Short answer. Possibly. The Labor Code lets an employee end the relationship without any notice where there is just cause, and a serious insult by the employer or his representative on the honour and person of the employee is one of the listed causes. Whether one incident qualifies depends on its gravity.
What the law says
An employee may put an end to the relationship without serving any notice on the employer for any of the following just causes: Serious insult by the employer or his representative on the honor and person of the employee;
Labor Code, Article 285 — Resignation By The Employee. Read the full provision →
The default rule, and the exception
Ordinarily an employee who resigns without just cause must serve written notice on the employer at least one month in advance, and an employer who is not given that notice may hold the employee liable for damages. The listed just causes are the exception: where one of them exists, you may put an end to the relationship without serving any notice at all. The provision is often cited as Article 285; the Labor Code was later renumbered and the same text now appears as Article 300, so both numbers refer to the identical rule.
What counts as a serious insult
The word doing the work is serious. The Code is not a remedy for ordinary workplace friction, a sharply worded reprimand, or a manager with a blunt style. What the provision contemplates is conduct directed at your honour and your person — humiliation of a kind and degree that makes continued work under that employer unreasonable. Being dressed down in front of colleagues can qualify; whether yours does depends on what was actually said, how public it was, whether it was repeated, and whether it attacked your character rather than your work.
The other listed causes, and the risk of getting it wrong
The same list covers inhuman and unbearable treatment, the commission of a crime or offence by the employer or his representative against you or an immediate member of your family, and other causes analogous to those. A single humiliating outburst may sit closer to one of the others than to insult, so consider the whole pattern. The risk is real: if you walk out and the cause is later found insufficient, you are treated as having resigned without notice, which exposes you to the damages the article mentions and can complicate your final pay and clearance.
Before you walk out
Document the incident while it is fresh — the date, the words used, who was present, and any message or recording that exists. Ask colleagues who witnessed it whether they will confirm what happened; memories and loyalties shift quickly once someone leaves. If you do go, say in writing that you are leaving for just cause and state the cause, rather than filing a blank resignation letter, because a bare resignation is hard to recharacterise later. Where the treatment amounts to being forced out, a constructive dismissal complaint may be the stronger route, and the two options should be weighed before you decide.