High temperature subsidy payment standard 202 1

The employer arranges workers to work in the open air in hot weather from June to August every year, and pays the allowance according to the standard of not less than 60 yuan per person per month; If effective measures cannot be taken to reduce the indoor temperature in the workplace to below 33℃ (excluding 33℃), it will be distributed according to the standard of not less than 45 yuan per person per month.

The specific payment standards and deadlines of high-temperature subsidies vary from province to province. The high temperature fees in other provinces and cities in China are roughly divided into two payment standards: monthly payment and daily payment.

Among the regions that issue monthly high temperature allowance, such as Zhejiang, Shanxi, Jiangxi and other provinces, the highest amount of allowance is in Shanxi and Jiangxi, with a monthly allowance of 225 yuan in 240 yuan and Zhejiang; The lowest is Shandong Province, per person per month 120 yuan.

Among the areas distributed by the day, the highest standard is Tianjin, 24 yuan every day, and the lowest is Guizhou, 8 yuan every day, which is 2 times different from Tianjin.

Most of the high temperature allowance payment standards are in the eastern region. On the contrary, some western provinces have low subsidies for high temperature.

Those who can receive the high temperature allowance must be employees working in high temperature, including construction workers, bus drivers without air conditioning, outdoor sanitation workers, etc. The high temperature allowance for outdoor workers shall not be less than 60 yuan per person per month; Personnel working in indoor workplaces above 33℃ (including 33℃) shall be no less than 45 yuan per person per month. High temperature allowance is not available to every worker. Workers who work in the open air in hot weather and cannot take effective measures to reduce the workplace temperature below 33℃ can get high temperature allowance.

The cost of heatstroke prevention and cooling cannot be replaced by mung bean soup and herbal tea.

The heatstroke prevention and cooling fee is not a welfare, but a part of the salary. It is illegal for your company to deliberately evade the policy of not issuing high-temperature allowance, or to replace high-temperature allowance with mung bean soup, herbal tea, popsicles and other items. According to the relevant regulations, the employer shall provide enough heatstroke prevention and cooling drinks and necessary medicines that meet the health standards for workers working in high temperature and high temperature weather. However, enterprises cannot use heatstroke prevention and cooling drinks such as beverages and mung beans as high-temperature subsidies. The high temperature subsidy should be paid in cash. Don't give money instead of providing heatstroke prevention and cooling drinks. Therefore, if an enterprise pays the heatstroke prevention and cooling expenses in cash or in kind, it should be incorporated into the personal taxable income and pay personal income tax according to law. As for the proportion of collection, it should be included in the calculation of total wages.

Legal basis:

Measures for the administration of heatstroke prevention and cooling measures

Article 16 Trade unions shall, on behalf of workers, hold equal consultations with the employing units on matters concerning labor protection in hot work and hot weather, and sign collective contracts or special collective contracts for labor protection in hot work and hot weather.

Seventeenth workers engaged in high temperature operation, enjoy post allowance according to law.

If the employing unit arranges laborers to engage in outdoor open-air operations in high-temperature weather above 35℃ and cannot take effective measures to reduce the workplace temperature below 33℃, it shall pay high-temperature allowance to the laborers and include it in the total wages. The standard of high temperature allowance shall be formulated by the provincial administrative department of human resources and social security in conjunction with relevant departments, and adjusted in time according to the social and economic development.