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Establishment Compliance Services
The Shop and Establishment Act is a state-specific labour law that governs the working conditions, employment terms, and compliance requirements for shops and commercial establishments.
Any shop, office, or commercial establishment engaged in trade, business, or services must register under the applicable State Shop and Establishment Act
Yes. Startups and MSMEs are required to obtain registration irrespective of their size or number of employees
Yes Online businesses, freelancers, consultants, and home-based establishments engaged in commercial activities are also covered
The registration timeline varies by state, generally ranging from 15 to 30 days from the commencement of business.
Typically required documents include PAN, address proof of the establishment, ID proof of the employer, employee details, and incorporation documents if applicable.
Validity differs from state to state. Some states offer lifetime registration, while others require renewal every 1 to 5 years.
Renewal is mandatory in states where the Act prescribes a validity period. Failure to renew may attract penalties
The Act specifies daily and weekly working hours, rest intervals, weekly holidays, and overtime limits, which vary by state.
Yes. Provisions relating to earned leave, sick leave, casual leave, and national and festival holidays are covered.
In many states, registration is required even if there are no employees. Applicability depends on the specific state rules.
Employers are required to maintain statutory registers, employee records, attendance, leave records, and wage details as prescribed by the Act.
Penalties may include fines and prosecution, which vary depending on the state and the nature of the violation.
Yes. Any changes in business name, address, ownership, or employee strength must be updated through amendment with the labour department.
A professional service provider ensures timely registration, renewal, documentation, compliance advisory, and support during labour inspections.
Factory Compliance Services
The Factories Act, 1948 is a central labour law that regulates the health, safety, welfare, and working conditions of workers employed in factories.
Any premises where a manufacturing process is carried out with 10 or more workers using power or 20 or more workers without power falls under the Act.
Yes. Factory registration and licence must be obtained before starting any manufacturing activity.
A factory licence is an approval issued by the State Factories Department authorizing the occupier to operate the factory legally.
The occupier is the person who has ultimate control over the factory’s operations, such as the owner, partner, or director.
Documents generally include layout plans, manufacturing process details, power sanction, identity details of occupier and manager, and incorporation documents.
Validity varies by state and may range from one year to multiple years or lifetime validity, as prescribed by state rules.
Yes, where validity is prescribed. Delayed or non-renewal may attract penalties and disrupt operations.
The Act specifies daily and weekly working hours, rest intervals, weekly holidays, and payment of overtime wages.
Factories must ensure machinery safety, fire protection, ventilation, cleanliness, proper lighting, and use of personal protective equipment.
Yes. Depending on workforce strength, facilities such as canteen, rest rooms, drinking water, washing facilities, crèche, and first-aid must be provided.
Statutory registers for attendance, wages, overtime, leave, accidents, health examinations, and inspection records must be maintained.
Penalties include fines and/or imprisonment, depending on the nature and severity of the violation.
Yes. If the unit meets the definition of a factory under the Act, compliance is mandatory regardless of size or duration.
Factory compliance services assist with registration, licence renewal, statutory compliance, audit support, inspections, and ongoing advisory services
Payroll Management Support
Payroll management is the process of calculating employee salaries, deductions, and net pay, issuing payslips, and ensuring timely salary disbursement
Any organization employing staff—startups, SMEs, corporates, factories, shops, and service establishments—requires payroll management.
Payroll services typically include salary calculation, attendance and leave processing, statutory deductions, payslip generation, and payroll reporting.
Payroll is generally processed on a monthly basis, aligned with the organization’s salary cycle.
Payroll includes deductions such as Provident Fund (PF), ESI, Professional Tax (PT), Labour Welfare Fund (LWF), and Income Tax (TDS), as applicable.
Yes. Payroll management is essential for businesses of all sizes, including small and growing organizations.
Yes. Payroll services can manage permanent, temporary, contract, and fixed-term employees.
Yes. Payroll services ensure generation and distribution of accurate payslips in compliance with statutory requirements
Attendance and leave data are integrated into payroll to accurately calculate salaries, overtime, and leave deductions.
Yes. Payroll management follows strict data confidentiality and security practices.
Payroll services manage salary revisions, increments, arrears, and recoveries as per company policy.
Yes. Payroll services help ensure compliance with applicable labour laws and statutory timelines.
Yes. Organizations can legally outsource payroll processing to professional service providers.
Payroll reports may include salary summaries, deduction reports, statutory reports, and employee-wise payroll details.
Payroll services reduce administrative workload, improve accuracy, ensure compliance, and allow employers to focus on core business activities
Post Payroll Services – EPF / ESI / LWF / PT
Post-payroll services cover statutory compliances and filings that are carried out after salary processing to ensure adherence to applicable labour laws.
Post-payroll services generally cover Provident Fund (PF), Employees’ State Insurance (ESI), Professional Tax (PT), Labour Welfare Fund (LWF) and related statutory requirements.
Yes. Preparation and filing of PF and ESI returns, challan generation, and reconciliation are key components of post-payroll services
Post-payroll services include calculation and preparation of challans for statutory payments and guidance for timely remittance as per due dates.
Yes. Post-payroll services cover all applicable statutory returns based on labour law requirements.
Compliance is ensured through verification of payroll data, reconciliation of statutory deductions, tracking due dates, and accurate filing of returns.
While outsourcing is optional, compliance with post-payroll statutory requirements is mandatory for all employers.
Yes. Employers can opt for post-payroll services even if payroll processing is managed internally or by another vendor.
Reports include statutory deduction summaries, challan copies, filing acknowledgements, and compliance status reports.
Yes. Employee-level reconciliation for PF, ESI, PT, and other deductions is performed to ensure accuracy.
Post-payroll services include assistance in responding to labour department notices and support during inspections and audits.
Post-payroll activities are carried out on a monthly, quarterly, or annual basis depending on statutory requirements.
Non-compliance may result in penalties, interest, prosecution, and adverse inspection observations.
All establishments including shops, offices, factories, startups, and service organizations employing staff are required to comply.
Post-payroll services help employers meet statutory obligations, reduce compliance risks, ensure timely filings, and maintain accurate records under labour laws.
HR Shared Services
HR Shared Services are centralized HR support functions that manage common HR activities across the organization in a standardized and efficient manner.
Startups, SMEs, growing organizations, and multi-location companies that want professional HR support without maintaining a large internal HR team.
Services typically include employee onboarding, HR documentation, employee data management, policy support, attendance and leave coordination, and HR reporting
HR Shared Services provide centralized and standardized HR support, while strategic decisions remain with the employer.
Yes. HR Shared Services are ideal for small and mid-sized organizations that need structured HR support at a cost-effective level.
Yes. HR Shared Services support onboarding documentation, induction coordination, and exit formalities.
Yes. Employee master data, personal files, attendance, and leave records are maintained securely.
Yes. HR Shared Services coordinate with payroll teams by providing accurate employee data, attendance, and changes.
Yes. HR Shared Services assist in drafting, implementing, and updating HR policies and procedures.
HR Shared Services follow strict data security and confidentiality practices to protect employee information
Yes. Services can be customized based on organization size, industry, and specific HR requirements
Yes. HR Shared Services support coordination for statutory compliances by maintaining records and documentation.
Activities may be handled daily, weekly, or monthly depending on the agreed service scope.
Benefits include cost efficiency, standardized processes, reduced administrative burden, improved compliance, and professional HR support.
HR Shared Services allow management to focus on core business while ensuring smooth HR operations and employee support.