近日，广州法院发布2026年劳动争议十大典型案例，其中一案为韦某与信某公司劳动争议案，该案明确劳动者拒绝不合理加班，不构成不服从工作安排。

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.

韦某系信某公司工程师，在已连续多次接受公司安排加班到深夜的情况下，2025年3月18日20时44分、3月20日0时45分，信某公司又通过微信工作群要求韦某继续加班处理技术问题，且韦某次日仍需正常上班，韦某以该加班不具备紧迫性和必要性为由予以拒绝。信某公司遂以韦某“两次不服从工作安排”为由解除劳动合同。韦某认为解除事由不成立，主张信某公司构成违法解除劳动合同，应支付赔偿金，遂成讼。

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".

法院经审理认为，韦某长期加班且在案涉两天内已持续加班至较晚时间，信某公司未提供证据证明其要求劳动者继续加班的必要性与合理性，亦未调整韦某次日出勤时间，故韦某拒绝继续加班不构成不服从工作安排，遂认定信某公司解除行为违法，判决信某公司支付违法解除劳动合同的赔偿金。

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.

遭遇违法加班或解雇，可以怎么做？

国家统计局《关于工资总额组成的规定》（1990年1月1日国家统计局令第1号）第九条规定：“加班加点工资是指按规定支付的加班工资和加点工资。”

由此，加班费是指用人单位向劳动者支付的，超过劳动者正常工作时间的工资报酬。加班费是工资的组成部分，属于劳动报酬。

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

如果你的休息权受到侵犯，或因拒绝不合理加班被处罚，请按以下步骤理性维权：

①固定证据。保存好工作群聊天记录、加班通知、考勤记录、工资条、劳动合同等，以便证明加班安排的存在；

②内部沟通。可以向用人单位人力资源部门或主管提交书面异议，明确指出加班安排的不合理性以及相关法律规定；

③行政投诉。向用人单位所在地的劳动保障监察部门投诉举报，要求责令用人单位改正；

④劳动仲裁。及时向劳动争议仲裁委员会申请仲裁，主张赔偿金、加班费等；

⑤提起诉讼。对劳动仲裁结果不服的，可在法定期限内向人民法院提起诉讼。

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.

来源：广州日报 中国新闻社

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