How to resign in a hurry, how to resign in a hurry

1. In the past circumstances, the contract may be terminated immediately and economic compensation may be claimed: (1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract; (2) Failure to pay labor remuneration in full and in a timely manner; (3) Failing to pay social insurance premiums for workers in accordance with law; (4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers; (5) The labor contract is invalid due to the circumstances provided for in the first paragraph of Article 26 of this Law;

2. If there is no above situation, you can propose to terminate the labor contract through negotiation, but there is no economic compensation, otherwise you still have to resign in writing 30 days in advance in accordance with the procedure, because it is a large company, and the resignation procedure is still relatively formal.

You can resign in a hurry, the key problem is that the unit has not paid social security to you, so that you don't need the unit to issue you a resignation certificate, and give you a social security transfer form. You can leave when you get your salary. If you are given social security (commercial insurance does not count) and say goodbye, it is a bit troublesome.

After all, you can't get a social security transfer form, and it's a problem to get social security in a new unit.

On the day of the salary, he took the money and left immediately, what does he care about, whether the money is important or the life is important, think about it yourself, 360 lines, what can't you do.

Think of PwC's Pan Jie, think of Yu Juan of Fudan University.

Be sure to go for a follow-up visit, there is a lot of work, and there is only one life!

The lawyer above spoke very well.

Legal analysis: The ways of urgent resignation are: 1. Friendly negotiation

Everything is negotiable, as long as the consensus is reached, the employee can resign on the same day and leave on the same day; 2. Self-departure of employees: Employees can choose to leave their jobs and leave at any time, but they must bear the corresponding risks of self-departure; 3. Unilateral termination of labor contract: If the company has the circumstances stipulated in Article 38 of the Labor Contract Law, the employee can unilaterally terminate the labor contract and leave the company at any time without reporting in advance.

Legal basis: Labor Contract Law of the People's Republic of China

Article 36 The employer and the worker may terminate the labor contract if they reach a consensus through consultation.

Article 37 A worker 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.

Article 38 An employer may terminate a labor contract under any of the following circumstances: (1) it fails to provide labor protection or working conditions in accordance with the provisions of the labor contract; (2) Failure to pay labor remuneration in full and in a timely manner; (3) Failing to pay social insurance premiums for workers in accordance with law; (4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers; (5) The labor contract is invalid due to the circumstances provided for in the first paragraph of Article 26 of this Law; (6) Other circumstances in which the labor contract may be terminated as provided by laws and administrative regulations. If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer violates rules and regulations and forces the employee to perform risky work that endangers the employee's personal safety, the employee may terminate the labor contract immediately without prior notice to the employer.

Article 39 The employer may terminate the labor contract if the worker falls under any of the following circumstances: (1) it is proved that he does not meet the employment requirements during the probationary period; (2) Seriously violating the rules and regulations of the employer; (3) Serious dereliction of duty, malpractice for personal gain, causing major harm to the employer; (4) The worker establishes labor relations with other employers at the same time, causing a serious impact on the completion of the work tasks of the unit, or refuses to make corrections after being proposed by the employer; (5) The first labor contract is invalid due to the circumstances provided for in Item 1, Paragraph 1 of Article 26 of this Law; (6) Being pursued for criminal responsibility in accordance with the Law of Honor.

Article 40 Under any of the following circumstances, the employer may terminate the labor contract after giving 30 days' written notice to the worker or paying the worker an additional month's salary: (1) the worker is sick or injured not due to work, and is unable to perform his original job or work arranged by the employer after the prescribed medical treatment period has expired; (2) The worker is incompetent for the job, and is still incompetent for the job after training or job adjustment; (3) There is a major change in the objective circumstances on which the labor contract was concluded, making it impossible to perform the labor contract, and the employer and the employee fail to reach an agreement on changing the content of the labor contract after consultation.

