When workers resign, they usually need to go through some procedures. Some are required by the employer, but there are also procedures that have special purposes for workers and require workers to understand and handle them themselves. For example, do you need to issue a resignation certificate when resigning? Next, I will take you to understand the relevant regulations. Welcome to read. 1. Do I need a resignation certificate to resign? Do I need a resignation certificate to resign? Article 50 of the "Labor Contract Law" stipulates that the employer shall issue a certificate of rescission or termination of the labor contract when rescinding or terminating the labor contract, and handle the file and social insurance relationship transfer procedures for the employee within 15 days. Article 89 stipulates that if an employer violates the provisions of this Law by failing to provide workers with a written certificate of rescission or termination of the labor contract, the labor administrative department shall order it to make corrections; if it causes damage to workers, it shall be liable for compensation. 2. The role of resignation certificate Resigning employees can apply to the Human Resources Department to fill out a resignation certificate. The resignation certificate issued by the Human Resources Department only proves the date of employment, position and reason for resignation of the resigned employee. Generally, fired employees are issued a dismissal certificate instead of a resignation certificate. 1. Prove that the employer and the employee have terminated the labor relationship; 2. Prove that the resignation has been processed according to normal procedures; 3. Prove that you are a free person and can apply for unemployment benefits or apply for a new position; 4. You can transfer your personnel relationship with this, Social security, provident fund, etc.; 5. If workers start a business and provide proof of separation and unemployment certificate, they will enjoy preferential policies. 3. Employee resignation process 1. In principle, employees should submit a written "Resignation Report" to the Human Resources and Administration Department 30 days in advance and receive a resignation formality form. The Human Resources and Administration Department conducts exit interviews with resigned employees to understand the reasons for their resignation and keep records. 2. Complete relevant procedures in accordance with the resignation procedure form: (1) The resigned employee submits the resignation procedure form to the department head for signature. Positions above department heads must be signed by the general manager. (2) The assistant of the departing employee's department will collect the work permit, employee handbook, work clothes, and office supplies from the departing employee. After confirming that they are handed over correctly, the assistant will sign for confirmation. (3) The Finance Department will check whether there are any financial arrears between the resigning employee and the company (including loan items, business trip reimbursements). If there are arrears, they will be paid on the spot. If there are no arrears, the Finance Department will sign on the resignation procedure form to confirm. (4) After the resigned employee obtains all required signatures on the resignation form, the Human Resources and Administration Department will issue a "Decision on Terminating the Labor Contract with XX" to the employee. (5) The Personnel and Administration Department arranges personnel to go to the unemployment insurance agency to handle the registration procedures for termination and dissolution of labor relations; based on the filing review opinions, it goes to the social insurance agency to terminate the employee's social insurance relationship; at the same time, the provident funds of resigned employees are sealed. If a resigned employee needs to transfer the provident fund, the personnel administration department will transfer it according to the new account provided by it. If a withdrawal is required, the employee will handle it by himself. (6) The Personnel Administration Department shall go to the unemployment insurance agency to handle the unemployment insurance benefit review procedures within 30 days from the date of termination of the employee's labor relationship. (7) The Human Resources and Administration Department will re-file the files of resigned employees and settle their wages at the same time. The certificate of termination of the labor contract is not specially drafted by the company when you resign. The certificate of resignation is originally printed by the company's human resources department in advance. However, employees only need to fill in detailed terms based on the reasons for their resignation. Employees themselves should not ignore the importance of the resignation certificate. They should keep the resignation certificate before officially going to work at the new employer. After an employee resigns, he or she needs to issue a certificate of resignation, and the company is also obliged to issue a certificate of termination of the labor contract. The content of the resignation certificate must be specific and clear so that it can play a better key role. The above is the relevant content collected on whether a resignation certificate is required for resignation. I hope it will be helpful to you.