Even if the competition in the workplace is harsh, even if it is difficult to find a good job, and even if the economy has not fully recovered, there are still a large number of workplace people who submit resignation reports without hesitation. Next, the editor has sorted out the relevant content of the 6 things you must know when you Resign from the company. I hope this article will help you!

1. Notify the employer in writing 30 days in advance (or as specified in your contract)

1. What legal risks may an employee “Resign without saying goodbye”?

Answer: The law stipulates that when an employee terminates a labour contract with the company, he must notify the employer in writing 30 days in advance (or as specified in your contract). This regulation is to prevent employees from “leaving without saying goodbye”, and to facilitate the employer to arrange personnel to take over the job in a timely manner to ensure normal work order. If the employee Resigns and causes losses to the company, the company can ask him to bear the responsibility for compensation.

2. What are the written forms?

Answer: According to the provisions of the Contract Law, written forms mainly include contracts, letters and data messages (including telegrams, telex, facsimile, electronic data interchange and e-mail) and other forms that can tangibly express the content contained in them. In order to facilitate future proof, it is recommended that workers must keep the evidence in time when using data message notifications. If express notifications are used, EMS should be used to mail and print a record sheet confirming that the delivery has been properly delivered.

3. What if the employee wants to resign and the company does not approve it?

A: It is worth noting that the law gives workers the right to freely choose a job. Employees only need to inform the employer of their intention to resign. Regardless of whether the company approves or not, the two parties will terminate the labor relationship from the day after the 30th day.

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2. Check whether the “Service Period Agreement ” has been signed with the company

1. What is the “Service Period Agreement”?

Answer: “Service period agreement” refers to the agreement that the employer provides special training fees, organizes the labourer to participate in the professional technical training and agrees with the laborer on the service period in writing. liquidated damages.

2. How should the liquidated damages be calculated?

Answer: For example, assuming that the special training cost is 2,000 Dhs, the agreed service period is Two years, and the employee applies for voluntary resignation after 6 Monts of work, that is, the service period has not been fulfilled for one year, then the company can claim the share of the year. The training cost is 2,000 Dhs (Only if it is specified on the Contract).

3. Check whether a “non-compete agreement” has been signed with the company

1. What is a “non-compete agreement”?

Answer: The so-called “non-compete agreement” is simply understood as an agreement between the company and a specific employee that they shall not work in the same employer for a certain period of time after resignation, and they shall not operate the same kind of business.

2. Who is the “non-compete agreement” applicable to?

A: The company can only enter into non-compete agreements with senior managers, senior technical personnel and other personnel with confidentiality obligations.

3. How long can the non-compete limit be agreed upon?

A: No more than two years.

4. What legal risks do workers have to bear for violating non-compete restrictions?

Answer: Workers who violate the non-compete shall pay liquidated damages to the company in accordance with the agreement. If the agreed liquidated damages are excessively higher than the actual losses, the people’s court and the labour dispute arbitration committee may impose liquidated damages on the number of liquidated damages at the request of the employees. Appropriate adjustments.

5. Can workers cancel non-compete agreements?

Answer: The law stipulates that if the employer fails to pay economic compensation for three months due to the reasons of employer, the labourer can request the people’s court to cancel the non-compete agreement.

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4. Confirm whether the company has settled wages

Assuming that the employee submits a written notice on January 1, it should be noted on the notice that the labour relationship will not be terminated until February 2, which can effectively prevent the company from not reporting to the employee on the grounds that the employee has resigned on January 1. It pays January’s salary. In addition, if the company still owes wages for other months, the labourer should take the initiative to negotiate with the company. If the negotiation fails, seek help from the labour administrative department or apply for labour arbitration in a timely manner.

5. Whether the company assists in transferring the social security relationship and issues a resignation certificate

Since some new employers require workers to provide resignation certificates issued by their old employers, resignation certificates and social security records also have a significant impact on issues such as the calculation of the length of service and the receipt of unemployment insurance, according to the provisions of Article 50 of the “Labor Contract Law”, the employer shall issue a certificate of rescission or termination of the labour contract when rescinding or terminating the labour contract and shall go through the procedures for the transfer of files and social insurance relations for the labourer within 15 days. If the employer fails to issue a resignation certificate and causes damage to the employee, it shall be liable for compensation.

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6. Confirm whether the company has seized property or documents

Before leaving the company, it is necessary to confirm whether the company has seized the employee’s resident ID card, files and other items and whether it has collected property from the employee in the name of guarantee or in other names.

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Mohamed Firnas

“🌟 Meet Mohamed Firnas: With over two decades of experience in HR, Mohamed is a trusted advisor known for his strategic insight and compassionate leadership style. He’s committed to creating workplaces where every voice is heard and valued. 💼 Passionate about nurturing talent and driving positive change. Join him on the journey towards building better organizations! #HRProfessional #GulfRegion #Leadership”

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