| Notice by the Supreme People's Court of Issuing the Forty-Second Group of Guiding Cases | | 最高人民法院关于发布第42批指导性案例的通知 |
| (No. 298 [2024] of the Supreme People's Court) | | （法〔2024〕298号） |
| The high people's courts of all provinces, autonomous regions, and municipalities directly under the Central Government; and the Production and Construction Corps Branch of the High People's Court of Xinjiang Uygur Autonomous Region: | | 各省、自治区、直辖市高级人民法院，解放军军事法院，新疆维吾尔自治区高级人民法院生产建设兵团分院： |
| Upon deliberation and decision of the Judicial Committee of the Supreme People's Court, four cases (Guiding Cases No. 237-240) including Langxi [REDACTED] Service Outsourcing Co., Ltd. v. Xu [REDACTED]shen (Case of dispute over confirmation of an employment relationship) are hereby issued as the forty-second group of guiding cases for reference in trial of similar cases. | | 经最高人民法院审判委员会讨论决定，现将郎溪某服务外包有限公司诉徐某申确认劳动关系纠纷案等四个案例（指导性案例237-240号），作为第42批指导性案例发布，供审判类似案件时参照。 |
| Supreme People's Court | | 最高人民法院 |
| December 20, 2024 | | 2024年12月20日 |
| Guiding Case No. 237 | | 指导性案例237号 |
| Langxi [REDACTED] Service Outsourcing Co., Ltd. v. Xu [REDACTED]shen (Case of dispute over confirmation of an employment relationship) | | 郎溪某服务外包有限公司诉徐某申确认劳动关系纠纷案 |
| (Deliberated and adopted by the Judicial Committee of the Supreme People's Court and issued on December 20, 2024) | | （最高人民法院审判委员会讨论通过 2024年12月20日发布） |
| Keywords: civil; confirmation of an employment relationship; new forms of employment; a contracting or cooperation agreement; actual performance; labor management | | 关键词 民事/确认劳动关系/新业态用工/承揽、合作协议/实际履行情况/劳动管理 |
| Key Points of Judgment | | 裁判要点 |
| Where a platform enterprise or an employment cooperative enterprise of a platform concludes a contracting or cooperation agreement with a laborer and the laborer claims that there is an employment relationship between him and the enterprise, the people's court shall, on the basis of the employment fact and by taking into full account such factors as autonomy of the laborer in deciding his working hours and workload, degree of management and control over the labor process, whether the laborer should abide by the relevant work rules, algorithm rules, labor disciplines, and measures for rewards and punishments, continuity of the laborer's work, and whether the laborer has the right to decide or change the transaction price, make a corresponding decision in accordance with the law. Where the employment is real and constitutes dominant labor management, it shall be determined that there is an employment relationship between the laborer and the employer. | | 平台企业或者平台用工合作企业与劳动者订立承揽、合作协议，劳动者主张与该企业存在劳动关系的，人民法院应当根据用工事实，综合考虑劳动者对工作时间及工作量的自主决定程度、劳动过程受管理控制程度、劳动者是否需要遵守有关工作规则、算法规则、劳动纪律和奖惩办法、劳动者工作的持续性、劳动者能否决定或者改变交易价格等因素，依法作出相应认定。对于存在用工事实，构成支配性劳动管理的，应当依法认定存在劳动关系。 |
| Basic Facts | | 基本案情 |
| Langxi Service Outsourcing Co., Ltd. (hereinafter referred to as "Langxi [REDACTED] Service Company") and operator of the [REDACTED]dong green grocery shopping platform, Shanghai [REDACTED] Network Technology Co., Ltd. (hereinafter referred to as "Shanghai [REDACTED] Network Company") concluded a Service Contracting Contract on April 1, 2019. According to the Contract, Langxi [REDACTED] Service Company shall complete product sorting, delivery, and other work for Shanghai [REDACTED] Network Company; both parties shall, on a monthly basis, verify the contracting fee of the previous month to be paid to Langxi [REDACTED] Service Company and such fee shall be paid by Shanghai [REDACTED] Network Company; Langxi [REDACTED] Service Company shall manage on its own the personnel involved providing service, and independently bear the relevant wages, commercial insurance premiums, benefits, and the employer's responsibilities as prescribed by law and other responsibilities. | | 郎溪某服务外包有限公司（以下简称郎溪某服务公司）与某咚买菜平台的运营者上海某网络科技有限公司（以下简称上海某网络公司）于2019年4月1日订立《服务承揽合同》。该合同约定：郎溪某服务公司为上海某网络公司完成商品分拣、配送等工作；双方每月定期对郎溪某服务公司前一个月的承揽费用进行核对后由上海某网络公司支付；郎溪某服务公司自行管理所涉提供服务的人员，并独立承担相应薪酬、商业保险费、福利待遇，以及法律法规规定的雇主责任或者其他责任。 |
