近日，一名网友发帖称，公司从7月开始实行“上四休三”，但扣基本工资，一天大概200元。该网友表示，自己之前到手5800元左右，现在估计只剩5000元。
A four-day workweek with three days off has sparked debate in China after some companies linked the arrangement to pay cuts.
据工人日报报道，记者在某社交平台上搜索发现，不少实行“上四休三”工作制的企业，都将其与“降薪”挂钩。
One employee said their company began the schedule in July, cutting their monthly take-home pay from about 5,800 yuan to an estimated 5,000 yuan. The Workers' Daily reported that several companies had similarly linked the arrangement to lower pay.
此事引发网友热议，不少网友认为，相比于传统的每周5天工作制，“上四休三”能够大幅提高幸福感，愿意降薪换取“上四休三”。
也有网友认为薪资待遇更为重要。
还有网友担忧，即便推行上四休三，倘若工作量不做调整，制度也难以真正落地。
Some people said they would accept lower pay for more time off, while others prioritized income. Some also questioned whether their workloads would be reduced accordingly.
“上四休三”但要降工资，合法吗？
北京策略律师事务所执业律师张烨阳表示，如果企业单方变更，需要告知员工，且员工有权拒绝企业的安排，并要求按照原来的约定继续履行劳动合同。
Zhang Yeyang, a lawyer at a Beijing-based law firm, said employees can reject unilateral changes to their employment terms and ask employers to continue following the original labor contract.
对于部分企业提出“不降薪但减少福利”或“以福利替代部分薪酬”的做法，张烨阳指出，劳动法规定工资只能以法定货币形式发放，不能用实物或者其他形式代替。“工资是用人单位依法必须支付的劳动报酬，具有强制支付属性；而福利是用人单位基于法律规定、集体约定或者自主福利政策给予劳动者的保障或待遇，不属于劳动报酬本身。但与劳动者达成一致约定之后，企业同样不能单方面取消。”
武汉大学法学院副教授班小辉认为，从劳动法价值取向看，“上四休三”有利于保障劳动者休息权、促进工作与生活平衡，符合劳动法倡导的体面劳动和职业健康的发展方向。
班小辉表示，是否适用“上四休三”，应综合考虑企业的生产组织方式、岗位特点、人力资源配置和经营承受能力。只要能够通过科学排班、增加班组、优化流程等方式保障正常运营，不同行业都有探索“上四休三”的可能。
Ban Xiaohui, an associate professor at Wuhan University's School of Law, said the arrangement could help protect employees' right to rest and improve work-life balance, provided companies can maintain normal operations through better scheduling and staffing.
“上四休三”但要降工资，你愿意吗？
来源：中国青年报 工人日报
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