In one of the ten typical labor arbitration cases recently released by Zhejiang Province, Ms. Chen applied for sick leave by WeChat with the sick leave certificates issued by two hospitals. However, the HR manager learned that Ms. Chen was shopping during her sick leave period, so the Company requested Ms. Chen to submit relevant medical records, examination reports, and other illness supporting documents, and complete the written sick leave application process. Ms. Chen answered stating that she did not have those medical documents, and could not complete the written application due to her physical condition, so the Company unilaterally terminated her employment contract for the reason that she obtained sick leave by cheating. The labor arbitration commission dismissed Ms. Chen’s claims for reinstatement of employment and held that the Company has the right to check an employee’s medical records and relevant hospital material in order to decide whether or not to approve the sick leave application. Since Ms. Chen failed to provide the medical records and examination reports related to the symptoms stated in the sick leave certificate without reasonable explanations, the Company’s termination of her employment contract was legitimate and should be sustained. In view of this case, we suggest that employers should establish a comprehensive sick leave management system to specify the sick leave application procedures and the documents required, besides the sick leave certificates, such as a sick leave application form, medical registration forms, medical records, examination reports and receipts of medical fees.