1. If the company dismisses you without legal reasons, it is illegal to terminate the labor contract. According to Article 87 of the Labor Contract Law, if an employer dissolves or terminates a labor contract in violation of the provisions of this law, it shall pay compensation to the employee at twice the economic compensation standard stipulated in Article 47 of this law. Article 47 stipulates that the economic compensation shall be paid according to the number of years the laborer has worked in the unit and the standard of paying one month's salary for each full year. For more than six months but less than one year, it shall be counted as one year; If it is less than six months, economic compensation of half a month's salary shall be paid to the workers. The calculation of economic compensation shall comply with the provisions of Article 25 of the Regulations for the Implementation of the Labor Contract Law. If the employer dissolves or terminates the labor contract in violation of the provisions of the Labor Contract Law and pays compensation in accordance with the provisions of Article 87 of the Labor Contract Law, it will not pay economic compensation. The calculation period of compensation shall be calculated from the date of employment. 2. After the promulgation and implementation of the Labor Contract Law of June 5438+ 10/2008, it is illegal for the unit not to sign a labor contract with you. According to the provisions of Article 82 of the Labor Contract Law, if a written labor contract has not been signed with the employee for more than one month but less than one year since the date of employment, you can ask the unit to pay twice the salary. The company will not give you the above requirements easily. You can only apply to the labor arbitration department for arbitration (free of charge) and claim compensation from the unit through the award issued by labor arbitration. If the company still refuses to pay compensation, it can also apply to the court for enforcement. 4. If the company fails to pay the above expenses, it can also require the company to pay you extra compensation according to the standard of more than 50% 100% of the payable amount according to the provisions of Article 85 of the Labor Contract Law. 5. In arbitration, you can collect some relevant evidence as much as possible, which is beneficial to the ruling. It doesn't matter if there is no evidence. According to Article 6 of Several Provisions of the Supreme People's Court on Evidence in Civil Litigation, the main body of burden of proof in labor dispute cases is the employer, and then the employer will be ordered to produce relevant evidence, so you don't have to worry.