| In July 2019, Langxi [REDACTED] Service Company arranged Xu [REDACTED]shen to work as a delivery worker at the Jiuting Station of the [REDACTED]dong green grocery shopping platform. Langxi [REDACTED] Service Company and Xu [REDACTED]shen concluded a Freelancer Cooperation Agreement and an Agreement on Task Undertaking by Freelancers in a New Form of Employment. Both agreements stipulated that Xu [REDACTED]shen and Langxi [REDACTED] Service Company established a partnership and the Employment Contract Law did not apply to the partnership between them. The Agreement on Task Undertaking by Freelancers in a New Form of Employment stipulated that Langxi [REDACTED] Service Company shall pay service fees to Xu [REDACTED]shen according to the service standards and expense standards for service personnel confirmed by the cooperative company; there is no base pay or minimum guaranteed service fee and a system of more pay for more work and no pay for no work shall apply. However, Langxi [REDACTED] Service Company did not pay the fees according to the calculation methods as agreed in the above agreements and the remunerations it actually paid to Xu [REDACTED]shen included basic remuneration, pay per order, rewards, and other items. On August 12, 2019, Langxi [REDACTED] Service Company transferred 9,042.74 yuan (the same currency here and below) to Xu [REDACTED]shen. On August 13, 2019, when making a wooden frame by following the instruction at the Station, Xu [REDACTED]shen accidentally got injured in his right foot while cutting a board. He was then hospitalized for treatment and has not continued his work at the Station. On September 3, 2019, Langxi [REDACTED] Service Company paid 15,000 yuan to Xu [REDACTED]shen in the name of "service fees." During his work at the Station, Xu [REDACTED]shen had a relatively fixed attendance time, accepted management of the Station, checked in according to the scheduling, completed delivery tasks according to the orders dispatched by the system, and did chores at the Station where there was no delivery task. | | 2019年7月，郎溪某服务公司安排徐某申到某咚买菜平台九亭站从事配送工作。郎溪某服务公司与徐某申订立《自由职业者合作协议》《新业态自由职业者任务承揽协议》。两份协议均约定：徐某申与郎溪某服务公司建立合作关系，二者的合作关系不适用劳动合同法。其中，《新业态自由职业者任务承揽协议》约定：郎溪某服务公司根据合作公司确认的项目服务人员服务标准及费用标准向徐某申支付服务费用；无底薪、无保底服务费，实行多劳多得、不劳不得制。但郎溪某服务公司并未按照以上协议约定的服务费计算方式支付费用，实际向徐某申支付的报酬包含基本报酬、按单计酬、奖励等项目。2019年8月12日，郎溪某服务公司向徐某申转账人民币9042.74元（币种下同）。2019年8月13日，徐某申在站点听从指示做木架，因切割木板意外导致右脚受伤，住院接受治疗，自此未继续在该站点工作。2019年9月3日，郎溪某服务公司以“服务费”名义向徐某申支付15000元。徐某申在站点工作期间，出勤时间相对固定，接受站点管理，按照排班表打卡上班，根据系统派单完成配送任务，没有配送任务时便在站内做杂活。 |
| Xu [REDACTED]shen had a dispute with Langxi [REDACTED] Service Company over whether his injury was a work-related one and he applied for labor arbitration. The Labor and Human Resources Disputes Arbitration Committee of Songjiang District, Shanghai Municipality made an arbitral award that there was an employment relationship between Xu [REDACTED]shen and Langxi [REDACTED] Service Company during the period from July 5, 2019 to August 13, 2019. Langxi [REDACTED] Service Company refused to accept the award and instituted an action in the Primary People's Court of Songjiang District, Shanghai Municipality. | | 徐某申因就工伤认定问题与郎溪某服务公司发生争议，申请劳动仲裁。上海市松江区劳动人事争议仲裁委员会裁决：徐某申与郎溪某服务公司在2019年7月5日至2019年8月13日期间存在劳动关系。郎溪某服务公司不服，向上海市松江区人民法院提起诉讼。 |
| Judgment | | 裁判结果 |
