数字时代背景下隐形加班现象的规制

Regulation of Invisible Overtime under the Background of the Digital Age

摘要: 数字时代背景下，劳动者的劳动形态有了新的变化形势，很多劳动不再局限于特定场所，随时随地联系员工安排工作已经成为了现代劳动关系的常态。传统意义上的加班一般需考虑“法定工作时间之外”“用人单位安排”及“从事本职工作”三个要素，是隐形加班的认定的前提。但同时，由于隐形加班具有隐蔽性、非固定性等特征，在实际认定过程中仍存在需要考量的其他因素。对于隐形加班的认定，应根据劳动者的职务类型、工作内容以及用人单位的实际用工特点等，根据个案的实际情况综合判断。与此同时，相关部门应当加强对“隐形加班”乱象的规制，缓解劳资关系纠纷，实现劳动者和用人单位的双赢。

Abstract: Under the background of the digital age, the labor form of workers has a new change situation. A lot of labor is no longer limited to specific places. Anytime and anywhere to contact employees to arrange work has become the normal of modern labor relations. In the traditional sense, overtime generally needs to consider the three elements of “outside the legal working hours”, “employer arrangement” and “engaging in their own work”, which are premises of the identification of invisible overtime. But at the same time, because the invisible overtime has the characteristics of concealment, non-fixed and so on, there are still other factors to be considered in the actual identification process. The identification of invisible overtime should be based on the job type, work content and the actual employment characteristics of the employer, and a comprehensive judgment according to the actual situation of the case. At the same time, the relevant departments should strengthen the regulation of “invisible overtime” chaos, ease labor-management disputes, and achieve a win-win situation for workers and employers.