Short answer. Not as the notice the Labor Code requires. Resignation without just cause calls for a written notice served at least one month in advance, and a conversation is neither written nor provable. Say it again in writing, dated, and keep proof that it was received.
What the law says
An employee may terminate without just cause the employee-employer relationship by serving a written notice on the employer at least one (1) month in advance.
Labor Code, Article 285 — Resignation By The Employee. Read the full provision →
Two requirements, and a conversation meets neither well
The article asks for a written notice and for it to be served at least one (1) month in advance. A verbal resignation fails the first outright. It also tends to fail the second in practice, because without a dated document there is nothing fixing when the clock started — and the whole point of the month is to give the employer a measurable period to prepare for your departure. Ambiguity about the date is what turns an amicable exit into a dispute.
What you are exposed to if you simply stop showing up
The article's next sentence is the sanction: The employer upon whom no such notice was served may hold the employee liable for damages. That is a claim the employer would have to prove, not an automatic penalty or a licence to withhold your pay. But there is a second and more common risk — an employee who leaves without a written record can find the separation characterised as abandonment rather than resignation, which is a far messier thing to unwind later.
Putting it right is straightforward
Send a short written resignation now, dated, stating your intended last day. Deliver it in a way that leaves a trace: email to your supervisor and to HR, or a printed letter with a received-stamped copy returned to you. If your manager already knows, say so in the letter and give the date of that conversation, so the written notice reads as confirmation rather than as a change of plan. Keep your copy — it is the document that answers most later questions.
Acceptance is a separate question
People often assume nothing is effective until the employer signs off, and then feel trapped when nobody responds. The article frames resignation as something the employee does by serving notice, not as an offer requiring agreement. What an employer may reasonably ask for is the notice period itself, or a shorter one by mutual arrangement. If yours is refusing to release you or conditioning your final pay on something, that is worth taking advice on before you sign anything.