Statutory Compliance
A comprehensive solution for your payroll and compliance needs
STATUTORY COMPLIANCE
We @ PAYOF ensure full compliance with all relevant statutory policies in your area. We also assure accurate statutory payments and documentation filing to avoid penal charges. Our software helps us generate statutory documents for easy and fast online submission. Thus helping us in finishing of the task within the last date specified for each statutory.
service we offer:
Minimum wages Act, 1948 & Payment of wages Act, 1936 and filing returns
The salary structure is defined in accordance with the prevailing Minimum Wages Act of the state and the employees’ designation.
Registration and Payment of LWF, PT & TDS
LWF, PT & TDS are part of the statutory deductions to done while calculating salaries and the same should be remitted with the corresponding bodies on time failing which will lead to penal charges. LWF is State specific. PT & TDS slabs change annually and should be incorporated from the time to time.
PF & ESIC Registration, compliance & payments
An establishment comes under the purview of EPFO & ESIC when it crosses a strength of 20 & 10 employees respectively. Also, the wage ceiling for EPFO is Rs. 15,000 and for ESIC it is Rs. 21,000 of Gross Salary (excl OT). Which means, under the EPFO Act, an employer can cap the employees’ monthly Basic salary amount to Rs. 15,000. However, in the case of ESIC, the employee will not be entitled for any kind of benefits if is monthly Gross salary is more than Rs. 21,000. In contrary to this, any establishment can take a EPFO registration and voluntarily give PF benefits to his employees upon mutually agreeing between the employee and the employer. The last date for filing both these challans are the 15th of the every month.
Payments under the Gratuity Act 1972
The Payment of Gratuity Act of 1972 applies to the establishments and entities that have employed 10 or more individuals as employees. However, it is essential that an employee completes a minimum of 5 years in the relevant organization in order to claim the gratuity amount. Gratuity is a type of payment made by the employer to an employee for long services rendered by him. It may be received by an employee on his retirement or on his becoming incapacitated prior to such retirement or on termination of his employment. Gratuity received by Central and State Government Employees are fully exempt from Income Tax. Gratuity received by private sector employees are exempt from Income Tax for upto Rs.20 lakhs.
Child Labour (Prohibition and Regulation) Act of 1986
Child Labour (Prohibition and Regulation) Act, 1986 aims to eradicate any kind of child abuse in the form of employment and prohibit the engagement of children in any kind of hazardous employment, who have not completed 14 years of age.
Payment under the Bonus Act 1965 & filing returns
Any factory registered under the Factories Act or an establishment employing 20 or more than 20 on any day during the year is eligible to pay bonus to their employees at a rate of 8.33%. Maximum limit is Rs. 7,500.
Compliance under PoSH Act and filing returns
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. The PoSH Act, as a mandatary compliance, requires every company having more than ten employees to constitute an Internal Complaints Committee (ICC) in the prescribed manner to receive and address the complaints of any sort of sexual harassment from women in a time-bound and extremely confidential manner. The person who can file a complaint has to be a woman, the POSH Act is not gender-neutral.