| On July 5, 2021, the Primary People's Court of Songjiang District, Shanghai Municipality rendered a civil judgment (No. 600 [2021], First, Civil Division, 0117, Shanghai). It was determined that there was an employment relationship between Xu [REDACTED]shen and Langxi [REDACTED] Service Company during the period from July 5, 2019 to August 13, 2019. After the judgment was pronounced, Langxi [REDACTED] Service Company refused to accept it and appealed. On March 7, 2022, the First Intermediate People's Court of Shanghai Municipality rendered a Civil Judgment (No. 11591 [2021], Final, Civil Division, 01, Shanghai) to dismiss the appeal and affirm the original judgment. | | 上海市松江区人民法院于2021年7月5日作出（2021）沪0117民初600号民事判决：确认徐某申与郎溪某服务外包有限公司在2019年7月5日至2019年8月13日期间存在劳动关系。宣判后，郎溪某服务外包有限公司不服，提起上诉。上海市第一中级人民法院于2022年3月7日作出（2021）沪01民终11591号民事判决：驳回上诉，维持原判。 |
| Reasons for Judgment | | 裁判理由 |
| The issue of this case was whether an employment relationship between Langxi [REDACTED] Service Company and Xu [REDACTED]shen may be determined and how to determine such employment relationship under the circumstance where they concluded a contracting or cooperation agreement. | | 本案的争议焦点为：在郎溪某服务公司与徐某申订立承揽、合作协议的情况下，能否以及如何认定双方之间存在劳动关系。 |
| Whether there is an employment relationship has a significant impact on the rights and interests of laborers. Where there is an employment relationship, a laborer shall enjoy a series of rights to gain labor remuneration, enjoy social insurance and benefits, and obtain financial compensation and indemnity and shall also assume such obligations as accepting the management of the employer. In accordance with the provisions of the Labor Law of the People's Republic of China and the Employment Contract Law of the People's Republic of China, "an employer establishes an employment relationship with a laborer from the date when the employer puts the laborer to work" and "an employment contract shall be concluded if an employment relationship is to be established." However, in practice, there are some enterprises that conclude contracting or cooperation contracts with laborers for the purpose of avoiding the establishment of an employment relationship with laborers. In this regard, the people's court shall, based on the fact of employment and by taking into full account such factors as personality subordination, economic subordination, and organizational subordination, accurately determine whether there is an employment relationship between an enterprise and a laborer and handle cases regarding the protection of labor rights and interests in accordance with the law. Article 1 of the Notice by the Ministry of Labor and Social Security on Issues concerning the Establishment of an Employment Relationship (No. 12 [2005], Ministry of Labor and Social Security) provides that "An employment relationship shall be deemed to have been established when an employer recruits a laborer without concluding a written labor contract, but both of them simultaneously fall under the following circumstances: (1) both the employer and the laborer have the capacity as prescribed by laws and regulations; (2) various labor rules and regulations formulated by the employer as legally required are applicable to the laborer and the laborer is subject to labor management of the employer and engages in the paid work arranged by the employer; and (3) the labor provided by the laborer is part of the business of the employer." It is obvious that the essential characteristic of an employment relationship is dominant labor management. In this new form of employment, the production and operation methods of a platform enterprise have changed greatly and the specific forms of labor management have many new characteristics as a result; however, whether there are personality subordination, economic subordination, and organizational subordination and the strength of such subordination shall be taken into full account in determining whether there is an employment relationship. To be specific, a decision shall be made by taking into full account the following factors including autonomy of the laborer in his working hours and workload, degree of management and control over the labor process, whether the laborer shall abide by the relevant work rules, algorithm rules, labor disciplines, and measures for rewards and penalties, continuity of the laborer's work, and whether the laborer has the right to decide or change the transaction price. | | 是否存在劳动关系，对劳动者的权益有重大影响。