Does nail resignation have legal effect?

Nail online resignation has no legal effect, and it needs to be notified to the employer in writing.

According to the Labor Contract Law:

Article 37 A laborer may terminate the labor contract by giving a written notice to the employing unit 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probation period.

Article 38 A laborer may terminate the labor contract under any of the following circumstances:

(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.

Extended data:

The Interim Provisions on Payment of Wages stipulates that if the labor contract is dissolved or terminated by both parties in labor relations according to law, the employer shall pay the employee wages in one lump sum when dissolving or terminating the labor contract. If the employee handles the work handover according to the agreement of both parties, and the company pays the economic compensation to the resigned employee according to law, it shall pay it when the work handover is completed.

If the laborer leaves his post early due to violation of law or breach of contract, causing heavy losses to the employer, he shall still bear the responsibility. It should be pointed out that:

(1) Workers must have subjective faults.

(2) Compensation is only a direct loss, not an indirect loss.

Specific compensation items mainly include:

(1) Expenses paid by the employer for recruitment.

(2) The training expenses shall be paid by the employer, but otherwise agreed by both parties.

(3) Direct losses caused to production and operation.

(4) Liability for breach of contract agreed in the labor contract.

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