A business hired a new employee who had run up credit card debts and refused to be enrolled in the NHI and labor insurance to avoid debt-collection; the business thought to cut corners in the process and did not insist the enrollment. However, the employee was unfit for the job and was shortly let go by the company. The event turned into a labor-management dispute and the employee reported the business for not enrolling them into the NHI and labor insurance. This case shows that although not enrolling the employee in the NHI and labor insurance was in compliance with the employee's demand, the business not only got themselves into a dispute but also troubles of relevant administrative investigations.

National Health Insurance Administration (NHIA) said that the NHI is a mandatory social insurance; thus, the enrollment does not depend on the willingness of the employee. Even if an Affidavit of Employee Voluntarily Refuse to Enroll in NHI and Labor Insurance is signed, the employer is not exempted from the responsibilities of enrolling the employees to these insurances.

According to the National Health Insurance Act, the employees must be enrolled by the group insurance applicant that employs them; the employees may not choose to be enrolled as a member of an occupational union, the Farmers' Association, or the Fishers Association, an employed local person, a veteran, or as a dependent for personal reasons. The employer may not ask the employees to be enrolled in other categories illegally. Both the employees and the employers shall make sure the enrollment is carried out according to relevant regulations. The businesses must fulfill their responsibilities and protect the employees' rights.