What should I do if the employee submits a letter of resignation a month in advance, but the leader

What should I do if the employee resigns 1 month in advance and the leader does not let him go, here are several suggestions for employees, you can sit down and choose in a targeted manner.

1. Work normally according to the one-month resignation and handover cycle, remind and confirm the work handover and handover date in advance, and show that the intention has been decided with action.

Just once, the leader may think that it is an impulse, or a trick to retreat, and a few more times can prove that this is the result of careful consideration.

2. If you put forward the situation that there is no one to hand over after leaving the company, it is too late to recruit, and you can't replace people, you can understand it and help the leader suggest solutions.

I have a former colleague who did just that. After she submitted her resignation to the company, she left enough time for her resignation and handover, but the person who replaced her was also on the job, and the recruitment cycle of the replacement personnel together with the resignation handover period exceeded her resignation handover period. On the one hand, she sorted out the relevant documents of her work, and on the other hand, she took the initiative to tell the leader that she was willing to use the weekend to temporarily deal with the relevant work before the replacement was in place.

Her actions have been recognized and appreciated by her boss, and her boss has a particularly high evaluation of her future job hopping.

3. For those who only have some dissatisfaction, but do not really want to resign, they can take this opportunity to make requests, and if they can be satisfied, they can accept the leadership to retain.

If the leader can help deal with the dissatisfaction, follow the leader's retention and stay, there are also steps down.

4. For the retaliatory retention of the leader "I am not happy, and I don't want you to be better", pay attention to the rational handover of work and retain relevant evidence, in case it needs to be solved by legal means.

In the process of properly preparing the handover materials and dealing with the aftermath, do a good job of retaining evidence.

Recordings, photocopies, copies, etc., are all means of preserving evidence.

If the handover cycle is coming, but the leader still refuses to release the person, on the one hand, discuss with the leader to solve the problem, on the other hand, communicate with the personnel side, the bottom line is to resort to legal means.

The employee submits a letter of resignation a month in advance, but the leader does not approve it, and in this case, it does not prevent you from leaving.

As long as you hand in your resignation letter one month in advance, and then after a one-month review period, even if the leader does not approve you, you can leave directly.

Because in terms of contract law, you are already a normal resignation process, and whether the leader approves or not has little restrictive effect.

Therefore, as long as you submit the relevant materials according to the process normally, and complete the tasks within the specified time, if the follow-up leader has anything else to embarrass you, it will not help, and you can resign and leave directly.

It's actually very simple, ask the leader. What is the reason for not approving it? According to the reasons for his non-approval, he was given a satisfactory answer.

Naturally, it will cleave you to death. I resigned. Because of everything.

Every boss will stand in his own shoes. Consider the problem. So you have to put yourself in his shoes.

Ask him what is the reason? I don't approve of this. Give him a satisfactory answer, and he will approve it.

According to the Labor Contract Law, an employee may terminate an employment contract by notifying the employer in writing 30 days in advance. In other words, as long as the employee can prove that the written application has been submitted and received by the employer, and the employer has received it 30 days after the employer has received it, regardless of whether the employer approves it or not, the resignee can leave. If, after resignation, the employer fails to issue a certificate of termination of the labor contract within 15 days and goes through the formalities for the transfer of files and social insurance relations, it may file a complaint with the labor and social security supervision department, and the labor inspection shall order it to make corrections, and the employer shall be liable for compensation if the damage caused to the employee.

It is also possible to apply to the labor and personnel dispute arbitration commission with jurisdiction for labor arbitration. I think I should apply to the labor inspection brigade or a labor arbitration agency to deal with it. According to the Labor Contract Law of the People's Republic of China, an employee may terminate a labor contract by notifying the employer in writing 30 days in advance.

The employee may terminate the labor contract by notifying the employer three days in advance during the probationary period. From this point of view, resignation is a right granted to employees by law, as long as employees want to resign, the resignation letter submitted to the unit in advance according to the prescribed notice period, after the expiration of the notice period, can leave, without any reason, no one can stop it. If you block it, you can prosecute it through the Labour Inspectorate.

