How much salary will be deducted if you don t resign and leave directly?

If you do not resign and leave directly, the law does not specify how much wages the employer will deduct.

If the employee does not submit his resignation 30 days in advance, and the employer does not have the situation stipulated in Article 38 of the Labor Contract Law, and leaves without directly submitting the resignation letter, the employee is violating the law. The employer shall pay the wages of the employee in full, but the employer may require the employee to bear the direct economic losses caused by the employee to the employer and the expenses incurred in recruitment.

Contracts don't have to be taken seriously! He won't tell you about this contract, it's just a formality, you can go directly, but there is no salary! I've been like this a lot before, you don't want to leave your salary, what else can he do, is it possible that he will sue you, impossible!

! I do this a lot, and I don't see people suing me! If you want to resign, you're going to have to wait a month, or just wait for him to get someone!

Put a hundred hearts, absolutely no problem! If you're embarrassed, say hello and tell him you're leaving, or you're leaving! Be decisive, what are you afraid of!

It's a trifle!

If you resign from a fast job, deduct 50%, and go directly to get no salary If you press a month's salary, you won't get the salary you can't get It's best to resign.

Stay up until the day of payroll, and then take your salary and leave, if you quit now, it is impossible to get your salary.

That should count as two days of absenteeism. If you want to change to a new environment, you can quit.

Summary. Hello dear, happy to answer your <>

Resign and immediately take 30% of your salary. Seventy per cent of wages are paid in accordance with the provisions of the national labour law. Employees are required to leave immediately, and one month's salary cannot be deducted.

Resign and leave immediately, how much salary deduction will be deducted.

Hello dear, happy to answer your <>

Resign and immediately take 30% of your salary. Seventy per cent of wages are paid in accordance with the provisions of the national labour law. Employees are required to leave immediately, and one month's salary cannot be deducted.

Legal analysis: According to the provisions of the Labor Law of the People's Republic of China, if an employee requests to resign immediately and leave, and cannot deduct wages, the employee terminates the labor contract in violation of the provisions of this Law, or violates the confidentiality obligation or non-competition restriction agreed in the labor contract, and causes losses to the employer, the employee shall be liable for compensation. If no losses are caused, the employer shall not illegally deduct the employee's lawful wages.

Legal basis: Interim Provisions on Payment of Wages Article 9 When both parties to a labor relationship dissolve or terminate a labor contract in accordance with the law, the employer shall pay the employee's wages in a lump sum when the labor contract is dissolved or terminated.

If you resign and leave directly, a part of your salary may be deducted. If an employee resigns without one month's notice, it is deemed to have terminated the labor contract in violation of the law, and the employer shall be compensated for the losses caused thereby. For those who do cause losses, they can.

to be deducted from wages. However, the monthly deduction shall not exceed 20% of the anal expenses, and the salary after deduction shall not be exceeded.

It must not be lower than the local minimum wage.

If you resign and leave immediately, the salary deducted shall be calculated according to the labor contract. If you fail to resign in accordance with the procedures stipulated in the Labor Contract Law, the employer can pursue the losses caused to the company by deducting certain expenses, and the amount of losses shall be proved by the employer. If you do not go through the resignation procedures, you will not be able to settle your salary, and it is a voluntary resignation.

There is a salary for voluntary resignation, but there is no way to settle the salary because there is no resignation procedure. Voluntary resignation is an act in which an employee forcibly terminates the labor relationship with the enterprise by leaving the company without authorization according to the company's own situation.

When both parties to the labor relationship dissolve or terminate the labor contract in accordance with the law, the employer shall pay the employee's wages in full at the time of dissolution or termination.

If the employer suspends work or production within one wage payment cycle due to reasons not attributable to the employee, the employer shall pay the employee wages according to the standard stipulated in the labor contract. If the wage payment cycle exceeds one period, if the worker provides normal work, the labor remuneration paid to the worker shall not be lower than the local minimum wage standard; If the worker fails to provide normal labor, it shall be handled in accordance with the relevant provisions of the state.

Legal basisArticle 16 of the Interim Provisions on Payment of Wages stipulates that the employer is financially affected by the employee's own reasons.

In case of losses, the employer may require the employer to compensate for the economic losses in accordance with the provisions of the labor contract. Compensation for economic losses is available from:

It is deducted from the employee's own salary. However, the monthly deduction shall not exceed 20% of the employee's salary for that month. If buckled.

If the remaining part of the salary is lower than the local monthly minimum wage, it will be paid according to the minimum wage.

Legal analysis: After resigning, it is usually necessary to deduct wages, or because the law clearly stipulates that the employee needs to notify the employer 30 days in advance of resignation. On the other hand, if the employer does not give the employee 30 days' notice of dismissal, it will also face a penalty, that is, it will need to pay severance compensation.

If the employee causes economic losses to the employer due to the employee's own reasons, the employer may require the employee to compensate for the economic losses in accordance with the provisions of the labor contract. Compensation for economic losses may be deducted from the employee's salary. However, the monthly deduction shall not exceed 20% of the employee's salary for that month.

If the remaining part of the salary after deduction is lower than the local monthly minimum wage, it will be paid according to the minimum wage.

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

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 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 90 Where a worker terminates a labor contract in violation of the provisions of this Law, or violates the confidentiality obligation or non-competition restriction stipulated in the labor contract, causing losses to the employer, he shall be liable for compensation.