作者：杨傲霜、罗欣、孔琪

Authors: Grace Yang, Shane Luo, Qi Kong

      Q1 春节法定节假日延长到几号?

      On which day will the extended Chinese New Year holiday end?

      A：依照《国务院办公厅关于延长2020年春节假期的通知》（国办发明电〔2020〕1号），延长2020年春节假期至2月2日（农历正月初九，星期日），因疫情防控不能休假的职工，应根据《中华人民共和国劳动法》规定安排补休，未休假期的工资报酬应按照有关政策保障落实。

According to the Circular of the General Office of the State Council on the Extension of the 2020 Chinese New Year Holiday (Circular No. 1 issued in 2020), the 2020 Chinese New Year (“CNY”) holiday will be extended to 2 February 2020 (i.e., the ninth day of the first lunar month, Sunday), and employees who are unable to take time off during the holiday due to their engagement in the epidemic prevention and control work should be granted compensatory leave for extra time worked in accordance with the Labor Law of the People’s Republic of China (“Labor Law”) and get paid for the untaken holiday in accordance with the relevant policies.

      Q2 上海市政府延迟复工至何时？

      On which day can the companies in Shanghai restart their operations that were suspended due to the CNY holiday?

      A：上海市政府于1月27日发布了《关于延迟上海市企业复工和学校开学的通知》，规定上海市区域内各类企业不早于2月9日24时前复工。除已经列明的相关行业及其他涉及重要国计民生的相关企业外，上海市各类企业于2月10日（星期一）方才复工，如没有相反指令。

      On 27 January 2020, the Shanghai Municipal Government issued the Circular on Postponing the Restart of Operations for Enterprises and the Start of the Spring Semester for Schools and Universities in Shanghai, requiring all enterprises in Shanghai not to restart their operations until 24:00, 9 February 2020. With the exception of those engaged in the listed industries and those relating to national interest and people's livelihood, all enterprises in Shanghai should not restart their operations until 10 February 2020 (Monday), unless otherwise instructed.

      Q3 企业需要提前复工如何处理？

      What if an enterprise needs to restart its operations ahead of the specified date?

      A：相关企业需要提供说明材料，向镇（街道）疫情防控指挥部或园区报备，经批准后可以复工。

      It should report to the local epidemic prevention and control command center at the town or street level or the industrial park for their record together with explanatory materials, and may restart its operations upon approval. 

      Q4 如果不执行相关延迟复工的通知将导致什么后果？

      To what extent can an employer be held liable if it fails to comply with the instructions set forth in these circulars?

      A：《中华人民共和国传染病防治法》第七十七条规定，单位和个人违反本法规定，导致传染病传播、流行，给他人人身、财产造成损害的，应当依法承担民事责任。

      In accordance with Article 77 of the Law of the People’s Republic of China on the Prevention and Control of Infectious Diseases (“LPCID”), an entity or individual that causes the spread or prevalence of infectious diseases in violation of the provisions of the LPCID, causing bodily injuries or property damage to others, shall be held civilly liable therefor in accordance with the law.

      进一步，根据《中华人民共和国刑法》第三百三十条规定，违反传染病防治法的规定，有下列情形之一，引起甲类传染病传播或者有传播严重危险的，处三年以下有期徒刑或者拘役；后果特别严重的，处三年以上七年以下有期徒刑：  ......（四）拒绝执行卫生防疫机构依照传染病防治法提出的预防、控制措施的。单位犯前款罪的，对单位判处罚金，并对其直接负责的主管人员和其他直接责任人员，依照前款的规定处罚。甲类传染病的范围，依照《中华人民共和国传染病防治法》和国务院有关规定确定。

      Furthermore, Article 330 of the Criminal Law of the People’s Republic of China provides that “whoever causes the occurrence of any of the following circumstances in violation of the provisions of the Law on the Prevention and Control of Infectious Diseases, resulting in the spread or potential spread of a Class-A infectious disease, shall be sentenced to fixed-term imprisonment of not more than three years or criminal detention; in the case of especially serious violations, the offender shall be sentenced to fixed-term imprisonment of not less than three years but not more than seven years: ... (iv) refusing to implement the preventive and control measures proposed by the health/anti-epidemic institutions in accordance with the Law on the Prevention and Control of Infectious Diseases. Where an entity commits any of the crimes mentioned in the preceding paragraph, it shall pay a fine, and its personnel directly in charge and other personnel directly responsible in the crime shall be punished in accordance with the provisions of the preceding paragraph. The scope of Class-A infectious diseases shall be defined in accordance with the relevant provisions of the LPCID and the relevant regulations of the State Council”.

