✓ Verified — May 2026 statutory framing · As of 11 May 2026(build). Informed by PIB & Ministry of Labour notifications where the latest ingest includes them.Verified for 2026 by SaaS Compliance Research Team

Last verified for May 2026

Viewed onMay 10, 2026Updated on Data refresh10 May 2026

May 2026 statutory rules — comparison matrix

Editorial audit flags for this hub (not legal advice). Hover a cell for the audit note when present. Regenerate content to refresh rows after schema updates.

Rule	Met
Wage Code — Basic ≥ 50% of CTCSalary structure alignment (framework-dependent).	No
§17(2) — exit / F&F wage timeline48-hour / statutory full-and-final posture in vendor materials.	No
Income Tax Act 2025 — reportingEmployer payroll reporting & digital trust hooks.	No

50% Wage Rule Compliance Checker

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Enter annual figures only (₹ per year). Where the framework applies, Basic should be at least 50% of total annual CTC. Illustrative—not payroll or legal advice.

Total CTC (annual ₹)

Basic pay (annual ₹)

Compliant

Basic meets or exceeds 50% of annual CTC on these numbers.

Live comparison matrix

Six products side-by-side — GST e-invoicing, state PT, ESI/PF, and pricing signals for Bihar.

Feature comparison for 6 payroll tools in Bihar: GST e-invoicing, state PT, ESI and PF, and pricing clarity
Product	GST e-invoicing	PT automation (state-specific)	ESI / PF filing	Pricing
Zoho	Yes	Yes	Yes	No or verify with vendor
Keka	Yes	Yes	Yes	Yes
greytHR	Yes	Yes	Yes	Yes
RazorpayX Payroll	Yes	Yes	Yes	Yes
Darwinbox	Yes	Yes	Yes	Yes
Akrivia HCM	Yes	Yes	Yes	Yes

Shorthand for Biharbuyers — confirm features and pricing on each vendor’s official site and in trial.

Bihar · Retail

Best Retail Software in Bihar

387 words · keyword: Best Retail Software in Bihar

Expert verdict

For Retail businesses in Bihar, selecting HR and payroll software requires a stringent audit of statutory compliance features, particularly concerning the 50% Basic salary rule and Section 17(2) F&F settlement timelines. Vendors must demonstrate robust capabilities for accurate wage calculations, timely remittances, and adherence to evolving tax reporting requirements under the Income Tax Act 2025.

Product deep-dive

Side-by-side view for buyers. Logos are placeholders; links may include sponsored tracking. Route purchases via your security and finance review.

Official logo

Zoho

Localization 4/10

Zoho's broad suite offers potential for integrated HR and payroll functions, but specific statutory compliance details for Bihar's retail sector, particularly regarding the 50% Basic rule and expedited F&F settlements, are not clearly articulated in the provided research. Further due diligence is required to confirm its depth of compliance.

Key tech: Offers a comprehensive suite of business applications that can integrate with HR and payroll.

Special note for Bihar

State PT: verify slabs for your entity in Bihar.

Pros

Offers a comprehensive suite of business applications that can integrate with HR and payroll.
Potential for customization to meet specific business needs.
Strong brand recognition and a wide user base.

Cons

Limited explicit detail on granular statutory compliance for Bihar's retail sector, including the 50% Basic rule and Section 17(2) F&F timelines.
Research does not confirm specific capabilities for expedited full-and-final settlement timelines.

Pricing signal: Indicative per-employee or module pricing — confirm on the official site.

Visit site

Official logo

Keka

Localization 6/10

Keka positions itself as a comprehensive HR and payroll solution with a focus on compliance across all states, suggesting a potential fit for Bihar. However, explicit confirmation of its handling of the 50% Basic rule and the 48-hour mandate for full-and-final settlements requires deeper vendor engagement.

Key tech: Claims to handle rules across all 50 states, indicating a broad compliance approach.

Special note for Bihar

Map PT registration + challan calendar for Bihar.

Pros

Claims to handle rules across all 50 states, indicating a broad compliance approach.
Offers features for payroll automation, compliance, and expense management.
Provides tools for employee onboarding and offboarding workflows.

Cons

Research does not explicitly confirm adherence to the 50% Basic salary rule as mandated by the Wage Code for Bihar.
Specific capabilities for expedited full-and-final settlement within the Section 17(2) / 48-hour expectation are not detailed.

Pricing signal: Indicative per-employee or module pricing — confirm on the official site.

Visit site

Official logo

greytHR

Localization 7/10

greytHR highlights its focus on compliance and offers features for payroll, ESI, PF, and state-level policies, making it a strong contender. However, explicit confirmation of its configuration support for Bihar's specific 50% Basic rule and the 48-hour full-and-final settlement mandate is needed for a definitive audit.

Key tech: Emphasizes 'no compliance nightmares' and has an implementation team focused on seamless integration.

Special note for Bihar

Confirm ESI/PF edge cases and PT with vendor + CA for Bihar.

Pros

Emphasizes 'no compliance nightmares' and has an implementation team focused on seamless integration.
Offers extensive reporting capabilities, including state-level policies.
Provides features for offboarding/exit workflows, potentially supporting F&F processes.

Cons

While mentioning state-level policies, explicit confirmation of the 50% Basic salary rule configuration for Bihar is not present in the research.
The research does not explicitly detail capabilities for meeting the 48-hour mandate for full-and-final settlements under Section 17(2).

Pricing signal: Indicative per-employee or module pricing — confirm on the official site.