Hope mine, thank you!

The employee submitted a letter of resignation one month in advance, if the leader does not approve, it is recommended to choose the following ways to solve: (1) If the leader values you very much, it is recommended that you can slow it down, because the leader has not found someone who can replace you.

2) If the leader deliberately, then report to the Labor Bureau, leave early, and report to the relevant departments.

Submitted a letter of resignation a month in advance, and the leader has not approved it, which is unreasonable, unless they have some work that has not been formally handed over to you, which involves a form of contract termination with the unit, so you can go to the unit to find the leader, talk to the leader, the specific situation, if you have a deposit, or something else, you must go through the unit, then you still find the relevant leader, find it, why not approve your resignation? If you don't owe your wages, don't have a bad impact on the company, or cause losses to the company, he can't owe your wages, and he can't drag you If there is really no one to solve this matter, you can report it through the news**. Same as I thought, so be it!

Employees in advance. What should I do if I submit a letter of resignation, but the leader does not approve it?

This situation. I think you can talk directly to the leader. Explain why you left and what you want for the future.

Again. Some of the advantages of re-recruiting new employees are to convince the leader to see that you have made up your mind and will not keep you again and again.

Or negotiate and communicate directly with the boss at the top level. It is enough to explain the most real reason for leaving.

In this case, if the leader does not give approval, he can find the relevant department for mediation, or directly apply for labor arbitration.

I believe that if you do the above points, you will also be able to leave your job successfully.

The employee's written resignation 30 days in advance does not require the approval of the employer.

The employer is obliged to settle the salary and go through the resignation procedures. When the time comes, tell them about it, and you're ready to leave.

Employees resign one month in advance, regardless of whether the leader approves it or not, they can leave. In accordance with the provisions of the labor law, the solution does not require the permission of the employer. If the leader does not approve it, it will be reported to the labor department.

If the employee submits a letter of resignation one month in advance, but the leader does not approve it, he can communicate with the leader in depth, and the leader understands his decision and expresses his strong willingness to resign. Second, you can talk to the leader about your resignation and have complied with the provisions of the labor law. If the leadership still does not approve, it can be resolved through labor arbitration.

If an employee writes a resignation application one month in advance, and the leader refuses to approve it, the employee's rights and interests can be protected through legal procedures: the employee can apply for mediation, arbitration, file a lawsuit in accordance with the law, or negotiate with the employer to settle the matter.

1. According to Article 31 of the Labor Law of the People's Republic of China, an employee shall notify the employer in writing 30 days in advance of the termination of the labor contract. Employees who resign must submit a written resignation application to the company 30 days in advance;

2. According to Article 77 of the Labor Law of the People's Republic of China, in the event of a labor dispute between an employer and an employee, the parties concerned may apply for mediation, arbitration, file a lawsuit, or resolve it through negotiation in accordance with the law. In resolving labor disputes, the lawful rights and interests of the parties to the labor dispute shall be safeguarded in accordance with the principles of legality, fairness and timely handling;

3. After the occurrence of a labor dispute, the parties may apply to the labor dispute mediation committee of the unit for mediation; If mediation fails, and one of the parties requests arbitration, it may apply to the labor dispute arbitration commission for arbitration. One of the parties may also apply directly to the Labor Dispute Arbitration Commission for arbitration. If the applicant is dissatisfied with the arbitral award, he or she may file a lawsuit with the people's court;

4. The party requesting arbitration shall submit a written application to the labor dispute arbitration commission within 60 days from the date of occurrence of the labor dispute. The arbitral award shall normally be rendered within 60 days of receipt of the application for arbitration. If an agreement is reached through mediation in a labor dispute, the parties shall perform it.

If there is no objection to the arbitral award, the parties must perform it;

5. If the parties to a labor dispute are dissatisfied with the arbitral award, they may file a lawsuit with the people's court within 15 days from the date of receipt of the arbitral award. If one party does not file a lawsuit and fails to perform the arbitral award within the statutory time limit, the other party may apply to the people's court for compulsory enforcement.

