Probation pay is much lower than the offer: which figure should I compare?

The statutory floor for probation pay

The national probation-wage rule involves the applicable same-post or contractual wage benchmark and the local minimum wage. Shanghai HRSS’s explanation shows that calling an amount an “entry-level rate” does not resolve whether it meets the floor. Establish the applicable benchmark and the relevant wage components first; do not multiply every advertised total package or net bank deposit by 80%. A local minimum must also be checked for the locality and period concerned.

Separate the figures before comparing

Keep the offer letter, the signed labour contract, the probation clause and the first payslip. Identify the fixed contractual wage separately from bonus estimates, expense reimbursements and take-home pay. Compare the applicable gross wage benchmark rather than treating an advertised package or net transfer as the legal basis. Ask HR which benchmark was used and whether the quoted amount covers a complete payroll period. Joining mid-month can reduce that period's amount without answering whether the agreed probation rate itself is correct.

Check attendance and deductions separately

List attendance days, approved absences, additional work and each deduction shown on the payslip. Request a calculation for the disputed period using the employer's stated pay date and period. Do not compare a gross monthly contractual figure directly with a net part-month bank transfer. Preserve the employer's explanation alongside the original payslip so a later reviewer can reproduce the arithmetic. If the employer refuses to explain, keep the records and note the date and channel of your request.

Ask for a correction with a clear comparison

Write to HR stating the contractual wage, the payroll period, the amount paid and the specific item you dispute. Ask for the basis of the calculation and a proposed correction date. If the issue remains unresolved, seek local advice with your records, including the applicable minimum wage at the relevant time. This note does not determine how every allowance is treated, nor does it promise an automatic multiple of the unpaid difference.

A hypothetical illustration

Hypothetical arithmetic: if the applicable benchmark has been verified as 80% of a gross contractual monthly wage of 10,000 yuan, that benchmark is 8,000 yuan. A quoted gross full-month probation rate of 6,000 is 2,000 below that benchmark. This is not a calculation of a partial-month bank deposit. Ask which benchmark legally applies, whether the local minimum changes the comparison and how the actual period is prorated. The illustration does not select the legal benchmark for your case.

Next steps if unresolved

If the employer does not correct the amount, gather the contract, payslips, attendance records and any written explanation. Bring these to a local labour dispute consultation service or a lawyer who handles employment matters. Explain the specific period and the benchmark you believe applies. Ask whether the employer's calculation method is lawful and what documents you need to file a formal complaint. Do not rely on verbal promises; obtain a written response if possible.

Need to take the next step?

More from this country