存在劳动关系的，劳动者依法享有取得劳动报酬、享受社会保险和福利、获得经济补偿和赔偿金等一系列权利，同时也承担接受用人单位管理等义务。根据《中华人民共和国劳动法》《中华人民共和国劳动合同法》的规定：“用人单位自用工之日起即与劳动者建立劳动关系”，“建立劳动关系应当订立劳动合同”。但实践中存在企业与劳动者签订承揽、合作等合同，以规避与劳动者建立劳动关系的情况。对此，人民法院应当根据用工事实，综合考虑人格从属性、经济从属性、组织从属性等因素，准确认定企业与劳动者是否存在劳动关系，依法处理劳动权益保障案件。《劳动和社会保障部关于确立劳动关系有关事项的通知》（劳社部发〔2005〕12号）第一条规定：“用人单位招用劳动者未订立书面劳动合同，但同时具备下列情形的，劳动关系成立。（一）用人单位和劳动者符合法律、法规规定的主体资格；（二）用人单位依法制定的各项劳动规章制度适用于劳动者，劳动者受用人单位的劳动管理，从事用人单位安排的有报酬的劳动；（三）劳动者提供的劳动是用人单位业务的组成部分。”可见，劳动关系的本质特征是支配性劳动管理。在新就业形态下，平台企业生产经营方式发生较大变化，劳动管理的具体形式也随之具有许多新的特点，但对劳动关系的认定仍应综合考量人格从属性、经济从属性、组织从属性的有无及强弱。具体而言，应当综合考虑劳动者对工作时间及工作量的自主决定程度、劳动过程受管理控制程度、劳动者是否需要遵守有关工作规则、算法规则、劳动纪律和奖惩办法、劳动者工作的持续性、劳动者能否决定或者改变交易价格等因素，依法作出相应认定。 |
| In this case, although Langxi [REDACTED] Service Company and Xu [REDACTED]shen concluded a contracting or cooperation agreement, it shall be determined that there was an employment relationship between them in accordance with the relevant legal provisions and in light of the facts ascertained by the court. To be specific, first, Xu [REDACTED]shen engaged in delivery work, accepted management of the Station, checked in according to the scheduling of the Station, and completed delivery tasks on time according to the dispatched orders. He was not allowed to make an independent choice in terms of delivery time and delivery tasks. Even if there was no delivery task, he should also do chores at the Station. Second, Xu [REDACTED]shen's remunerations included basic remuneration, pay per order, rewards, and other items. It showed that Langxi [REDACTED] Service Company correspondingly assessed and managed Xu [REDACTED]'s work performance and paid him remunerations based thereon. Third, Langxi [REDACTED] Service Company undertook product sorting and delivery and other business from Shanghai [REDACTED] Network Company and the delivery work engaged by Xu [REDACTED]shen was an important part of the business undertaken by Langxi [REDACTED] Service Company. In conclusion, the real employment between Xu [REDACTED]shen and Langxi [REDACTED] Service Company constituted dominant labor management and was in line with the essential characteristics of an employment relationship. So, it should be determined that there was an employment relationship between both parties. | | 本案中，虽然郎溪某服务公司与徐某申订立的是承揽、合作协议，但根据相关法律规定，结合法庭查明的事实，应当认定徐某申与郎溪某服务公司之间存在劳动关系。具体而言：其一，徐某申在站点从事配送工作，接受站点管理，按照站点排班表打卡上班，并根据派单按时完成配送任务，在配送时间、配送任务等方面不能自主选择，即使没有配送任务时也要留在站内做杂活。其二，徐某申的报酬组成包含基本报酬、按单计酬及奖励等项目，表明郎溪某服务公司对徐某申的工作情况存在相应的考核与管理，并据此支付报酬。其三，郎溪某服务公司从上海某网络公司承揽商品分拣、配送等业务，徐某申所从事的配送工作属于郎溪某服务公司承揽业务的重要组成部分。综上，徐某申与郎溪某服务公司之间存在用工事实，构成支配性劳动管理，符合劳动关系的本质特征，应当认定存在劳动关系。 |
| Relevant Legislation | | 相关法条 |
| Article 16 of the Labor Law of the People's Republic of China | | 《中华人民共和国劳动法》第16条 |
| Articles 7 and 10 of the Employment Contract Law of the People's Republic of China | | 《中华人民共和国劳动合同法》第7条、第10条 |
| Guiding Case No. 238 | | 指导性案例238号 |
| Sheng [REDACTED]huan v. Jiangsu [REDACTED] Network Technology Co., Ltd. (Case of dispute over confirmation of an employment relationship) | | 圣某欢诉江苏某网络科技有限公司确认劳动关系纠纷案 |
| (Deliberated and adopted by the Judicial Committee of the Supreme People's Court and issued on December 20, 2024) | | （最高人民法院审判委员会讨论通过 2024年12月20日发布） |
