Shenzhen Labor Arbitration Lawyer – Cases of Labor Relationship and Service Relationship Disputes

Recently, Guangdong Zhiming Law Firm received a favorable labor arbitration award— all claims brought by the opposing party were dismissed, resulting in a complete victory for our client! Let’s take a look at how Attorney Li Zuolin shone in this case! *Image source: Internet; copyright reserved.* In 2022, Party A approached Mr. B, the CEO of Hongxing Company, seeking employment. The two parties entered into a service contract stipulating hourly compensation. However, Party A—whose work pattern was irregular (“three days fishing, two days drying nets”)—not only failed to value this opportunity but also filed a claim against Hongxing Company, alleging an “employment relationship dispute.” Party A demanded full wage payment, social insurance contributions retroactively, and even compensation. Through referrals from industry peers, Hongxing Company learned that Attorney Li Zuolin of Zhiming Law Firm possesses extensive experience in labor disputes. After an initial consultation, Hongxing Company immediately entrusted the matter to Attorney Li. Through meticulous review of all documentation between Hongxing Company and Party A, Attorney Li discovered that Party A did not adhere to standard employee working hours, received no fixed monthly salary, exercised substantial autonomy over work content, and occasionally disappeared for several days without any record or follow-up by Hongxing Company. Clearly, Party A was not subject to Hongxing Company’s internal rules and regulations. Focusing on these key points, Attorney Li refined the defense statement with precision and diligence. As expected, the arbitration tribunal ultimately determined that the relationship between the parties was one of service—not employment—and accordingly dismissed all claims brought by Applicant Party A. Although China’s economy continues to grow and workers’ legal awareness steadily increases, companies are not welfare agencies. Dealing with unreasonable or vexatious employees remains a significant challenge. It is critical to recognize that labor arbitration must never be taken lightly: first, it directly impacts corporate reputation; second, improper handling may trigger adverse legal consequences. Therefore, upon encountering such situations, enterprises must consult qualified legal counsel—never attempt to handle matters casually or superficially.