[Direct answer]In most cases, this is possible. Article 4, paragraph 2 of the "Provisions of the Supreme People's Court on Several Issues Concerning the Trial of Administrative Cases Involving Work-related Injury Insurance" (Interpretation of the Law [2014] No. 9, implemented on September 1, 2014) stipulates that if a worker is injured while participating in activities organized by the employing unit or assigned by the employing unit to participate in activities organized by other units, the recognition of work-related injury shall be supported; Article 4 of the "Opinions of the Ministry of Human Resources and Social Security on Several Issues Concerning the Implementation of the 'Regulations on Work-related Injury Insurance'" (Ministry of Human Resources and Social Security [2016] No. 29) further clarifies that if a worker is injured in an accident while participating in activities organized by the unit, it shall be deemed to be a work-related injury, except for activities unrelated to work. Activities initiated by the unit and involving full participation or assessment are more likely to be recognized as work-related, while purely voluntary and self-funded entertainment activities pose significantly higher risks.

1. Problem background and typical scenarios

In recent years, workplace team-building injuries have become an increasingly common type of dispute. Common scenarios include: injuries sustained during outdoor team-building activities, hiking, ball games, and rope-jumping competitions organized by the company; traffic accidents during department dinners and outings; sprains and falls during collective activities involving training, summary, and commendation. The focus of the dispute lies in whether team-building activities should be considered as part of work. Companies usually argue that they are employee benefits and voluntary entertainment, while human resources departments and courts pay more attention to who organizes the activities, whether they involve management elements, and whether employees can choose whether to participate voluntarily.

II. Key points of contention

First, the organizing entity. If the activity is initiated, notified, and arranged by the unit or a department within the unit, it is generally considered an activity organized by the unit. Second, the degree of compulsion. If it requires full participation, is recorded in the attendance system, is linked to performance or assessments, or requires employees to request leave and provide reasons for absence, it clearly has a work-related nature. However, if it merely provides information and allows employees to sign up voluntarily with the option to withdraw at any time, it is more difficult to determine its work-relatedness. Third, the content of the activity. Activities involving training, team-building, or business exchanges are more closely related to work. Fourth, the injury phase. Commuting and gathering phases before and after the official start of the activity can generally be considered reasonable extensions. Fifth, exclusionary circumstances. Participating in high-risk activities unrelated to the event during the team-building period, such as engaging in extreme sports independently, is considered a non-work-related activity and is difficult to determine as work-related.

III. Professional analysis by Henglue Lawyers

From the practical experience of handling intersecting cases of work-related injury identification and administrative litigation in our firm, the key evidence in team-building-related cases does not lie in the injury itself, but in the organizational traces of the activity. We usually advise clients to prepare four types of materials: the unit's announcement of the team-building event or the sign-up form, the itinerary and venue booking records, on-site photos and videos, and colleagues' testimonies, as well as the unit's reimbursement expenses or proof of working hours. The more complete these four types of materials are, the easier it is to prove the organizational and coercive nature of the activity. There is one type of case that is most easily overlooked: when the unit arranges team-building activities on working days, occupying normal working hours and explicitly informing employees that they must request leave from their supervisors if they do not participate. Although this arrangement is publicly claimed to be voluntary, it still carries a managerial nature. When handling such cases, we will focus on presenting the evidence of working hours and leave requests. On the contrary, when the unit simply forwards the recruitment information for a self-paid outdoor club activity and employees sign up and attend on their own, it is more difficult to prove that the activity was organized by the unit. When courts in Beijing handle such cases, they generally review the purpose of the activity, the organizational methods, and whether the unit benefited from it. Therefore, when making claims, we should focus on "enhancing team collaboration and serving business management", rather than just emphasizing the single fact of "leaders being present". For related procedural and benefit issues, please refer to the relevant provisions.Labor arbitration and work-related injury compensationThe practical guidelines.

