The compliance engine
Four states is not one statutory position. It is four.
A company operating in four states does not have one statutory position — it has four, and each one is a separate deadline in a separate format. EZER holds every entity and every location in one operation, so the registers are produced together rather than assembled one branch at a time in the week before they are due.
Calculated in the run
- Wage and muster registers
- Per location, in the format the applicable state requires
- EPF ECR
- Per registration, ready to file
- ESIC returns
- Contribution-period aware
- Professional Tax
- State-wise, by work location
- LWF
- At each state’s rate and frequency
- TDS and Form 16
- Across both regimes
Calculated inside the payroll run
- EPFProvident Fund
- ESICEmployees’ State Insurance
- PTProfessional Tax, state-wise
- LWFLabour Welfare Fund
- TDSTax deducted at source
- Form 16Annual tax certificate
- GratuityPayment of Gratuity Act
- BonusPayment of Bonus Act
- S&EShops & Establishments
Compliance, the way Indian law actually works
Built for the new Labour Codes — configured to your industry, not just your headcount
Labour law compliance in India was never one law — it’s dozens, state by state, industry by industry. EZER’s compliance engine is where that complexity gets absorbed, not passed on to your HR team.
Code on Wages
Minimum wage, payment of wages, bonus, equal remuneration
Minimum wage, payment of wages, bonus and equal remuneration — feeds directly into how EZER calculates every payslip.
Industrial Relations Code
Standing orders, retrenchment, dispute resolution
Standing orders, retrenchment and dispute resolution — tracked at the establishment level for every branch and factory.
Code on Social Security
PF, ESIC, gratuity, maternity benefit
PF, ESIC, gratuity and maternity benefit — registers and contributions generate automatically from attendance and payroll.
OSH & Working Conditions Code
Working hours, shift limits, welfare facilities
Working hours, shift limits and welfare facilities — configured per establishment type, from an office to a factory floor.
The four Labour Codes have been in effect since November 2025, and state-level rules are still being notified in phases. EZER tracks each notification as it lands, so your registers keep reflecting the rules that actually apply to you — not last year’s.
One operation, however many companies
Corporate office, branches, factory, warehouse — centrally run
Group companies usually end up with one HR system per entity, or one spreadsheet per location, because the software could not express the shape of the business. EZER models the group the way it actually exists: a group holding several companies, each holding several locations, each with its own registrations and its own state.
- GroupThe parent. Consolidated headcount and cost across every company beneath it.
- CompanyEach legal entity, with its own PAN, TAN, CIN, letterhead and statutory registrations.
- LocationCorporate office, head office, branch, factory, warehouse or depot — each in its own state, under its own rules.
- One employee master across the group — a transfer between entities is a transfer, not a re-hire.
- State-wise PT, LWF and leave entitlement applied by the location the employee actually works at.
- Payroll run per entity, reporting consolidated across the group.
- Unlimited entities and locations on the same subscription, because charging per entity punishes exactly the companies this is built for.
Built for India
What EZER does for each statutory head
Not a global payroll tool with an India patch. Each act below is handled inside the run, against configuration that reflects your registrations.
| Act | What the system does | Basis applied |
|---|---|---|
| EPFEmployees’ Provident Funds & Miscellaneous Provisions Act, 1952 | Calculates employee and employer contributions, splits the employer share between EPS and EPF, applies the wage ceiling for eligible members, adds admin and EDLI charges, and produces ECR-ready output. | 12% employee · 12% employer, split EPS/EPF · ₹15,000 wage ceiling |
| ESICEmployees’ State Insurance Act, 1948 | Applies the wage ceiling, handles employees who cross it mid-contribution-period by keeping them covered to the end of that period, and produces return-ready output. | 0.75% employee · 3.25% employer · ₹21,000 wage ceiling |
| PTState Professional Tax Acts | Holds slabs per state, applies them by the employee’s work location, and handles the states with a different rate in a specific month. | State-wise slabs · ₹2,500 per year constitutional maximum |
| LWFState Labour Welfare Fund Acts | Applies the contribution at the rate and frequency the relevant state requires — which may be monthly, half-yearly or annual — per registration. | State-wise rate and frequency |
| TDSIncome Tax Act, 1961 — salary TDS | Runs both the old and new regime, takes declarations and verified proofs, projects tax across the remaining months of the year, and issues Form 16. | Old and new regime · monthly projection · Form 16 |
| NPSEmployer contribution under section 80CCD(2) | Handles the employer NPS contribution inside the salary structure, with the correct treatment in the tax computation. | Employer contribution, configurable per structure |
| GratuityPayment of Gratuity Act, 1972 | Calculates the entitlement on exit against completed service, and includes it in the full & final settlement. | 15 days’ wages per completed year, after 5 years of service |
| BonusPayment of Bonus Act, 1965 | Determines eligibility and calculates the statutory bonus against the applicable ceiling. | Statutory minimum to maximum, on the applicable wage ceiling |
| S&EState Shops & Establishments Acts | Drives statutory leave entitlement and holiday rules by the state each location sits in. | State-wise leave and holiday entitlements |
Rates, ceilings and slabs are configuration, not code — so a statutory change is applied without waiting for a product release.