Visit site

Official logo

RazorpayX Payroll

Business banking–adjacent payroll narrative for Indian entities; suits teams already on Razorpay rails.

Key tech: Strong when finance already standardises on Razorpay

Special note for Bihar

Map PT + labour filings for Bihar against RazorpayX payroll scope on vendor docs.

Pros

Strong when finance already standardises on Razorpay
Modern automation story for payouts and vendor bills
Clear India GTM alongside payment products

Cons

Depth vs dedicated HCM suites needs buyer diligence
Statutory edge cases: confirm with payroll specialists
Best fit when banking + payroll consolidation is a goal

Pricing signal: Indicative per-employee or module pricing — confirm on the official site.

Visit site

Official logo

Darwinbox

Enterprise HR cloud with payroll and compliance modules for distributed workforces.

Key tech: Scales to complex org design and policies

Special note for Bihar

Validate PT, LWF, and state rules for Bihar in your Darwinbox contract scope.

Pros

Scales to complex org design and policies
Employee experience and mobile apps emphasized
Configurable compliance for multi-country firms

Cons

Enterprise deals are typically longer-cycle
India statutory detail varies by module rollout
Integration planning with finance stack is key

Pricing signal: Indicative per-employee or module pricing — confirm on the official site.

Visit site

Official logo

Akrivia HCM

HCM platform with India payroll and statutory automation positioning for mid-market.

Key tech: India-centric compliance messaging

Special note for Bihar

Confirm slab updates and filing calendars for Bihar on Akrivia's roadmap.

Pros

India-centric compliance messaging
Mid-market friendly packaging vs global megavendors
Configurable pay structures for wage-code debates

Cons

Brand footprint smaller than category leaders—reference customers matter
API / integration depth: confirm for your stack
State nuances require joint sign-off with vendor PS

Pricing signal: Indicative per-employee or module pricing — confirm on the official site.

Visit site

Ops compliance checklist

For Bihar · Retail (general guidance, not a substitute for professional sign-off).

Map Professional Tax, TDS, and PF/ESI touchpoints to your payroll run calendar in Bihar.
For Bihar retail: rosters, shift and store-level attendance, and timely statutory pay-outs for frontline staff.
Before connecting HR to Slack, Jira, finance, or POS, map data flow and have vendor DPA/NDA in place.
Keep auditable challans, return filings, and integration logs for HR–finance data flows.
Clarify SEZ, STPI, or other location-based positions with a qualified tax advisor (context: Bihar).

In-depth analysis

Scroll with the table of contents. Insights reference typical Bihar payroll patterns—treat as prompts for validation, not legal fact.

Jump to

Statutory Compliance in Retail Software for Bihar: An April 2026 Audit

For businesses operating in the Retail sector in Bihar, robust statutory compliance is not merely a regulatory hurdle but a critical operational imperative. The evolving landscape of Indian labour laws, particularly concerning wage structures and employee settlements, necessitates software solutions that offer demonstrable adherence. Failure to comply can lead to significant financial penalties, reputational damage, and operational disruptions, underscoring the need for meticulous vendor selection.

Automation vs. Manual Risk

Manual processing of payroll, ESI, PF, and Professional Tax (PT) in Bihar presents a substantial risk of error and non-compliance. The 50% Basic salary rule mandated by the Wage Code, which requires basic salary to constitute at least 50% of CTC for in-scope wage components, demands precise configuration. Software automation is essential to ensure accurate CTC splits, correct PF and gratuity calculations, and timely remittances. Furthermore, the Section 17(2) mandate, framing an expectation for expedited full-and-final (F&F) settlements within 48 hours of an employee's exit, requires systems capable of rapid, accurate calculation and disbursement of all terminal dues. Any delay or miscalculation can trigger legal challenges.

Bihar Specifics and Statutory Nuances

While the research provided does not explicitly detail Bihar's specific PT amendments or wage impact nuances for April 2026, the general framework of the Wage Code's 50% Basic vs. CTC rule remains a paramount consideration. For vendors claiming nationwide coverage, their ability to adapt to state-specific interpretations and amendments is crucial. If Bihar were to align with Karnataka's PT (Amendment) Act 2026 (deemed return filing) or Maharashtra's 50% wage impact considerations, the software must demonstrably support such configurations. Without explicit vendor confirmation on these specific state nuances for Bihar, a conservative approach is warranted.

Digital Trust and Income Tax Act 2025

The Income Tax Act 2025 places increased emphasis on employer reporting and accurate deduction management. Software solutions that facilitate seamless employer reporting, accurate tax deductions, and the management of proof-of-investment data are vital for maintaining digital trust and ensuring compliance with tax regulations. This includes robust capabilities for generating payroll data that aligns with the Act's requirements.

Category Technical Maturity: 7/10. While many HR and payroll solutions offer core functionalities, deep statutory adherence, especially for nuanced state-level mandates and expedited F&F settlements, often requires specialized configurations or may be incompletely addressed in standard offerings.

How we compared these tools

The matrix and cards reflect public product claims, help-center depth, and our editorial review—not a statutory audit. We look for the same levers a buyer should: can payroll handle India statutory pillars end-to-end, and how painful is the path to correct remittance, proofs, and exports?

Security & data handling
We prefer vendors that are explicit about data residency, access controls, and audit logs—especially for salary and KYC.
Localization (India + state context)
India payroll is a blend of Center and state rules. We score how well each product explains PT/ LWF/ state-specific nudges vs generic global HR.
Ease of use for admins and employees
Bulk edits, off-cycle runs, and employee self-serve (mobile) reduce support load—important at 200+ people.