Resignation is the right given to workers by law, and the unit shall not deprive it. Anyone who applies for resignation shall notify the unit in writing 30 days in advance in accordance with the provisions of the Labor Contract Law. After you have fulfilled your statutory notification obligation, you can ask the company to handle the resignation.

The premise of applying for labor arbitration is the existence of labor relations and the occurrence of labor disputes. Therefore, you should have corresponding demands when applying for labor arbitration. If the labor contract has not been signed for one year, you can claim the double wage difference from the unit that has not signed the labor contract; If you don't pay social security, you can ask the unit to pay it for you according to law. Because there is no labor contract, you need to prove that there is a factual labor relationship between you and your unit. Regarding the determination of factual labor relations, the Notice on Confirmation of Labor Relations stipulates as follows:

If the employer has not signed a labor contract with the employee, it may refer to the following documents when determining that there is a labor relationship between the two parties:

(a) payment vouchers or records (payroll), the payment of various social insurance premiums;

(2) Work Permit, Service Certificate and other documents that can prove the identity issued by the employer to the employee;

(3) Employment records such as Registration Form and Application Form filled out by employees;

(4) attendance records;

(5) Testimonies of other workers, etc.

Among them, the relevant documents in items (1), (3) and (4) shall be borne by the employer.

So your work permit can be used as evidence. Where the unit is required to provide evidence, the unit shall produce relevant evidence.

I hope the above answers are helpful to you.