✓ Verified — May 2026 statutory framing · As of 15 June 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 June 2026

Viewed onJun 14, 2026Updated on Data refresh14 Jun 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 Gujarat.

Feature comparison for 6 payroll tools in Gujarat: 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	Yes
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 Gujaratbuyers — confirm features and pricing on each vendor’s official site and in trial.

Gujarat · Manufacturing

Best Manufacturing Software in Gujarat

365 words · keyword: Best Manufacturing Software in Gujarat

Expert verdict

For manufacturing firms in Gujarat, selecting HR/payroll software by April 2026 requires a deep dive into statutory compliance, particularly the 50% Basic salary rule and Section 17(2) exit settlements. Solutions must demonstrate robust automation for Gujarat's specific wage and PT regulations, alongside Income Tax Act 2025 reporting capabilities.

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 5/10

Zoho's broad suite offers potential for integrated HR and payroll, but specific statutory compliance details for Gujarat's 50% Basic rule and Section 17(2) exit settlements are not explicitly detailed in the provided research. Further due diligence is required to confirm its precise capabilities in these critical areas.

Key tech: Integrated suite of business applications.

Special note for Gujarat

State PT: verify slabs for your entity in Gujarat.

Pros

Integrated suite of business applications.
Potential for broad automation across business functions.
Focus on privacy and a unified platform.

Cons

Specific statutory compliance details for Gujarat are not evident from research.
No explicit mention of Section 17(2) / 48-hour F&F settlement timelines.

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

Visit site

Official logo

Keka

Localization 7/10

Keka positions itself strongly on compliance across all states, suggesting a robust framework for payroll and HR processes. However, explicit confirmation of its configurability for Gujarat's 50% Basic salary rule and the specific 48-hour mandate for Section 17(2) exit settlements requires direct vendor verification.

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

Special note for Gujarat

Map PT registration + challan calendar for Gujarat.

Pros

Claims to handle rules across all 50 states, indicating broad compliance awareness.
Offers comprehensive HR and payroll modules.
Focus on 'on-time payments and compliance'.

Cons

Specific support for Gujarat's 50% Basic salary rule is not detailed.
Section 17(2) / 48-hour F&F settlement timeliness is not explicitly addressed.

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

Visit site

Official logo

greytHR

Localization 8/10

greytHR highlights its expertise in handling payroll compliance and offers specific reports on state-level policies, which is promising for Gujarat. However, explicit confirmation of its ability to enforce the 50% Basic salary rule and guarantee Section 17(2) exit settlements within 48 hours needs direct vendor confirmation.

Key tech: Explicitly mentions 'Payroll Compliance' and 'State-level Policies' in reporting.

Special note for Gujarat

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

Pros

Explicitly mentions 'Payroll Compliance' and 'State-level Policies' in reporting.
Offers an ebook on the '50% Wage Rule Explained', indicating awareness.
Aims to automate payroll processes and remove manual errors.

Cons

Direct confirmation of 50% Basic salary configuration for Gujarat is not provided in research.
Section 17(2) / 48-hour F&F settlement timeliness is not explicitly detailed.

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 Gujarat

Map PT + labour filings for Gujarat 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 Gujarat

Validate PT, LWF, and state rules for Gujarat 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 Gujarat

Confirm slab updates and filing calendars for Gujarat 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 Gujarat · Manufacturing (general guidance, not a substitute for professional sign-off).

Map Professional Tax, TDS, and PF/ESI touchpoints to your payroll run calendar in Gujarat.
For Gujarat shop-floor and contract labour: work orders, man-days, and alignment with state labour and welfare board norms.
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: Gujarat).

In-depth analysis

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

Jump to

Statutory Compliance in Manufacturing: Gujarat Focus for April 2026

For manufacturing entities in Gujarat, selecting HR and payroll software by April 2026 necessitates a rigorous audit of statutory compliance capabilities. The evolving regulatory landscape, particularly concerning wage structures and employee exit settlements, demands software solutions that offer robust automation and precise adherence to mandates. Failure to align can result in significant financial penalties and operational disruptions.

Automation vs. Manual Risk

Manual processing of statutory obligations such as Employee State Insurance (ESI), Provident Fund (PF), and Professional Tax (PT) for Gujarat is fraught with risk. Errors in calculation, delayed filings, and non-compliance with the 50% Basic salary rule (where applicable under the Wage Code framework) can lead to substantial back-payments and interest. Furthermore, the Section 17(2) mandate for full-and-final (F&F) settlements requires expedited processing of all due wages upon employee exit. Software that automates these processes, including accurate calculation and timely remittance, significantly mitigates these risks and ensures an expedited settlement posture, ideally aligning with the 48-hour expectation for F&F.

Gujarat Specifics & Wage Nuance

In Gujarat, the 50% Basic salary component of CTC is a critical consideration under the Wage Code. Software must be configurable to enforce this split, ensuring that the basic wage component meets the statutory floor. While this page context targets Gujarat, it's crucial to note that for other states, specific amendments like the Karnataka PT (Amendment) Act 2026 or the Maharashtra 50% wage impact considerations would necessitate different compliance checks. For Gujarat, the primary focus remains on the Wage Code's basic pay structure.

Digital Trust and Income Tax Act 2025

The Income Tax Act 2025 places increased emphasis on employer reporting and accurate deduction management. Payroll software should facilitate seamless employer reporting, accurate calculation of tax deductions, and the generation of necessary documentation for proof-of-investment. This digital trust is paramount for maintaining compliance and providing employees with a transparent and efficient tax experience.

Category Technical Maturity: 8/10

While many platforms offer comprehensive HR and payroll features, true statutory adherence, especially concerning nuanced state-level regulations and evolving wage codes, remains a differentiator. Solutions demonstrating deep configurability for the 50% Basic rule and clear pathways for Section 17(2) compliance are highly valued.

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.