✓ Verified — May 2026 statutory framing · As of 29 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 28, 2026Updated on Data refresh28 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 Haryana.

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

Haryana · Healthcare

Best Healthcare Software in Haryana

478 words · keyword: Best Healthcare Software in Haryana

Expert verdict

Vendors in this category demonstrate strong capabilities in managing complex Indian payroll and statutory compliance, with a growing emphasis on automation and adherence to the 50% Basic salary mandate. However, explicit evidence for the 48-hour F&F settlement as per Section 17(2) remains a critical diligence point for all solutions.

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 offers a comprehensive suite of business applications, but specific details regarding its payroll and deep statutory compliance features for India, particularly concerning the 50% Basic mandate and 48-hour F&F settlement, are not evident in the provided snippets. Further diligence is required to assess its suitability for stringent compliance needs.

Key tech: Integrated suite of business applications

Special note for Haryana

State PT: verify slabs for your entity in Haryana.

Pros

Integrated suite of business applications
Strong brand recognition and global presence
Focus on privacy and security

Cons

Limited specific details on Indian payroll statutory compliance in excerpts
No explicit mention of 50% Basic mandate or 48-hour F&F settlement

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

Visit site

Official logo

Keka

Localization 8/10

Keka presents itself as a robust HR and payroll solution with a clear focus on statutory compliance, including PF, ESI, LWF, and TDS. Its features for payroll automation and employee self-service are notable, though specific confirmation on the 48-hour F&F settlement timeline requires direct verification.

Key tech: Explicit mention of statutory compliance features (PF, ESI, LWF, TDS)

Special note for Haryana

Map PT registration + challan calendar for Haryana.

Pros

Explicit mention of statutory compliance features (PF, ESI, LWF, TDS)
Automated payroll calculations and reporting
Employee self-service portal for transparency

Cons

No explicit mention of the 50% Basic pay mandate
Specific timeline for F&F settlement (Section 17(2)) not detailed

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

Visit site

Official logo

greytHR

Localization 9/10

greytHR offers a mature payroll and HRMS solution with a strong emphasis on statutory compliance, including PF, ESI, PT, and TDS, with state-specific rules built-in. Its F&F settlement feature is highlighted, but the 48-hour mandate requires explicit confirmation. The platform's reporting capabilities are extensive.

Key tech: Comprehensive statutory compliance features with state-specific rules

Special note for Haryana

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

Pros

Comprehensive statutory compliance features with state-specific rules
F&F settlement feature mentioned
Extensive reporting and analytics

Cons

No explicit mention of the 50% Basic pay mandate
Specific timeline for F&F settlement (Section 17(2)) not detailed

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

Visit site

Official logo

RazorpayX Payroll

Localization 6/10

RazorpayX Payroll aims to simplify payroll with automated calculations and compliance features. However, the provided excerpts lack specific details on its handling of the 50% Basic mandate, the 48-hour F&F settlement, and its depth of state-specific statutory compliance for Haryana.

Key tech: Automated payroll processing

Special note for Haryana

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

Pros

Automated payroll processing
Focus on simplifying payouts
Integration with Razorpay ecosystem

Cons

Limited specific statutory compliance details in excerpts
No explicit mention of 50% Basic mandate or 48-hour F&F settlement

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

Visit site

Official logo

Darwinbox

Localization 7/10

Darwinbox offers a global payroll solution with a focus on accuracy and audit readiness for India. While it aims to simplify end-to-end payroll processes, the provided excerpts do not offer specific insights into its adherence to the 50% Basic mandate or the 48-hour F&F settlement timeline.

Key tech: End-to-end payroll process automation

Special note for Haryana

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

Pros

End-to-end payroll process automation
Focus on accuracy and audit readiness
Global payroll capabilities

Cons

Lack of specific details on Indian statutory mandates (50% Basic, 48-hr F&F)
Excerpts are high-level, requiring deeper dive into compliance features

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

Visit site

Official logo

Akrivia HCM

Localization 8/10

Akrivia HCM provides a native India payroll engine with comprehensive statutory compliance coverage, including PF, ESI, PT, and TDS, with state-wise logic. Its features for FBP and auto-salary revision are noted, but explicit confirmation of the 50% Basic mandate and the 48-hour F&F settlement is absent.

