs.gov.hk）。

The Labor Department (LD) will hold a large-scale job fair at MacPherson Stadium in Mong Kok on September 26 and 27 to provide a large number of vacancies from the residential care home service industry for job seekers.

About 30 organisations will participate in the two-day job fair and offer over 1100 quality job vacancies from the residential care home service industry. Participating organisations will set up booths and conduct recruitment on the spot each day. A wide variety of positions will be offered, including care worker, speech therapist, occupational therapist, social worker, nurse, health worker, driver, cook, programme assistant and clerk. Job seekers can visit the LD's Interactive Employment Service website (www.jobs.gov.hk) for more details of the vacancies. 

积金局2024年9月共有107宗追讨强积金欠款的执法案例，还有10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)

LAM KONG SO, the Administrator of the estate of LAM CHUN SING, deceased 对 SHUI DIAN BAO AIR CONDITIONING LTD及另一人 [2024] HKDC 1507 

背景

案件源于2019年8月25日的一宗元朗冷气安装意外（“该意外”）。2021年3月2日，伤者林先生根据香港法例第282章《雇员补偿条例》（“该条例”）提出雇员补偿申请。2022年6月17日，林先生因与本案无关的原因逝世。申请人，即伤者的遗产管理人，获法庭批准代替伤者继续本诉讼。

本案有以下几个争议点：（1）伤者在该意外发生的时候是否受雇于第一或第二答辩人？（2）假若第一答辩人并非伤者的雇主它是否为该条例下的“总承判商”？（3）假若伤者应当得到补偿，补偿金额应该是多少？

法庭裁定

院在考虑所有证据及诉讼各方的陈述后裁定申请人针对第一答辩人的申索败诉，但是针对第二答辩人的申索申诉，命令第二答辩人支付港币$213,168.04元的雇员赔补偿（另加利息），并命令第二答辩人支付所有人的讼费，包括所有被保留的讼费及转聘大律师的费用，并指示诉讼各方若未能就讼费金额达成协议，讼费金额交由讼费聆案官评定。

MA JINHAO 对 NIKO CLEANING SERVICES LTD [2024] HKDC 1481

背景

请人马女士于2021年6月4日起受雇为答辩人的清洁服务员，并于同日被垃圾袋内的破碎瓷碟割伤右小腿（“该意外”）。该意外后，申请人在2022年4月14日，经法律援助署外委律师根据香港法例第282章《雇员补偿条例》（“《条例》”）存档申请书，要求答辩人支付雇员补偿。

本案的案情焦点主要为补偿金额的争议，申请人要求的金额与答辩人的立场不一致，答辩人认为申请人已经全数收取《条例》第10条和第10A条的补偿，余下的补偿只剩她较早前退回的$4,464。

法庭裁定

法庭裁定撤销申请人的上诉，并命令答辩人须支付申请人《条例》第9条的补偿金额$4,464。由于申请人拒绝接受答辩人的付款，法庭运用酌情权，命令申请人不应获判利息。法庭命令答辩人只须支付2023年3月11日及之前的讼费，其后没有讼费，包括所有专家报告所引起的讼费。若双方对讼费金额有争议，则由聆案官评定。申请人本身的讼费则按《法律援助规例》评定。

渐进式延迟法定退休年龄新规概览与解读

作者：沈骏、牟奇涛

为了应对日益严峻的人口老龄化和养老金缺口问题，我国早在2013年11月12日党的十八届三中全会上即释放“研究制定渐进式延迟退休年龄政策”的信号，2024年9月13日，第十四届全国人民代表大会常务委员会第十一次会议通过了《关于实施渐进式延迟法定退休年龄的决定》（“《决定》”），《决定》批准《国务院关于渐进式延迟法定退休年龄的办法》（“《办法》”），《决定》和《办法》（“渐进式延迟法定退休年龄新规”）均将自2025年1月1日起实施。

渐进式延迟法定退休年龄新规深刻影响了我国的退休制度，法定退休年龄的变化、前后弹性退休、养老金最低缴费年限增加以及超龄劳动者和临退休失业人员权益保障等问题值得各界关注。随着新规的实施，我们亦可以展望配套的法律修改和制度明确。

1. 法定退休年龄的变化

   
   

2. 前后弹性退休

   
   

3. 最低缴费年限增加

   
   

4. 超龄劳动者的权益保障

   
   

5. 临退休失业人员的权益保障

浅谈劳动法领域的“一事不再罚”原则

——基于上海地区的案例分析

作者：范承嫣

在劳动人事领域，“一事不再罚”具体是指，用人单位对于劳动者的同一违纪行为，不得给予两次以上的处罚，也即如果员工因为某一违纪行为已经受到处分，用人单位不应以此为由再次给予其他处罚。该原则的核心目的是保护劳动者的合法权益，避免用人单位利用其优势地位对员工实施不公平的重复处罚。在劳动争议案件中，涉及“一事不再罚”原则的情形多有发生，常见的争议焦点包括用人单位的多次处罚是否针对“同一违纪行为”，以及在确定员工只有一个违纪行为的情况下公司的多次处理是否构成“重复处罚”，本文将基于检索到的上海地区判例对上述两个问题进行分析。

一、 如何认定“同一违纪行为”

1. 关于员工实施多项不同违纪行为在前，公司作出多次处罚在后的认定

   
   

2. 关于员工多次实施同一违纪行为，公司亦做出了多次处罚的认定

二、 如何认定“重复处罚”

