When an employer dismisses an employee, there is no need for the employee to sign the dismissal notice at all. If an employee is dismissed according to law, whether the employee signs the notice of dismissal is protected by law. If the unit dismisses illegally, the employee does not need to sign the notice of dismissal, and can collect relevant evidence to apply for labor arbitration.

1. Does the employer need to sign when dismissing employees?

If an employer dismisses an employee without reason, it will take effect without the employee's signature. For the employer's unreasonable dismissal, the employee may apply for labor arbitration and ask the employer to pay compensation for illegal dismissal.

Article 50 of the Labor Contract Law: The employing unit shall issue a certificate of dissolution or termination of the labor contract at the time of dissolution or termination, and go through the formalities of transferring the relationship between files and social insurance for the employee within 15 days. Laborers shall handle the work handover according to the agreement of both parties. If the employing unit should pay economic compensation to the workers in accordance with the relevant provisions of this law, it should pay it when the work handover is completed.

The employing unit shall keep the text of the dissolved or terminated labor contract for at least two years for future reference.

Second, under what circumstances can the company dismiss employees?

1. In case of any of the following circumstances, the employer may terminate the labor contract at any time:

(1) is proved not to meet the employment conditions during the probation period;

(two) a serious violation of labor discipline or the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the interests of the employer;

(4) Being investigated for criminal responsibility according to law.

2. Under any of the following circumstances, the employer may terminate the labor contract, but it shall notify the employee in writing 30 days in advance:

(1) The employee is sick or injured non-work-related, and cannot engage in the original job or other jobs arranged by the employer after the medical treatment expires;

(2) The employee is not qualified for the job, and is still not qualified for the job after training or job adjustment;

(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes the original labor contract impossible to perform and the parties cannot reach an agreement on changing the labor contract through consultation.

In labor relations, workers are always in the position of being managed. To a certain extent, the dismissal decision made by the company is mandatory. Most companies don't ask their employees for their opinions when they dismiss them. For employees, if it is not illegal for the company to dismiss itself, signing or not will not change the result of dismissal.