I. Terms of the Labor Contract
First of all, you need to check whether there is an agreement on salary adjustment in the labor contract. If the amount or adjustment method of salary is clearly stipulated in the labor contract, and the company fails to adjust according to the procedures agreed in the contract, then the company's unilateral salary reduction may constitute a breach of contract. Employees can request the company to restore the original salary level or give corresponding compensation according to the labor contract and relevant laws and regulations.
Second, the company rules and regulations
In addition to the labor contract, the company's internal rules and regulations may also provide for wage adjustment. If the company's rules and regulations clearly stipulate the conditions, procedures and measures to protect the rights and interests of employees, and the company has carried out salary reduction operations in accordance with these regulations, then this salary reduction may be legal. However, if the company fails to reduce the salary according to the prescribed procedures, or the salary reduction violates laws and regulations, employees can also defend their rights according to law.
Third, the provisions of the labor law.
The labor law clearly protects the wage rights and interests of employees. According to "People's Republic of China (PRC) Labor Law" and relevant regulations, the employer shall pay the wages of workers in full and on time, and shall not lower the wages of workers without authorization. If the company reduces the salary without the consent of the employees, it may be suspected of violating the provisions of the labor law. Employees can complain to the labor inspection department or file labor arbitration to safeguard their legitimate rights and interests.
Four. Consultation and communication
In the face of the company's salary reduction, employees can actively negotiate and communicate with the company, understand the specific reasons and background of the salary reduction, and try their best to reach a mutually acceptable solution. If the company's salary reduction is really illegal or unreasonable, employees can defend their rights according to law; If the salary reduction is due to reasonable reasons such as the company's operational difficulties, employees may also consider adjusting the salary structure through consultation or seeking other compensation measures.
To sum up:
Whether it is legal for the company to suddenly reduce the salary of the whole company needs to be judged according to the specific situation. Employees should read the labor contract, company rules and regulations and labor law carefully to understand their rights and obligations. In the face of salary reduction, employees can actively negotiate and communicate with the company to safeguard their legitimate rights and interests according to law. At the same time, the company should also abide by laws, regulations and contractual agreements, respect employees' wage rights and interests, and avoid labor disputes caused by arbitrarily reducing employees' wages.
Legal basis:
Labor law of the people's Republic of China
Article 50 provides that:
Wages should be paid to the workers themselves on a monthly basis in the form of money. The wages of workers shall not be deducted or delayed without reason.
People's Republic of China (PRC) labor contract law
Article 35 provides that:
The employer and the employee may change the contents of the labor contract through consultation. Changes to the labor contract shall be made in written form. The revised text of the labor contract shall be held by the employer and the employee respectively.
Interim provisions on wage payment
Article 16 stipulates:
The employing unit has the right to independently determine the wage distribution mode and wage level of the unit according to its production and operation characteristics and economic benefits. However, when determining and adjusting the wage distribution plan, the employer should follow the principles of fairness, justice and openness, and fully consider the actual contribution of workers and market demand. At the same time, the employing unit shall guarantee the workers' right to receive remuneration, and shall not arbitrarily reduce their wages.