A controversial firing in Jiangsu province, eastern China, has sparked national attention, raising questions about workplace surveillance and employees’ rights.
The dispute began in 2019 when an employee, surnamed Chen, was dismissed after his employer accused him of faking sick leave. Chen had taken time off due to foot pain, supported by medical documentation. However, the company claimed that Chen’s activity data contradicted his illness.
Chen had initially been on sick leave in February and March for a back strain diagnosed at a hospital. After a month of rest, he returned to work, only to request additional sick leave a few days later for right foot pain. He submitted a doctor’s note advising a week of rest. A subsequent hospital visit confirmed he had a heel spur, and his leave was extended.
When Chen tried to submit his hospital records to the company, he was reportedly stopped by security. Shortly after, the company terminated him, alleging he had fabricated his health issues.
Chen contested the dismissal through labour arbitration. Authorities sided with him, ordering the company to pay roughly CNY118,779 (~RM69,664). The company, however, escalated the matter to court.
In court, the company presented two pieces of evidence against Chen: surveillance footage showing him running near the office on the day he applied for sick leave, and app data indicating he had walked over 16,000 steps.
Chen argued that the evidence was misleading, pointing to comprehensive medical records, including scans of his waist and foot, to prove the legitimacy of his leave.
After two trials, the court ruled in Chen’s favour, confirming that the company had wrongfully terminated him. The decision highlights the delicate balance between employee monitoring and workers’ rights, and has sparked widespread discussion in China about the limits of workplace oversight.
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