      Q5 春节期间直至2月9日期间相关假日或休息日的性质认定及工资支付标准？

How to define the nature of the holiday/rest days during the period from the start of the Chinese New Year holiday to 9 February 2020? Which wage rates will apply for the holiday/rest days?

      A：基于国务院办公厅和上海市政府的相关通知，进一步参阅2020年1月28日下午新闻发布会中市人局费予清副局长的表态，对于2020年1月24日至2月9日期间的相关假日或休息日的性质认定及工资支付标准，整理如下：

      Based on the circulars issued by the General Office of the State Council and the Shanghai Municipal Government, with further reference to the speech by Mr. Fei Yuqing, Deputy Director of the Shanghai Municipal Human Resources and Social Security Bureau, at the press conference on the afternoon of 28 January 2020, the chart below shows how to define the nature of the holiday/rest days during the period from 24 January 2020 to 9 February 2020 and which wage rates will apply for the holiday/rest days.

      Q6 如果企业因疫情影响，在2月9日后仍推迟复工的，之后期间企业应如何支付员工工资？

      If an enterprise further postpones the restart of its operations after 9 February 2020 due to the impact of the existing epidemic, how should it pay its employees during this period?

      A：在一个工资支付周期内的，应按劳动合同规定的标准支付职工工资；超过一个工资支付周期的，支付的工资不得低于本市最低工资标准。

      If this period falls within the same pay period, the employer should pay its employees based on the wage rates stipulated in their employment contracts; if this period spans two pay periods, the wage rates applicable for this period shall be no lower than the local minimum wage standard.

      Q7 针对从外地回沪的员工，员工自行在家隔离14天期间，是否应当视为出勤？

      Should an employee be deemed to have come to work normally during the 14-day quarantine period after he/she returns to Shanghai？

      A：在员工自行隔离的14天里，企业应当落实隔离的要求，可安排员工在家远程办公，企业也应当按照其正常出勤的工资标准向职工支付劳动报酬。至于该段期间可否安排年休假，目前仍存有争议，在未有员工本人自愿申请的情况下，能否安排，尚需等待进一步的口径澄清。

      During the 14-day period, the employer may, as required by the quarantine policy, arrange for the employee to work from home and should pay him/her based on the wage rate applicable as if he/she has come to work normally. There is still controversy as to whether an employer can arrange for an employee to take annual leave during this period. Therefore, we need further official clarification on whether an employer can arrange for an employee to take annual leave without the voluntary application from the employee.

      Q8 隔离期间、医学观察期间的工资如何支付？

      How to pay an employee during the quarantine/medical observation period?

      A：按正常工作期间工资支付。

      He/she should get paid as if he/she has come to work normally.

      《传染病防治法》第四十一条第二款规定，用人单位应当向职工支付隔离期间的工作报酬。《上海市企业工资支付办法》第十五条也明确规定，企业应当视同职工提供正常劳动，支付其隔离观察期间的工资。

      Paragraph 2 of Article 41 of the LPCID stipulates that the employer shall pay the employee during the quarantine period. Article 15 of the Measures of the Shanghai Municipality for Payment of Wages by Enterprises also specify that the employer shall pay the employee during the quarantine/medical observation period as if he/she has provided normal labor.

      2020年1月24日，人力资源社会保障部办公厅《关于妥善处理新型冠状病毒感染的肺炎疫情防控期间劳动关系问题的通知》（人社厅发明电〔2020〕5 号）的有关规定亦明确了此项原则。

      This principle is also restated in the Circular on the Proper Handling of Employment Issues during the Prevention and Control of the Pneumonia Outbreak Caused by the Novel Coronavirus Infection (Circular No. 5 issued in 2020) issued by the General Office of the Ministry of Human Resources and Social Security on 24 January 2020.

      Q9 如员工确诊2019新型冠状病毒感染后，职工的工资待遇如何支付？

      How to pay an employee who is confirmed to have 2019 novel coronavirus?

      A：如医护及相关工作人员感染新型冠状病毒的，按工伤处理。

      Medical staff and related personnel who are confirmed to have 2019 novel coronavirus due to performance of their duties should be deemed to have sustained a work-related injury.

