Salary structure ab law tay karta hai —
company ki marzi nahi.

Naye labour codes ke tehat wages ki paribhasha badal gayi hai. Zyadatar companies ka current breakup us paribhasha par khara nahi utarta — aur iska seedha asar PF, gratuity aur employer cost par padta hai.

Safidon · Delhi (Burari) · PAN India — kaam poora online ho jata hai

Engagement mein kya-kya hota hai

Teen cheezein sabse zaroori hain: kahan galat hai, kitna kharcha aayega, aur naya structure kya ho. Baaki uske aas-paas ka kaam hai.

Current structure ka audit

Har grade ka breakup nikaal kar dekhte hain ki wage definition kahan tootti hai aur kitne employees affected hain.

Cost impact ka model

Restructure karne par employer ki cost kitni badhegi aur employee ka in-hand kitna girega — grade-wise, number ke saath. Yahi wo sheet hai jispar management decision leta hai.

Naya salary structure

Compliant grade-wise breakup, jo law bhi poora kare aur employee ke haath mein jo ja sakta hai wo bacha bhi le.

Documentation

Appointment letter aur CTC sheet ki nayi language, taaki naye offers pehle din se sahi jaayein.

Employee communication

Ek saaf note jo HR employees ko de sake — kya badla, kyun badla, aur unke PF mein kya faayda hai. Ye hissa aksar chhoot jaata hai aur sabse zyada shikayat wahi se aati hai.

PF, ESI aur gratuity ka revised working

Naye base par contributions aur gratuity liability ka hisaab, taaki budget mein surprise na ho.

Contract aur fixed-term staff

Contractor ke through rakhe gaye log aur fixed-term employees — unka treatment alag dekhna padta hai.

Exit ka process

Full & final ke timelines par bhi asar aaya hai. Aapka process usi hisaab se set karna padta hai.

Registers aur records

Jo record inspection mein maange jaate hain, unki list aur format — taaki structure ke saath paperwork bhi tayyar rahe.

Ye kaam kis-kis ko karana chahiye

Chhota business ho ya bada — agar salary di jaati hai, toh ye sawal aap par lagta hai.

Har employer jiske paas employees hain

Ye kisi turnover ya industry tak seemit nahi hai. Payroll chal raha hai toh structure dekhna hoga.

Jinhone barson se structure nahi badla

Purane CTC templates aksar basic 30–40% par bane hote hain. Wahi sabse zyada exposed hain.

Manufacturing units aur contract labour

Apne employees ke saath contractor ke logon ka bhi record aur treatment dekhna padta hai.

Multi-state teams

Alag states ke apne rules aur notifications hote hain — ek hi structure har jagah fit nahi baithta.

Startups aur allowance-heavy CTC

Jahan special allowance bada hissa hota hai, wahan restructuring ka asar sabse zyada dikhta hai.

Jo abhi hiring kar rahe hain

Naye offer letters aaj se compliant jane chahiye. Baad mein badalna do guna kaam hai aur employee ko bura lagta hai.

Kaam kaise chalta hai

Data

Employee master, current CTC breakup aur grade structure. Ek Excel se kaam shuru ho jata hai.

Model

Before-after comparison — employer cost, in-hand aur statutory contributions, grade-wise.

Structure

Naya breakup, aur uske saath letters aur CTC sheet ki language.

Rollout

Employee communication note, aur payroll mein badlav lagane tak support.

Kaam aur fees

Fees headcount aur grades ki sankhya par chalti hai. Ye ek baar ka kaam hai, monthly payroll se alag. Employee master dekh kar exact number pehle bata dete hain.

Chhoti team

Lagbhag 10 tak employees, ek state

Current structure ka audit
Cost impact ki working
Naya grade-wise breakup
CTC sheet ka format

₹10,000 se shuru · + GST · one-time
Exact fee scope dekhne ke baad fix hoti hai

L1 ke baare mein poochiye

Sabse common

Badhti hui team

Lagbhag 11 se 50 employees

L1 ka poora scope
Appointment letter aur offer language
Employee communication note
PF, ESI aur gratuity ka revised working
HR team ke saath ek walkthrough call

₹25,000 se shuru · + GST · one-time
Exact fee scope dekhne ke baad fix hoti hai

L2 ke baare mein poochiye

Bada ya multi-state

50 se zyada employees, ya kai states

L2 ka poora scope
State-wise applicability ka review
Contract aur fixed-term staff ka treatment
Registers aur records ki readiness
Management ke liye ek written summary

₹50,000 se shuru · + GST · one-time
Exact fee scope dekhne ke baad fix hoti hai

L3 ke baare mein poochiye

Is page par di gayi jaankari general information hai, professional advice nahi. Tax positions facts aur us waqt ke law par depend karti hain — apne case ke liye humse baat kar lijiye.

Aksar poochhe jaane wale sawal

CTC toh same reh raha hai, phir dikkat kya hai?

Dikkat CTC mein nahi, uske andar ke breakup mein hai. Basic badhne par PF aur gratuity ka base badhta hai, isliye company ki actual cost badh jaati hai aur employee ka in-hand ghat jaata hai — jabki CTC ka number wahi dikhta hai. Isliye pehle model banate hain, phir structure badalte hain.

Employee ka in-hand gir raha hai, unhe kaise samjhayein?

Yahi sabse zaroori hissa hai. Paisa gum nahi ho raha — wo unke PF mein ja raha hai aur gratuity ka hisaab bhi behtar ho raha hai. Hum ek saaf note banate hain jo HR employees ko de sake, taaki baat afwah se nahi, likhit jawab se chale.

Sab employees ke appointment letter dobara banane padenge?

Har case mein nahi. Kai jagah ek revised CTC annexure aur ek addendum se kaam ho jata hai. Kya banega ye aapke current letters ki language par depend karta hai — hum dekh kar batate hain.

Contractor ke through rakhe gaye log aur consultants par bhi lagta hai?

Contract labour aur fixed-term staff ka treatment alag hota hai, aur principal employer ki zimmedari aap par rehti hai. Consultants ka case alag hai lekin agar wo asal mein employee jaisa kaam kar rahe hain toh wo sawal alag se khada hota hai.

Gratuity par kya asar padta hai?

Gratuity ka calculation basic par chalta hai, isliye basic badhne par liability badhti hai. Bahut companies ke liye ye pehla mauka hota hai jab wo apni actual gratuity liability ka number dekhti hain.

Ye ek baar ka kaam hai ya har saal karna padega?

Restructuring ek baar ka kaam hai. Uske baad har mahine ka payroll, PF, ESI aur returns chalte rehte hain — wo alag se retainer par ho sakta hai, ya aap apni team se karwa sakte hain.