[{"data":1,"prerenderedAt":474},["ShallowReactive",2],{"article-/articles/bingjia":3},{"id":4,"title":5,"body":6,"category":464,"date":465,"description":466,"extension":467,"lastReviewed":465,"meta":468,"navigation":469,"path":470,"seo":471,"stem":472,"__hash__":473},"articles/articles/bingjia.md","病假工资标准：公司能只发最低工资吗？",{"type":7,"value":8,"toc":438},"minimark",[9,13,17,20,24,29,32,43,48,61,64,67,72,89,95,98,101,103,107,110,113,116,168,174,176,180,185,188,201,204,207,213,222,230,233,240,256,258,261,264,269,290,295,306,308,311,314,317,320,323,326,329,331,335,396,398,401,416,418,421],[10,11,12],"h1",{"id":12},"病假工资标准详解",[14,15,16],"p",{},"生病请假，公司说\"病假只能发最低工资\"或者\"病假工资按50%发\"，这些说法合法吗？病假期间能被辞退吗？本文逐一解答。",[18,19],"hr",{},[21,22,23],"h2",{"id":23},"病假工资的法定标准",[25,26,28],"h3",{"id":27},"基本原则不低于最低工资的80","基本原则：不低于最低工资的80%",[14,30,31],{},"原劳动部《关于贯彻执行〈中华人民共和国劳动法〉若干问题的意见》第59条规定：",[33,34,35],"blockquote",{},[14,36,37,38,42],{},"职工患病或非因工负伤治疗期间，在规定的医疗期间内，企业应按有关规定支付其病假工资或疾病救济费，病假工资或疾病救济费可以低于当地最低工资标准支付，但",[39,40,41],"strong",{},"不能低于最低工资标准的80%","。",[14,44,45],{},[39,46,47],{},"结论：",[49,50,51,55,58],"ul",{},[52,53,54],"li",{},"病假工资下限 = 当地最低工资标准 × 80%",[52,56,57],{},"北京2025年最低工资2,420元/月 → 病假工资下限约1,936元/月",[52,59,60],{},"上海2025年最低工资2,690元/月 → 病假工资下限约2,152元/月",[25,62,63],{"id":63},"各地通常的实际标准",[14,65,66],{},"很多地方出台了更具体的病假工资规定：",[14,68,69],{},[39,70,71],{},"以上海为例：",[49,73,74,77,80,83,86],{},[52,75,76],{},"连续工龄不满2年：病假工资 = 本人工资 × 60%",[52,78,79],{},"连续工龄2年以上不满4年：病假工资 = 本人工资 × 70%",[52,81,82],{},"连续工龄4年以上不满6年：病假工资 = 本人工资 × 80%",[52,84,85],{},"连续工龄6年以上不满8年：病假工资 = 本人工资 × 90%",[52,87,88],{},"连续工龄8年及以上：病假工资 = 本人工资 × 100%",[14,90,91,94],{},[39,92,93],{},"各地规定差异较大，以当地规定为准。"," 如无当地具体规定，则按国家标准（不低于最低工资80%）执行。",[25,96,97],{"id":97},"公司规章制度的约束",[14,99,100],{},"公司可以在**不低于当地最低工资80%**的前提下，制定高于该标准的病假工资制度。制度一经公示，对双方均有约束力。",[18,102],{},[21,104,106],{"id":105},"什么是医疗期","什么是\"医疗期\"？",[14,108,109],{},"医疗期是指劳动者患病或非因工负伤停止工作，进行医疗治疗，用人单位不得解除劳动合同的时间保护期。",[25,111,112],{"id":112},"医疗期时长",[14,114,115],{},"根据工龄和在本单位工作年限确定：",[117,118,119,132],"table",{},[120,121,122],"thead",{},[123,124,125,129],"tr",{},[126,127,128],"th",{},"在本单位工作年限",[126,130,131],{},"医疗期",[133,134,135,144,152,160],"tbody",{},[123,136,137,141],{},[138,139,140],"td",{},"不满10年",[138,142,143],{},"3个月",[123,145,146,149],{},[138,147,148],{},"不满10年且工龄满5年",[138,150,151],{},"6个月",[123,153,154,157],{},[138,155,156],{},"工龄满10年",[138,158,159],{},"6个月起（按在本单位工龄递增）",[123,161,162,165],{},[138,163,164],{},"工龄满10年且本单位≥10年",[138,166,167],{},"24个月",[14,169,170,173],{},[39,171,172],{},"重度疾病的特殊规定："," 