1. 法院认定构成重复处罚的情形

   
   

2. 法院认定不构成重复处罚的情形

三、小结

重庆一中院发布年度行政审判十大典型案例（节选）

典型意义

本判决从贯彻落实《工伤保险条例》的立法原意出发，合理诠释《工伤保险条例》的具体条文，阐明工作原因是“三工”因素中的核心要素，工作时间、工作场所用以辅助判定工作原因。明确了根据职工的工作性质确定工作场所合理范畴的观点。另因为工伤认定实行“无过失补偿”原则，只要职工的个人不当行为没有达到法定情形，则不影响工伤认定。本判决体现人民法院在审理工伤保险资格认定案件中依法保护劳动者合法权益。本判决对处理在公司以外的其他地点履行工作职责时受伤的同类型案件具有参考意义。

重庆法院依法平等保护劳企双方正当权益典型案例（节选）

法官说法

劳动合同法第三十九条明确规定了用人单位可单方解除劳动合同的情形，赋予了用人单位的单方解除权，有力保障了用人单位依法行使用工自主权。但是，用工自主权不可滥用，其行使务必合法、合理，否则将带来劳动关系的不稳定，严重侵害劳动者的合法权益。当用人单位以劳动者的行为违反公司规章制度为由要求解除劳动关系时，劳动者的行为必须达到严重程度，且依据的规章制度必须经过民主程序制定，进行公示或组织劳动者进行学习。本案中，刘某对工作安排私下的“吐槽”，并不违反法律法规及规章制度的明确规定，也未违背公序良俗，未达到严重违反工作纪律的程度，公司应当对此保持合理限度的包容。同时，公司在制定规章制度时的程序存在明显瑕疵，不能以此作为解除劳动合同的依据。因此，公司单方解除劳动合同，没有法律和事实依据，依法应当承担违法解除劳动合同的法律责任。

法官说法

民法典第一千零一十条规定，性骚扰的受害人有权依法请求行为人承担民事责任。性骚扰是指以身体、语言、动作、文字或者图像等方式，违背他人意愿而对其实施的以性为取向的有辱其尊严的性暗示、性挑逗以及性暴力等行为。是否“违背他人意愿”是判定行为人是否构成“性骚扰”的关键。原则上，应从遭受骚扰一方的视角予以分析判断，并着眼于行为人的具体行为是否会造成其心理不适以及达到不适的程度。职场性骚扰行为在不同行为形态下可能会侵害到受害人的人格尊严、人格自由、身体权、健康权甚至隐私权、名誉权等权益，危害极大。

本案中，肖某发送的信息明显超过同事正常交往界限，且在女同事多次严辞拒绝后仍拒不改正，造成女同事心理严重不适，可以认定为性骚扰。公司解除与肖某之间的劳动合同，正当合法。

法官说法

民法典第一千零三十二条规定，自然人享有隐私权。任何组织或者个人不得以刺探、侵扰、泄露、公开等方式侵害他人的隐私权。微信属于个人网络账户，从微信朋友圈的社交属性、空间属性来看，微信朋友圈主要用于记录和分享账号使用者的日常生活，属于使用者的私人空间，其使用应由账号使用者本人自主决定。就本案而言，某妇产医院强制要求陈某在个人社交账号中“夹带公货”并就转发量进行考核，本质上侵害了陈某对个人社交账号的使用权，限制了陈某个人社交自由，侵犯了陈某的隐私权和言论自由。故该妇产医院因陈某转发朋友圈信息推广考核未达标，解除与其签订的劳动合同系违法，应补发陈某工资并支付违法解除劳动合同赔偿金。

法官提醒，用人单位不能强制“征用”员工的朋友圈进行营销、推广，更不应混淆工作和员工私人生活界限，也不应通过规章制度强制干涉员工的私域自由。

上海市劳动人事争议仲裁委员会聘请安杰世泽劳动法团队合伙人沈骏律师为市仲裁兼职仲裁员。

Jun SHEN, Partner of AnJie Broad Labor and Employment Team, was appointed as a part-time arbitrator by the Shanghai Labor and Personnel Dispute Arbitration Commission.

2024年9月25日，安杰世泽劳动法团队合伙人沈骏律师、律师助理牟奇涛就最新公布的渐进式延迟退休政策在Lexology平台发表《渐进式延迟法定退休年龄新规概览与解读》专业文章。（详细内容请见本期“安杰世泽视点”板块）

On September 25, 2024, Jun SHEN, Partner of AnJie Broad Labor and Employment Team, and Qitao MOU, Associate, published a legal article titled Overview and Interpretation of the Gradual Raising of the Statutory Retirement Age Policy on Lexology, discussing the latest announced policy on the gradual delay of retirement. (More details can be found in the ANJIE BROAD SPOTLIGHTS section)

2024年9月，安杰世泽合伙人贺晓晨接受ALB关于中国企业海外用工合规的专访，就中国企业海外用工合规需求增长、面临的主要风险，以及律师如何提供法律和文化层面的双重助力进行分享。

In September 2024, Xiaochen HE, Partner of AnJie Broad Labor and Employment Team, was interviewed by ALB regarding the compliance of Chinese enterprises' overseas employment, sharing her views on the growing demand for overseas labor compliance among Chinese enterprises, the major risks they face, and how lawyers can provide assistance on both legal and cultural levels.

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。