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A Nanjing court recently upheld a company's decision to terminate an employee who exploited medical leave to attend concerts and social events, ruling that her actions violated workplace policies and principles of integrity.
近日，南京一家法院维持了一家公司解雇一名利用病假参加音乐会和社交活动的员工的决定，裁定她的行为违反了公司政策和诚信原则。
The employee, surnamed Zhou, had claimed severe back pain since December 2023, submitting 11 medical certificates from three hospitals over 82 days. She asserted she was bedridden and unable to work due to a mild lumbar disc herniation. However, her employer discovered through travel records that Zhou had frequently traveled inter-provincially during her sick leave, including attending a concert in Hangzhou on March 17, 2024 as well as a wedding banquet.
该员工姓周，自2023年12月以来一直声称严重的背部疼痛，在82天内提交了三家医院的11份医疗证明。她声称，由于轻度腰椎间盘突出，她卧床不起，无法工作。然而，她的雇主通过旅行记录发现，周在病假期间经常跨省旅行，包括参加2024年3月17日在杭州的一场音乐会，以及一场婚宴。
The company, suspicious of her claims, accompanied Zhou to a medical examination. Doctors concluded her condition was minor and did not justify prolonged bed rest. Despite repeated inquiries, Zhou insisted she had remained home. The company terminated her employment on Apr 2, 2024, citing fraudulent sick leave and absenteeism. Zhou later joined another company in late April and resumed normal work.
该公司对她的说法持怀疑态度，期间，公司曾陪同她就诊。医生认为，她的病情很轻微，不应该出现长期肢体麻木、只能卧床的情况。于是，公司以周某弄虚作假、构成旷工为由，于2024年4月2日将她辞退，而她则于当月下旬入职另一家公司，正常工作。
In its ruling on Feb 20, 2025, the Nanjing Intermediate People's Court affirmed the legality of the termination. Judge Liu Yi, a Level IV senior judge, said that while employees have a right to sick leave, it must be exercised in good faith. Zhou's actions, the court found, breached both company rules and the "principle of integrity and dedication" required of workers. Her lawsuit demanding compensation was dismissed.
在2025年2月20日的判决中，南京中级人民法院确认了终止合同的合法性。四级高级法官刘毅表示，虽然员工有病假的权利，但必须本着诚信原则行使。法院认定，周的行为既违反了公司规定，也违反了对员工的“诚信奉献原则”。她要求赔偿的诉讼被驳回。
来源：人民网综合江苏新闻
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