患特殊疾病（如癌症、精神病、瘫痪等）的职工，在24个月医疗期内尚不能痊愈的，经申请，可适当延长。",[18,175],{},[21,177,179],{"id":178},"病假期间能被辞退吗","病假期间能被辞退吗？",[14,181,182],{},[39,183,184],{},"医疗期内，公司不得解除劳动合同。",[14,186,187],{},"《劳动合同法》第42条规定，劳动者有以下情形的，用人单位不得依据第40条、第41条解除劳动合同：",[49,189,190,193,196],{},[52,191,192],{},"从事接触职业病危害作业的劳动者未进行离岗前职业健康检查的",[52,194,195],{},"在本单位患职业病或者因工负伤并被确认丧失或者部分丧失劳动能力的",[52,197,198],{},[39,199,200],{},"患病或者非因工负伤，在规定的医疗期内的",[25,202,203],{"id":203},"医疗期满后的处理",[14,205,206],{},"医疗期结束后：",[14,208,209,212],{},[39,210,211],{},"情形1：能够从事原工作","\n→ 继续正常履行劳动合同，公司不得解除",[14,214,215,218,219],{},[39,216,217],{},"情形2：不能从事原工作，但可从事其他工作","\n→ 公司可安排其他工作；若仍不胜任，提前30天通知后方可解除，并支付",[39,220,221],{},"经济补偿金N",[14,223,224,227,228],{},[39,225,226],{},"情形3：完全不能从事任何工作","\n→ 公司提前30天通知后可解除，支付",[39,229,221],{},[25,231,232],{"id":232},"医疗期内被辞退的维权",[14,234,235,236,239],{},"公司在医疗期内强行解除合同，属于",[39,237,238],{},"违法解除","：",[49,241,242,249],{},[52,243,244,245,248],{},"要求支付",[39,246,247],{},"2N赔偿金","，或",[52,250,251,252,255],{},"要求",[39,253,254],{},"继续履行劳动合同","（复岗）",[18,257],{},[21,259,260],{"id":260},"病假与旷工的区别",[14,262,263],{},"公司最常见的侵权手段：将病假认定为\"旷工\"，进而以\"严重违纪\"为由辞退员工，这样就不用支付赔偿金。",[14,265,266],{},[39,267,268],{},"如何防范：",[270,271,272,278,284],"ol",{},[52,273,274,277],{},[39,275,276],{},"及时提交病假证明","：到正规医疗机构就诊，取得医院开具的病假条/诊断证明，在公司要求的时间内提交",[52,279,280,283],{},[39,281,282],{},"按公司程序请假","：在钉钉/企业微信/邮件中正式提交请假申请，留存记录",[52,285,286,289],{},[39,287,288],{},"保留医疗记录","：病历、检验报告、处方等，作为病情真实存在的证明",[14,291,292],{},[39,293,294],{},"公司不认可病假条的处理：",[49,296,297,300,303],{},[52,298,299],{},"医院出具的病假条具有法律效力",[52,301,302],{},"公司若认为病假条不真实，须举证证明其虚假；否则应当认定为病假",[52,304,305],{},"若公司无故拒绝接受有效病假证明并按旷工处理，属于违法辞退，可主张2N赔偿金",[18,307],{},[21,309,310],{"id":310},"病假期间的其他权益",[25,312,313],{"id":313},"病假期间不影响社保缴纳",[14,315,316],{},"病假期间，用人单位仍须依法为员工缴纳社会保险。