Resignation Effectivity

I have read somewhere that resignation must be tendered at least 30 days before its effectivity to provide the employer time to look for someone who will takeover the job. Also, it's stated there that 30 day rule still depends on employer's consent.

My questions:
1. What if within 30 days, they still haven't found or don't even try to find someone to takeover, should I or could they legally extend that 30 days?

2. If resignation effectivity depends on employer's consent, what if they abuse it? What if the extension is not within the contract?

3. Also, if you don't provide an output within the time it is needed, will it be considered as delaying even if the required output for that time is impossible to achieve?

Lastly, is there a law related to information technology? Is it the e-commerce law?

Thanks in advance.

ms.melaqui wrote:I have read somewhere that resignation  must be tendered at least 30 days before its effectivity to provide the employer time to look for someone who will takeover the job. Also, it's stated there that 30 day rule still depends on employer's consent.

My questions:
1. What if within 30 days, they still haven't found or don't even try to find someone to takeover, should I or could they legally extend that 30 days?

2. If resignation effectivity depends on employer's consent, what if they abuse it? What if the extension is not within the contract?

3. Also, if you don't provide an output  within the time it is needed, will it be considered as delaying even if the required output for that time is impossible to achieve?

Lastly, is there a law related to information technology? Is it the e-commerce law?

Thanks in advance.

1. Generally any extension should be with mutual consent.
2. --
3. --
4. No