✓ 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

Learn more

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 Manipur.

Feature comparison for 6 payroll tools in Manipur: 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	No or verify with vendor	No or verify with vendor	No or verify with vendor
Keka	Yes	No or verify with vendor	No or verify with vendor	Yes
greytHR	Yes	No or verify with vendor	Yes	Yes
RazorpayX Payroll	Yes	Yes	Yes	Yes
Darwinbox	Yes	Yes	Yes	Yes
Akrivia HCM	Yes	Yes	Yes	Yes

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

Manipur · IT

Best IT Software in Manipur

424 words · keyword: Best IT Software in Manipur

Expert verdict

For April 2026, selecting HR and payroll software for Manipur requires a deep dive into statutory compliance, particularly the 50% Basic salary rule and the Income Tax Act 2025 reporting mandates. Vendors must demonstrate robust capabilities in automating complex calculations and ensuring timely settlements, especially for full-and-final payments.

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 extensive suite offers potential for integrated HR and payroll functions, but specific statutory compliance details for Manipur's April 2026 landscape, including the 50% Basic rule and Section 17(2) F&F timelines, are not explicitly detailed in the provided research. Further due diligence is required to confirm its precise fit.

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

Special note for Manipur

State PT: verify slabs for your entity in Manipur.

Pros

Offers a broad suite of business applications that can integrate with HR and payroll.
Potential for customization to meet specific business needs.
Focus on privacy and data security is a positive attribute.

Cons

Specific payroll compliance features for India, particularly Manipur's nuances for April 2026, are not clearly articulated.
No explicit mention of Section 17(2) F&F settlement timelines or the 50% Basic salary configuration.

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 strong emphasis on compliance across all 50 states, suggesting a foundational capability for Indian statutory requirements. However, detailed evidence supporting its configuration for Manipur's specific April 2026 mandates, such as the 50% Basic rule and Section 17(2) F&F, is not present in the research.

Key tech: Highlights 'solid compliance' and handling rules across 'all 50 states'.

Special note for Manipur

Map PT registration + challan calendar for Manipur.

Pros

Highlights 'solid compliance' and handling rules across 'all 50 states'.
Offers a unified platform for core HR, payroll, and employee experience.
Provides features for document generation related to onboarding and compliance.

Cons

Specific adherence to the 50% Basic salary rule and Section 17(2) F&F timelines for Manipur in April 2026 is not explicitly confirmed.
Research does not detail its PT automation capabilities for Manipur.

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

Visit site

Official logo

greytHR

Localization 7/10

greytHR explicitly addresses payroll compliance and mentions 'State-level Policies' and a downloadable 'Ebook: 50% Wage Rule Explained', indicating a strong focus on Indian statutory requirements. However, direct confirmation of its configuration for Manipur's specific April 2026 wage mandates and Section 17(2) F&F timelines requires further investigation.

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

Special note for Manipur

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

Pros

Explicitly mentions 'Payroll Compliance' and 'State-level Policies'.
Offers a downloadable 'Ebook: 50% Wage Rule Explained', suggesting awareness of this critical compliance point.
Provides extensive reporting capabilities covering various HR and payroll aspects.

Cons

Specific configuration details for Manipur's April 2026 wage structure and Section 17(2) F&F settlement timelines are not detailed in the provided excerpts.
While PT is mentioned broadly, specific automation for Manipur's PT is not confirmed.

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 Manipur

Map PT + labour filings for Manipur 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 Manipur

Validate PT, LWF, and state rules for Manipur 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 Manipur

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

Map Professional Tax, TDS, and PF/ESI touchpoints to your payroll run calendar in Manipur.
For Manipur tech teams, align payroll cycles with project billing and, where relevant, contractor vs employee classification.
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: Manipur).

In-depth analysis

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

Jump to

Navigating Manipur's IT HR & Payroll Landscape: A Statutory Audit for April 2026

Choosing HR, payroll, and labour-compliance software for Manipur in April 2026 necessitates a rigorous statutory audit. The Income Tax Act 2025 and the evolving Wage Code framework demand software that not only automates processes but also ensures precise adherence to legal mandates. Failure to comply can result in significant financial penalties and reputational damage, underscoring the critical role of robust statutory grounding in software selection.

Automation vs. Manual Risk: The Compliance Imperative

Manual HR and payroll processes, particularly concerning ESI/PF contributions, Professional Tax (PT), and contractor payments, are inherently prone to errors and delays. This increases the risk of non-compliance. For instance, incorrect ESI/PF calculations or delayed PT filings can lead to statutory notices. Furthermore, the Section 17(2) mandate for full-and-final (F&F) settlements requires expedited processing of all dues upon employee exit. Software solutions that automate these workflows mitigate the risk of human error and ensure timely, compliant settlements, aligning with the 48-hour / expedited settlement expectation for F&F where research supports it.

Manipur Specifics: Wage Structure and State Nuances

Under the Wage Code, a critical compliance point is the 50% Basic salary rule, where Basic must constitute at least 50% of the Cost-to-Company (CTC) for in-scope wage components. Vendors must demonstrate the capability to configure CTC splits and payslips that adhere to this floor. While specific Manipur amendments to PT or wage structures were not detailed in the provided research for April 2026, a prudent approach would be to assess how the software handles state-specific PT regulations and potential wage impact configurations, such as the Maharashtra 50% wage impact or Karnataka PT (Amendment) Act 2026 if the context were different. The absence of explicit details for Manipur necessitates a conservative approach.

Digital Trust and Income Tax Act 2025 Reporting

The Income Tax Act 2025 places increased emphasis on employer reporting, accurate deduction management, and the provision of proof of investment. Software solutions should facilitate seamless data flow for tax purposes, enabling employers to meet their reporting obligations efficiently. This includes capabilities for managing deductions, TDS, and providing necessary documentation for employee tax filings, thereby enhancing digital trust and compliance.

Category Technical Maturity: 7/10

The current market offers mature HR and payroll solutions capable of handling complex Indian statutory requirements. However, the nuanced application of the Wage Code, state-specific regulations, and evolving tax laws means that continuous updates and vendor diligence are paramount. A score of 7 reflects a strong foundation with room for further refinement in hyper-specific jurisdictional compliance.

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.