Short answer. It can hold you liable for damages, but only if you left without just cause. Article 285 requires a written notice one month in advance for a resignation without just cause, and says an employer served with no such notice may hold the employee liable. With just cause, no notice is needed.
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. The employer upon whom no such notice was served may hold the employee liable for damages.
Labor Code, Article 285 — Resignation By The Employee. Read the full provision →
The notice requirement belongs to one kind of resignation only
Read the first sentence carefully: it governs an employee who terminates without just cause. That is the ordinary resignation — you have simply decided to go. For that, the article asks for a written notice one month in advance, and it is only the absence of that notice that opens the door to a damages claim. The article then sets out a separate route for resigning without serving any notice where a just cause exists. So the first question in your situation is not whether you gave notice, but why you left.
What the just causes are
Four are listed. Serious insult by the employer or his representative on the honour and person of the employee. Inhuman and unbearable treatment accorded the employee by the employer or his representative. Commission of a crime or offence by the employer or his representative against the person of the employee or any of the immediate members of his family. And other causes analogous to those. Where one of these applies, the article itself dispenses with notice, so leaving on the spot is what the provision contemplates rather than a breach of it.
May be held liable is not the same as owes a month's pay
The article says the employer may hold the employee liable for damages. That is a right to pursue a claim, not an automatic penalty and not a fixed sum. Damages are what the employer can actually show it suffered from your leaving without notice; the provision does not set a figure, and it certainly does not name one month's salary as the price. Nor does it authorise the employer to help itself to what it is holding. Withholding your final pay, or setting off an unproven claim against it, is a separate question from whether damages are owed at all.
Put your reason on record
If you left because of something the employer or a representative did, say so in writing, even now, and keep a copy. A resignation letter that gives no reason, or that thanks the company for the opportunity, is the document your employer will produce later to show there was no just cause. Gather whatever records what happened — messages, witnesses, incident reports, dates — and keep your payslips and contract. Those are what a lawyer needs to judge both the exposure to a damages claim and anything still owed to you.