India’s four Labour Codes came into force on 21 November 2025. Wages — Basic plus DA plus retaining allowance — must now be at least 50 per cent of total remuneration. Almost every Indian payroll was built the other way round, and almost every employer running one is now non-compliant.
Pick the speed and depth that matches your need. Same quality, same CA team — only the timeline changes.
Timeline: Monthly, up to 20 employees
Timeline: Monthly, up to 100 employees
Timeline: Monthly, unlimited
सरकारी शुल्क — आपके द्वारा वास्तविक राशि पर देय
PF, ESI, professional tax and TDS on salary are statutory dues paid to the respective authorities at actuals and are not part of our fee. The Zoho Payroll subscription is paid to Zoho directly. Detailed rules under the four Codes are notified state by state and not every state has finished, so we check the position for your states before implementation rather than assuming a national one.
ऊपर दी गई सभी कीमतें व्यावसायिक शुल्क हैं — GST और सरकारी शुल्क अतिरिक्त। 50% डिलीवरी पर।
All fees and charges listed are indicative only and do not constitute a binding offer. Final amounts may vary depending on the volume of work and the complexity involved.
Your current structure tested against the 50 per cent wage rule, with the increase in PF and gratuity quantified per employee and in total.
A compliant structure designed to manage the take-home impact, plus the transitional gratuity computation for staff in service before 21 November 2025.
Salary components mapped to the new wage definition in Zoho Payroll, with PF, ESI, professional tax and TDS set up against them.
Payroll processed, payslips issued, PF and ESI challans paid, professional tax filed, TDS under Section 192 deducted and Form 24Q filed quarterly.
अपनी आवश्यकता बताएँ, 30 मिनट में CA कॉल करेगा।
Wages must be at least half of total remuneration and any excess allowance is added back into the wage base. We model what that costs you before you commit to a structure.
The rates have not changed. The wage base they apply to has expanded, which is why liabilities rise per employee even where nobody got a raise.
On the same CTC, employee take-home usually falls because more of it goes into PF. Explaining that to your team causes less trouble than a payslip that does it for you.
Under the Social Security Code, fixed-term employees qualify pro rata after one year rather than five. If you use fixed-term contracts your provisioning changes materially.
Full and final settlement must complete within two days of exit. Manual F&F processes do not meet it, which makes this the hardest operational item in the whole reform.
Mandatory across all industries rather than only in scheduled employments. If your team does not have them, that is a gap with a template-shaped fix.
