Only if the personal information fabricated or concealed by the laborer is directly related to the performance of the labor contract can the employer terminate the labor contract. The "direct correlation" here refers to the behavior of workers fabricating facts (or concealing the truth), which is enough to have a negative impact on the normal performance of the labor contract, and may even lead to the failure to achieve the purpose of the contract.
Article 26 of the Labor Contract Law stipulates that a labor contract concluded by the other party against its true meaning is invalid by fraudulent means. Once the above conditions are met, the employee's behavior can be considered as fraud, and the labor contract should be deemed invalid according to the Labor Contract Law, and the employer has the right to terminate the labor contract according to Article 39 of the Labor Contract Law.