A Chinese engineer has lost his job after more than a decade of service following a controversial dismissal over repeated and unusually long bathroom breaks during working hours, a case that has sparked debate over workplace discipline and employees’ health rights.

The case was recently reported to the Shanghai Federation of Trade Unions after the engineer, identified only by the surname “Li,” filed a lawsuit against his former employer challenging the termination and seeking financial compensation. The company, based in Jiangsu province and whose name was not disclosed, argued that Li’s role required his continuous presence throughout the workday.

During court proceedings, the company submitted surveillance footage showing that Li took 14 excessively long bathroom breaks within a 30-day period between April and May 2024. According to the evidence, the longest of these breaks lasted nearly four hours, raising serious concerns about his availability during working hours.

The company’s legal team, as cited by Audity, also presented records indicating that management repeatedly attempted to contact Li through workplace chat applications whenever his absence was noticed. However, they claimed that he failed to respond, which they described as a clear breach of his job responsibilities.

In his defense, Li submitted medical evidence, including online purchase records for hemorrhoid medication bought by his partner in May and June 2024, as well as medical documents related to surgery he underwent in January 2025. Li and his lawyers argued that his prolonged bathroom breaks were medically justified and requested compensation amounting to 320,000 yuan (approximately USD 45,000) for wrongful termination.

The court, however, ruled in favor of the employer, stating that the amount of time Li spent in the bathroom during working hours “far exceeded” reasonable physical needs. The judge also noted that Li had failed to formally inform the company of his health condition or apply for sick leave, as required under the terms of his employment contract.

Additionally, the court confirmed that the company had followed proper legal procedures by obtaining approval from the labor union before terminating Li’s employment, in accordance with the reasons stated in his contract.

After two rounds of litigation, both parties ultimately reached a settlement. Under the agreement, the company agreed to pay Li 30,000 yuan (around USD 4,200) in recognition of his past contributions and as partial compensation for the financial difficulties he faced following his dismissal.