Failure to disclose information truthfully when employees apply for and conclude labor contracts does not necessarily constitute fraud. When the employer has no clear requirements for academic qualifications when recruiting and cannot prove that the working ability of the laborer is necessarily related to academic qualifications, the labor contract signed by both parties should not be deemed invalid on the grounds that the laborer provides false academic qualifications, or as a legal reason for terminating the labor contract.

Legal objectivity:

Article 39 of the Labor Contract Law stipulates that the employer may terminate the labor contract if the employee is under any of the following circumstances: (1) The employee is proved to be unqualified for employment during the probation period; (two) a serious violation of the rules and regulations of the employer; (three) serious dereliction of duty, corruption, causing great damage to the employer; (4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it; (5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law; (6) Being investigated for criminal responsibility according to law.