Legal analysis: Yes. During the probation period, there are three ways to deal with employees' resignation: 1. If the employer has the circumstances stipulated in Article 38 of the Labor Contract Law, you can leave immediately without the consent of the employer, and you can ask for payment of the remaining salary and economic compensation (every job 1 month salary) and go through the resignation procedures. 2. According to the Labor Contract Law, you can leave your job in writing 30 days in advance without the consent of the employer. Among them, the probation period is put forward in writing 3 days in advance; The employing unit has the obligation to settle the salary and go through the resignation formalities. 3. If you don't leave your job 30 days in advance, and the employer doesn't have the circumstances stipulated in Article 38 of the Labor Contract Law, it is illegal to directly submit a resignation letter to leave your job. At this time, the employer may ask you to bear the direct economic losses and recruitment expenses caused to the employer. It is generally suggested that workers can send a notice of termination of labor relations to the employer by express delivery or registered mail to facilitate the retention of evidence. If the employer fails to pay your salary or handle the resignation formalities for you, you can solve it by applying for labor arbitration.

Legal basis: People's Republic of China (PRC) 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.