HR ऑडिट

An HR audit is a structured review of an organisation's HR policies, payroll compliance (PF, ESIC, gratuity, minimum wages), employment contracts, and statutory registers, checked against applicable law and practice, resulting in a risk-ranked findings report and remediation plan.

No, an HR audit itself is not a mandatory government filing or certification. It is a voluntary, professional diagnostic exercise. The underlying obligations it checks - PF, ESIC, gratuity, minimum wages, statutory registers - are legally required independently of whether you get an audit done.

Typically four areas: HR policies (leave, POSH, code of conduct), payroll statutory compliance (PF, ESIC, gratuity, minimum wages, professional tax where applicable), employment contracts and offer letters, and statutory registers required to be maintained under labour laws.

Our pricing starts from ₹9,999 for a small single-location team and goes up to ₹29,999 for larger, multi-location organisations, depending on headcount and complexity.

Typically 10-15 business days from when we receive complete HR, payroll, and contract data, though larger multi-location organisations can take longer.

Many statutory obligations (like PF and ESIC) only kick in once you cross specific employee-count thresholds, but even smaller businesses benefit from checking whether they've correctly identified which obligations apply to them and whether basic documentation (contracts, leave policy) is in order.

We check whether your organisation has correctly identified PF/ESIC applicability based on employee count and wage levels, whether contributions are being calculated and deposited correctly and on time, and whether employee records match what's reported to the respective authorities.

Statutory registers are records that labour laws require certain employers to maintain - covering things like attendance, wages, overtime, and leave. Missing or poorly maintained registers are commonly flagged during labour inspections, and an HR audit checks whether yours are in order.

Yes. We review a sample of employment contracts and offer letters across levels to check for required clauses, consistency, and whether terms reflect your actual current policies rather than an outdated template.

Yes, HR and payroll compliance is a standard part of due diligence in most funding rounds and acquisitions. An HR audit done proactively lets you fix gaps before an investor's diligence team finds them.

We review contract and gig worker arrangements as part of the audit where relevant, including how they are classified and documented, since misclassification carries its own compliance risk.

The audit itself is diagnostic - it identifies and ranks gaps. We can follow through on remediation (policy drafting, register setup, payroll correction support) as a follow-on engagement, and the report clearly separates what needs fixing from what we can help fix directly.

A payroll compliance check (PF, ESIC, gratuity, minimum wages) is one component of a full HR audit. An HR audit is broader - it also covers HR policies, employment contracts, and statutory register maintenance, not just payroll statutory deductions.

Yes. For organisations with employees across multiple states, we map compliance requirements state-by-state, since rules like minimum wages, professional tax, and shops & establishment registration vary by location.

We walk you through the findings on a call, explain the risk ranking, and hand over a concrete remediation plan. You can act on it internally or engage us for follow-on support on specific items.