Under normal circumstances, after the employer issued the employment notice, the employee did not join the job, nor did he formally sign a labor contract, nor did he establish a formal labor relationship. The resulting dispute does not belong to labor dispute cases, and the legal relationship between the two parties is not regulated and bound by relevant laws and regulations on labor security. The resulting dispute belongs to the liability dispute of contracting negligence and should be treated as a civil dispute.

If the employer reneges after making the employment promise, it is an act that violates the principle of good faith and should bear the responsibility for contracting negligence. If losses are caused to workers, compensation shall be made.