India's HR compliance obligations are not uniform across geography or sector. State rules, city-level registers, startup ecosystem norms, and industry-specific requirements each carry their own cadence. This directory organises Offrd's resources so you can navigate to what is germane to your specific context.
Registration under that state Shops and Establishments Act. A different leave entitlement and carry forward cap. Possibly professional tax where the home state had none, or none where the home state had it. Possibly a labour welfare fund contribution on a different cycle. Different minimum wage notifications.
Provident fund, employee state insurance, gratuity, bonus and income tax do not change, because those are central. Knowing which half of the list moves is most of the work.
Three to six months is the normal range in India, and the length comes from the appointment letter rather than from a central statute. What ends it is a confirmation letter. Where none is issued, the employee is usually treated as confirmed by conduct once the period has passed and they are still working.
Probation does not suspend anything statutory. Provident fund enrolment, continuous service for gratuity and maternity entitlement all run from the actual date of joining.
Take a salary where basic pay is a third of the total and the rest is allowances. Under the new definition, the allowances above half of total remuneration get added back into wages. Provident fund, gratuity and leave encashment then sit on a higher base than the payslip components suggest.
For a company in India the useful step is to look at the structure once, at company level, rather than to discover the effect employee by employee at settlement time.
Because the numbers live in different places. Attendance for the final month is in one file, the leave balance in another, the advance in an email, and the notice shortfall in someone head. Assembling that by hand takes a week, and the two working day rule does not allow for a week.
Companies in India that keep attendance and leave in the same system as payroll settle the same day, because the figures are already reconciled when the last day arrives.
Generally yes, under the Act of the state where it is located, and often per establishment rather than per company. The window after starting business is set by the state, and it is commonly around thirty days.
State-level HR obligations in India are rarely uniform. Shops and Establishments rules, professional tax slabs, minimum wage notifications, and industry-specific exemptions differ materially across states. Each guide below is written for the regulatory provenance of that state.
Urban centres in India carry their own HR complexities. Local compliance registers, municipal professional tax rates, and talent market norms that a generic national guide will not address. Use these pages if your operations are rooted in a particular conurbation.
Several HR requirements are endemic to the startup and coworking world. High offer letter volume, rapid onboarding cycles, and the quotidian documentation burden that early-stage companies carry. Pages below cover HR software in the context of specific incubators, coworking chains, and startup programs.
Chartered accountants and HR consultants often act as the interlocutors between client businesses and their compliance obligations. These pages cover how Offrd fits into your practice as a tool you recommend or operate on behalf of clients.
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