1. Regular employees need to apply for resignation 1 month in advance and fill in the employee resignation application form;

2. Probation employees need to apply 3 days in advance;

3. The employee dismissed by the company should finish the work and hand over immediately on the day of receiving the notice of dismissal, that is, the last working day.

The difference between resignation and resignation is:

1. Resignation refers to the behavior that employees propose to the employer to dissolve the labor contract or terminate the labor relationship. Resignation refers to the labor legal system in which employees leave their original work units and posts;

2. Resignation is initiated by employees. Resignation can be initiated by employees or terminated by employers.

According to the relevant regulations of our country, if the employee fails to notify the employer in writing one month in advance to resign, thus causing losses to the company, the employer may require the employee to compensate for the losses.

laws and regulations

People's Republic of China (PRC) (China) Labor Contract Law

Article 39 The employing unit may terminate the labor contract under any of the following circumstances:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the employer;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it;

(5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law;

(6) Being investigated for criminal responsibility according to law.

Interim provisions on wage payment

Article 16 If an employee causes economic losses to the employing unit due to his own reasons, the employing unit may demand compensation for the economic losses according to the stipulations of the labor contract. Compensation for economic losses can be deducted from the employee's own salary. However, the monthly deduction shall not exceed 20% of the employee's monthly salary. If the deducted surplus wage is lower than the local monthly minimum wage, it shall be paid according to the minimum wage.