Structured payroll
Where salary structuring creates statutory risk
In technology and professional services, pay is usually split into a basic component, allowances, and variable pay. How that split is set has direct statutory consequences: it determines PF wages, whether an employee falls under the ESI wage ceiling, and what gratuity and leave encashment are computed on.
A structure that was designed to look competitive on a CTC sheet can quietly push an employee outside ESI coverage or understate PF wages. Because these figures flow straight into monthly filings, a structuring decision made once can produce a discrepancy in every subsequent month.
We review salary structures against the statutory definitions before they are applied, rather than discovering the effect in the contribution data afterwards.
- PF wage and ESI wage assessment per structure
- ESI ceiling eligibility checks when pay is revised
- Treatment of allowances, variable pay and reimbursements
- Gratuity and leave liability implications of the split
- Consistency between the offer letter and payroll records
- Reviewing structures inherited from a previous HR team
Contract delivery
Establishments delivering under government contracts
Organisations delivering services under government or institutional contracts often face compliance conditions written into the contract itself, on top of the statutory obligations. Those conditions are typically audited by the client, not only by the labour department.
Meeting them means being able to evidence contributions, wage payments and statutory registers on demand, for a defined period, in an organised form. Where that evidence has to be reconstructed retrospectively, it is considerably more expensive than maintaining it as you go.
Working with capital-district employers
We serve establishments across Thiruvananthapuram district, including the Technopark and Kazhakkoottam belt, the city centre, and the surrounding industrial and institutional areas. Work is handled through documents exchanged electronically, with on-site attendance where an inspection or a physical record review requires it.
Our head office is in Kottayam. Where an organisation runs operations in both the capital district and elsewhere in Kerala, we manage each establishment in its own jurisdiction and reconcile the employee data across them.
Frequently asked questions
Our ESI eligibility keeps changing as salaries are revised. How is that handled?
Eligibility is tested against the currently notified monthly wage ceiling for each employee, and it has to be re-tested whenever pay changes. We check this during the monthly cycle rather than annually, because an employee who moves above or below the ceiling changes what you should be filing that same month.
Can you review a salary structure before we issue offer letters?
Yes. Reviewing a proposed structure is considerably cheaper than correcting one that has already been applied across a team and filed for several months.
Do you support organisations with government contract compliance conditions?
Yes. We help maintain the records and filings that such contracts typically require you to evidence, so that an audit can be answered from the file.
We have employees in Thiruvananthapuram and Kochi. Do you handle both?
Yes. Each establishment is registered and filed in its own jurisdiction, and we reconcile the employee population across locations so the same individual is not treated inconsistently.
Is your service available outside Kerala if we expand?
Our current focus is Kerala, where we can confirm the applicable state rules with confidence. For expansion outside the state we would tell you plainly what we can and cannot verify rather than filing on assumptions.