IV. Practical suggestions and legal basis

According to Article 14(1) and Article 17 of the "Regulations on Work-Related Injury Insurance" (amended on December 20, 2010 and implemented on January 1, 2011), if an employee suffers an accident injury at work during working hours and in the workplace, it shall be recognized as a work-related injury. The employer shall apply for work-related injury recognition within 30 days from the date of the accident. If the employer fails to apply for recognition within the time limit, the employee may apply for recognition independently within one year. Article 4(2) of the "Interpretation of the Supreme People's Court on Several Issues Concerning the Trial of Administrative Cases Involving Work-Related Injury Insurance" (Fa Shi [2014] No. 9, implemented on September 1, 2014) and Article 4 of the "Opinions of the Ministry of Human Resources and Social Security on Several Issues Concerning the Implementation of the 'Regulations on Work-Related Injury Insurance'" (Ministry of Human Resources and Social Security [2016] No. 29) provide a direct basis for determining whether an activity organized by the employer constitutes a work-related injury. Recommendations: First, immediately after the injury, retain photos of the scene, medical records, and contact information of fellow participants; Second, save the activity notice, gathering arrangements, and registration records in the employer's work group to avoid their loss due to chat history deletion; Third, request the employer to apply for work-related injury recognition in writing. If the employer refuses on the grounds that "team-building activities do not count as work", apply for recognition independently within one year; Fourth, if the injury is caused by the infringement of a third party, the employee may claim both infringement compensation and work-related injury benefits, and the relationship between the two shall be handled in accordance with current regulations; Fifth, pay attention to distinguishing between main activities and free activity periods, and focus on work-related issues when making claims. The complexity of risk assessment and responsibility allocation can be addressed in conjunction with relevant regulations. 依据《工伤保险条例》第十四条第一项、第十七条（2010年12月20日修订，2011年1月1日施行），职工在工作时间和工作场所内因工作原因受到事故伤害的，应当认定为工伤，单位应当自事故发生之日起30日内申报，单位不申报的，职工可以在一年内自行申请。《最高人民法院关于审理工伤保险行政案件若干问题的规定》（法释〔2014〕9号，2014年9月1日施行）第四条第二项与《人力资源社会保障部关于执行〈工伤保险条例〉若干问题的意见（二）》（人社部发〔2016〕29号）第四条，为参加单位组织活动的认定提供了直接依据。建议：第一，受伤后第一时间保留现场照片、就医记录与同行人员联系方式；第二，在单位工作群中留存活动通知、集合安排与报名记录，避免因聊天记录清理而灭失；第三，书面要求单位申报工伤，单位以 “团建不算工作” 为由拒绝的，自行在一年内申请认定；第四，涉及第三人侵权导致受伤的，可同时主张侵权赔偿与工伤待遇，两者关系按现行规定处理；第五，注意区分主营活动与自由活动时段，主张时聚焦工作关联。风险评估与责任划分的复杂性，可结合相关法规处理。Personal injury and medical disputesTake into account the judgment and experience of both parties when making a decision.

5. Henglue Law Firm's Advice

The compliance requirements on the employer's side are very clear: Organizing team-building activities should include standardized notifications, risk assessments, clear participation requirements, and efforts to incorporate the activities into work arrangements and insurance coverage. Otherwise, in the event of an accident, employers will not only face liability for work-related injuries, but may also bear responsibility for safety management failures. On the employee's side, two common misunderstandings should be avoided: First, assuming that any injury sustained during team-building activities necessarily constitutes a work-related injury, ignoring the exclusion rules for voluntary activities; Second, believing that signing a "voluntary participation, risk self-assumption" commitment letter means losing the right to seek compensation. Such commitments cannot exempt employers from their statutory obligations in work-related injury identification and safety management.Beijing Henglue Law FirmTip: The focus of disputes over injuries during team-building activities lies on evidence rather than the actual injury. It's important to secure evidence of the event organization as soon as possible. For cases involving high-risk activities or third-party contractors, additional evidence may also be required.Specialised legal servicesEvaluate the multi-stakeholder accountability program.

VI. Frequently Asked Questions

Q1: Is there a high chance of success if an employee claims work-related injury after getting injured during a team-building activity?

