Even if this 500 yuan is a training fee, it should be paid by the employer. This is clearly stipulated in Article 22 of the Labor Contract Law. Except for a few special industries, the Labor Contract Law also prohibits employers from collecting deposits in any form. You can ask for the return of this 500 yuan. If not, go to the Labor Arbitration Commission for arbitration. It doesn't matter if there is no contract. In this case, you should submit a written request to the arbitration commission asking the employer to show the contract. This is the inversion of the burden of proof in law. You'd better unite with your colleagues, who are generally afraid of arbitration. But it must be clear that collecting the deposit is not an important condition for you to terminate the labor contract. Article 18 of the Regulations for the Implementation of the Labor Contract Law is under any of the following circumstances. According to the conditions and procedures stipulated in the Labor Contract Law, a laborer may terminate a fixed-term labor contract, an open-term labor contract or a labor contract with the completion of a certain task with the employer: (1) The laborer and the employer reach an agreement through consultation. (2) The employee shall notify the employer in writing 30 days in advance; (3) The employee notifies the employer 3 days in advance during the probation period; (four) the employer fails to provide labor protection or working conditions in accordance with the labor contract; (five) the employer fails to pay the labor remuneration in full and on time; (six) the employer fails to pay social insurance premiums for workers according to law; (seven) the rules and regulations of the employing unit violate the provisions of laws and regulations and damage the rights and interests of workers; (8) The employing unit uses fraud, coercion or taking advantage of a person's danger to make the employee conclude or change a labor contract against his true meaning; (nine) the employer exempts itself from legal responsibility and excludes the rights of workers in the labor contract; (ten) the employer violates the mandatory provisions of laws and administrative regulations; (eleven) the employer forces the laborer to work by means of violence, threat or illegal restriction of personal freedom; (twelve) the employer illegally directs or forces the risky operation to endanger the personal safety of the workers; (13) Other circumstances under which the laborer can terminate the labor contract as stipulated by laws and administrative regulations. So you need to find out if there are any other loopholes in the employment contract. If you have a fixed-term contract, you may have to pay liquidated damages, but if you have signed an open-ended contract, you can terminate the contract at any time.