What does the Compliance Calendar track?
The calendar is a task tracker for statutory dues. It covers EPF, ESI, GSTR-1, GSTR-3B, and International Workers Return Filing. Each task carries its effective period, its state, its due date, and a status, so an Overdue item announces itself instead of hiding in someone's memory.
Filters run by action, status, state, and date, with search on top. A company operating across two or three states sees each state's dues demarcated rather than blended into one undifferentiated list.
Compliance that fits your company, not a generic checklist
Configuration toggles which compliances apply to you and how they recur. A 12 person services firm and an 80 person manufacturer do not carry the same obligations, and the calendar should reflect that. Add New Compliance covers obligations beyond the built in set, so state specific or industry specific items live in the same tracker.
One honest note the product itself carries: the calendar is for guidance. Verify positions with your CA or legal advisor. Offrd tracks due dates and status. It does not file returns for you, and no software claim should blur that line.
The statutory ground is shifting under the Labour Codes
The Code on Wages and the wider Labour Codes took effect on 21 November 2025. Appointment letters are now mandatory under the Industrial Relations Code, and the 50% basic wage rule reshapes salary structures, which moves EPF and gratuity numbers. EPF interest stands at 8.25%. A tracker with state and due date fields earns its keep in exactly this kind of period, when obligations move and memory does not. Background reading sits in the HR statutory compliance guide and the ESI and PF compliance page.
HR policies drafted in minutes, not commissioned
The HR Policy Generator is a questionnaire driven wizard with a curated library: POSH, Health and Safety, Anti Bribery, Social Media, IP, and a master HR policy with modular sub policies for Leave, Maternity, Gratuity, and Remote Work. A new founder can have a POSH policy before the first hire, without a consultant's invoice.
Where compliance touches the rest of the lifecycle
Compliance is not a silo. The statutory rules the calendar tracks are the same ones computed inside payroll, and the policies you draft govern the people in your employee database. Keeping them in one platform means one version of the truth. Pricing stays the same across it all: ₹99 per document, or ₹50 per active employee per month.
Who this stage is built for
Growing companies and startups carry the same statutory obligations as large companies, with none of the compliance headcount. The 40 person manufacturer answers to EPF, ESI, and state rules exactly as a 4,000 person one does. In practice the obligations live in the head of one finance person or an external CA, and a missed date is discovered when the penalty notice arrives. This stage exists for that company: the obligations tracked in one visible place, with status doing the remembering.
Policies are compliance too
A POSH policy is not optional decoration, and neither is clarity on leave, maternity, or gratuity terms. Yet most growing companies and startups either run without written policies or pay a consultant for a boilerplate document nobody reads. A questionnaire built policy is different in kind: it reflects the answers you actually gave, so the leave policy describes your leave, not a template's. And when the Labour Codes moved the ground in November 2025, having policies in a generator rather than a PDF from 2019 made the update tractable.
The stages on either side
Compliance runs alongside the whole lifecycle rather than after any one stage. It leans most on the numbers from pay employees and the daily records from manage employees. When an employee leaves, the statutory thread continues through gratuity and settlement at employee exit.
Pricing
₹99 per document on pay per use, or ₹50 per active employee per month on subscription. 50 free credits on signup. Full plans at pricing.