1. Disputes arising from dismissal, delisting and dismissal of workers by the employing unit, as well as resignation and voluntary resignation of workers;
2. Disputes arising from the implementation of state regulations on wages, bonuses, insurance, welfare, training and labor protection;
3. Disputes arising from the performance of the labor contract, including disputes arising from the performance, alteration, dissolution and termination of the labor contract;
4. Disputes arising after the laborer and the employer have not concluded a written labor contract but have formed a factual labor relationship;
5. Other labor disputes stipulated by laws and regulations.
Legal basis: Article 77 of the Labor Law of People's Republic of China (PRC). In the event of a labor dispute between an employer and an employee, the parties may apply for mediation, arbitration or bring a lawsuit according to law, or settle it through consultation.
Article 2 of the Labor Arbitration Law of People's Republic of China (PRC) This Law is applicable to the following labor disputes between employers and employees in People's Republic of China (PRC): (1) Disputes arising from the confirmation of labor relations; (2) Disputes arising from the conclusion, performance, alteration, dissolution and termination of labor contracts; (3) Disputes arising from delisting, dismissal, resignation or resignation; (4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training and labor protection; (five) disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation; (six) other labor disputes as prescribed by laws and regulations.