[ Payroll that survives a statutory audit ]
Attendance, leave, payroll, statutory compliance and employee self-service. Indian payroll is where these systems are won or lost — PF, ESI, professional tax and TDS all have to be right the first time.
Attendance, leave, payroll, statutory compliance and employee self-service. Indian payroll is where these systems are won or lost — PF, ESI, professional tax and TDS all have to be right the first time.
Tell us how many states you employ inPF, ESI, professional tax by state, labour welfare fund, TDS and gratuity — with the return formats each department actually accepts.
Biometric devices, mobile punch with geofencing, and manual regularisation with an approval trail. Most disputes start here.
Every component traceable from attendance and structure to the payslip line. "The system calculated it" is not an answer during an audit.
Payslips, tax declarations, leave balance, reimbursements and Form 16 available to employees, which removes most of what HR spends its week answering.
Biometric and mobile attendance with shifts, overtime, geofencing, leave accrual and approvals — the source data payroll depends on.
Salary structures, arrears, LOP, PF, ESI, professional tax, TDS and Form 16, with a parallel run before you rely on it.
Payslips, tax declarations, leave, reimbursement claims and documents on mobile, which is where most of HR's inbox goes away.
Leave types and accrual, shift patterns, overtime rules, salary structures and reimbursement categories, taken from your policy document and your actual practice.
Biometric devices, mobile punch with geofence, or both, with regularisation and approval so exceptions have a recorded path.
Structures, components, arrears, LOP, statutory deductions and TDS, run against a parallel month of your existing payroll to prove it matches.
PF ECR, ESI, professional tax by state, TDS returns and Form 16 in the formats each portal accepts rather than approximations.
Employee and manager portals for leave, attendance, payslips, declarations and reimbursements, with approvals on mobile.
Bank transfer files, register reports, headcount and cost analysis, and an audit trail for every change to a salary or an attendance record.
HRMS products are usually sold on the modules and judged on the payroll. If PF is calculated wrongly, if professional tax uses the wrong state slab, or if the ECR file is rejected by the portal, nothing else about the system matters that month.
So we treat Indian statutory handling as the core rather than a feature, and we insist on a parallel run: one full month calculated in the new system alongside your existing process, reconciled line by line. Going live on a payroll that has not been proved against a known-good month is not worth the risk.
One month calculated both ways and reconciled to the rupee. Nothing else gives the same confidence, and it always finds something.
Biometric, geofence and regularisation with an approval trail. If an employee can question the input, they will question the payslip.
From attendance and structure to the line on the payslip. An auditor asks how a number was reached, and the system must answer.
Geofenced mobile punch and work-from-home marking are now standard requirements rather than exceptions, which changed how attendance policy is modelled.
Changes to wage definitions affect PF and gratuity calculation. Systems built with configurable wage components will absorb that; hard-coded ones will not.
Payslips and declarations by email are no longer acceptable. Self-service removes most of HR's repetitive workload, which is the clearest return in the whole system.
Yes, including professional tax slabs by state, which is where multi-state employers most often get caught. Returns are generated in the formats the portals accept — PF ECR, ESI contributions, PT challans, TDS returns and Form 16 — and we validate them against a live filing during implementation.
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