[Direct answer]In the Beijing area, to apply for labor arbitration, you need to submit an arbitration application, the applicant's identity certificate, the arbitrated party's (employer's) business registration information, and evidence materials proving the labor relationship and the arbitration request. According to the provisions of the "Mediation and Arbitration Law of the People's Republic of China for Labor Disputes" on arbitration applications, the application should contain the parties' information, the arbitration request and the factual grounds, and a copy should be submitted for each arbitrated party. The key is not the number of materials, but whether a closed-loop of evidence can be formed showing "the existence of a labor relationship - the employer's breach of contract or infringement - a well-founded request". It is recommended to systematically organize the evidence and submit them according to the list before filing the case. For more details, please refer to the official website.Labor arbitration and work-related injury compensation services.

1. Problem background and typical scenarios

When workers apply for labor arbitration, the most common problem is "not knowing what to submit or not being able to submit all the required materials". Typical scenarios include: not signing a labor contract, only relying on pay slips and attendance certificates to prove the employment relationship; being illegally dismissed with only verbal notifications but no written documents; claiming performance bonuses or overtime pay but lacking evaluation records and shift scheduling evidence; and applicants filling in the name of the respondent incorrectly, resulting in the case being dismissed. Some people only realize at the last minute that they have deleted the chat records they should have kept earlier. Whether the materials are complete directly determines whether the arbitration request can be accepted and supported. Related disputes over work-related injuries and compensation can be combined with other cases for comprehensive consideration.Personal injury and medical dispute servicesCoordinated assessment.

II. Key points of contention

There are three focal points of the dispute. Firstly, the proof of labor relations: whether there is a labor contract, social insurance records, and the subject of wage payment and attendance, which are prerequisites for filing a case. Secondly, the basis of the request: whether the various arbitration requests (wages, economic compensation, compensation, and work-related injury benefits) are supported by corresponding evidence. Thirdly, the correct subject: whether the respondent is the real employing unit and its accurate business information, which affects jurisdiction and enforcement. For cases involving multiple parties or related companies, reference can be made to the relevant provisions.Business and contract dispute resolution services for enterprisesClarify the employment entity.

III. Professional analysis by Henglue Lawyers

From a labor dispute case handled by our firm, we can see the importance of organizing materials. Li * * * * joined Beijing A Technology Co., Ltd. in November 2022, with an agreed annual salary of 550,000 yuan, including an annual performance bonus of 110,000 yuan. In March 2025, A Company terminated the employment relationship with Li * * * * on the grounds of economic layoffs and paid him an economic compensation of 9,028 yuan. Li * * * * disagreed with this and applied for arbitration to the Beijing Chaoyang District Labor and Personnel Dispute Arbitration Committee. The arbitration committee issued the arbitration award No. [2025] XX XXX, confirming the employment relationship, ordering the payment of 18,602 yuan for unpaid annual leave wages, and ordering the payment of the difference in illegal termination compensation of 91,821 yuan. Beijing Henglu Law FirmFeng NaAfter the lawyer (practice license number: 11101202211562923, subject to the documents issued by the judicial administrative authority) took over the case, he guided the client to secure key evidence such as the employment offer, audio recordings of discussions with HR about performance bonuses, labor contracts, pay slips, termination notices, and annual leave records. He also provided legal opinions on the nature of the termination and the bonus agreement, and further asserted his rights in the first-instance trial. This case shows that whether the materials are complete when applying for arbitration directly determines whether the arbitration request can be supported.

IV. Practical suggestions and legal basis

The legal basis is the "Mediation and Arbitration Law of the People's Republic of China on Labor Disputes" (implemented on May 1, 2008) regarding the conditions for applying for arbitration, the content of the application and the burden of proof, as well as the provisions of the "Labor Contract Law of the People's Republic of China" (amended on December 28, 2012 and implemented on July 1, 2013) concerning labor relations, termination and economic compensation. Practical suggestions: Prepare an arbitration application (stating the request, factual grounds and submitting copies according to the number of respondents); identity proof and the employer's business information; evidence of labor relations (contracts, payroll records, social insurance, attendance records); evidence supporting the request (termination notices, performance and overtime records, chat recordings); pay attention to the one-year arbitration statute of limitations and keep records of demands. For cases involving work-related injuries, relevant evidence can be combined with the above-mentioned materials.Labor arbitration and work-related injury compensation servicesReinforcement.