Extended information: 1. If the labor rules and regulations formulated by the employer violate the provisions of laws and regulations, the labor administrative department shall give a warning and order corrections; If damage is caused to the worker, he shall be liable for compensation;

2. Where an employer unreasonably obstructs the labor administrative department, relevant departments and their staff from exercising their right of supervision and inspection, or retaliates against the whistleblower, the labor administrative department or the relevant department shall impose a fine; where a crime is constituted, the responsible persons are to be pursued for criminal responsibility in accordance with law;

3. If a worker terminates the labor contract in violation of the conditions stipulated in this Law or violates the confidentiality matters agreed in the labor contract, causing economic losses to the employer, he shall be liable for compensation in accordance with the law.

Resignation is the right of workers and does not require the advice of the leadership.

In both the Labor Law and the Labor Contract Law, the term "notifying the employer" is used instead of "applying to the employer". The "Resignation Report" is only a form of notice, not a document to apply for the consent of the leader, so the consent of the leader is not required.

Based on this, as long as you do not violate the provisions of the Labor Law and the Labor Contract Law, as well as the special provisions of the Labor Contract on confidentiality and service period, you can fully fulfill the power granted to you by the law and automatically leave your job when the deadline prescribed by law expires after submitting your resignation report. In addition, the employer has the obligation to provide you with various procedures for resignation, and cooperate with you in the transfer of files, social security and other matters.

Under normal circumstances, after the employee applies for resignation and is approved by the supervisor, the two parties will make an appointment for the resignation, and complete the resignation procedures according to the company's regulations.

According to the provisions of the Labor Contract Law, if an employee wants to resign, he or she needs to submit a resignation report in writing 30 days in advance to terminate the labor contract, and if he is still in the probationary period, then he only needs to submit a resignation report three days in advance. It is important to know that resignation is a right granted to workers by the labor law, and the employer has no right to interfere. However, many company managers believe that the employer has the right to agree or reject the employee's application, which is a clear violation of the employee's rights.

From the time the employee sends a written notice of resignation to the company, he or she can leave within 30 days, and the employer has no right to interfere. However, it is important to note that the resignation request should be communicated in writing.

Xiao Wang works in a private enterprise, after the Spring Festival, he submitted a verbal resignation application to the boss, the boss did not agree, so the matter has been deadlocked, and then a month passed, he told the boss that he was going to leave no matter what, after all, he also fulfilled the obligation to resign a month in advance. But what he didn't expect was that the boss actually played a scoundrel, saying that he had never received his resignation application!

In fact, in view of this situation, the labor law clearly stipulates that an employee must notify the employer in writing 30 days in advance of the termination of the labor contract. The employee's written notice to the employer 30 days in advance is not only a procedure for terminating the labor contract, but also a condition for terminating the labor contract. The employee shall notify the employer in writing 30 days in advance to terminate the labor contract without the consent of the employer.

After 30 days, if the employee submits the formalities of terminating the labor contract to the employer, the employer shall handle the formalities.

This is the right to resignation in law, so when an employee exercises the right to resign, he or she can unilaterally terminate the employment contract with 30 days' written notice, without the consent of the employer to formally terminate the employment contract after the expiration of 30 days.

What should I do if the employee submits a letter of resignation a month in advance, but the leader does not approve it? There is a reason for not approving it, maybe he wants to keep you, he doesn't want you to resign, in one is that you submit a month in advance even if it is less than a month, you can automatically leave your job, because you have gone through this process, the procedure must go, if you want to ask for resignation, you may be able to get a high salary, <>

Can you come up with the idea of a wage increase? Can it also give you a rise and achieve your satisfaction, if the boss does not approve? This requires you to think clearly for yourself, if you want to keep you, they will give you more money and meet your conditions, so they will not force you to keep you, you are free.