| Keywords: civil; confirmation of an employment relationship; new forms of employment; a self-employed individual; a contracting or cooperation agreement; actual performance; labor management | | 关键词 民事/确认劳动关系/新业态用工/个体工商户/承揽、合作协议/实际履行情况/劳动管理 |
| Key Points of Judgment | | 裁判要点 |
| 1. Where a platform enterprise or an employment cooperative enterprise of a platform requires that a laborer should register himself as a self-employed individual before concluding a contracting or cooperation agreement and the laborer claims that an employment relationship should be determined according to the actual performance, the people's court shall, on the basis of the ascertained facts, make an accurate determination in accordance with the relevant laws. Where the employment is real and constitutes dominant labor management, it shall be determined that there is an employment relationship in accordance with the law. | | 1.平台企业或者平台用工合作企业要求劳动者注册为个体工商户后再签订承揽、合作协议，劳动者主张根据实际履行情况认定劳动关系的，人民法院应当在查明事实的基础上，依据相关法律，准确作出认定。对于存在用工事实，构成支配性劳动管理的，依法认定存在劳动关系。 |
| 2. Where the main business is sub-contracted, the people's court shall, based on the fact of employment and the extent of labor management and in light of such factors as the actual employer and manager and the source of labor remunerations, determine that an employment relationship has been established between a laborer and the enterprise the most closely related to the laborer. | | 2.对于主营业务存在转包情形的，人民法院应当根据用工事实和劳动管理程度，结合实际用工管理主体、劳动报酬来源等因素，依法认定劳动者与其关系最密切的企业建立劳动关系。 |
| Basic Facts | | 基本案情 |
| Jiangsu [REDACTED] Network Technology Co., Ltd. (hereinafter referred to as "Jiangsu [REDACTED] Network Company") has contracted takeaway delivery service of the [REDACTED] food delivery platform in Hushuguan Area, Huqiu District, Suzhou City, Jiangsu Province. On April 25, 2019, Sheng [REDACTED]huan registered himself as a special delivery rider of the food delivery platform in Hushuguan Area on a specific APP. The specific mode of operation of a special delivery rider is as follows: in terms of registration, a special delivery rider must be authorized by the station to download and register the APP; in terms of delivery order dispatching, the platform dispatches an order to a special delivery rider according to the positioning, the rider is not allowed to refuse the dispatched order. If he cannot take the order due to special situations, he shall apply for allocating the order again; in terms of management of delivery riders, a special delivery rider is subject to the management of his exclusive station, the head of the station decides the allocation of orders and scheduling of delivery riders, and delivery riders shall take orders online according to the scheduling; and in terms of wage composition and settlement, the wage of a special delivery rider includes order commission, riders' allowance, and other allowances. During the registration, Sheng [REDACTED]huan made a face recognition and spoke out "I want to become a self-employed individual" according to the prompt. From then on, he has taken orders on the above-mentioned APP and delivered takeaways by using his own vehicle. Jiangsu [REDACTED] Network Company has set specific requirements for working hours and attendance to Sheng [REDACTED]huan and the corresponding rewards would be deducted in case of leave. | | 江苏某网络科技有限公司（以下简称江苏某网络公司）承包某外卖平台在江苏省苏州市虎丘区浒墅关片区的外卖配送服务。2019年4月25日，圣某欢通过特定APP注册成为该外卖平台浒墅关片区专送骑手。专送骑手的具体运行模式为：在注册方式上，专送骑手必须通过站点授权才能下载注册该APP；在派单方式上，平台根据定位向专送骑手派单，骑手不可拒绝，因特殊情况不能接单需申请订单调配；在骑手管理上，专送骑手受其专属站点管理，站长决定订单调配、骑手排班，骑手需按照排班上线接单；在薪资构成及结算上，专送骑手薪资包括订单提成、骑手补贴及其他补贴等。在注册过程中，圣某欢进行人脸识别并根据提示讲出“我要成为个体工商户”。自此，圣某欢通过上述APP接单，接单后使用自有车辆配送。江苏某网络公司对圣某欢有明确的上班时间及考勤要求，请假会扣除相应奖励。 |
| ．．．．．． | | ．．．．．． |
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