It is legal to reduce wages during the epidemic, and the specific provisions are as follows:

If an enterprise stops production within a wage payment period, the enterprise shall pay the wages of its employees according to the standards agreed in the labor contract. If the salary payment period exceeds one, and the laborer provides normal labor, the salary paid by the enterprise to the laborer shall not be lower than the local minimum wage standard. If the employees fail to provide normal labor, the enterprise shall pay the living expenses, and the living expenses standard shall be implemented in accordance with the relevant local regulations.

For employees of enterprises infected with pneumonia, suspected patients in novel coronavirus and close contacts during isolation treatment or medical observation, if they cannot provide normal labor due to other emergency measures, the enterprise shall regard it as providing normal labor and paying corresponding labor remuneration, and shall not terminate the labor contract with employees according to the provisions of Articles 40 and 41 of the Labor Contract Law. Emergency measures such as isolation treatment and medical observation are not included in the medical treatment period. During this period, if the labor contract expires, it will be postponed to the expiration of medical observation, isolation or emergency measures taken by the government.

For employees who have not returned to work in time due to the epidemic, the enterprise may give priority to employees' paid annual leave after consultation with employees. The salary of employees during paid annual leave shall be implemented in accordance with relevant regulations.

If an enterprise encounters difficulties because the epidemic situation affects its production and operation, it can stabilize its jobs by means of salary adjustment, rotation and shortening working hours. Through consultation with employees, and try not to lay off employees or minimize them.

It is legal for employers to reduce wages reasonably during the epidemic period, but the prerequisite for enterprises to reduce wages is that enterprises stop production 1 month or more. If the production is suspended for more than one month, even if the enterprise has resumed work, employees who normally go to work can actually pay wages and benefits according to the local minimum wage.

Legal analysis: Article 51 of the Labor Contract Law stipulates: "When an employer formulates, modifies or decides rules and regulations or major issues such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and welfare, employee training, labor discipline and labor quota management, which directly affect the vital interests of employees, it shall be discussed by the employee congress or all employees, put forward plans and opinions, and determined through equal consultation with trade unions or employee representatives.