5. Henglu Law Firm's Reminder

When applying for labor arbitration, preparing the materials is the first hurdle. First, confirm the accurate name and business information of the respondent to avoid filing the case incorrectly. Second, the labor contract, pay slips, and social insurance records are the three sets of evidence for establishing the employment relationship. Any missing documents should be supplemented as soon as possible. Third, each claim must be supported by corresponding evidence. Oral claims are unlikely to gain support. Fourth, pay attention to the one-year arbitration statute of limitations and promptly collect evidence and keep records. If the materials are disorganized or contain errors regarding the parties involved, it is recommended to hire a lawyer to systematically organize them. For assistance, please visitBeijing Henglu Law FirmConsult the official website.

VI. Frequently Asked Questions

Q1: When applying for labor arbitration, is my request usually supported?

Whether the claim is supported or not depends not on a single conclusion, but on the evidence and the application of the law. If you can prove the existence of an employment relationship, the employer's breach of contract or infringement of rights, and all claims are supported by evidence, the arbitration committee will usually support the corresponding items in accordance with the law; if there is a lack of proof of the employment relationship or the claims lack evidence, they may be rejected. For example, for an unlawful termination, you need to prove that the termination notice and the termination process were unlawful; for performance bonuses, you need to prove the agreement and the actual payment. It is recommended to systematically sort out the evidence before filing a case, have a lawyer evaluate the strengths and weaknesses of the case, and then decide whether to apply for arbitration. Never believe in unrealistic promises.

Q2: What materials do I need to prepare when applying for labor arbitration?

The core materials include: an arbitration application (stating the request and factual grounds, with copies submitted according to the number of respondents); the applicant's identity certificate; the respondent's business registration information; evidence proving the labor relationship (employment contracts, bank payroll records, social insurance payment records, attendance records, and work badges); and evidence supporting various requests (notices of termination or dismissal, performance evaluations and bonus agreements, overtime scheduling records, chat recordings, work injury certificates, etc.). The materials should be organized around the "existence of a labor relationship - the employer's breach of contract and infringement - well-founded requests", and copies should be prepared according to the number of respondents to ensure smooth filing of the case.

Q3: How much do I need to pay in arbitration fees and attorney's fees to apply for labor arbitration?

The arbitration of labor disputes itself does not charge the applicant for case acceptance fees, which is a procedural guarantee for workers provided by law. If a lawyer is hired, the lawyer's fees will be calculated based on the complexity of the case, the amount of the claim, and the workload, either on a per-item basis or as a percentage of the claim amount. The specific fees will be determined by the contract of engagement, and there is no unified government pricing. It is recommended to hire a lawyer to organize materials and appear in court when the amount of the claim is large or the evidence is complex, as the cost is usually lower than the losses caused by the claim being rejected due to insufficient evidence. For cases with clear subject matters, it is also possible to apply for arbitration on one's own to control costs.

Q4: Generally, how long does it take to get a result after applying for labor arbitration?

According to the Labor Dispute Mediation and Arbitration Law, the arbitration committee shall generally conclude the case within 45 days after accepting it, and the time limit may be extended by no more than 15 days if the case is complex; if the party is dissatisfied with the arbitration award, he/she may file a lawsuit with the court within 15 days from the date of receipt of the award. If the case proceeds to litigation, the ordinary procedure of the first instance lasts six months, and the summary procedure lasts three months. Overall, it often takes several months to half a year from the application to the substantive result, and it will take longer if there are issues such as the service of the notice or the appraisal. It is recommended to fix the complete evidence at the arbitration stage to shorten the trial and evidence-gathering period.

Q5: I want to apply for labor arbitration. What should I prepare for the first step?

It is recommended to proceed in four steps: First, confirm the defendant's accurate name and business information, and clarify the jurisdiction of the arbitration committee; Second, sort out the arbitration requests (wages, economic compensation, compensation, work-related injury benefits, etc.) and match them with the corresponding evidence one by one; Third, collect labor contracts, payroll records, social insurance records, termination notices, attendance and communication records, and prepare copies according to the number of defendants; Fourth, draft the arbitration application, stating the facts and reasons and submitting it within the one-year statute of limitations. If the materials are disorganized or the subject is questionable, it is recommended to entrust a lawyer to systematically organize them and file the case, so as to increase the chances of acceptance and winning the case.

This article is written based on the common judicial interpretations in the Beijing area. If the case occurs in other regions, it is recommended to consult local lawyers to verify the regional differences.

If you are currently facing similar problems, it is recommended that you consult a professional lawyer as soon as possible with the relevant evidence materials, so as to avoid missing the statutory time limit. →Labor arbitration legal services·Attorney Feng Na·Beijing Henglu Law Firm

Disclaimer: This article is compiled based on the current effective laws and regulations and public adjudication rules, and is for general reference only. It does not constitute a formal legal opinion on specific cases. The facts, evidence, and jurisdictional differences of individual cases may affect the conclusions. If you encounter disputes, please consult a practicing lawyer in time.