Xiangtan is located in the core area of the Changzhutan metropolitan area, with a strong industrial foundation, developed industries such as construction, food, manufacturing, cultural tourism, a large number of small, medium and micro enterprises, and a large scale of labor employment, making it an important node city for the integrated development of Changzhou, Zhuzhou, and Tanzhou. In the past three years, with the acceleration of the integrated development of Changsha, Zhuhai and Tanzhou, the promotion of industrial transformation and upgrading, and the continuous optimization of labor and employment models, labor dispute cases have shown the characteristics of "stable total, high mediation rate, industry concentration, and prominent disputes in the construction field". This article analyzes the characteristics of cases, wins and losses, and risk points based on the case data of adjudication institutions at all levels in Xiangtan City from 2023 to 2025, and puts forward compliance suggestions.

1. The number of cases

In the past three years, the total number of labor dispute cases in Xiangtan has remained stable, with an average annual acceptance of about 1,350 cases, with an average annual growth rate of about 1.9%, a flat growth. The specific data shows:

• In 2023, the city's labor dispute arbitration institutions accepted a total of 1,324 cases and concluded 1,285 cases, with a completion rate of 97.1% and a mediation success rate of 78.2%;
• 2024: 1,353 cases were accepted, 1,318 cases were concluded, with a case closure rate of 97.4% and a mediation success rate of 79.8%;
• 2025: 1,381 cases will be accepted, 1,347 cases will be concluded, with a completion rate of 97.5% and a mediation success rate of 81.3%.

After source governance, the incidence of labor disputes in Xiangtan enterprises has decreased by 40.2% compared with three years ago, and the source governance has achieved remarkable results.

2. Industry and regional distribution

From the perspective of industry distribution:

• Construction industry: labor disputes accounted for the highest proportion at 29.8%, mainly involving migrant workers' wage arrears, work-related injury identification, mixed employment and other issues;
• Food manufacturing industry: accounting for 22.3%, disputes focus on labor contract signing, wage payment, etc.;
• Manufacturing: accounting for 20.1%, mainly involving machinery manufacturing, parts processing and other fields, and disputes focus on work-related injury treatment and termination of labor contracts;
• cultural tourism industry: accounting for 13.2%, mainly disputes such as seasonal employment and severance compensation;
• Other industries: accounting for 14.6% in total.

In terms of regional distribution, Yuhu District and Yuetang District, as core urban areas, have large economies and intensive employment, and the number of labor dispute cases accounts for 62.7% of the city's total. Among them, the Yuetang District Court will conclude 436 cases related to people's livelihood in 2025, with a completion rate of 92.1%, and the quality and efficiency of enforcement will be steadily improved.

3. Main characteristics of the case

The characteristics of the case are as follows:

1. The mediation rate continues to run at a high level: the average mediation success rate in the past three years is 79.8%, which is higher than the provincial average;
2. The controversy over mixed employment in the construction field is prominent: some enterprises subcontract and subcontract at all levels, resulting in unclear responsibilities of the main body of employment and increasing the difficulty of protecting the rights of migrant workers;
3. There is a clear trend of compounding case demands: the same case often superimposes multiple demands such as wage payment, economic compensation, and work-related injury benefits, making the trial more difficult.

4. The situation of enterprise victory and defeat

Judging from the results of case handling, in the past three years, the complete winning rate of enterprises in labor dispute cases is 34.8%, the complete defeat rate is 64.9%, and some winning cases account for 17.6% (Note: some winning cases are also included in the statistics of winning and losing lawsuits, so the total proportion is more than 100%).

By case type:

• Social insurance cases: enterprises have the highest loss rate of 86.7%, and the main problems are failure to pay social security in accordance with the law and waiver of social security by agreement;
• Cases of mixed employment and wage arrears in the construction field: the failure rate of enterprises is about 74.8%, typical cases such as a construction general contractor subcontracting the project to an unqualified individual contractor, the individual hired 23 migrant workers to arrears of wages of 156,000 yuan after construction, the arbitration commission finally determined that the general contractor was jointly and severally liable for payment, and the enterprise lost the lawsuit;
• Labor contract cases: The loss rate was 68.3%, of which double wage disputes caused by not signing a written labor contract accounted for 61.5% of such cases;
• Work-related injury treatment cases: The loss rate was 65.1%, mainly involving uninsured work-related injuries and disputes over the calculation of benefits;
• Cases of termination of labor contracts: The failure rate is 60.2%, mainly involving illegal termination and improper procedures.

It is worth noting that nearly 80.5% of labor disputes are resolved through mediation during the arbitration stage; After entering the litigation stage, the company's loss rate increased significantly, reaching 86.3%. In terms of enterprise scale, the failure rate of small, medium and micro enterprises was 72.4%, which was much higher than that of large enterprises (31.8%) and state-owned enterprises (28.5%).

5. Analysis of the main reasons for the company's defeat

The core reasons for the company's defeat are concentrated in five aspects:

1. The main responsibility of subcontracting and subcontracting in the construction industry is unclear: the general contractor lacks employment management for the subcontractor, resulting in an increase in the risk of joint and several liability;
2. Lack of rules and regulations or illegal content: Some enterprise rules and regulations have not gone through democratic procedures or their content contradicts legal provisions, and are not accepted in arbitration proceedings;
3. Insufficient awareness of evidence retention: often bear adverse consequences due to the inability to provide effective evidence in disputes;
4. Non-standard wage payment: The wage payment ledger of migrant workers in the construction field is unclear and the problem of untimely payment is prominent;
5. Weak awareness of social security payment: Some enterprises still have violations such as agreeing to give up social security and paying according to the minimum base.

6. Compliance suggestions

In response to the above problems, it is recommended that enterprises:

1. Standardize the employment management of the construction industry: The general contractor should strengthen the employment supervision of the subcontractor, implement the special account system for migrant workers' wages, and avoid joint and several liability due to unclear subcontracting.
2. Improve the employment management system: ensure that the content of rules and regulations is legal, the procedures are compliant, and do a good job of publicity and notification;
3. Strengthen evidence retention: standardize the preservation of key materials such as labor contracts, attendance records, salary payment vouchers, and termination notices;
4. Standardize wage payment behavior: strictly implement wage payment regulations and establish a complete salary payment ledger;
5. Pay social insurance in accordance with the law: put an end to violations such as waiving social security by agreement;
6. Rely on multiple mediation mechanisms: Actively resolve conflicts through the front-end of platforms such as labor dispute mediation committees and industry mediation organizations to reduce dispute resolution costs.