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For Employers · Ongoing Compliance

Statutory Compliance Services

Every month, every filing, every register — the payroll compliance calendar run as a system, not a scramble.

Ongoing retainer · Reviewed by the EPF Buddy compliance team · Last updated 29 July 2026

TDS on salaries

By the 7th, monthly

PF ECR + ESIC

By the 15th, monthly

PT / LWF returns

Per state cycle — monthly to annual

Deliverable

Filings on time + maintained registers

Statutory compliance in HR means meeting every recurring legal obligation an employer carries: TDS by the 7th, EPF ECR and ESIC contributions by the 15th of each month, Professional Tax and LWF on each state's cycle, registers current, and records inspection-ready. Miss a red date and the meter starts — 12% interest, 1% monthly damages, notices.

We run the full statutory calendar as a retainer — filings made, challans paid on time, registers maintained, and records kept in order so "are we compliant?" is a question you can always answer.

The difference in how we do it: our consumer practice sees exactly how employer filing errors destroy employees' claims years later. Your filings are done by people who spend their days on the receiving end of everyone else's mistakes.

Key Takeaway

The employer statutory calendar runs monthly — TDS by the 7th, EPF and ESIC by the 15th, PT and LWF per state cycle — plus annual obligations like the POSH report. Outsourced as a retainer, it removes the exposure that compounds silently: interest, damages, and notices bearing directors' names.

Applicability

Does this apply to you?

Any registered employer

If you hold EPF, ESIC, PT or LWF registrations, the monthly and periodic obligations exist regardless of company size.

Multi-state employers especially

Each state adds its own PT and LWF cycles and holiday calendars — the deadline complexity grows faster than headcount.

The Cost of Not Doing This

What non-compliance actually costs.

Deadlines have teeth

PF delays: 12% p.a. interest plus 1% monthly damages, uncapped. ESIC delays: interest plus graded damages up to 25%. Every missed month is a permanent record in the department's system.

Errors outlive the error-maker

A wrong date or mismatched name in this month's filing becomes an employee's rejected claim in 2035 — and a director's embarrassment on LinkedIn.

How We Handle It

The process.

1

Compliance audit & takeover

We audit current state — pending filings, past gaps, register health — before taking over cleanly.

2

Calendar operation

All filings and payments executed on cycle.

3

Staying informed

You always know what was filed and what needs your attention.

4

Notice handling

Departmental communications handled and responded to as they arise.

Documents we'll ask for

  • Monthly payroll register
  • New joiner and exit details (dates are everything)
  • Portal access / DSC as applicable
  • Existing registration certificates

Exact requirements vary by state — we confirm them for yours when you contact us.

Key Terms

Words that decide outcomes.

Statutory compliance (HR)
The set of recurring legal obligations an employer owes under labour and tax law: contributions, filings, registers, displays and reports across EPF, ESIC, PT, LWF, S&E and allied Acts.
Compliance calendar
The consolidated schedule of every statutory due date an employer faces across all states and registrations — the artefact this retainer maintains, executes and reports against monthly.

Questions

Asked often.

The recurring legal obligations every employer carries under labour and tax law: depositing TDS by the 7th, filing EPF ECR and paying ESIC by the 15th each month, PT and LWF on state cycles, maintaining wage and attendance registers, and annual items like the POSH report. It is a calendar, and calendars are either systematised or missed.
The spine is: TDS on salaries by the 7th; EPF contribution with ECR by the 15th; ESIC contribution by the 15th; PT returns per your state (often the 20th or month-end); LWF per state cycle. Around it sit half-yearly and annual items — bonus, gratuity provisioning, POSH annual report, S&E renewals.
From day one: Shop & Establishment registration, PT (in levying states), minimum wages and a POSH policy. At 10 employees: ESIC, a POSH Internal Committee, gratuity applicability. At 20: EPF, and CLRA if you use contract labour. Each threshold has a registration deadline, and missed thresholds create backdated liability — which is exactly what we map when you contact us.
Yes — that is the normal case, not the exception. We quantify the backlog, fix it in order of risk, then keep it clean. Voluntary regularisation before a notice is consistently cheaper than remediation after one.
The retainer is scoped to your headcount, states and registrations in scope, and agreed in full before we begin. The scope defines the fee — an agreed fee does not move mid-engagement.

Talk to us.

Fill in your details and our team will call you back about statutory compliance. Or reach us directly — phone or WhatsApp.

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