How to compensate the company's losses when employees leave without authorization?

If an employee is an ordinary employee and leaves his job without authorization during the probation period, the employer may require the employee to compensate for the recruitment expenses and training expenses.

If an employee leaves his job without authorization, causing actual losses to the company, the ways to compensate the company for the losses are as follows:

1. If the employee is an ordinary employee and leaves his job without authorization during the probation period, the employer may require the employee to compensate for the recruitment expenses and training expenses.

2. If the employee leaves the company without authorization and causes economic losses to the company, the employer may demand compensation for the economic losses. Economic loss compensation can be deducted from the employee's own salary, but the monthly deduction shall not exceed 20% of the employee's own monthly salary. If the deducted surplus wage is lower than the local monthly minimum wage, it shall be paid according to the minimum wage. The employer's loss must be based on the actual occurrence. For the creditor's rights that can be remedied by other means, such as defaulting on payment for goods, it is not appropriate for the laborer to bear the liability for compensation.

What should I do if I don't sign a labor contract and don't pay?

If the boss resigns without signing a labor contract and paying wages, there are the following solutions:

1, negotiate with the boss;

2. There is a labor arbitration committee in the local labor bureau to apply for labor arbitration to get the salary back. This program is specially designed to solve labor disputes, and the effect is very good, without paying any fees;

3. If you are dissatisfied with the arbitration result, you can bring a lawsuit to the court;

You can complain to the labor inspection agency, and the labor inspection agency will order the employer to make corrections.

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

Legal basis: Labor Contract Law

Article 22

If the employing unit provides special training expenses and conducts professional technical training for the workers, it may conclude an agreement with the workers to stipulate the service period.

If the laborer violates the service period agreement, he shall pay liquidated damages to the employer in accordance with the agreement. The amount of liquidated damages shall not exceed the training expenses provided by the employer. The liquidated damages that the employer requires the laborer to pay shall not exceed the training expenses that should be shared for the unfinished part of the service period.

If the employer and the employee agree on the service period, it will not affect the employee's improvement of labor remuneration in accordance with the normal wage adjustment mechanism during the service period.

Article 36 The employing unit and the employee may terminate the labor contract through consultation.

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.