Closed control belongs to the category of epidemic prevention and quarantine measures. Although it can't be regarded as normal attendance, in combination with relevant national and local regulations, if the government implements isolation measures or takes other emergency measures, the enterprise shall pay the employees the remuneration for their work during this period. If both parties have an agreement on the payment standard of labor remuneration (including the agreement reached by the employer through democratic consultation with the workers' congress, trade union and workers' representatives in accordance with legal procedures), such agreement shall prevail; If there is no agreement, it will generally be paid according to the original salary standard.

It should be noted that employees who are isolated due to suspected cases or close contacts during the lock-up period shall be regarded as normal attendance according to regulations, and the enterprise will pay their wages during the isolation observation period according to the original salary standard.

The lock-up period coincides with the expiration time of the employee contract. Can the labor contract be terminated?

With reference to the Notice of General Office of Ministry of Human Resources and Social Security on Properly Handling Labor Relations during the Prevention and Control of Pneumonia Infection in novel coronavirus, No.5 [2020], during this period, if the labor contract expires, it will be postponed until the government takes emergency measures respectively. It is suggested that the employer terminate the labor contract according to law after the completion of the closure control measures to avoid the risk of illegal termination. The employee's post is a comprehensive working hour system, and the employer can flexibly adjust the rest time (including the lock-in period) according to the calculation period determined by the government, and calculate the employee's salary and overtime salary according to the actual attendance hours in the statistical period.

According to the above contents, the company should pay wages normally when employees under epidemic control are on vacation. In case of non-payment, it is recommended to negotiate and mediate with the company first. If not, you can apply for labor arbitration.

Legal basis: People's Republic of China (PRC) Labor Law.

Article 44 Under any of the following circumstances, the employing unit shall pay the wages higher than the wages of the workers during their normal working hours according to the following standards: (1) If the workers are arranged to extend their working hours, they shall pay the wages not lower than one hundred and fifty% of the wages; (2) If workers are arranged to work on rest days but cannot be arranged for compensatory time off, they shall be paid a salary of not less than 200% of their wages; (3) If workers are arranged to work on legal holidays, they shall be paid no less than 300% of their wages.