Can double pay win the lawsuit in Putian? The courts in Putian are unreliable.

Employees need to believe in the binding force of China laws, and they should also believe in labor arbitration or court decisions. The situation that employees get double wages is that they have not signed a labor contract within one month after joining the company. After one month to one year, employees can ask the unit to pay double wages during the period. Or when an open-ended labor contract should be signed, if the unit fails to sign an open-ended labor contract, it shall pay double wages to the employees from the time when the open-ended labor contract should be signed.

Ordinary employees should apply for labor arbitration to defend their rights if there is a dispute in the unit because the unit needs to pay double wages. As long as the specific conditions of employees meet the conditions of getting double wages, then the unit should pay double wages to employees according to law.

Labor Contract Law

Article 82 If an employer fails to conclude a written labor contract with the employee for more than one month but less than one year from the date of employment, it shall pay the employee twice the monthly salary.

Where an employing unit violates the provisions of this Law and fails to conclude an open-ended labor contract with its employees, it shall pay the employees twice the monthly salary from the date when the open-ended labor contract should be concluded.

Law on mediation and arbitration of labor disputes

Article 2 This Law shall apply 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.