In September 2012, Mr. Zheng started to work in a food inspection institution (hereinafter referred to as the “Employer”) in Guangzhou. In 2015, Mr. Zheng was diagnosed as HIV-positive. Hence, the Employer unilaterally decided to require Mr. Zheng to leave his position for rest with normal pay until the expiration of his employment contract. Then Mr. Zheng filed a case against his Employer and claimed for determining such decision wrongful and restoring his normal work. Through the labor arbitration and litigation proceedings, finally the court of appeal ruled that the Employer’s unilateral decision to require Mr. Zheng to leave his position for rest was wrongful based on the grounds that such decision was not consented by Mr. Zheng via consultation and deprived his lawful right to work. Further, the court of appeal also commented that AIDS patients do not need isolated treatment in accordance with applicable laws, and restricting an HIV-positive employee from work was illegal and violated the public policy of anti-discrimination against HIV-positive employees in an employment relationship.