The employee on probation sent a text message saying that he would not come to work after one month, and he didn't go through the resignation formalities after four days. Can we sue him?

if an employee on probation sends a text message saying that he won't come to work after one month, and fails to go through the resignation formalities after four days, the employer shall pay legal wages to the employee according to law. If the employee terminates the labor contract in violation of the provisions of this law and causes losses to the employer, he shall be liable for compensation. The employer may go to the labor dispute arbitration committee where the employer is located for labor arbitration.

Labor Contract Law

Article 9 If a laborer terminates a labor contract in violation of the provisions of this law, or violates the confidentiality obligation or non-competition restriction agreed in the labor contract, thus causing losses to the employer, he shall be liable for compensation.

article 3 the principles of legality, fairness, equality, voluntariness, consensus, honesty and credibility shall be followed in concluding a labor contract.

A labor contract concluded according to law is binding, and the employer and the employee shall perform the obligations stipulated in the labor contract.

article 4 the employing unit shall establish and improve labor rules and regulations according to law, so as to ensure that laborers enjoy labor rights and perform labor obligations.

when an employer formulates, modifies or decides rules, regulations or major issues that directly affect the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with the trade union or employee representatives on an equal footing.

in the process of implementing rules and regulations and decisions on major issues, if the trade union or employees think it is inappropriate, they have the right to propose it to the employing unit and revise and improve it through consultation.

the employing unit shall publicize the rules and regulations and major decisions directly related to the vital interests of the workers, or inform the workers.

Article 39 The employing unit may terminate the labor contract in case of any of the following circumstances:

(1) It is proved that the employee does not meet the employment conditions during the probation period;

(2) seriously violating the rules and regulations of the employing unit;

(3) serious dereliction of duty and graft, which has caused great damage to the employing unit;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or refuses to correct after being put forward by the employer;

(5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law;

(6) being investigated for criminal responsibility according to law.