Before concentrating on legal action against "absconding employees," kindly study the reasons why they are leaving your organization. Try to execute various measures to prevent absconding. Prevention is better than cure. It's nothing but attrition. This is my advice; if you don't like it, kindly ignore it.
The legal remedy is to file a civil suit for damages against the absconding employees. The claim should be restricted to the amount mentioned in the service agreement entered with the concerned employee. If the damages amount is mentioned in the agreement, it has to be calculated based on the days required to work before getting relieved (notice period).
Filing a civil suit will work properly provided you know exactly where the absconding employee is residing and whether court summons could be served on them. In the event of a favorable order from the court of law, you should have details of properties held by the absconding employee for the purpose of recovering damages as ordered by the court. If recovery is not possible, then the favorable order of the court will be only on paper and of no practical use. Calculate the cost involved in the initiation of legal action.