从"996工作制"透视超时加班的合意效力

对“996工作制”的反思不应当局限于公法的救济,更应当完善工时基准在私法层面的效力内容。在“996工作制”中对超时加班的合意,仅加班时间超出最高加班时数的合意部分无效。对于无效部分,劳动者可以拒绝履行,可以选择继续履行,但用人单位也应当承担因超时加班产生的侵权责任以及工伤赔偿。但劳动者权利不应当无止境地扩大,劳动者不得主张被迫辞职。出于基本给付原则,劳动者提供超时劳动,理应获得相应报酬,双方可以约定包薪制工资,包薪制工资本身并没有违反劳动基准规定。

Perspective of the Consensual Effect of the Overtime Work from the“996 Work System”

The reflection on the“996 work system”should not be limited to the relief of public law,but should also improve the content of the effectiveness of the working time standard at the level of private law.In the“996 working system”,when both parties agree on overtime work,only the consensus part exceeding the maximum overtime hours is invalid.For the invalid part,the worker can refuse to perform,and can choose to continue to perform,but the employer should also bear the tort liability and compensation for work injury caused by overtime work.However,the rights of employees should not be expanded indefinitely,and employees should not claim to be forced to resign.Based on the basic payment principle,employees who provide overtime work should be compensated accordingly.Both parties can agree on a package payment,which does not violate the labor standard.