When building a salary scale, the enterprise's salary table must be based on the current regional minimum wage to stipulate the salary level for each title, job, and job group so that it is consistent with the principles prescribed by law. . Specifically: - The lowest salary for the simplest job or title in normal working conditions must not be lower than the regional minimum wage; - The lowest salary for jobs and titles that require trained or apprenticed workers (including those taught by enterprises themselves) must be at least 7% higher than the regional minimum wage; - Compared with the salary of jobs or titles of equivalent complexity, working under normal working conditions, the salary of jobs or titles with heavy, hazardous or dangerous working conditions must be at least 5% higher; jobs and titles with particularly heavy, hazardous or dangerous working conditions must be at least 7% higher. An increase in the regional minimum wage does not mean that businesses have to redo the salary scale. The adjustment or not depends on the current salary scale of the enterprise: There are 2 cases as follows: Case 01: The lowest salary of the simplest job in the scale, the current salary of the enterprise is equal to or higher than the regional minimum wage. In this case, the enterprise is not required to adjust the salary scale and salary table because this salary has met the condition that it is not lower than the regional minimum wage. Case 02: The lowest salary of the simplest job in the ladder, the current salary of the enterprise is lower than the regional minimum wage. Accordingly, when there is a change in the regional minimum wage and the minimum wage in the salary scale is lower than the current regional minimum wage, enterprises must also rebuild the salary scale to match the minimum wage. region minimization.