HRMS, payroll, and workforce apps — built for Indian compliance.

What we deliver

• Salary structure re-engineering under the 50% rule. Section 2(y) of the Code on Wages defines wages as basic pay, dearness allowance and retaining allowance, and caps excluded allowances at 50% of total remuneration. Every salary template, CTC calculator, offer-letter generator, arrears computation and historic payslip regeneration path rebuilt against the new definition. Legal commentary places the aggregate statutory cost increase at 5% to 15% for most employers, concentrated in IT services, BPO, retail and hospitality.
• Statutory rate coverage — EPF (employee 12% of wages, wage ceiling ₹15,000/month), EPF employer (12%, split 3.67% EPF and 8.33% EPS, plus 0.50% EDLI and 0.50% admin), ESI (employee 0.75% / employer 3.25% of gross, gross up to ₹21,000/month), TDS (slab-based, Form 24Q quarterly, Form 16 annually), Professional Tax (state-specific matrix), Labour Welfare Fund (state-specific). The rates did not move under the Codes; the base they apply to did.
• Filing and document generation — Form 16 with digital signature, Form 24Q, TDS challan recording, PF ECR, ESI monthly return, Professional Tax filings, LWF filings, compliance calendar with escalation rules.
• Labour Codes obligations — appointment letters generated and versioned per worker, gratuity accrual from year one for fixed-term employees, aggregator contributions for gig and platform workers (1% to 2% of turnover capped at 5% of amounts paid), single-registration / single-licence / single-return workflows, salary release by the 7th for IT and ITES workers as a hard cut-off.
• Parallel-run engineering — two to three payroll cycles running the old and new systems side by side, reconciled to the rupee before cutover. The step teams skip and the step that catches wage-definition errors before an employee’s take-home pay is wrong.
• In-hand pay communication tooling — when basic rises to meet the definition, employee EPF at 12% of basic rises with it and monthly in-hand pay falls for anyone previously on a 30% basic structure. Total compensation is unchanged and retirement corpus grows faster, but employees notice the smaller number first. We build the before-and-after payslip breakdown and PF-gain projection views that convert a compliance change into a communicated change.