Gurugram Corporate Hub, India | info@mihiriangroup.com | +91-9996307085
Public Information & Compliance Portal Admin Portal

HR Compliance Resources & Statutory FAQs

Practical guidance, inspection checklists, audit protocols, and statutory compliance FAQs for HR leaders.

Ask Advisory Desk
Monthly Compliance Checklist

Statutory calendar for monthly PF, ESI, PT, and LWF challan remittances and returns.

View Formats →
Labour Audit Protocols

Preparation guidelines for statutory inspections under Factories, Shops & CLRA regulations.

Check Enactments →
Wage Restructuring Models

Formulae and legal limits on allowances and basic wage thresholds under the new Wage Code.

Use Calculators →
Compliance Knowledgebase

Frequently Asked Statutory Questions

Direct answers to the most common queries encountered by Human Resources and Payroll managers.

Gratuity = (Last Drawn Basic Salary + Dearness Allowance) × 15 × (Number of completed years of service) ÷ 26. A period of service exceeding 6 months is rounded up to the nearest whole year.

Yes. The Madras High Court and subsequent judicial precedents have confirmed that under Section 2A, completing 240 working days in the 5th year fulfills the criteria of continuous service for that period, entitling the employee to statutory gratuity.

The statutory wage ceiling under the Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 is currently ₹15,000 per month (Basic + DA). Employees earning higher wages may be enrolled voluntarily by mutual consent of employer and employee.

Employees drawing gross monthly remuneration up to ₹21,000 (or ₹25,000 in the case of employees with certified disabilities) are eligible for comprehensive medical and cash benefits under the ESI Act.

No. Under the Minimum Wages Act, 1948, minimum wages are notified by the "Appropriate Government" (Central or individual State governments) based on scheduled employment, skill grade, geographic zones, and fluctuating Variable Dearness Allowance (VDA).
Statutory & Legal Disclaimer

Information provided on this portal is intended for general informational and educational purposes and should not be treated as legal advice. Users should verify applicable laws, rules, notifications and official government sources before relying on the information for compliance decisions.