A Chinese employee who called in sick for “severe foot pain” was terminated by his company after officials checked his step-count data and found he had walked more than 16,000 steps that day. The worker, surnamed Wang, applied for paid sick leave stating that his foot was swollen and he could not stand for long. The company initially approved the request but later reviewed his activity log using data from a health app linked to the firm’s internal attendance system.
How the step-count triggered the firing
Company managers were reportedly alerted when the system flagged high movement metrics during Wang’s sick leave. When confronted, Wang explained that much of the walking happened inside his home and that the steps were not an indication of recovery. He claimed he was moving around for basic needs and was still experiencing pain. The employer, however, argued that his activity level contradicted his leave request and amounted to dishonesty.
Within days, Wang was issued a termination notice on grounds of “fraudulent sick leave.” The dismissal cited workplace rules that prohibit falsifying health information to obtain paid time off. According to the company, the 16,000-step count demonstrated that his claim of being unable to stand or walk comfortably was untrue.
The employee takes the dispute to court
Wang challenged the dismissal through a labour arbitration committee and later escalated the case to court, arguing that step-count alone could not reflect his medical condition. He said that although he had walked inside his home, his pain persisted and he had not engaged in strenuous outdoor activity. He also submitted a hospital note to prove he had sought medical attention for the swelling.
A local court agreed partly with his argument. While it acknowledged the company’s suspicion, the court stated that step-tracking data is not definitive medical evidence and does not automatically prove the employee lied. It ruled that the dismissal was not justified under labour law and awarded Wang compensation of about 130,000 yuan (nearly Rs 15 lakh).
What the case means for the workplace
The verdict has triggered a wider conversation in China about the use of digital surveillance tools such as step counters, mobile location logs and productivity trackers in assessing employee behaviour. Critics argue that such data can be misinterpreted, while supporters say companies need protections against misuse of sick leave. For many employees, the case reflects growing unease over how much personal data employers should be allowed to monitor, and whether everyday tracking apps are becoming tools for discipline rather than wellness.
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