Deduction of salary after leaving office

Legal analysis: 1. If the employee is an ordinary employee and leaves his post during the probation period, the employer may require the employee to compensate for the recruitment expenses and training expenses; If a regular employee leaves his post and causes economic losses, the employer may demand compensation for the economic losses. If a confidentiality agreement is signed, the employee can't work in a company that has a competitive relationship with the original work unit, and can't spread the information known by the original work unit, otherwise it will constitute unfair competition and be liable for compensation. If the leaked secret is of great value and causes great losses to the other party, it may also constitute a crime. If a non-competition agreement is signed, it shall not compete with the original unit or similar enterprises within the validity period of the agreement. Otherwise, the original unit may demand compensation from the workers.

2. If you leave your job, there is no certificate of resignation, which will also affect the transfer of social security procedures and the employment of new units, because some units need workers to provide the certificate of resignation issued by the original unit.

3. Self-separation will also affect the reputation of workers themselves.

Legal basis: Article 90 of the Labor Contract Law of People's Republic of China (PRC), if a laborer terminates the labor contract in violation of the provisions of this law, or violates the confidentiality obligations or non-competition restrictions stipulated in the labor contract, thus causing losses to the employer, he shall be liable for compensation.

"Provisional Regulations on Wage Payment" Article 16 If a laborer causes economic losses to the employing unit due to his own reasons, the employing unit may require him to compensate 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.