What if the employees of the company are forced to pay?

Legal analysis: If employees do not agree with the company's compulsory salary reduction, they can apply for labor arbitration or bring a lawsuit to solve it. ; According to the law, if an employer dissolves or terminates a labor contract in violation of the conditions prescribed by law, it should suggest entrusting a lawyer to help. The establishment of labor arbitration is to solve the labor disputes between employers and workers in a fair and timely manner, protect the legitimate rights and interests of the parties and promote the harmony and stability of labor relations.

In China, as long as there is a labor dispute between the employer and the employee, the employee and the employer can negotiate to settle the labor dispute, or they can invite the trade union or the third party to reach a settlement agreement with the employer. Both parties to a labor dispute are unwilling to negotiate, or if negotiation fails, they may apply to a mediation organization for mediation; If both parties are unwilling to mediate, mediation fails or fail to perform after reaching a mediation agreement, they may apply to the Labor Dispute Arbitration Committee for arbitration; Anyone who refuses to accept the arbitration award may bring a lawsuit to the people's court. Therefore, labor arbitration is a way to solve labor disputes, protect the legitimate rights and interests of the parties according to law, and promote the harmony and stability of labor relations.

Legal basis: People's Republic of China (PRC) Labor Dispute Mediation and Arbitration Law.

Article 2 This Law shall apply to the following labor disputes between employers and employees in People's Republic of China (PRC):

(1) Disputes arising from the confirmation of labor relations;

(2) Disputes arising from the conclusion, performance, alteration, dissolution and termination of labor contracts;

(3) Disputes arising from delisting, dismissal, resignation or resignation;

(4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training and labor protection;

(five) disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation;

(six) other labor disputes as prescribed by laws and regulations.

Article 27 The limitation period for applying for labor dispute arbitration is one year. The limitation period for arbitration shall be counted from the date when the parties know or should know that their rights have been infringed.

The limitation of arbitration stipulated in the preceding paragraph shall be interrupted because one party claims the rights of the other party, or requests the relevant departments to provide rights relief, or the other party agrees to perform its obligations. The limitation of arbitration shall be recalculated from the time of interruption.

If the parties fail to apply for arbitration within the time limit stipulated in the first paragraph of this article due to force majeure or other legitimate reasons, the arbitration period shall be suspended. The limitation period of arbitration shall continue to be counted from the date when the reasons for suspension of limitation are eliminated.

If there is a dispute over the arrears of labor remuneration during the existence of labor relations, the employee's application for arbitration is not limited by the limitation period of arbitration stipulated in the first paragraph of this article; However, if the labor relationship is terminated, it shall be proposed within one year from the date of termination of the labor relationship.