Short answer. Yes, if it amounted to a crime or offence against the person of an immediate family member. The Labor Code lists that among the just causes that let an employee end the relationship without serving any notice at all, alongside serious insult and inhuman treatment.
What the law says
Commission of a crime or offense by the employer or his representative against the person of the employee or any of the immediate members of his family
Labor Code, Article 285 — Resignation By The Employee. Read the full provision →
What the ground actually requires
Three elements have to line up. The act must be a crime or offense, not merely unpleasant or unfair conduct. It must have been committed by the employer or a representative acting in that capacity, which covers managers and supervisors but not a stranger who happens to work at the same company. And it must be against the person — physical harm, assault, threats to safety — rather than against property or reputation. A dispute over money owed to a relative, however bitter, does not fit this ground.
Who counts as an immediate family member
The article deliberately extends the protection past the employee himself to any of the immediate members of his family, recognising that an employer who assaults a worker's spouse or child has destroyed the relationship just as thoroughly. It does not define the circle, and the further out you go — a cousin, an in-law, a household member who is not a relative — the harder the ground is to sustain. A spouse, a child, or a parent living with you is the clear case.
What quitting on this ground changes
The ordinary route out is a written notice a month in advance, and the article warns that an employer who receives no such notice may hold the employee liable for damages. Invoking a just cause removes that exposure: you may end the relationship without serving any notice. But the protection depends on the cause actually existing, so leaving abruptly and asserting a ground you cannot later substantiate puts you back in the position the notice rule was there to protect you from.
Document it before you walk
The evidence is what carries this, and it is easiest to gather immediately: a police blotter entry, a medical certificate, photographs, the names of witnesses, and any messages from the employer about the incident. Then put your departure in writing and state the ground, even though notice is not required — a resignation letter that records why you left is far better than a silent exit that the employer can later characterise as abandonment. Take advice before signing any quitclaim on your final pay.