there are changes in wages! there may be two more payments in the near future!
2024-09-18
한어Русский языкEnglishFrançaisIndonesianSanskrit日本語DeutschPortuguêsΕλληνικάespañolItalianoSuomalainenLatina
pay attention!
calculation of wages for september and october
two more sums of money
first payment: holiday overtime pay
mid-autumn festival: 3 days off from september 15 to 17. work on september 14 (saturday).
national day: 7 days of holiday from october 1 to 7. work on september 29 (sunday) and october 12 (saturday).
if the company does not arrange holidays during these days and employees work overtime during this period, the company needs to pay overtime wages according to statutory holidays.
how to calculate holiday overtime pay?
the labor law of the people's republic of china clearly stipulates that overtime pay on working days shall not be less than 1.5 times, overtime pay on rest days shall not be less than 2 times, and overtime pay on statutory holidays shall not be less than 3 times.
working overtime during the mid-autumn festival:
september 17 (mid-autumn festival): monthly salary ÷ 21.75 ÷ 8 × number of overtime hours × 3 times.
september 15th to 16th: monthly salary ÷ 21.75 ÷ 8 × number of overtime hours × 2 times.
overtime work during the national day:
october 1, 2, 3: monthly salary ÷ 21.75 ÷ 8 × number of overtime hours × 3 times.
october 4th to 7th: monthly salary ÷ 21.75 ÷ 8 × number of overtime hours × 2 times.
overtime work on a holiday:
compensatory days are considered working days: monthly salary ÷ 21.75 ÷ 8 × number of overtime hours × 1.5 times.
second payment: holiday expenses
among the welfare benefits, in addition to the standard five insurances and one fund, holiday allowances have also become a "plus point" that applicants care about.
currently, many companies have sound employee welfare benefits and provide holiday bonuses to employees during the holidays. companies that need to pay holiday bonuses in september and october should pay attention to adding this money in the salary calculation.
1.is holiday allowance compulsory?
national laws do not interfere with the payment of holiday benefits, and it is entirely up to the employer to decide whether to pay them. according to the provisions of the labor law, if employees take a day off on statutory holidays, the employer can pay wages in accordance with the law. at the same time, the employer can decide whether to pay holiday benefits to employees on holidays based on its own circumstances.
2. is it necessary to deduct personal tax from holiday expenses?
the "notice of the ministry of finance on strengthening the financial management of employee welfare funds by enterprises" clearly states that holiday allowances paid by enterprises to employees and lunch subsidies paid on a monthly basis when there is no unified meal supply should be included in the total wage management.
the holiday pay paid by the unit to workers during holidays is considered allowances and subsidies and should be included in the total salary and deducted before tax.
it should be noted that
overtime pay is labor remuneration
therefore
arrange employees to work overtime
compensatory leave or overtime pay must be arranged in accordance with the law
cannot be offset by goods or holiday expenses