      如除医护人员外的员工感染新型冠状病毒的，一般情况下，企业应根据其工龄核定其医疗期，并按上海市当地规定支付医疗期期间的病假工资。但，尽管非医务人员，若其因为用人单位之工作指令（例如抢险救灾指令或“冒险”指令）而感染相关病毒的，相关雇主责任需视乎具体案情依工伤抑或侵权法律处置。

      If an employee (other than medical staff) is confirmed to have 2019 novel coronavirus, generally his/her employer should determine his/her medical treatment period based on his/her years of service and pay him/her (sick leave pay) during the medical treatment period in accordance with Shanghai Municipality’s regulations. However, if an employee in a non-medical position is confirmed to have 2019 novel coronavirus due to his/her compliance with a work order given by his/her employer (such as an emergency and disaster relief order or a “risk-taking” order), his/her employer's potential liability shall be determined in accordance with the work-related injury or tort laws on a case by case basis.

      Q10 如员工在隔离期间、医学观察期间，及因政府实施隔离措施或采取其他紧急措施期间劳动合同到期的，是否可以按到期解除与员工的劳动关系？

      Can an employer terminate its employment relationship with an employee if his/her employment contract expires within the quarantine/medical observation period or within the period the government implements quarantine measures or takes other emergency measures?

      A：如果在以上期间劳动合同到期的，分别顺延至职工医疗期期满、医学观察期期满、隔离期期满或者政府采取的紧急措施结束。

      No. The employment contract should be extended to the expiration date of the respective period accordingly.

      Q11 企业可否以经济性裁员、无过失性辞退（即医疗期满、不胜任本职工作、劳动合同订立时所依据的客观情况发生重大变化）为由解除在隔离治疗期间或医学观察期间以及因政府实施隔离措施或采取其他紧急措施不能提供正常劳动的新型冠状病毒感染的肺炎患者、疑似病人、密切接触者的劳动合同？

      Can an employer terminate the employment contract with an employee who is confirmed to have 2019 novel coronavirus, is a person under investigation, or is a close contact and, therefore, is unable to provide normal labor during the quarantine and treatment/medical observation period or as a result of the government’s implementation of quarantine measures or other emergency measures, on the grounds of redundancy or dismissal without cause (i.e., expiration of the medical treatment period, incompetence, or a major change in the objective circumstances based on which the employment contract was concluded)?

      A：根据劳动合同法第四十二条的规定，隔离治疗期间或医学观察期间以及因政府实施隔离措施或采取其他紧急措施不能提供正常劳动的新型冠状病毒感染的肺炎患者、疑似病人、密切接触者属于特殊群体，受到劳动法的特殊保护，企业不得以经济性裁员、以及其他无过失性辞退为由解除与前述职工的劳动关系。

      No. In accordance with Article 42 of the PRC Employment Contract Law, the employee should be specially protected by the Labor Law, so the employer may not terminate its employment relationship with him/her on the grounds of redundancy or dismissal without cause.

      Q12 企业能否直接以员工感染新型冠状病毒被隔离治疗、留验、观察为由解除其劳动关系？

      Can an employer directly terminate employment with an employee because he/she is quarantined for treatment or check-up or under medical observation due to the novel coronavirus infection?

      A：不能。此情况下企业解除与员工劳动关系的，视为违法解除。

      No. If it terminates its employment relationship with him/her, such termination shall be deemed to be wrongful.

二 其他相关问题 Other Related Questions

      Q1 如企业因受疫情影响导致生产经营困难的，如何保障企业正常生产经营秩序？

      How to maintain its normal production and operation order if an employer faces difficulties in its production and operation activities due to the impact of the existing epidemic?

      A：根据市人力资源社会保障局《关于应对新型冠状病毒感染肺炎疫情实施支持保障措施的通知》，企业因受疫情影响导致生产经营困难的，可以通过与职工协商一致采取调整薪酬、轮岗轮休、缩短工时等方式稳定工作岗位，尽量不裁员或者少裁员。

      According to the Circular on Implementation of Supporting and Protective Measures in Response to the Pneumonia Outbreak Caused by the Novel Coronavirus Infection issued by the Shanghai Municipal Human Resources and Social Security Bureau, if an employer faces difficulties in its production and operation activities due to the impact of the existing epidemic, it may discuss with its employees to maintain staff stability by adjusting wages/work shifts, shortening working hours, or using other means to avoid layoffs or lay off as few employees as possible.

      Q2 企业是否有权利收集和报告员工的出行信息等相关资料？

      Does an employer have the right to collect and disclose the travel and other information relating to its employees?

      A：企业和员工都有义务配合政府进行有关传染病的调查，不得隐瞒信息。

      Yes. Both employers and their employees are obliged to cooperate with the government in the investigation of infectious diseases and may not withhold any such information.