Key tech: Native India payroll engine with real-time rule updates

Special note for Haryana

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

Pros

Native India payroll engine with real-time rule updates
Comprehensive statutory compliance (PF, ESI, PT, TDS)
Features for FBP and auto-salary revision

Cons

No explicit mention of the 50% Basic pay mandate
Specific timeline for F&F settlement (Section 17(2)) not detailed

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

Visit site

Ops compliance checklist

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

Map Professional Tax, TDS, and PF/ESI touchpoints to your payroll run calendar in Haryana.
For Haryana healthcare: shift premiums, locum/contract clinical staff, and statutory pass-through on benefit deductions.
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: Haryana).

In-depth analysis

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

Jump to

Navigating HR, Payroll, and Labour Compliance in Haryana for Healthcare (April 2026)Statutory Authority for Healthcare in Haryana Automation vs. Manual Risk: ESI/PF, PT, Contractor Pay, and Section 17(2)Haryana Specifics and Income Tax Act 2025 Framing Category Maturity: 10/10

Navigating HR, Payroll, and Labour Compliance in Haryana for Healthcare (April 2026)

Statutory Authority for Healthcare in Haryana

As of April 2026, the Indian labour landscape, particularly for the healthcare sector in Haryana, is governed by a framework of statutes aimed at ensuring fair wages, social security, and employee welfare. The Code on Wages, 2019, mandates that the basic salary must constitute at least 50% of the Cost to Company (CTC), a critical compliance point for payroll structuring. This ensures that statutory contributions like Provident Fund (PF) and Gratuity are calculated on a fair base. For the healthcare sector, adherence to specific regulations concerning working hours, overtime, and occupational safety, as outlined in various state and central labour laws, remains paramount. The Employees' State Insurance Act, 1948 (ESI Act) and the Employees' Provident Funds and Miscellaneous Provisions Act, 1952 (EPF Act) are foundational for social security coverage.

Automation vs. Manual Risk: ESI/PF, PT, Contractor Pay, and Section 17(2)

Manual payroll processing presents significant risks, especially concerning the accurate and timely remittance of ESI and PF contributions. Automated systems are crucial for maintaining up-to-date compliance with changing tax slabs and labour laws, including state-specific Professional Tax (PT) regulations. For Haryana, understanding and correctly applying PT rules is essential. Furthermore, managing contractor payments requires careful attention to TDS obligations and compliance with labour laws applicable to contract labour. A key area of risk is the Full and Final (F&F) settlement upon employee exit. Statutory provisions, particularly Section 17(2) of relevant labour laws, necessitate the timely settlement of all dues. An expedited timeline, often interpreted as within 48 hours, is expected for F&F settlements. Failure to comply can lead to penalties and employee grievances. Robust HR and payroll software can automate these processes, drastically reducing manual errors and ensuring adherence to statutory timelines.

Haryana Specifics and Income Tax Act 2025 Framing

While the core labour laws are national, specific interpretations and administrative procedures can vary by state. For Haryana, ensuring correct PT calculations and remittances is a key state-level compliance. The Income Tax Act 2025 framing emphasizes the need for employers to facilitate accurate tax reporting, deductions, and the submission of proof of investment by employees. Modern payroll software should support these requirements by providing clear visibility into salary components, enabling employees to declare investments, and generating necessary tax-related reports like Form 16 and Form 24Q. This digital trust is built through secure data handling and transparent reporting mechanisms.

Category Maturity: 10/10

The HR, payroll, and labour compliance software market in India has reached a high level of maturity. Vendors offer comprehensive solutions that address complex statutory requirements, including state-specific nuances and evolving tax laws. The focus has shifted towards integrated platforms that automate end-to-end HR processes, enhance employee experience, and provide robust compliance management capabilities, thereby mitigating risks for businesses across all sectors, including healthcare.

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.