Services for clients across India. Applicable state, sector and professional requirements are assessed before an engagement.
Labour compliance is a lattice of registrations, registers, displays and returns — Shop Act to CLRA, minimum wages to maternity benefits — enforced by inspection and increasingly by client audits. The practical goal is a compliance calendar and register set that makes any inspector's checklist boring.
When this service is typically required
- Headcount growth has outrun the paperwork (registers, appointment letters, policies)
- A principal employer or enterprise client audits vendors' labour compliance
- The new labour codes' operational shift needs mapping — the employer guide
- An inspection notice or claim has landed
Indicative scope
- Applicability map: which enactments/codes bite at your headcount and sector
- Registrations: Shop Act, CLRA where applicable, state-specific items
- Registers, displays and appointment documentation brought current
- Returns calendar and filing support
- Inspection/audit responses with documentation
Key points at a glance
| Item | Position |
|---|---|
| Coverage | Thresholds vary by enactment — the map is entity-specific |
| Codes shift | Wage definitions and structures change under the codes — CTC math is affected |
| Evidence | Registers and displays are the inspection currency |
| Vendors | Client audits now enforce labour law harder than inspectors do |
Deliverables
The applicability map, registration certificates, compliant register set and formats, the returns calendar, and audit-response files as needed.
Information and documents generally required
Employee master with wages and roles, existing registrations, current letters/policies, and state/site list.
Engagement process
Client responsibilities, assumptions and reliance
Wage data accuracy and actually implementing policies are the employer's; where the codes force structure changes, decisions are management's on our workings.
Scope exclusions
Industrial disputes and labour-court representation (coordinated with labour counsel), and PF/ESIC cycles (their own engagement below).
Frequently asked questions
We're only 12 people. Does any of this apply?
Some of it already does (Shop Act, wage rules), and thresholds arrive faster than teams expect. The map costs little and ends the guessing.
What changes under the labour codes for us?
Mostly wage-definition arithmetic that reshapes PF/gratuity costs — the CTC impact study quantifies it on your actual payroll.
A client audit is next month. Realistic?
Usually yes — most gaps are documentary and close quickly once listed. The audit-response file is built to the client's checklist.
Are contract workers our problem?
Under CLRA principal-employer duties, often yes in part — the map covers your contractor chain, which is where audits look first.
The applicable scope, documentation, professional responsibilities and timelines are agreed in an engagement letter before commencement.
PF & ESICShop Act (Maharashtra)Labour Codes CTC StudyRequest a Scope DiscussionThis page describes the service in general terms as on 6 August 2026 and is not professional advice or an assurance of any outcome. Registrations, filings, refunds and departmental outcomes depend on facts and the concerned authority. Figures and due dates change; verify current positions before acting.
| Compliance | Due | Note |
|---|---|---|
| PF ECR + payment | 15th of next month | On code-compliant wage base |
| ESIC contribution | 15th of next month | 10+ employees (notified areas) |
| PT (Maharashtra PTRC) | Last day of month / annual per slab | PTEC annual payment by 30 June |
| TDS on salaries (24Q) | Quarterly | Regime declarations from employees |
| Appointment letters | Mandatory (all staff) | OSH Code requirement |
Dates as generally applicable on 15 July 2026; extensions/notifications can change them — confirm current dates before relying.