      《中华人民共和国传染病防治法》第十二条第一款规定，在中华人民共和国领域内的一切单位和个人，必须接受疾病预防控制机构、医疗机构有关传染病的调查、检验、采集样本、隔离治疗等预防、控制措施，如实提供有关情况。疾病预防控制机构、医疗机构不得泄露涉及个人隐私的有关信息、资料。第三十一条的规定，任何单位和个人发现传染病病人或者疑似传染病病人时，应当及时向附近的疾病预防控制机构或者医疗机构报告。

      In accordance with Paragraph 1 of Article 12 of the LPCID, all entities/individuals within the territory of the People’s Republic of China shall cooperate with the disease prevention and control institutions/medical institutions in their investigation, examination, sample collection, quarantine and treatment, and other preventive and control measures related to infectious diseases and shall truthfully provide relevant information. None of the disease prevention and control institutions/medical institutions shall disclose any information or materials relating to personal privacy. In accordance with Article 31 of the LPCID, all entities/individuals that become aware that a person is confirmed to have an infectious disease or shows symptoms of possibly having an infectious disease should promptly report to the competent disease prevention and control institution/medical institution.

      企业应政府相关防疫部门的要求，进行人员信息收集和监控工作的，员工没有理由拒绝。企业应政府其他相关职权部门要求，做好疫情防治工作，员工也应当积极配合，履行公民应尽义务。

      Where an employer collects and monitors information related to its employees as required by the local epidemic prevention authority, these employees shall not refuse to cooperate with it. The employer should, as required by other competent government departments, do a good job in epidemic prevention and control, and its employees should also actively cooperate to fulfil their due obligations as a citizen.

      企业因自身管理需要，收集员工相关信息，应当做好沟通工作，收集信息不应当超过疫情防范措施的必要范围，并且不得泄露所收集到的个人信息；发现员工为疑似患者时，除必须向疾病防控机构/医疗机构披露外，不得随意对第三人披露收集的前述信息。

      Where an employer collects any information related to its employees according to its own management needs, it should well communicate with its employees. The employer should collect information to the reasonable extent required by the implementation of epidemic prevention measures and may not improperly disclose any personal information so collected. If an employee shows symptoms of possibly having an infectious disease, the employer may not disclose any information so collected to any third party without permission, except to the competent disease prevention and control institution/medical institution.

      Q3 如员工拒绝配合提供个人健康信息，是否可能构成违纪？

      Will an employee be deemed to have committed a violation of specific work discipline if he/she refuses to provide his/her health information?

      A：需视乎案件具体情形。若员工存有敏感疾病指征，且所在用人单位需依照相关法律法规向监管部门履行报告义务的，员工拒绝配合的行为可能会构成违纪。

      This will be determined on a case by case basis. If the employee shows symptoms of possible novel coronavirus infection, and his/her employer is obligated to report to the regulatory authorities in accordance with the relevant laws and regulations, his/her non-cooperation may constitute a violation of work discipline.

      Q4 受疫情影响，劳动仲裁的时效应如何确定？

      How to determine the applicable statute of limitations in labor arbitration under the impact of the existing epidemic?

      A：因受疫情影响造成当事人不能在法定仲裁时效期间申请劳动争议仲裁的，仲裁时效中止。从中止时效的原因消除之日起，仲裁时效期间继续计算。

      If a party concerned is unable to submit a labor dispute for arbitration within the statute of limitations due to the impact of the epidemic, the statute of limitations for arbitration shall be suspended and shall recommence on the date the causes of the suspension are eliminated.

      因受疫情影响导致劳动人事争议仲裁机构难以按法定时限审理案件的，可相应顺延审理期限。

      If a labor and personnel dispute arbitration institution is unable to hear a case within the applicable statute of limitations due to the impact of the existing epidemic, the statute of limitations may be extended accordingly.

      注：本问答仅为提供信息之目的，不构成正式法律意见。上述信息均是截至2020年1月29日对公开文件结合主管领导发言的解读，若相关主管部门或人民法院嗣后发布相反意见或指示的，以相关意见或指示为准。

      Note: This FAQ is only for providing information purpose and shall not constitute formal legal opinion. The information herein is the interpretation based on existing published polices and speech of officers from regulatory authorities till 29th Jan 2020. If there is any otherwise or contrary opinions or instructions from competent authorities or people's courts subsequently, the applicable opinions or instructions shall prevail.