I'd like to ask how long it will take before I can join the company.

whether the party concerned can go back after leaving the job depends on the situation of the unit and himself.

according to the normal procedures, when a party leaves the company, that is, the labor contract is dissolved or terminated with the company. After the company issues a resignation certificate, handles social security and file transfer or sealing, and completes the handover procedures, the labor relationship with the company is also dissolved. If you want to re-enter the company, you need to follow the entry procedures, that is, job search, interview, audit, training, and entry procedures.

However, since the client is the original employee, the company has a certain understanding and record of the previous performance and situation in the company, so if you choose the original company again, the company will usually know why the client left the company, his previous performance, personal skills and dedication or attitude to the company, and why he wants to re-join, etc., and then determine whether to accept the client again through careful review and evaluation. And the unit to do so, whether for workers or employers, is a responsible approach.

Therefore, if the party concerned wants to return to the original company after leaving the company, he should first confirm his job-hunting conditions and purpose, communicate his reasonable reasons, work attitude and inner thoughts with the person in charge of the company frankly, and provide more information if necessary, such as information, qualification certificate, future work ideas or plans, so as to increase the success rate of re-employment.

However, if you have not gone through the resignation procedures before because of voluntary resignation, or have been dismissed or dismissed because of poor performance in the company, incompetence or even serious violation of the employer, the success rate of re-employment is generally not great. In this case, the parties concerned had better reflect on themselves before considering whether to continue to apply for a job. As a manager who used to be in charge of personnel recruitment, in the communication with my peers, it is usually difficult for most units to accept this kind of rehired employees.

when establishing labor relations and signing labor contracts, both units and workers should follow the principles of legality, fairness, equality, voluntariness, consensus, honesty and credibility. When workers choose their units, they also choose their workers, which is a two-way choice and equality.

China has implemented the Labor Contract Law since January 1, 28, and it was amended in 212. This law clarifies the rights and obligations of both parties to a labor contract, protects the legitimate rights and interests of workers, and builds and develops harmonious and stable labor relations. Therefore, as workers, they should first know more about this law in order to safeguard their legitimate rights and interests and fulfill their due obligations.

Relevant reference legal basis:

According to Article 3 of the Labor Contract Law of the People's Republic of China,

the principles of legality, fairness, equality, voluntariness, consensus, honesty and credibility should be followed when concluding a labor contract.

A labor contract concluded according to law is binding, and the employer and the employee shall perform the obligations stipulated in the labor contract.

article 4 the employing unit shall establish and improve labor rules and regulations according to law, so as to ensure that laborers enjoy labor rights and perform labor obligations.

when an employer formulates, modifies or decides rules, regulations or major issues that directly affect the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with the trade union or employee representatives on an equal footing.

in the process of implementing rules and regulations and decisions on major issues, if the trade union or employees think it is inappropriate, they have the right to propose it to the employing unit and revise and improve it through consultation.

the employing unit shall publicize the rules and regulations and major decisions directly related to the vital interests of the workers, or inform the workers.

article 29 the employer and the employee shall fully perform their respective obligations in accordance with the provisions of the labor contract.

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

(1) It is proved that the employee does not meet the employment conditions during the probation period;

(2) seriously violating the rules and regulations of the employing unit;

(3) serious dereliction of duty and graft, which has caused great damage to the employing unit;

(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 refuses to correct after being put forward by the employer;

(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.

Article 4 Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 3 days in advance or paying the employee an extra month's salary:

(1) The employee is sick or injured non-work-related, and can't take up his original job after the prescribed medical treatment expires, nor can he take up another job arranged by the employer;

(2) The laborer is not qualified for the job, and he is still not qualified for the job after training or job adjustment;

(3) the objective conditions on which the labor contract was concluded have changed greatly, which makes it impossible to perform the labor contract, and the employer and the employee fail to reach an agreement on changing the contents of the labor contract after consultation.

Article 5 The employing unit shall issue a certificate of dissolution or termination of the labor contract at the time of dissolution or termination, and go through the formalities of transferring the relationship between files and social insurance for the workers within 15 days.

the laborer shall handle the work handover as agreed by both parties. If the employing unit should pay economic compensation to the workers in accordance with the relevant provisions of this law, it shall pay it at the time of completion of the work handover.

the employer shall keep the text of the labor contract that has been dissolved or terminated for at least two years for future reference.