1. If a labor contract is signed, one day's delay is a violation of the labor law according to the wage date agreed in the labor contract; 2. If no labor contract is signed, it shall be calculated according to the company's monthly financial day. For example, the salary is generally 15 per month, and 15 is the payday; 3. China's labor law stipulates that enterprises pay wages at least once a month, and the specific date is agreed by the employer and the employee. In case of legal holidays or rest days, the payment of wages through the bank shall not be postponed; Where wages are paid directly, wages shall be paid in advance. For workers who implement the annual salary system or pay wages according to the assessment cycle, the employer shall pay wages in advance at a rate not lower than the minimum wage every month, and settle accounts at the end of the year or when the assessment cycle expires. If the employing unit is really unable to pay wages on time due to difficulties in production and operation, it may postpone the payment of wages to the workers within one month after consultation with the trade union of the unit. The time for delaying the payment of wages shall be informed to all workers and reported to the competent department for the record. If there is no competent department, it shall be reported to the municipal or district/county labor security administrative department for the record. Article 85 of the Labor Contract Law stipulates that in any of the following circumstances, the labor administrative department shall order the employer to pay labor remuneration, overtime pay or economic compensation within a time limit; If the remuneration is lower than the local minimum wage, the difference shall be paid; If the payment is not made within the time limit, the employer shall be ordered to pay compensation to the laborer according to the standard of more than 50% of the payable amount 100%: (1) Failing to pay the laborer's remuneration in full and on time in accordance with the labor contract or state regulations; (2) Paying workers' wages below the local minimum wage standard; (3) Arranging overtime without paying overtime; (four) the dissolution or termination of the labor contract, not in accordance with the provisions of this law to pay economic compensation to the workers.