HR & statutory compliance
HR and statutory compliance in India
EPF, ESI, TDS, Professional Tax, gratuity provisioning, labour registers and returns — tracked on a live compliance calendar and filed on time, with proof shared monthly.
What non-compliance
actually costs you
Indian statutory compliance is not a single annual event. It is a recurring monthly cycle of deposits and returns, each with its own due date, and the exposure it creates is cumulative rather than dramatic.
A missed deposit does not usually announce itself. It surfaces later — during an inspection, in a due-diligence review, or when an employee queries a Provident Fund balance that does not match their payslips. By then the shortfall has been compounding quietly for months across every affected employee, and the documentation needed to explain it was never created.
The second kind of exposure is structural rather than procedural. If salary structures are built on an outdated wage definition, every contribution computed on them has been computed on the wrong base — correctly filed, on time, and still wrong. That is the exposure the new Labour Codes created for employers who did not restructure.
We are deliberately not putting numbers against any of this. Penalties vary by statute, by state and by circumstance, and a figure quoted out of context is worse than no figure. What we will tell you is exactly which obligations apply to your team, and show you the proof that each one was met.
The compliance calendar
Every obligation sits on a live calendar with its statutory due date attached, and every employee’s work location determines which state rules apply to them. TDS on salaries is deposited by the 7th. The EPF ECR and ESI contributions are due by the 15th. GSTR-3B follows by the 20th. Professional Tax runs on each state’s own schedule.
Filing on time is the easy half. The half that matters to you is the proof: challans, acknowledgements and registers shared every cycle, so compliance is something you can verify rather than something you are assured of.
Registers, leave and the
benefits that get skipped
Long-term benefits are where informal arrangements fail audits, because they are the ones with no monthly deadline to force the issue.
Every employee is covered by a written Leave SOP aligned to the applicable state Shops & Establishments rules — earned, casual and sick leave, with clear carry-forward and encashment terms. Leave records are kept in proper registers, synced with payroll, and settled correctly in full-and-final at exit.
Gratuity is provisioned for every eligible employee from day one under the Payment of Gratuity Act rather than left as a hidden future liability, and it is funded through an approved Group Gratuity Fund structure with a regulated insurer. Funded and ring-fenced is materially different from a book entry: the money exists, and it exists somewhere other than our balance sheet.
Kept current as the
rules are notified
The four Labour Codes came into force on 21 November 2025, replacing 29 central laws, and the central and state rules under them are still being notified.
That means compliance is not a state you reach once. We track notifications as they are issued and update employment terms, salary structures and registers to match, so nothing in your arrangement quietly falls behind the law between reviews.
Pricing
Contact us
for pricing
Quoted as a per-employee compliance retainer under your own entity. Statutory compliance is included at no separate charge in every Employer of Record engagement.
Scope
What's included
EPF
Enrollment, monthly ECR and returns
Included
ESI
Contributions where gross is ₹21,000 or below
Included
TDS
Monthly deposit, quarterly 24Q, annual Form 16
Included
Professional Tax
State-wise deposit and return
Included
Gratuity
Provisioned from day one and funded via Group Gratuity Fund
Included
Leave SOP
Written policy aligned to state Shops & Establishments rules
Included
Monthly proof
Challans, acknowledgements and registers, every cycle
Included
Labour registers
Leave, attendance, wages and statutory registers
Included
Fit
Who it's for
Foreign companies employing in India through their own entity
Teams that have grown past what a spreadsheet and a local accountant can carry
Entities preparing for due diligence, an audit or an inspection
Employers who restructured for the Labour Codes and want the result checked
Are the employees properly covered under Indian law?
Yes — written contracts, Provident Fund, ESI where applicable, TDS on salaries, and all applicable labour-law protections.
Are you compliant with India's new Labour Codes?
Yes. India's four Labour Codes came into force on 21 November 2025, replacing 29 earlier laws. All our employment contracts and salary structures follow the new uniform wage definition (Basic + DA at ≥ 50% of pay), statutory contributions are computed on the new wage base, fixed-term gratuity eligibility is provisioned from year one, and we track central and state rule notifications as they are issued — so our clients never carry transition risk.
How are leave and time off handled?
Every employee is covered by a written Leave SOP aligned to applicable state Shops & Establishments rules — earned, casual and sick leave with clear carry-forward and encashment terms. Leave records are maintained in proper registers, synced with payroll, and settled correctly in full-and-final at exit. You can layer your own company holidays and leave policy on top.
What happens to gratuity and long-term benefits?
Gratuity under the Payment of Gratuity Act is provisioned for every eligible employee from day one — not left as a hidden future liability. We maintain an approved Group Gratuity Fund structure with a regulated insurer so these dues are funded and ring-fenced, and they're settled transparently when an employee exits or completes qualifying service.
Further reading
Related guides
Guide
India's new Labour Codes, explained for US employers
Learn more ➞
Guide
Gratuity in India: why funded beats book-entry (and what changed for fixed-term staff)
Learn more ➞