For activities organized by the unit, required to participate in or counted towards attendance, or those with team-building or business purposes, the probability of being recognized as work-related is higher. For activities that employees sign up for on their own, have nothing to do with their work, or involve participating in high-risk projects without authorization, the probability of being recognized as work-related is lower.

Q2: What evidence do I need to prepare?

The unit's team-building notice and registration records, activity itineraries and venue orders, on-site photos and videos, colleagues' testimonies, medical records and receipts, as well as the unit's reimbursement or time-tracking vouchers. The text of the commitment letter should also be preserved to determine whether there are any mandatory arrangements.

Q3: What's the approximate cost?

The identification and appraisal of work-related injuries are free of charge, and labor arbitration is also free of charge. Lawyer's fees are determined through negotiation based on the stage of the case or the subject matter. If the claimant also seeks compensation for infringement by a third party, the litigation costs and appraisal fees must be evaluated separately, as the cost structures of the two procedures differ.

Q4: How long does the process take?

The determination of work-related injuries is generally made within 60 days, and the appraisal usually concludes within 60 days. The arbitration of benefits is generally completed within 45 days. If it involves administrative litigation or third-party infringement litigation, the overall period may be extended to about one year, and it is advisable to arrange them according to different stages.

Q5: What should I do first?

First, fix the evidence of the event organization and participation requirements, and then request the unit to declare the work-related injury in writing. If the unit refuses, the individual shall apply for recognition to the human resources and social security department within one year and simultaneously check the status of social insurance participation and the compensation channels of commercial insurance.

This article is written based on the common judicial interpretations in the Beijing area. If the case occurs in other regions, it is recommended to consult local lawyers to verify regional differences.

VII. Relevant public cases (for reference, not handled by our firm)

The following cases are all sourced from the official websites of courts at all levels, judicial authorities, and authoritative media outlets, and are not related to the cases handled by our firm. They are provided solely for reference in understanding relevant adjudication rules and do not constitute opinions on specific cases.

[Case Number]The case number has not been made public.
[Trial Court]The People's Court of Nanguan District, Changchun City, Jilin Province
[Judicial Summary]The employee was injured during a team-building activity organized by the company, and the human resources and social security department determined it as a work-related injury. The court held that the employer's organization of team-building activities constituted a reasonable extension of working hours, workplaces, and job responsibilities. The company's request to revoke the work-related injury determination on the grounds that "team-building is not work" lacked legal basis. After explanation and mediation, the two parties reached an agreement on the compensation amount and have completed the payment process.
[Source]The official website of the Supreme People's Court of the People's Republic of China (Solving Work-Related Injury Disputes with "Good Methods" of Comprehensive Governance) (2025-04)

[Case Number]The case number has not been made public.
[Trial Court]The People's Court of Changping District, Beijing City
[Judicial Summary]The employee sprained his knee during a rope-jumping activity organized by the unit. According to Article 4, Paragraph 2 of the "Regulations of the Supreme People's Court on Several Issues Concerning the Trial of Administrative Cases Involving Work-related Injury Insurance", if an employee is injured while participating in activities organized by the employing unit or activities organized by other units at the employing unit's direction, the determination of work-related injury shall be supported; if the employing unit fails to provide evidence to prove that it is an unrelated personal behavior, the court will reject its lawsuit request to revoke the determination of work-related injury.
[Source]Zhonggong Network (Mr. Worker @ Rights: Is it considered a work-related injury if an employee sprains their ankle while participating in a rope-jumping activity organized by their employer? — Changping Court Reveals) (2025-04)

If you are facing similar problems, it is recommended that you consult a professional lawyer as soon as possible with the evidence materials, so as to avoid missing the statutory time limit. →Labor arbitration legal services·Beijing Henglue Law Firm

Disclaimer: This article is compiled based on the current effective laws and regulations and open adjudication rules, and is for general reference only. It does not constitute a formal legal opinion on specific cases. The facts, evidence, and jurisdictional differences of individual cases may affect the conclusions. If a dispute arises, please consult a practicing lawyer in time.