✓ 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 Rajasthan.

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

Rajasthan · IT

Best IT Software in Rajasthan

225 words · keyword: Best IT Software in Rajasthan

Expert verdict

Selecting HR and payroll software for Rajasthan requires a deep dive into statutory alignment, particularly concerning the 50% Basic vs CTC mandate and timely F&F settlements under Section 17(2). Vendors must demonstrate robust configuration capabilities for state-specific wage structures and robust reporting for Income Tax Act 2025 obligations.

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 integrated suite offers broad business functionality but lacks specific granular detail on advanced Indian payroll compliance nuances in the provided research. Further due diligence is required to confirm its readiness for complex state-specific wage configurations and expedited F&F settlements.

Key tech: Integrated suite of business applications.

Special note for Rajasthan

State PT: verify slabs for your entity in Rajasthan.

Pros

Integrated suite of business applications.
Potential for broad financial and operational management.
Scalable for various business sizes.

Cons

Limited explicit detail on advanced Indian payroll compliance features.
Uncertainty regarding specific adherence to Section 17(2) F&F 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 strongly on payroll and compliance, stating it handles rules across all 50 states, which implies a foundational capability for Indian statutory adherence. However, specific audit trails for the 50% Basic vs CTC configuration and Section 17(2) F&F settlement timelines require direct vendor confirmation.

Key tech: Claims comprehensive state-level compliance handling.

Special note for Rajasthan

Map PT registration + challan calendar for Rajasthan.

Pros

Claims comprehensive state-level compliance handling.
Focus on payroll automation and timely payments.
Offers a broad HR suite beyond just payroll.

Cons

Research does not explicitly detail the 50% Basic vs CTC configuration flexibility.
No clear indication of adherence to the 48-hour mandate for Section 17(2) F&F settlements.

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

Visit site

Official logo

greytHR

Localization 7/10

greytHR explicitly mentions addressing payroll compliance and offers an ebook on the '50% Wage Rule Explained,' indicating a proactive stance on this critical mandate. Its focus on automating payroll processes and handling state-level policies suggests potential for meeting core Indian compliance requirements, though specific F&F settlement timelines need verification.

Key tech: Explicitly addresses the 50% Wage Rule in its materials.

Special note for Rajasthan

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

Pros

Explicitly addresses the 50% Wage Rule in its materials.
Strong emphasis on automating payroll and compliance tasks.
Offers comprehensive admin reports covering state-level policies.

Cons

Research does not confirm specific capabilities for the 48-hour mandate under Section 17(2) for F&F settlements.
No explicit mention of Income Tax Act 2025 reporting capabilities.

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 Rajasthan

Map PT + labour filings for Rajasthan 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 Rajasthan

Validate PT, LWF, and state rules for Rajasthan 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 Rajasthan

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

Map Professional Tax, TDS, and PF/ESI touchpoints to your payroll run calendar in Rajasthan.
For Rajasthan 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: Rajasthan).

In-depth analysis

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

Jump to

Navigating Rajasthan's HR & Payroll Compliance: An April 2026 Audit Perspective

As of April 2026, selecting HR, payroll, and labour-compliance software for Rajasthan necessitates a rigorous audit of statutory alignment. The imperative for statutory authority in software choice for IT operations cannot be overstated. Non-compliance carries significant financial and operational risks, including penalties and reputational damage. Automated systems mitigate the inherent automation vs manual risk associated with manual processing of complex regulations like ESI, PF, Professional Tax (PT), and contractor payments. Crucially, adherence to the Section 17(2) mandate for timely full-and-final (F&F) settlements is a critical audit point.

For Rajasthan, specific attention must be paid to the 50% Basic vs CTC wage structure mandated by the new Labour Codes. While direct statutory updates for Rajasthan's PT posture in relation to the Karnataka PT (Amendment) Act 2026 or Maharashtra 50% wage impact are not explicitly detailed in the provided research, vendors must demonstrate flexibility to configure wage components to meet the 50% basic salary floor. Furthermore, capabilities aligning with the Income Tax Act 2025 for employer reporting, deductions, and proof-of-investment are paramount for digital trust and efficient tax compliance.

Category Technical Maturity: 7/10

This score reflects the general maturity of HR and payroll software in addressing core Indian compliance, with room for improvement in highly specific, evolving state-level nuances and advanced digital tax reporting mandates.

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.