不得以\"病假\"为由停缴社保。",[25,318,319],{"id":319},"病假期间工龄正常计算",[14,321,322],{},"医疗期属于有效工作期，应计入工龄，影响年休假天数和经济补偿金的计算。",[25,324,325],{"id":325},"年假与病假不互抵",[14,327,328],{},"年休假是法定权利，病假是另一种假期类型，两者不得互相折抵。",[18,330],{},[21,332,334],{"id":333},"工伤-vs-病假关键区别","工伤 vs 病假：关键区别",[117,336,337,350],{},[120,338,339],{},[123,340,341,344,347],{},[126,342,343],{},"对比项",[126,345,346],{},"工伤（因工受伤）",[126,348,349],{},"病假（疾病/非工伤）",[133,351,352,363,374,385],{},[123,353,354,357,360],{},[138,355,356],{},"期间工资",[138,358,359],{},"停工留薪期按原工资待遇（100%）",[138,361,362],{},"病假工资（60%-100%，各地不同）",[123,364,365,368,371],{},[138,366,367],{},"医疗费",[138,369,370],{},"工伤保险基金支付",[138,372,373],{},"医保报销（自付部分自担）",[123,375,376,379,382],{},[138,377,378],{},"解除保护",[138,380,381],{},"更强：工伤医疗期结束且部分丧失劳动能力才可解除",[138,383,384],{},"医疗期满且不能从事工作方可解除",[123,386,387,390,393],{},[138,388,389],{},"赔偿",[138,391,392],{},"工伤赔偿（按伤残等级）",[138,394,395],{},"无工伤赔偿，但有经济补偿金",[18,397],{},[21,399,400],{"id":400},"相关文章",[49,402,403,410],{},[52,404,405],{},[406,407,409],"a",{"href":408},"/articles/gongshang-rending","工伤认定怎么做：时间线、材料和赔偿",[52,411,412],{},[406,413,415],{"href":414},"/articles/peichang","裁员赔偿金详解：N、N+1、2N",[18,417],{},[21,419,420],{"id":420},"法律依据",[49,422,423,426,429,432,435],{},[52,424,425],{},"《劳动法》第二十九条（医疗期内不得解除合同）",[52,427,428],{},"《劳动合同法》第四十条（医疗期满后的解除条件）",[52,430,431],{},"《劳动合同法》第四十二条（不得解除合同的情形）",[52,433,434],{},"《企业职工患病或非因工负伤医疗期规定》（劳部发〔1994〕479号）",[52,436,437],{},"《关于贯彻执行〈劳动法〉若干问题的意见》第59条（病假工资标准）",{"title":439,"searchDepth":440,"depth":440,"links":441},"",2,[442,448,451,455,456,461,462,463],{"id":23,"depth":440,"text":23,"children":443},[444,446,447],{"id":27,"depth":445,"text":28},3,{"id":63,"depth":445,"text":63},{"id":97,"depth":445,"text":97},{"id":105,"depth":440,"text":106,"children":449},[450],{"id":112,"depth":445,"text":112},{"id":178,"depth":440,"text":179,"children":452},[453,454],{"id":203,"depth":445,"text":203},{"id":232,"depth":445,"text":232},{"id":260,"depth":440,"text":260},{"id":310,"depth":440,"text":310,"children":457},[458,459,460],{"id":313,"depth":445,"text":313},{"id":319,"depth":445,"text":319},{"id":325,"depth":445,"text":325},{"id":333,"depth":440,"text":334},{"id":400,"depth":440,"text":400},{"id":420,"depth":440,"text":420},"劳动法","2026-03-27","病假工资的法定计算方式、医疗期的长短、病假被辞退能拿赔偿吗？本文详解病假期间劳动者的合法权益。","md",{},true,"/articles/bingjia",{"title":5,"description":466},"articles/bingjia","PSjBimnzfPLao9Z7H0D8wvFyNs7cp3po593DUU2k2OA",1776399351555]