If an employee wants to resign immediately, he or she needs to take the initiative to reach an agreement with the employer, but generally if he resigns voluntarily, he cannot enjoy the statutory economic compensation.

If the employer does not agree to the employee's resignation and the employee insists on resigning, the employee must notify the employer in writing 30 days in advance, and the employee can naturally terminate the labor contract with the employer after 30 days of notification, which is stipulated by law. The employer must help the employee go through the resignation procedures and pay the remaining salary. If the employee leaves after submitting the resignation letter, the employer may require the employee to bear the direct economic losses caused to the employer and the expenses incurred in recruiting the employee.

If the employer fails to perform its responsibilities and fails to pay the relevant fees and wages, the parties may directly apply to the local labor administrative department for labor arbitration, and claim compensation from the unit through the award issued by the labor arbitration, and if the employer does not compensate the parties, they may apply to the court for compulsory enforcement.

Legal basis] Labor Law of the People's Republic of China

Article 31 A worker who terminates a labor contract shall notify the employer in writing 30 days in advance.

Article 32 Under any of the following circumstances, a worker may terminate the labor contract at any time by notifying the employer:

1) During the probationary period;

2) Where the employer uses violence, threats, or illegal restrictions on personal freedom to force labor;

3) The employer fails to pay labor remuneration or provide labor conditions in accordance with the labor contract.

Article 30 If an employer terminates a labor contract and the trade union deems that the dregs are inappropriate, it has the right to put forward opinions. If the employer violates laws, regulations or labor contracts, the labor union has the right to request a new treatment; Where a worker applies for arbitration or initiates a lawsuit, the trade union shall provide support and assistance in accordance with law.

According to the requirements of the Labor Contract Law, there are three key situations in the termination of a work contract: unilateral elimination by the employee, unilateral elimination by the employing company, and elimination by mutual agreement. Generally speaking, whether it is unilateral elimination by the employee or the employing company, it must strictly comply with the requirements of laws and regulations, meet the standards restricted by laws and regulations, and follow the procedures and processes of laws and regulations.

However, for mutual agreement to eliminate, laws and regulations do not require all standards and limitations, as long as the satisfaction of mutual termination of the contract is reasonable and legal in terms of content, method and procedural flow, and the actual operation is more flexible, if it is properly applied, it is undoubtedly beneficial to each other to "propose to break up" peacefully and amicably.

Therefore, if you want to complete the immediate resignation, the most convenient way is to negotiate with the company, carry out the handover work, sign the labor contract, and leave safely.

According to the requirements of Article 4 of the Measures for Compensation for Violation of the Labor Law, the key to compensating the company for damages includes: 1. The cost of the employer to pay the employee immediately; 2. The training fee paid by the employing company for the employee; 3. Immediate property damage caused by manufacturing, operation and work; 4. Other compensation expenses promised in the labor contract.

Therefore, in order to better avoid property losses to themselves and not leave a good record of future job hunting, we must do a good job of negotiation with the enterprise: 1. Do a good job in handover work, and do not endanger the normal operation of the enterprise or new projects; 2. Do a good job of communication and exchange with the leading cadres of the organs directly under the unit, and get his understanding, and the general directly subordinate organs and units determine that everything is normal and resign, and the personnel department only takes one step; 3. Usually do a good job of interpersonal communication with administrative departments, accountants, IT and other units, because this kind of unit is likely to become the signatory on your resignation confirmation form, once there is no signature, you can't sign the resignation contract normally; 4. When resigning, determine the final payment time of personal social security and personal provident fund, and ask the personnel department to issue a resignation certificate.

If there is a real urgency, I will usually agree to resign. You can tell the truth, and you can also make reasonable demands on the leader, such as going back to get things done first, and then coming back to go through the resignation procedures.

If the employee submits his or her resignation in writing 30 days in advance, he or she can leave the company without the approval of the employer on the 31st day. Among them, the probationary period is proposed in writing 3 days in advance; The employer is obliged to settle the salary and go through the resignation procedures.

