Before hiring, decide who will issue the offer, run payroll, keep employee records and monitor labour-law applicability. Requirements may depend on the state, establishment type, employee count, salary, role and current law.
Prepare written terms and onboarding
Use a clear offer or employment agreement covering role, compensation, work location, probation if applicable, leave, confidentiality, IP and exit terms. Collect only necessary identity and payroll information and protect it appropriately.
Set up a process for attendance, wage records, payslips, reimbursements, leave and employee questions. Review state-specific Shops and Establishments or other workplace requirements for the location.
Keep a recurring compliance file
- Store signed terms, authorized payroll changes and statutory records with restricted access.
- Reconcile payroll, tax deductions and bank payments each pay period.
- Track applicability when headcount, wage levels, state locations or entity operations change.
- Ask a payroll or labour-law adviser to verify the employer’s specific obligations.
Official sources and further reading
Source pages are maintained by the relevant government authority. Check the current official guidance before applying; requirements can change.
This article provides general information, not legal, tax or professional advice. Rules and procedures may change; verify current requirements with the relevant authority or a qualified adviser before acting.
Related services
Payroll Management
Payslips, salary register, PF/ESI/TDS computation reports
EPF Registration
EPF Establishment Code (UAN portal access)
ESIC Registration
ESIC Registration Certificate (17-digit code)