Does the electronics factory get paid for leaving early?

If there is a wage, the employer shall pay the employee's wages in full, but the employer may require the employee to bear the direct economic losses and recruitment expenses caused thereby.

Circumstances requiring payment of economic compensation

There are 23 situations in which employers need to pay economic compensation to workers. According to the provisions of the Labor Contract Law, there are 23 situations that require employers to pay economic compensation to workers:

(1) There are 1 1 cases where the employer should pay economic compensation when the employee terminates the labor contract:

1. The employer fails to provide labor protection or working conditions as agreed in the labor contract, and the employee terminates the labor contract;

2. The employer fails to pay the labor remuneration in full and on time, and the employee terminates the labor contract;

3. If the wage paid by the employer is lower than the local minimum wage, the employee terminates the labor contract;

4. The employer fails to pay social insurance premiums for the workers according to law, and the workers terminate the labor contract;

5. The rules and regulations of the employing unit violate the provisions of laws and regulations, damage the rights and interests of workers, and the workers terminate the labor contract;

6, the employer by means of fraud, coercion or take advantage of a person's danger, make the laborer in violation of the true meaning of the case to conclude or change the labor contract, resulting in the labor contract is invalid, the employee to terminate the labor contract;

7. The employing unit exempts itself from legal responsibility and excludes the rights of the workers, which makes the labor contract invalid and the workers terminate the labor contract;

8. The labor contract concluded by the employing unit violates the mandatory provisions of laws and administrative regulations, which makes the labor contract invalid and the employee terminates the labor contract;

9. The employer forces labor by means of violence, threat or illegal restriction of personal freedom, and the employee terminates the labor contract;

10, the employer illegally directs and forces the risky operation to endanger the personal safety of the employee, and the employee terminates the labor contract;

1 1, other circumstances stipulated by laws and administrative regulations.

I hope the above content can help you. Please consult a professional lawyer if you have any other questions.

Legal basis: Article 38 of People's Republic of China (PRC) Labor Contract Law. In any of the following circumstances, the employee may terminate the labor contract:

(1) Failing to provide labor protection or working conditions as agreed in the labor contract;

(2) Failing to pay labor remuneration in full and on time;

(3) Failing to pay social insurance premiums for laborers according to law;

(4) The rules and regulations of the employing unit violate the provisions of laws and regulations and damage the rights and interests of workers;

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

(6) Other circumstances under which the laborer can terminate the labor contract as stipulated by laws and administrative regulations.

If the employer forces the laborer to work by means of violence, threat or illegal restriction of personal freedom, or if the employer illegally directs or forces the risky operation to endanger the personal safety of the laborer, the laborer may immediately terminate the labor contract without notifying the employer in advance.