What should I do if the actual salary is different from the recruitment information salary?

Legal analysis: The salary is based on the actual agreement between the employer and the employee, not the recruitment information. The recruitment information published by the employer is equivalent to an advertisement. You can investigate the illegal responsibility of the employer for recruitment fraud, but it cannot be used as the basis for the employer to violate its promise. These are two legal issues. For labor, no matter how the recruitment information is written, it is necessary to confirm the actual salary with the employer in advance, rather than looking at the recruitment information.

legal basis: the monthly salary of economic compensation stipulated in Article 27 of the Labor Contract Law of the People's Republic of China shall be calculated according to the employee's due salary, including hourly wage or piece-rate wage and monetary income such as bonus, allowance and subsidy. If the average wage of workers in the 12 months before the termination of the labor contract is lower than the local minimum wage standard, it shall be calculated according to the local minimum wage standard. If the laborer has worked for less than 12 months, the average salary shall be calculated according to the actual working months.