In 2019, a workplace dispute in Jiangsu province, China, evolved into a prolonged legal case that drew attention to the complexities of employee rights, employer oversight, and the interpretation of medical leave. The case centered on a man identified only as Chen, who had been granted sick leave for back and foot conditions but was later dismissed by his employer for alleged absenteeism.
The company claimed that Chen’s physical activity during his leave, particularly the discovery that he had walked over 16,000 steps in a single day, indicated that he had misrepresented the severity of his condition. Chen, however, provided medical documentation to support his leave and later took legal action against the company. The final court ruling sided with him, awarding compensation for unlawful dismissal.
The case continues to be referenced in discussions about workplace surveillance, employee well-being, and the interpretation of medical advisories in professional environments. The extended back-and-forth proceedings revealed the delicate balance between legitimate employer concerns regarding misuse of medical leave and the rights of employees who depend on fair treatment when facing health issues.
Chen’s situation shows how documentation, perception, and employer expectations can collide in high-pressure work environments, where health struggles and job security may intersect. The incident also highlights how digital tools, such as step trackers or surveillance footage, are increasingly being used as evidence in workplace disputes.
Sick Leave, Medical Diagnosis, and the Initial Conflict
Chen worked at a company in Jiangsu province when he first applied for sick leave due to a back strain in February 2019. The condition was recognized through medical diagnosis, and he was granted a month-long rest period. After resuming work, Chen quickly experienced further physical discomfort, this time in his right foot. He sought medical care again and received a diagnosis of heel spur, a condition known to cause significant pain and require reduced physical strain.
A doctor advised him to rest for a week, and Chen extended his sick leave accordingly. The company, however, expressed concern as his period of absence grew longer. Employers often manage workflow and productivity based on predictable staffing, and extended medical leave can create strain for teams and supervisors.
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The situation escalated when the company requested Chen to return to the premises to submit original medical documents. Chen traveled to the workplace, but security staff did not allow him to enter. The company later accused him of absenteeism and dismissed him, arguing that his health condition did not justify the amount of time off he had taken.
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Chen contested the dismissal, stating that every instance of leave had been accompanied by the appropriate medical certifications. The disagreement between employee and employer quickly moved from administrative dispute to formal legal proceedings.
The Use of Surveillance and Step-Tracking Data in Legal Arguments
The company brought its case forward by attempting to provide evidence that Chen was misrepresenting his physical limitations. It presented surveillance footage showing Chen running towards the company premises on the day he had applied for sick leave related to his foot pain. Additionally, digital records allegedly pulled from chat software that tracked step counts indicated that Chen had walked over 16,000 steps that day.
The employer interpreted this activity as inconsistent with a foot condition requiring rest, suggesting that Chen did not genuinely require medical leave. In modern workplaces, digital data derived from wearable devices, health apps, or smartphone sensors is increasingly accessible, often passively collected, and may be used in support of an employer’s claims. However, such data can be highly contextual.
A high step count may reflect necessary travel, daily movement unrelated to high-impact physical stress, or situations where an individual attempted to function while still experiencing discomfort. Chen’s argument centered on his medical documentation, which included imaging results and a physician’s assessment. He stated that his walking activity did not negate his pain and that individuals with heel spur conditions may still walk while experiencing pain, even if such activity is not advisable for recovery.
His legal team argued that step count data does not directly measure pain or incapacity, nor does it in itself prove dishonesty. Medical conditions often vary in severity throughout the day, and individuals may attempt to maintain mobility even when advised to reduce strain. The authorities initially ruled in favor of Chen during labor arbitration, ordering the employer to pay compensation totaling 118,779 yuan.
The company, disagreeing with the decision, escalated the case to a court trial, where it again presented surveillance footage and step data as evidence of misconduct. Ultimately, the court concluded that the dismissal was unlawful and reaffirmed that medical documentation provided by Chen was valid. The court ordered the employer to compensate Chen for both the initial arbitration and the subsequent trial process.
Implications for Workplaces and Medical Leave Policies
The resolution of Chen’s case reflects broader challenges faced by workplaces in managing medical leave. Employers may worry that medical leave could be exploited, while employees rely on such leave as a necessary protection during health setbacks. Trust, documentation, and clarity of communication become central elements in avoiding disputes of this nature.
In Chen’s situation, the clash stemmed from differing interpretations of what it means to be unable to work. Heel spur pain can be aggravated by prolonged standing and pressure, conditions associated with many workplace environments. Medical leave is often intended to prevent worsening of a condition. However, walking short distances or performing necessary errands may still occur during a recovery period. Step counts or brief moments of activity caught on camera provide only partial insight into physical well-being and do not replace medical evaluations.
The case demonstrates that employers must carefully assess medical records and acknowledge the limitations of using digital movement data to evaluate employee health. Meanwhile, employees benefiting from medical leave may find it necessary to ensure that all documentation is comprehensive, clear, and explicitly aligned with physician recommendations.
Workplaces increasingly rely on monitoring tools that capture employee behavior, whether through badge access logs, fitness tracking software, or messaging platforms. As digital records become more integrated into workplace oversight, legal frameworks will continue to be tested in cases where health, privacy, and employment rights converge. Chen’s legal victory reinforces the principle that medical documentation holds authoritative weight and that observational or digital activity records require careful interpretation before being used to challenge employee claims.
Chen’s experience, extending across multiple stages of legal examination, underscores how essential fair handling of medical leave disputes remains within employment systems.