If there is something to do, you can directly explain the reason to the leader, and after communicating with the leader, I believe that the leader will understand you, will agree to your request to resign, and you can leave smoothly soon.

If you are in a hurry to resign, you can only discuss with the employer, if you are willing to lose a little salary, then you can still leave quickly, if you do not want to lose your salary and want to leave quickly, this is impossible to achieve.

You can explain the situation to the leader, and then you can also take the initiative to give up this month's salary, so that you can leave the job quickly, and you must make a compromise and make concessions on both sides.

If you resign urgently, then you should write a resignation report first, and then quickly hand over all your work, and then find the leader for approval.

If you are in a hurry to leave, you can leave naked, because this method of leaving is the fastest and most efficient, but you will also lose some salary.

You should make it clear to the leader directly, and you should tell the other party directly about your situation, and you should also tell the other party that you have something to worry about. You can also tell the other party through the relevant software, or you can call the other party **.

Generally speaking, resignation needs to comply with the company's relevant resignation management regulations, and go through the corresponding resignation procedures.

Since the fact that the employer has committed a prior wrongful act under Article 38 of the Labor Contract Law (failure to pay labor remuneration in full and in a timely manner) is true, you have the right to immediately submit an emergency resignation to the employer, submit an emergency resignation notice, request the employer to settle your wages in a lump sum (Article 9 of the Interim Provisions on Payment of Wages), issue a certificate of termination of the labor contract (Article 50 of the Labor Contract Law), and pay you severance (Article 46 of the Labor Contract Law).

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Article 38 of the Labor Contract Law The employee may terminate the labor contract under any of the following circumstances:

Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

Failure to pay labor remuneration in full and in a timely manner;

Failure to pay social insurance premiums for workers in accordance with the law;

The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of employees;

The labor contract is invalid due to the circumstances provided for in the first paragraph of Article 26 of this Law;

Other circumstances under which the employee may terminate the labor contract as provided by laws and administrative regulations.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

Article 46 of the Labor Contract Law The employer shall pay economic compensation to the employee under any of the following circumstances:

The worker terminates the labor contract in accordance with the provisions of Article 38 of this Law;

Where the employer proposes to terminate the labor contract to the employee in accordance with Article 36 of this Law and terminates the labor contract through consultation with the employee;

The employer terminates the labor contract in accordance with Article 40 of this Law;

The employer terminates the labor contract in accordance with the provisions of Paragraph 1 of Article 41 of this Law;

Except in the case where the employer maintains or improves the agreed conditions of the labor contract and the employee does not agree to renew the labor contract, the fixed-term labor contract is terminated in accordance with the provisions of Paragraph 1 of Article 44 of this Law;

Termination of the labor contract in accordance with the provisions of Article 44, Paragraphs 4 and 5 of this Law;

Other circumstances provided for by laws and administrative regulations.

If you go to a regular employee, you can submit your resignation to the boss one month in advance, and you can leave after one month, this is a regular procedure, if the boss does not agree or is in arrears of your wages, you can go to the local labor bureau or arbitration committee for help, and use legal means to recover your due wages.

If the worker resigns from the employer but works as a cook, then the boss presses the salary, it is recommended to report it to the Employment Bureau for resolution, and apply for compensation in accordance with the provisions of the Labor Contract Law.

According to Article 37 of the Labor Contract Law, the employment relationship may be terminated if the employer is notified in writing 30 days in advance and the probationary period is 3 days in advance.

Send a "Notice of Resignation" directly to the employer by postal courier and write clearly on the face sheet, the recipient, the sender, the notice of resignation, and the date. After taking a photo and leaving evidence, the due date of sending it out will automatically take effect, and you can go through the resignation procedures to settle the salary.

If the employer defaults, both the notice of resignation and the employment contract are evidence. It can prove that you work in the company and your salary package.