As an important city in northern Hunan, Yueyang is the core city of economic development and labor employment in northern Hunan with river and port, diversified industries, developed manufacturing, construction, service and shipping industries, and a large scale of labor and employment. In the past three years, Yueyang has focused on the governance of wage arrears and built a pluralistic co-governance system, and labor dispute cases have shown the characteristics of "stable total volume, declining wage arrears disputes, remarkable mediation results, and outstanding group disputes". This article analyzes the case situation, wins and losses and risk points of adjudication institutions at all levels in Yueyang 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 Yueyang has remained stable, with an average of about 1,710 cases accepted per year, and the number of wage arrears cases has been decreasing year by year. The specific data shows:

• In 2023, the city's labor dispute arbitration institutions accepted a total of 1,678 cases and concluded 1,571 cases, with a completion rate of 93.6% and a mediation success rate of 77.2%;
• 2024: 1,715 cases were accepted, 1,626 cases were concluded, with a case closure rate of 94.8% and a mediation success rate of 79.3%;
• 2025: 1,734 cases will be accepted, 1,663 cases will be concluded, with a case closure rate of 95.9% and a mediation success rate of 81.8%.

In 2025, Yueyang will be selected as a city and state with obvious results in the management of wage arrears in the province, recovering 31.1128 million yuan of wages for 3,495 workers throughout the year, a decrease of 35.2% from the previous year, and the governance results are remarkable.

2. Industry and regional distribution

From the perspective of industry distribution:

• Construction industry: labor disputes accounted for the highest proportion at 33.8%, mainly involving issues such as wage arrears and work-related injury identification of migrant workers.
• Manufacturing: accounting for 28.2%, mainly involving machinery manufacturing, chemical production and other fields, and disputes are concentrated in wage payment, termination of labor contracts, social insurance payment, etc.;
• Service industry: accounting for 20.3%, concentrated in catering, retail, resident services and other industries, disputes focus on the signing of labor contracts and overtime pay;
• Shipping industry: accounting for 8.1%, mainly involving special employment disputes such as crew salary payment and labor relationship confirmation;
• Other industries: accounting for 9.6% in total.

In terms of regional distribution, Yueyang Lou District, Yunxi District, and Junshan District, as core urban areas, have a large economic volume and intensive employment, and the number of labor dispute cases accounts for 66.2% of the city's total; The number of cases in counties is relatively small, mainly in traditional manufacturing and agricultural employment disputes.

3. Main characteristics of the case

The characteristics of the case are as follows:

1. Group disputes are more prominent: in the past three years, a total of 15 batches of group disputes have occurred, mainly concentrated in the construction industry wage arrears and large-scale layoffs of enterprises.
2. The problem of inter-provincial wage arrears in the construction industry still needs to be paid close attention: some foreign general contracting enterprises are absent from post-project management, which is easy to lead to wage arrears disputes;
3. The management of wage arrears has begun to show results, but the hidden dangers of long-term wage arrears still need to be continuously prevented.

4. The situation of enterprise victory and defeat

Judging from the results of case handling, in the past three years, the complete win rate of enterprises in labor dispute cases is 31.8%, the complete defeat rate is 66.3%, and another 1.9% of the cases are partially victorious.

By case type:

• Social insurance cases: enterprises have the highest loss rate of 85.7%, and the main problems are failure to pay social security in accordance with the law, waiver of social security by agreement, etc.;
• Labor remuneration cases: the failure rate was 63.4%, and wage arrears disputes were still the main type, accounting for 72.5% of such cases;
• Labor contract cases: The failure rate was 67.9%, of which double wage disputes caused by not signing a written labor contract accounted for 58.3% of such cases;
• Cases of termination of labor contracts: the failure rate was 60.1%, mainly involving illegal termination and improper procedures;
• New business employment cases: The winning rate of enterprises is 43.6%, reflecting the complexity of determining the legal relationship between platform enterprises and practitioners.

From the perspective of enterprise scale, the failure rate of small, medium and micro enterprises is 73.8%, and the loss rate of large enterprises and state-owned enterprises is 35.2%.

Practical cases:

• A waterproof engineering project enterprise undertook the Yueyang residential waterproofing project across provinces, employing 209 migrant workers and owing wages of 315,000 yuan after the construction was completed. After the labor security inspection department intervened in mediation, the enterprise finally paid the arrears of wages in full.
• A manufacturing enterprise signed a "voluntary waiver of social security" agreement with 23 employees, failed to pay social insurance premiums in accordance with the law, and applied for arbitration after resigning to request supplementary payment.

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. Weak compliance awareness: Some enterprises, especially small, medium and micro enterprises, lack a systematic understanding of labor laws and regulations, and have a fluke mentality.
2. The employment management system is not perfect: there is a lack of standardized recruitment, attendance, and salary management systems;
3. Insufficient evidence retention: In disputes, adverse consequences are often borne due to the inability to provide effective evidence.
4. Irregular employment procedures: such as termination of labor contract failure to perform legal procedures, arbitrary accounting of overtime pay, etc.;
5. Confusion in the management of special employment in the shipping industry: Some shipping companies have not signed standardized labor contracts with crew members, and the wage payment ledger is unclear.

6. Compliance suggestions

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

1. Strengthen the management of wage arrears: strictly implement wage payment regulations, establish a complete wage payment ledger, and ensure that labor remuneration is paid on time and in full;
2. Standardize the employment management of the shipping industry: sign written labor contracts with seafarers in accordance with the law, clarify wage standards, payment methods and working periods, and avoid disputes caused by management chaos;
3. Improve the employment management system: standardize basic links such as labor contract signing, attendance records, wage payment, and social security payment;
4. Strengthen the awareness of evidence retention: ensure that key materials such as payroll records, attendance records, and termination notices are kept intact;
5. Fulfill legal obligations 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 labor security supervision departments to reduce dispute resolution costs.