There is no contract to resign after 20 days of work, but the worker leaves without permission and does not submit a written resignation 30 days in advance. The employer does not have the situation in Article 38 of the Labor Contract Law of the People's Republic of China, and the worker is illegal. The employer shall pay the worker's salary in full, but the employer may require the worker to bear the direct economic losses and recruitment costs caused by the worker to the employer.
 According to the relevant laws and regulations, an employee may terminate the labor contract in 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 workers 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 labor contract may be terminated as stipulated by laws and administrative regulations.
 If the employing unit forces the laborer to work by means of violence, threat or illegal restriction of personal freedom, or if the employing unit commands or forces the laborer to work at risk in violation of regulations, which endangers the personal safety of the laborer, the laborer may immediately terminate the labor contract without informing the employing unit in advance.
 Legal basis
 Article 38 of the Labor Contract Law of the People's Republic of China (Revised in 2012) [Unilateral Termination of Labor Contract by Employee] If the employer has one of the following circumstances, the employee can 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 workers 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 labor contract may be terminated as stipulated by laws and administrative regulations.
 If the employing unit forces the laborer to work by means of violence, threat or illegal restriction of personal freedom, or if the employing unit commands or forces the laborer to work at risk in violation of regulations, which endangers the personal safety of the laborer, the laborer may immediately terminate the labor contract without informing the employing unit in advance.