课程背景 Course Background：
《最高人民法院关于审理劳动争议案件适用法律问题的解释（二）》【以下简称：司法解释（二）】已于2025年8月1日正式发布，并将于同年9月1日正式施行。与之前公布的《征求意见稿》相比，本次正式发布的《司法解释（二）》明显舍弃了一部分原打算也纳入统一执法口径的努力。
这意味着什么？已经发布的内容又分别说了什么？是否都已阐述清楚？还有哪些没有阐述清楚的？所有这些，与企业日常的经营管理有什么关联？将带来何种影响以及该如何应对？基于所有这些疑问，我们特推出本课程。
The Supreme People's Court's Interpretation on the Application of Law in the Trial of Labor Dispute Cases (II) [hereinafter referred to as "Judicial Interpretation (II)"] was officially released on August 1, 2025, and will be officially implemented on September 1 of the same year. Compared with the previously published "Draft for Comments", the officially released "Judicial Interpretation (II)" clearly abandoned some of the efforts originally intended to be included in the unified law enforcement standards.
What does this mean? What does the published content say? Is it all clear? What is not clear? What is the connection between all of this and the daily operation and management of a company? What impact will it have and how should we respond? Based on all these questions, we have launched this course.
谁该来参加 Who Should Attend：
企业总经理、首席运营官、HRVP、HRD、HRM、HRBP以及与人力资源管理相关的人员。
General Manager, Chief Operating Officer, HRVP, HRD, HRM, HRBP and personnel related to human resource management
课程价值 Course Value：
本次课程将主要围绕《司法解释（二）》出台背景、内容及表述的解析、实际执行中可能会有的各种理解、内容上取舍选择的可能考量，以及企业运营、管理实务中如何恰当应对而展开，从而帮助企业最大限度地避免相应的风险。
This course will mainly focus on the background, content, and interpretation of the Judicial Interpretation (II), as well as various possible understandings in practical implementation, possible considerations for content selection, and how to appropriately respond in enterprise operation and management practices, in order to help enterprises maximize the avoidance of corresponding risks.
课程大纲 Course Outline：
第一部分：《司法解释（二）》关注的重点
Part 1: The Focus of Judicial Interpretation (II)
1、遏制劳动合同短期化倾向，引导用人单位更好履行稳岗社会责任。
Curb the tendency of short-term labor contracts and guide employers to better fulfill their social responsibility of stabilizing employment.
2、完善竞业限制政策，促进人才有序流动。
Improve non-compete policies to promote orderly flow of talents.
3、优化提供特殊待遇下“服务期”制度，推进诚信建设。
Optimize the "service period" system under special treatment and promote the construction of integrity.
4、明确承包、挂靠关系中的用工主体责任。
Clarify the responsibility of the employing entity in the contracting and affiliation relationship.
5、明确混同用工时保护劳动者合法权益的规则。
Clarify the rules for protecting the legitimate rights and interests of workers in mixed employment.
6、明确双方约定或者承诺不缴纳社会保险费的法律后果。
Clarify the legal consequences of both parties agreeing or promising not to pay social insurance premiums.
第二部分：《司法解释（二）》具体内容的解析及风险点分析
Part 2: Analysis of the specific content and risk points of the "Judicial Interpretation (II)"
1、项目承包中转包或分包中操作中如何避免风险外溢？
How to avoid risk spillover in the operation of project contracting, subcontracting or outsourcing?
2、允许挂靠经营中的“挂靠”如何定义？如何避免风险外溢？
How to define the "affiliate" in the allowed affiliate operation? How to avoid risk spillover?
3、多主体混同用工中的风险点在哪里？如何避免？
What are the risk points in multi-party mixed employment? How to avoid them?
拓展：“虚拟总部”管理模式下的员工关系管理。
Expansion: Employee relationship management under the "virtual headquarters" management model.
4、哪几类外国人在华就业可被直接认定为劳动关系？
What types of foreigners can be directly recognized as labor relations when they work in China?
5、未签书面合同二倍工资计算方式中“实际工作日”如何理解？
How to understand the "actual working days" in the calculation method of double wages for unwritten contracts?
6、有些情况下未签书面合同二倍工资的责任可以豁免了吗？
Can the responsibility of paying double wages be waived in some cases where a written contract is not signed?
