員工拒絕凌晨加班被開除，法院：公司違法需賠償

近日，廣州法院發布2026年勞動爭議十大典型案例，其中一案為韋某與信某公司勞動爭議案，該案明確勞動者拒絕不合理加班，不構成不服從工作安排。

A court in Guangzhou, Guangdong province, has ruled that an employee's refusal to comply with unreasonable overtime demands does not constitute insubordination.

The ruling was included among Guangzhou courts' 10 representative labor dispute cases for 2026, involving an engineer surnamed Wei and a technology company surnamed Xin.

韋某系信某公司工程師，在已連續多次接受公司安排加班到深夜的情況下，2025年3月18日20時44分、3月20日0時45分，信某公司又通過微信工作群要求韋某繼續加班處理技術問題，且韋某次日仍需正常上班，韋某以該加班不具備緊迫性和必要性為由予以拒絕。信某公司遂以韋某“兩次不服從工作安排”為由解除勞動合同。韋某認為解除事由不成立，主張信某公司構成違法解除勞動合同，應支付賠償金，遂成訟。

Wei had repeatedly worked overtime late into the night when the company, through a WeChat work group, again requested him at 8:44 pm on March 18, 2025, and at 12:45 am on March 20 to continue handling technical issues, while still requiring him to work regular hours the next day.

Wei refused, saying the overtime was neither urgent nor necessary. The company later dismissed him for "twice failing to comply with work arrangements".

法院經審理認為，韋某長期加班且在案涉兩天內已持續加班至較晚時間，信某公司未提供證據證明其要求勞動者繼續加班的必要性與合理性，亦未調整韋某次日出勤時間，故韋某拒絕繼續加班不構成不服從工作安排，遂認定信某公司解除行為違法，判決信某公司支付違法解除勞動合同的賠償金。

The court found that Wei had already been working long hours and that the company failed to prove further overtime was necessary or reasonable, while also requiring him to report for normal work the following day. The court ruled that Wei's refusal did not constitute insubordination, deemed the dismissal unlawful, and ordered the company to pay compensation.

遭遇違法加班或解雇，可以怎么做？

國家統計局《關于工資總額組成的規定》（1990年1月1日國家統計局令第1號）第九條規定：“加班加點工資是指按規定支付的加班工資和加點工資。”

由此，加班費是指用人單位向勞動者支付的，超過勞動者正常工作時間的工資報酬。加班費是工資的組成部分，屬于勞動報酬。

Under Chinese law, overtime pay is part of workers' legal remuneration.

如果你的休息權受到侵犯，或因拒絕不合理加班被處罰，請按以下步驟理性維權：

①固定證據。保存好工作群聊天記錄、加班通知、考勤記錄、工資條、勞動合同等，以便證明加班安排的存在；

②內部溝通。可以向用人單位人力資源部門或主管提交書面異議，明確指出加班安排的不合理性以及相關法律規定；

③行政投訴。向用人單位所在地的勞動保障監察部門投訴舉報，要求責令用人單位改正；

④勞動仲裁。及時向勞動爭議仲裁委員會申請仲裁，主張賠償金、加班費等；

⑤提起訴訟。對勞動仲裁結果不服的，可在法定期限內向人民法院提起訴訟。

Employees facing unreasonable overtime demands or retaliation are advised to preserve evidence, raise concerns with their employer, seek assistance from labor authorities, and pursue arbitration or legal action if necessary.

來源：廣州日報 中國新聞社

跟著China Daily

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