Whether it will affect the arbitration result or not, whether it should be examined in combination with specific evidence depends on the reasons for applying for labor arbitration and whether it is related to academic qualifications. If the application for arbitration is about labor disputes, it has nothing to do with academic qualifications.

Legal analysis

When workers join the company, the company generally requires employees to fill in the registration form, which is the company's right. However, the establishment of labor relations is not based on submitting resumes and filling in employment registration forms. Since the date of employment, the falsification of academic qualifications will not affect the identification of labor relations. Secondly, the resume and employment registration form should be based on the labor contract. Even if it is false, the employer must comply with the relevant laws to terminate the labor relationship. When employing employees, the employer can do background investigation according to law to verify whether the employee information is different, and then decide whether to establish labor relations with employees according to the investigation results. If an employee is hired without investigation, the employer shall bear the legal consequences, and then it cannot ask the employee to terminate the labor relationship on the grounds that the employee has not truthfully registered the relevant information or submitted a false resume, nor can it ask the employee to bear the legal consequences of fraud. As a vulnerable group, employees' rights are protected by relevant laws. For the sake of protecting vulnerable groups, the results of labor arbitration will generally not be affected.

legal ground

Article 27 of People's Republic of China (PRC) Labor Dispute Mediation and Arbitration Law stipulates that the limitation period for applying for labor dispute arbitration is one year. The limitation period for arbitration shall be counted from the date when the parties know or should know that their rights have been infringed. The limitation of arbitration prescribed in the preceding paragraph shall be interrupted because one party claims the rights of the other party, or requests the relevant departments to provide rights relief, or the other party agrees to perform its obligations. The limitation of arbitration shall be recalculated from the time of interruption. If the parties fail to apply for arbitration within the time limit stipulated in the first paragraph of this article due to force majeure or other legitimate reasons, the arbitration period shall be suspended. The limitation period of arbitration shall continue to be counted from the date when the reasons for suspension of limitation are eliminated. If there is a dispute over the arrears of labor remuneration during the existence of labor relations, the employee's application for arbitration is not limited by the limitation period of arbitration stipulated in the first paragraph of this article; However, if the labor relationship is terminated, it shall be proposed within one year from the date of termination of the labor relationship.