7、怎么理解劳动合同期限自动顺延？都不要续签合同吗？
How to understand the automatic extension of the term of the labor contract? Do we not need to renew the contract?
8、已经视为无固定期合同了，就一定不需要再签书面合同了吗？
If a contract is deemed to be a flexible term contract, is it necessary to sign a written contract again?
9、二次订立固定期限合同的后果有了新的说法？
Is there a new statement on the consequences of signing a second fixed-term contract?
10、合同期满仍留任超过一个月，续签书面合同时的“原条件”怎么理解？
What does "original conditions" mean when renewing a written contract after remaining in the position for more than one month after the expiration of the contract?
11、约定服务期前题中单位提供的“特殊待遇”都包含了哪些？“户口”算么？
What does the "special treatment" provided by the employer before the agreed service period include? Does "hukou" (household registration) count?
12、竞业限制协议生效条件有了新的要求了吗？
Are there any new requirements for the effective conditions of non-compete agreements?
13、在职期间的竞业限制约定明确合规了，但就没有更好选项吗？
The non-compete agreement during employment is clear and compliant, but are there no better options?
14、违法解除、终止后劳动关系可以不恢复的条件明确了吗？
Have the conditions for not restoring labor relations after illegal dissolution or termination been clarified?
15、违法解除、终止但员工也有过错的可分摊责任。哪些算员工也有过错呢？
If the termination or dissolution of the employment contract is illegal but the employee is also at fault, the responsibility can be shared. What constitutes the employee's fault?
16、离职前应做未做职业健康检查的有了补救机会啦！
Those who have not undergone occupational health checks before leaving their jobs now have a chance to make up for it!
17、员工承诺无需为其缴纳社保，然后员工以未缴社保为由辞职并要求获得经济补偿金的，也将被支持啦！
If an employee promises that there is no need to pay social security for them, and then resigns and demands economic compensation on the grounds that social security has not been paid, this will also be supported!
拓展：哪些情况下会出现员工承诺单位无需为其缴纳社保呢？
Expansion: Under what circumstances may employees promise that their employers do not need to pay social security for them?
18、退休后再就业的不再按照劳务关系处理了，那么算什么关系呢？
If the employment after retirement is no longer treated as a labor relationship, what kind of relationship is it?
第三部分：《征求意见稿》中被舍弃的重要条款
Part 3: Important Provisions Abandoned in the Consultation Draft
1、股权激励不属于劳动争议？
Is equity incentive not a labor dispute?
2、未休年假折算的“工资”到底适用何种仲裁时效？
What kind of arbitration limitation applies to the "wages" converted from unused annual leave?
3、企业对员工调岗的权力到底会怎么界定？
How will the power of enterprises to adjust employee positions be defined?
第四部分：最高院最新颁布典型案例解读
Part IV: Interpretation of the latest typical cases issued by the Supreme People's Court
关于讲师 About the Speaker：
郭文龙 Guo Wenlong
上海滩劳动法三剑客之一。上海市第一中级人民法院退休法官，原中国社会法研究会理事、上海市劳动法研究会副会长、上海市劳动和社会保障学会常务理事暨劳动法专业委员会副主任、上海市人力资源和社会保障咨询专家、上海市劳动争议仲裁委员会顾问、上海财经大学法学院兼职硕导、上海法官培训中心教员、《中国劳动》杂志编委和专栏作者、上海《劳动报（劳权周刊）》专栏作者。长期深度关注管理过程的合规及制度、策略优化事项。
One of the three experts in labor law in Shanghai. A retired judge of the Shanghai Municipal First Intermediate People's Court, former director of the China Social Law Research Association, vice president of the Shanghai Labor Law Research Association, executive director of the Shanghai Labor and Social Security Society and deputy director of the Labor Law Professional Committee, expert consultant on human resources and social security in Shanghai, consultant to the Shanghai Labor Dispute Arbitration Commission, part-time master's supervisor at the School of Law of Shanghai University of Finance and Economics, faculty member at the Shanghai Judge Training Center, editorial board member and columnist for the magazine "China Labor", and columnist for the Shanghai "Labor Daily (Labor Rights Weekly)". He has long been deeply concerned with compliance and institutional optimization issues in management processes.
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