According to Article 26 of the Labor Contract Law, the following labor contracts are invalid or partially invalid: by means of fraud, coercion or taking advantage of a person's danger, the other party is forced to conclude or change a labor contract against its true meaning; The employer exempts itself from legal responsibility and excludes the rights of workers; Violation of mandatory provisions of laws and administrative regulations.

Article 8 of the Labor Contract Law stipulates: "The employer has the right to know the basic information directly related to the labor contract, and the employee shall truthfully explain it." If the knowledge, skills, education and other information is false, it belongs to the job seeker who influences the employment decision of the employer by deception, which constitutes that the labor contract is invalid. Once verified, the employer can immediately terminate the labor contract without paying any economic compensation. However, if the file information such as home address and family members is false, it will not directly affect the employment decision of the employer. Some units may pay attention to employees' home addresses and predict their job stability by living far and near. However, the influence of home distance on stability cannot be quantified, and it will also be disturbed by other factors such as traffic. Obviously, this will not be a decisive factor for employers to recruit employees, but will only be used as a reference. Similarly, if the marriage and childbirth situation is false, then when the employee really wants to take late marriage leave in the future, the unit can refuse to give it on the grounds that the employee is married. Because employees have declared their married status to the company when they joined the company, it is not the first time to get married again, and they can no longer enjoy late marriage leave. For job seekers, resume fraud is like planting a time bomb. The more successful the workplace, the greater the cost once it is detonated.