according to article 44 of the labor law of the people's Republic of China, "if workers are arranged to work on statutory holidays, they shall be paid not less than 311% of their wages", and workers shall enjoy three times of their wages on statutory holidays. Then, if this regulation conflicts with the institutional regulations of the employer, how to deal with it? It has become a common practice in catering and other service industries to work overtime on holidays. Some units will arrange employees to take compensatory time off before and after holidays, thus offsetting overtime pay. Is this legal? Overtime work on statutory holidays only takes compensatory time off. Before and after the illegal units are fined 15,111 holidays, overtime pay often becomes a concentrated period for workers to consult and complain to relevant departments. At the end of June, 2111, Chaoyang District Labor Inspection Brigade received a complaint from 11 employees of a catering company in Beijing, saying that the company failed to pay overtime pay according to the statutory holiday wage standard from February to June, 2111, including the Dragon Boat Festival, so it asked the company to pay overtime pay according to the standard. Regarding whether the company should pay employees overtime pay, the catering company thinks that the catering industry is special, and it should be open on holidays, or even extended. Although employees have no rest on legal holidays, the company arranges employees to take compensatory time off after holidays, so employees should not be paid overtime pay on legal holidays. According to the introduction of the relevant personnel who can apply for arbitration if the enterprise refuses to pay overtime pay in special industries, the focus of this case is whether overtime work on statutory holidays can be made up by making up for it in the future without paying overtime wages. According to the Opinions on Several Issues Concerning the Implementation of the Labor Law of the People's Republic of China and China, the Interim Provisions on Wage Payment and other relevant regulations, statutory holidays are paid holidays, and if the employer arranges workers to work on statutory holidays, it shall pay the workers wages not less than 311% of their daily wages or hourly wages as stipulated in the labor contract. When the company arranges employees to work overtime on legal holidays, they should pay 311% of the daily wage or hourly wage standard stipulated in the labor contract, instead of arranging compensatory time off. Therefore, employees can still ask the company to pay overtime even if they take compensatory time off. Supervisors reminded that special industries are not the reason for refusing to pay overtime pay on statutory holidays. If the employer arranges employees to work overtime on statutory holidays, they should pay the corresponding overtime pay instead of compensatory time off. If employees encounter the case that the employer refuses to pay overtime pay on statutory holidays, they can appeal to the arbitration department.