【以案普法】下班这样回微信算加班吗？法院判了！
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员工下班后
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通过微信等社交媒体处理工作
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<strong style="outline: 0px;visibility: visible;"><span style="outline: 0px;color: rgb(0, 122, 170);visibility: visible;">是否算“隐形加班”？</span></strong>
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<strong style="outline: 0px;visibility: visible;"><span style="outline: 0px;color: rgb(0, 122, 170);visibility: visible;">用人单位应该支付加班费吗？</span></strong>
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2023年7月，武汉洪山区人民法院
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审结一起劳动争议案件
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劳动者长时间在下班后
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用社交媒体处理工作事务
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<strong style="outline: 0px;visibility: visible;"><span style="outline: 0px;color: rgb(0, 122, 170);visibility: visible;">公司被判决向其支付加班费5000元</span></strong>
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<strong style="outline: 0px;visibility: visible;"><span style="outline: 0px;color: rgb(0, 122, 170);visibility: visible;">近日，二审法院维持原判</span></strong>
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<strong style="outline: 0px;visibility: visible;"><span style="outline: 0px;color: rgb(0, 122, 170);visibility: visible;">该判决现已生效</span></strong>
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<strong style="outline: 0px;visibility: visible;">24小时待命工作</strong>
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<strong style="outline: 0px;visibility: visible;">半夜还有微信工作会议</strong>
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据长江日报消息，2021年5月，张某入职武汉一家团购公司，双方签订了2年劳动合同，约定每月工资16000元，每天工作8小时。尽管合同对每日工作时长有明确约定，但张某经常在下班时间使用微信处理工作事务，有时是简单回复工作问题，<strong style="outline: 0px; visibility: visible;"><span style="outline: 0px; color: rgb(0, 122, 170); visibility: visible;">有时是召开线上工作会议，短则几分钟，长则数小时。</span></strong>
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2021年11月，张某与公司解除劳动关系，后为此申请了劳动仲裁。因对部分仲裁裁决不服，<strong style="outline: 0px;"><span style="outline: 0px;color: rgb(0, 122, 170);">2023年3月，张某向洪山区人民法院提起诉讼，要求公司支付延长工作时间加班工资共计8万元。</span></strong>
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庭审中，张某认为，从2021年7月到离职前，自己一直是24小时待命工作，下班后仍在微信处理工作事务，经常工作到半夜，最晚的时候工作到凌晨两点，公司还会半夜召开微信工作会议。<strong style="outline: 0px;"><span style="outline: 0px;color: rgb(0, 122, 170);">微信加班已经严重影响了自己的正常休息生活，超过了合同约定的工作时间，公司应该支付加班费。</span></strong>
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公司则认为，张某属于公司的管理人员，<strong style="outline: 0px;"><span style="outline: 0px;color: rgb(0, 122, 170);">在工作群里沟通属于正常工作交流，</span></strong>而且张某接洽相关事务后，不需要他亲力亲为，所以张某不存在加班行为，公司不应该向其支付加班工资。
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<strong style="outline: 0px;">非工作时间隐形加班</strong>
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<strong style="outline: 0px;">不局限于用人单位的工作场所</strong>
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洪山区人民法院认为，本案中，张某和用人单位之间的劳动合同实行的是标准工时制。张某利用休息时间回复工作相关问题，已超出了简单沟通范畴，<strong style="outline: 0px;"><span style="outline: 0px;color: rgb(0, 122, 170);">需要进行实质性处理，</span></strong>应当认定张某存在加班情形，又因通过社交媒体进行加班时长难以量化，全部时长认定加班有失公平，故综合考虑到原告的工资情况、职务要求、加班频率、时长、内容等酌情支付该项加班费用为5000元。
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承办法官介绍，随着经济发展及互联网技术的进步，劳动者工作模式越来越灵活，可以通过电脑、手机随时随地提供劳动。对于非工作时间的隐形加班问题，不应局限于用人单位的工作场所，<strong style="outline: 0px;"><span style="outline: 0px;color: rgb(0, 122, 170);">应综合考虑劳动者是否在工作时间外处理工作事务，是否付出了实质性劳动，占用了劳动者休息时间。</span></strong>
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本案中，张某付出了实质性劳动，应当认定为加班。当然，不是所有“居家办公”“微信办公”都算加班，若是简单沟通，具有偶发性和临时性，未影响劳动者生活休息，则不应认定为加班。
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<span style="outline: 0px;color: rgb(136, 136, 136);letter-spacing: 0.544px;text-align: center;text-indent: 0em;visibility: visible;"><span style="outline: 0px;">来源：<span style="color: rgb(136, 136, 136);outline: 0px;text-wrap: wrap;font-size: 14px;letter-spacing: 0.544px;text-decoration: none solid rgb(136, 136, 136);font-family: system-ui, -apple-system, BlinkMacSystemFont, "Helvetica Neue", "PingFang SC", "Hiragino Sans GB", "Microsoft YaHei UI", "Microsoft YaHei", Arial, sans-serif;">中国青年报（作者：陈垠杉）、长江日报（耿珊珊 周萍 刘溪）、法治日报、央视网、新京报评论</span></span></span>
</section> 是否付出了实质性劳动，占用了劳动者休息时间是判断依据 占用休息时间就是加班 像这种情况多得很！ 打官司赢了了！不错！ 继续努力，加油！ 下一个单位继续 这是对国企的规定{:4_193:}{:4_193:}{:4_193:} 只要下班时间一律不得当班上，不然就得拿工资 {:4_202:}{:4_202:}{:4_202:}