Find out where your organisation stands on Indian labour law compliance and the top risks you should fix this quarter.
Answer 6 quick questions about your workforce, payroll filings, and HR policies. Get an instant compliance score, top 3 risk areas, and a personalised action plan backed by Indian labour law standards.
Your detailed compliance report and action plan will be emailed to you the moment you finish.
Pick the option that matches your current composition.
Headcount triggers different statutory obligations under the 4 Labour Codes (in force from 21 Nov 2025).
Choose the scenario closest to your actual process.
Select all that apply. Tap again to deselect.
Choose the statement that best reflects your current approach.
Be honest. This is the most useful gut-check.
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Do not panic. Switch to Pocket HRMS and stay 100% compliant with the latest statutory requirements.
Book Free Demo →India's four new Labour Codes consolidate 29 central laws into a single compliance framework. This calculator evaluates your exposure across every code.
Checks your overtime calculation method, wage definition compliance (the 50% rule), minimum wage applicability by state, and payment timeline adherence under the unified wage framework.
Reviews working hours, updated leave entitlement rules (180-day eligibility threshold), workplace safety records, facility requirements, and establishment registration status.
Assesses standing orders compliance, grievance redressal mechanisms, fixed-term employment handling, and your organisation's overall IR readiness benchmarked to your headcount.
Your score is a 0–100 composite index across all four Labour Codes. Here's what each range means for your organisation.
| Score | Risk Level | What It Means | Recommended Action |
|---|---|---|---|
| 80–100 | ✓ Low Risk | Strong compliance posture. Minor gaps may still exist. | Prioritise record-keeping and audit trails. |
| 60–79 | ⚠ Moderate Risk | Some exposure areas identified across codes. | Act on top-flagged items before next payroll cycle. |
| 40–59 | ● Moderate-High Risk | Multiple gaps across Labour Codes detected. | Initiate remediation with payroll and legal team. |
| 0–39 | ✕ High Risk | Critical non-compliance across one or more codes. | Seek legal counsel and initiate a full compliance audit. |
India's statutory compliance framework is among the most layered in the world with over 400 state labour acts and thousands of unique compliance obligations. Most organisations believe they are compliant. The problem is the gap between assumption and verification.
These are the six most common gaps flagged by our compliance calculator — and the ones most likely to attract audit scrutiny.
The Code on Wages mandates basic pay + DA + retaining allowance form at least 50% of total CTC. Many organisations migrated payroll structures without recalculating — leaving PF, gratuity, and bonus calculations incorrect.
Overtime must now be calculated on the new unified wage definition — not just basic salary. This is one of the most common miscalculations found across Indian employers of all sizes.
The Social Security Code extends PF and benefits to fixed-term and certain contract workers. Organisations that haven't reviewed their contractor workforce against the new framework carry significant hidden liability.
The OSH Code reduces the minimum service period for earned leave eligibility from 240 working days to 180. Leave policies that haven't been updated are technically non-compliant from the date the Code takes effect.
Central codes are supplemented by state-specific rules that vary significantly for minimum wages, working hours, and professional tax. A company compliant in Maharashtra may have gaps in Karnataka or Tamil Nadu.
Technology enforces the rules you configure. If payroll workflows were set up before the Labour Codes were notified, or state-specific rules were never configured, your HRMS may be calculating incorrectly — at scale.
Labour law compliance isn't a one-time exercise — it's an ongoing operational responsibility. Let Pocket HRMS automate the calculations, track state-specific changes, and keep your business audit-ready year after year.
