Payroll and salary-structure review for employers adapting to India's Labour Code framework. Wage-structure review, CTC modelling, payroll implementation and compliance support, scoped to your employee count, states and payroll software.
Wage-structure review · CTC modelling · Payroll implementation · Compliance support
Scope-based professional assistance. Statutory contributions, taxes, legal opinions and government fees are separate unless expressly included in the engagement.
India's four Labour Codes were brought into effect from 21 November 2025. For employers, the new framework affects how wages, social-security contributions and other employment-related calculations may interact with payroll.
A Labour Code payroll review focuses on translating the applicable statutory framework into a practical payroll structure. This can include reviewing salary components, identifying affected statutory calculations, modelling employee impact and updating payroll-system rules.
It is not a replacement for a formal legal opinion where the employer requires a definitive interpretation of a disputed or complex labour-law issue.
The Labour Code framework consolidates and replaces a number of earlier central labour laws:
The practical payroll impact is primarily connected with the Code on Wages and the social-security framework, while other Codes can affect employment policies and compliance processes.
State rules, notifications and sector-specific requirements remain important when implementing the framework.
A common payroll discussion is that the Labour Codes require basic salary to be exactly 50% of CTC. That is not the correct way to describe the statutory wage-definition framework.
The Code on Wages defines “wages” using specified remuneration components and provides for treatment of certain allowances when the excluded components exceed the prescribed proportion of remuneration. The calculation therefore depends on the statutory definition and the employee's remuneration structure.
A payroll review should model the actual wage components instead of applying a blanket “basic = 50% of CTC” formula to every employee.
A wage-definition review can affect the base used for certain statutory calculations. Depending on the employee's structure and applicable provisions, this can have implications for PF, gratuity, bonus and other wage-linked calculations.
The financial effect is not identical for every employee or employer. A proper review should compare the current structure with the applicable statutory treatment and document assumptions rather than promising a fixed percentage increase or reduction.
Depending on scope, a Labour Code payroll engagement can cover:
The exact scope should be defined before work begins. A complex legal interpretation can require separate specialist counsel.
A useful review compares at least two scenarios:
| Current structure | Proposed structure |
|---|---|
| Existing CTC | Revised components |
| Existing salary components | Statutory wage base under the applicable framework |
| Current statutory contribution base | Revised employer/employee contributions where applicable |
| Employee take-home | Revised take-home |
| Employer cost | Revised total employer cost |
| — | One-time implementation considerations |
The result should show assumptions and employee-level or representative calculations where appropriate. It does not promise that the proposed structure will always reduce employer cost or increase employee take-home.
Labour Code payroll should not be reduced to PF alone.
Depending on the employee and applicable law, wage-definition changes can affect multiple wage-linked calculations. PF and ESI each have their own coverage and contribution rules, while gratuity has its own statutory framework. Monthly contributions continue to be handled through EPF filing and ESIC filing.
The employer should therefore review the complete payroll impact rather than changing only the “basic salary” field in the payroll system.
Employers operating across multiple states should consider state-specific rules, notifications and establishment requirements when implementing payroll changes.
A single national salary template may not be sufficient for every employee if Professional Tax, Labour Welfare Fund, minimum-wage requirements, leave rules or other state-specific obligations differ.
CorporateWalla can map payroll structures across locations where included in the engagement. Not every state has identical implementation requirements.
Pricing is scope-based rather than a universal fee, because Labour Code implementation can range from a limited salary-structure review to a multi-entity payroll transformation.
Multi-state and multi-entity reviews are quoted on a custom basis. For ongoing monthly payroll, see Payroll Management; for Zoho-based payroll setup, see Zoho Payroll Setup.
There is no fixed government fee for this consulting service. Government statutory dues are separate from professional fees.
Unless expressly engaged, Labour Code payroll does not include:
These can be separately scoped with the appropriate specialist.
Share your employee count, salary structure, states, payroll software and current PF/ESI setup. CorporateWalla can scope the wage analysis, CTC modelling and implementation work required.
Sensitive employee information should be shared only through the agreed secure workflow. This page is general information on payroll implementation under the Labour Code framework; central and state rules and notifications should be checked for the specific employer, and it is not a substitute for a formal legal opinion.
Pick the speed and depth that matches your need. Same quality, same CA team — only the timeline changes.
Timeline: Fee based on employee count and complexity
Timeline: Quoted on employee population and scenarios
Timeline: Quoted on software and implementation scope
Government fee — paid by you at actuals
There is no government fee for this consulting service. Statutory dues such as PF, ESI and other contributions are paid to the respective authorities and are separate from professional fees.
Every price above is a professional fee, excluding GST and government charges. 50% on delivery.
Labour Code payroll work is priced on scope rather than a universal fee, because engagements range from a limited salary-structure review to a multi-entity payroll transformation. Statutory contributions, taxes, legal opinions and government fees are separate unless expressly included in the engagement.
Review current salary structures, employee categories and payroll configuration.
Identify the applicable Labour Code provisions and state-level considerations.
Map current components to the applicable wage definition.
Calculate potential PF/ESI/gratuity/bonus and employee take-home effects where applicable.
Present material changes, assumptions and implementation options.
Translate the approved structure into the payroll system where implementation is included.
Compare test payroll outputs against the agreed calculations.
Implement the approved structure after employer sign-off.
Review the first relevant payroll cycles for configuration/data exceptions.
Tell us your requirement, a CA will call you in 30 minutes.
Current salary components are mapped to the statutory wage definition instead of applying a blanket "basic = 50% of CTC" formula.
Current and proposed structures are compared, with assumptions and employee-level or representative calculations shown.
The approved structure is configured in the payroll system and checked through parallel validation before go-live, where implementation is included.
The review covers the complete wage-linked payroll impact, including PF, ESI, gratuity and bonus, not just the basic salary field.
From ₹4,999 • Monthly
View details →
From ₹7,999 • Monthly payroll
View details →
From ₹1,499 • 7–15 days (indicative)
View details →
From ₹999 • Monthly; same day after complete data
View details →
From ₹999 • Monthly; same day after complete data
View details →
From ₹999 • 7–15 days
View details →
From ₹4,999 • Monthly
View details →
From ₹7,999 • 7–15 days
View details →
