The probation period is also an integral part of the labor contract. As long as the labor contract was signed with the unit at that time, it was also agreed that this agreement was legal and effective.

Only the training should have specific terms such as training content, duration, cost and the duration of your work in the company after training, because the labor law stipulates that the training of the employee receiving unit will resign during the labor contract period.

According to the training agreement at that time, employees should make economic compensation to the unit, but these terms were not included in the signed training agreement, and the unit training was not actually accepted. Therefore, the unit has no right to claim any compensation if it resigns during or after this period.

The Reply of the General Office of the Ministry of Labor on the Basis of Dissolving the Labor Contract during the Probation Period (Lao Ban Fa [1995] No.264) stipulates: "The employing unit shall provide all kinds of technical training for its employees (referring to the payment of monetary vouchers). If the employee proposes to dissolve the labor relationship with the unit and is in the probation period, the employing unit shall not ask the employee to pay the training fee."

Therefore, if the employee terminates the labor contract during the probation period, there is no need to compensate the training expenses paid by the employer. Even if there is an agreement in the labor contract, the agreement is invalid.

Extended data:

People's Republic of China (PRC) labor contract law

Article 37? The employee may terminate the labor contract by giving a written notice to the employer 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? Under any of the following circumstances, the employee may 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 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) Because of Article 26 of this Law? The circumstances specified in the first paragraph render the labor contract invalid;

(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.

Article 39? In any of the following circumstances, the employer may terminate the labor contract:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the employer;

(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 the employer refuses to correct it;

(5) Because of Article 26 of this Law? The circumstances specified in item 1 of the first paragraph render the labor contract invalid;

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

Baidu Encyclopedia-People's Republic of China (PRC) Labor Contract Law