Payroll Management Services

End-to-end salary processing: attendance and leave computation, gross-to-net salary calculation, PF/ESI/professional tax deductions, TDS on salary, payslip generation, statutory return filing, and annual Form 16 issuance.

PF registration and contribution is mandatory under the EPF Act, 1952 once you have 20 or more employees. Below that, PF is optional but can be voluntarily opted into. Once registered, PF stays mandatory even if headcount later drops below 20.

ESI is mandatory for employees earning up to ₹21,000 per month, in establishments with 10 or more employees (20 in some states). It provides medical and cash benefits funded jointly by employer and employee contributions.

Employers estimate each employee's annual taxable income (after declared exemptions and deductions) and deduct TDS monthly as per applicable slab rates under the old or new tax regime, whichever the employee opts for. Form 16 is issued annually summarising the full year's TDS.

12% of basic salary + dearness allowance from the employee, matched by 12% from the employer (of which 8.33% goes to the Employee Pension Scheme, subject to a wage ceiling of ₹15,000/month for the employer's contribution).

No. Professional Tax is a state-level levy and rates, slabs, and applicability vary by state - for example Karnataka, Maharashtra, and West Bengal levy it, while several other states do not. We apply the correct rate based on where your employees are based.

Late PF filing attracts interest at 12% per annum plus a penalty under the EPF Act; late ESI filing attracts interest and penalty under the ESI Act. Both are avoidable with correctly scheduled monthly compliance, which we handle before every due date.

By 15 June following the end of the financial year for all employees from whom TDS was deducted. It's a legal requirement, not optional, and employees need it to file their own income tax returns.

Yes. Multi-state payroll needs state-specific Professional Tax, labour welfare fund, and shops & establishment compliance handled correctly for each location - included in our Enterprise plan.

Bonuses and salary arrears are added to the employee's taxable income in the year received and taxed at applicable slab rates, though relief under Section 89(1) may reduce the tax impact of arrears relating to earlier years - we account for this during computation.

Without proof, the employer cannot allow the claimed deduction and must deduct TDS as if the exemption wasn't claimed, which the employee later reclaims via their own ITR. We send proactive reminders to employees before the proof-submission deadline to avoid this.

Reimbursements against actual bills for business expenses are generally not taxable. Without proper bills, they're treated as taxable perquisites or added to salary, attracting TDS - a frequent oversight we specifically check for.