A working guide to basic, HRA, allowances and statutory contributions, with a CTC example you can lift straight into a draft offer letter.
Indian salary structures look simple on the surface and behave less simply once PF, gratuity and the new wage code rules come into play. The list below is what most HR teams settle on for an SME or growth-stage company. Numbers and conventions are kept current to the position as of early 2026.
When hiring and retaining employees, private companies in India balance compliance with tax and labour law against presenting an attractive package. Most structures combine fixed pay, statutory components and a small variable element.
Basic salary is the foundation of compensation. In most private companies it sits at 40 to 50 percent of total CTC. Basic pay is fully taxable and forms the base for PF, gratuity and bonus calculations.
HRA is one of the most common allowances for employees in rented accommodation. Employers typically set it at:
Employees can claim HRA exemption. The exempt amount is the lowest of:
DA offsets inflation. It is standard in public sector and government jobs and rare in private sector structures. When included, it is usually a small percentage of basic salary.
Private companies use allowances to balance the structure. Common entries include:
Many companies include a performance-linked element, usually 5 to 30 percent of CTC. It is not guaranteed and depends on company and individual performance. Typically paid quarterly or annually.
Beyond the core components, structures must comply with mandatory statutory rules:
The 50 percent wage rule. Under the Code on Wages 2019, wages for statutory purposes must be at least 50 percent of total CTC. If allowances exceed 50 percent of CTC, the excess gets pulled back into the wage base for PF, gratuity and other statutory calculations.
One way a typical private sector employee on ₹7 lakh annual CTC might see their package broken down. Numbers are illustrative.
| Component | Approx. share of CTC | Notes |
|---|---|---|
| Basic Salary | 40 to 50% | Taxable, base for PF and gratuity |
| HRA | 40 to 50% of Basic | Partly tax-exempt under Section 10(13A) |
| Special Allowance | Balance of CTC | Fully taxable |
| Other Allowances | Nominal | LTA, education allowance and similar |
| Variable Pay / Bonus | 5 to 30% | Performance-linked, not guaranteed |
| Employer PF Contribution | 12% of Basic | Statutory, part of CTC |
| Gratuity / ESI | As applicable | Statutory benefits |
The exact split varies by company policy and the city the employee is based in. Numbers above are typical ranges, not statutory requirements except where flagged.
Basic typically lands at 40 to 50 percent of CTC. Several statutory items, PF and gratuity in particular, are calculated off basic. A lower basic reduces immediate deductions but also reduces PF accumulation and gratuity entitlement over time.
Exemption under Section 10(13A) is the lowest of three values: actual HRA received, rent paid minus 10 percent of basic, or 50 percent of basic for metro cities and 40 percent for non-metro.
CTC is the total annual cost to the company, including direct pay and statutory employer contributions like PF. In-hand is what the employee actually receives each month after employee PF, professional tax and TDS. The gap is usually 20 to 35 percent depending on structure.
It is not legally mandatory but is standard. Companies in higher-rent cities tend to weight HRA more heavily. Skipping it is allowed but makes the structure less tax-efficient for the employee.
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Calculators and statutory references that pair with this guide.