Layoff evidence checklist (extra items by scenario, exportable)

Do not rush out. Do three things the same day: turn the verbal dismissal into writing - message HR and your manager on WeChat or email: 'Following our conversation at [time] today, the company notified me of my dismissal; please issue a written notice of termination' - their reply is itself evidence; demand the certificate of termination of the labour contract (Article 50 of the Labour Contract Law requires both issuing the certificate and transferring your personnel file and social insurance within 15 days); keep attending work normally until you hold the written notice or are explicitly barred from entry, and log when your badge and accounts were disabled, so you cannot be re-cast as absent without leave. If the company still refuses, send a formal demand letter for the termination notice and exit certificate by EMS and keep the receipt - losses from the refusal (such as losing a new job's onboarding) can be claimed separately.

The cost is severe: resigning for personal reasons normally forfeits both the economic compensation under Article 46 and, later, compensation for unlawful termination under Article 87 - and the paperwork usually buries a 'no other disputes between the parties' closing clause. The right move is to refuse to sign and to fully document the fact that the company asked you to sign (recording of the meeting, the message that told you, a photo of the blank template). If the company genuinely underpaid wages or failed to pay legally required social insurance, you may consider a forced resignation by written notice under Article 38 with a claim for economic compensation - but the grounds stated in that forced-termination notice must be drafted precisely; get legal advice first.

A conversation you yourself took part in, recorded by you, generally does not count as illegally obtained and is used as evidence in practice - provided: the audio is clear and continuous, who was present is identifiable, it is unedited, the original carrier (the original file on that phone) is preserved, and at the evidence stage you state when, where and among whom it was recorded. Do not keep only an edited clip - once the other side challenges completeness, an edited file damages your own credibility instead.

A screenshot is an index, not the evidence itself - the other side can say 'the image was photoshopped'. So keep the original carrier too: do not delete that message on your phone, do not leave the group, do not cancel the account; demonstrate live in the hearing if needed. Where the disputed amount is large or chat records are the only key evidence, notarization or trusted-timestamp archiving is worth considering - costly but highly resistant to challenge. Also screenshot the member list, the org chart, your department and reporting line while you still can - the day after you leave, they are gone.

Article 6 of the Law on Mediation and Arbitration of Labour Disputes: where evidence concerning the dispute is under the employer's control, the employer must produce it, and bears the adverse consequences if it does not. Article 44 of Judicial Interpretation I adds that disputes over decisions the employer made - dismissal, removal, firing, terminating the contract, cutting pay, computing years of service - put the burden of proof on the employer. Original attendance records, the termination decision and its basis, payroll ledgers, performance and training records typically fall in this class. Still keep your own copy of something that proves these things existed (a screenshot of the clock-in page, photos of payslips, a screen recording of the system) - because when the company answers 'no such records exist', you first have to make the tribunal believe such records should exist at all.

One year from the day you knew or should have known your rights were infringed (Article 27 of the Law on Mediation and Arbitration of Labour Disputes); it can be interrupted - for example when you assert your claim and the other side promises to comply - and suspended where the other side's doing creates an objective obstacle. A wage-arrears claim is not bound by the one-year clock while the employment relationship continues, but once it ends, the claim must be filed within one year of the end date. If it expires and the other side raises the limitation defence with no interruption or suspension grounds, the claim is normally dismissed. So the deadline this page shows is the absolute last day, not a safety line.

No. This page is purely local: your situation choices, item statuses and notes live only in this browser's localStorage, export files are generated in the browser, the page makes no network request, uploads nothing, and the server stores none of your information. Materials around a layoff are sensitive (wages, contracts, recordings) - a page like this should not have a backend in the first place. Export before clearing your progress: once cleared, it cannot be recovered.