Short answer. No. Article 285 lets an employee end the relationship without serving any notice where the employer or his representative commits a crime or offence against the person of the employee. A manager acting for the company is a representative, and an assault is an offence against the person.
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 →
The cause is available immediately
You do not have to wait for anything before relying on this. The article does not say the crime must first be charged, tried or proved in another forum; it names the commission of a crime or offence as a cause that lets you end the relationship without serving any notice. That is deliberate, because a provision meant to release someone from a workplace where they have been attacked would be worthless if it took effect only after a criminal case concluded. Your right to leave and any criminal complaint you may file run separately.
Representative, and immediate family
Two parts of the wording widen the cause beyond the obvious case. It covers acts by the employer or his representative, so a manager or supervisor exercising the company's authority over you is within it — the owner need not have been involved or even aware. And it covers offences against you or any of the immediate members of his family, so an assault on your spouse or child by someone on the employer's side gives you the same right to go without notice. In both instances the act complained of must be against the person, not against property.
Leaving without notice is not abandonment
Employers faced with a sudden departure often treat it as abandonment and withhold what is owed, or threaten the damages claim that the earlier part of the article allows. Neither follows here. That damages claim exists only where a notice was required and not given, and this cause removes the requirement altogether. To keep the position clear, send something in writing — even a few lines stating that you are ending the relationship because of what occurred, with the date — so that the reason is on record and not left for your employer to characterise later.
Preserve the evidence early
Seek medical attention if you are hurt, and keep whatever documentation that generates; it fixes both the injuries and the date. Note the names of everyone who saw the incident and ask whether the workplace has footage, because such recordings are typically overwritten within weeks. Keep any incident report, and your own account written while it is fresh. Then take advice before signing a settlement, a quitclaim or anything else your employer puts in front of you, since documents of that kind are often presented as a condition of releasing your final pay.