Security wear overalls have to pay daily

Mr. Li, who is 62 years old, started working as a security guard at Luqiao Century Mansion in mid-December last year through a local villager’s introduction. He mentioned that no formal contract was signed, and only a copy of his ID was taken. He was told that his monthly salary would be 2,500 yuan, but after deductions, he received only 2,270 yuan.

“After a month of working, I found out that I had to pay for my own clothing every month,” Mr. Li said. He explained that 200 yuan was taken from his salary for living expenses, and an additional 30 yuan was deducted for daily clothing costs—1 yuan per day. This raised questions for him, as he believed the total should have been 2,300 yuan instead of 2,270.

Mr. Li also expressed confusion about the requirement to return the uniforms upon resignation. “If I have to return them, why am I paying for them in the first place?” he asked. Though the amount was small, he wanted the company to clarify its policy.

The property management company, Xiangyu Property Management Co., Ltd., initially claimed that this was a company policy. However, when contacted by the reporter, a staff member named Mr. Liang confirmed that the company did charge 1 yuan per day for clothing. When asked why, he quickly ended the call. Later, another employee, Mr. Xu, denied the existence of such a policy, stating that the company does not collect clothing fees and that salaries are issued directly to employees on the 20th to 22nd of each month.

Eventually, Mr. Li confirmed that the issue was resolved. “Today, the director gave me my full salary without any deductions,” he said. Director Liang assured him that the company would no longer deduct money for clothing. Mr. Li attributed the confusion to a misunderstanding between departments.

According to Lawyer Lu Jun, employers are legally obligated to provide necessary work attire at no cost to employees. Under the Labor Law and Labor Contract Law, clothing used exclusively for work is considered part of the labor conditions, and employers must supply it free of charge. If they do not, it may constitute an illegal deduction or even a disguised deposit.

Moreover, if such deductions were made without prior notice or written agreement, it could be considered a breach of the labor contract. The law also prohibits employers from collecting deposits or requiring guarantees from workers under any name.