A worked example
One payslip, with the arithmetic shown
A fictional employee in Pune on a monthly gross of ₹58,000. The figures tie out — that is the whole point of showing them.
Priya Deshmukh
EZ-1042 · Senior Executive — Finance
August 2026
Pune, Maharashtra
Paid days: 31 of 31
Earnings
- Basic
- ₹23,200
- House Rent Allowance
- ₹11,600
- Conveyance Allowance
- ₹1,600
- Special Allowance
- ₹21,600
Deductions
- EPF — employee contribution
- ₹1,800
- Professional Tax
- ₹200
- TDS
- ₹4,350
12% of ₹15,000 ceiling wage
Maharashtra slab for this gross
Projected across the remaining year
Employer contributions
- EPF — employer contribution
- ₹1,800
- EPF admin & EDLI charges
- ₹225
3.67% EPF + 8.33% EPS on ceiling wage
Employer cost, not an employee deduction
- ESIC does not apply: the gross is above the ₹21,000 wage ceiling.
- Employer contributions are shown for transparency. They are a cost to the company, not a deduction from the employee.
Every number traces back
Every figure on a payslip can be opened to show what produced it: the attendance days counted, the salary structure in force that month, the statutory rate and ceiling applied, and the regime or slab used. That trail is the difference between a payroll that is correct and one that can be shown to be correct — which is the only version that survives an audit or a dispute.
Compliance questions
The ones a knowledgeable buyer asks
Which states do you cover for Professional Tax and LWF?
Every state that levies them. PT slabs and LWF rates are held per state registration and applied by the location the employee actually works at, not by where the company is headquartered. LWF is the one people get caught by: it is monthly in some states, half-yearly in others and annual elsewhere, and the frequency is configured per registration rather than assumed.
How do you handle an employee who crosses the ESIC ceiling mid-period?
They stay covered to the end of that contribution period, which is what the act requires. It is a small rule and the one most spreadsheet-based payrolls get wrong, because it needs the system to remember a state change rather than re-evaluate eligibility every month.
The labour codes are still being notified. What happens when our state notifies?
Rules are held as configuration per registration, so a notification is applied without waiting for a product release. That is the practical difference between being ready and being told it is on the roadmap — and it matters because the codes are being notified by state and by establishment type, in stages, rather than all at once.
Can you show that a deduction was calculated correctly?
Every figure on a payslip opens to show what produced it: the attendance days counted, the salary structure in force that month, the statutory rate and ceiling applied, and the regime or slab used. That trail is the difference between a payroll that is correct and one that can be shown to be correct, which is the only version that survives an inspection or a dispute.
Do you file returns on our behalf?
We produce the filing-ready output — ECR for EPF, contribution files for ESIC, state-wise PT and LWF, TDS and Form 16 — against the registration each one belongs to. Filing itself stays with you or your consultant, which is deliberate: the statutory liability is the employer’s and we would rather not sit between you and it.
See EZER on your own data
Bring your registrations to the call
Tell us the states you operate in and the establishment types you hold. We will show you the statutory setup against your own structure rather than a demo company.
- Thirty minutes in the live product. Not a slide deck, and not a recorded video.
- We ask first: how many entities, which states, how many employees, what you run payroll on today.
- Then we show your case — your salary structure, your statutory setup, your locations.
No obligation, no credit card, and we won't add you to a mailing list without asking.