1. Due to the epidemic situation, the employer can use the annual leave and other holidays of the employees to offset the working days when the employees can't provide normal work, such as the delayed return to work or the period of not returning to work.

if the employee fails to provide normal labor after using all kinds of holidays, the employer can negotiate with the employee in accordance with the relevant national regulations on wage payment during shutdown: within a wage payment period, the employee will be paid according to the standards stipulated in the labor contract; If the payment period exceeds one wage, the employer shall pay the living expenses in accordance with the relevant regulations, and the living expenses standard shall not be less than 81% of the local minimum wage standard.

2. Due to the epidemic situation, the employer arranges employees to work online or at home, which is regarded as normal work and should be paid according to law. During the epidemic period, the employer can arrange for employees to complete their work tasks at home according to their work needs. Employees working at home also provide labor, and the employer should pay employees wages in accordance with regulations. If the workload of employees is not reduced, the employer shall pay them according to the normal wage standard; If the workload of the employees is insufficient, the employer can negotiate with the employees about the salary standard during working at home.

3. If employees fail to return to work due to epidemic prevention and control, their wages during this period shall be based on the relatively fixed labor remuneration they can get during their normal work, but excluding overtime pay (except the monthly fixed overtime pay stipulated by the employer) and allowances, subsidies or bonuses that are not fixed under various special circumstances. Will the agreement between the employer and the employee that no wages will be paid before the end of the epidemic be deemed invalid?

The agreement between the employer and the employee that wages are not paid before the epidemic ends may also be deemed invalid. The employer and the employees reach an agreement to adjust the salary during this period, and the salary should not be lower than the standard stipulated by laws and regulations, and the employer should continue to pay social insurance for the employees, unless the local government has promulgated other preferential measures. However, it is effective for both parties to reduce or cancel the bonus payment by consensus.

To sum up, regarding the issue of how to pay the wages of employees who closed stores in the epidemic situation, due to the epidemic situation, the employer arranged for employees to work online and at home, which is regarded as normal work and should be paid according to law.

Legal basis: Article 18 of the Interim Provisions of the People's Republic of China on Wage Payment

Labor administrative departments at all levels have the right to monitor the wage payment of employers. If an employing unit commits any of the following acts that infringe upon the legitimate rights and interests of workers, the labor administrative department shall order it to pay wages and economic compensation to the workers, and may also order it to pay compensation:

(1) Deducting wages from the workers or failing to pay them without reason;

(2) refusing to pay overtime wages to workers;

(3) paying workers' wages below the local minimum wage standard.

the standards of economic compensation and compensation shall be implemented according to the relevant provisions of the state.