Industries we serve
We know how compliance works in your trade.
Piece rates in one trade, contract labour or round-the-clock shifts in another. For each of the 16 industries below: what is different about labour law there, and how we help.
16industries
14services
4Labour Codes
Code colours:Code on WagesSocial Security CodeIndustrial Relations CodeOSH Code
01 / 16
Diamonds & Jewellery
Piece-rate karigars, festival bonus and a trade that swings. We keep wages and dues in order.
Services that fit
Labour Codes that matter here
What's different in your industry
- Many karigars are paid by the piece. Where the minimum wage is fixed as a time rate, piece earnings must not fall below it.
- Who is an employee and who is a job-work karigar or contractor decides whose dues these are. Getting that line wrong can leave the principal employer answerable for unpaid wages.
- Many karigars come from other states. Once a unit employs enough migrant workers, the OSH Code adds duties such as an annual journey allowance.
- Slumps and festival peaks both bring pressure. Lay-offs and retrenchment fall under the Industrial Relations Code, and bonus under the Code on Wages.
- Foundry casting and electroplating both appear on the OSH Code's list of hazardous-process industries. A unit that does either should check whether those duties apply to it.
How we help
- Payroll for karigars and office staff together, with wage structures checked against minimum wages and the new definition of wages.
- PF and ESI registration, UAN and insurance numbers, and monthly challans for head office and branches.
- Bonus worked out for every eligible employee and paid within the due date, with registers and returns ready before the festival season.
- Labour-law audits that look closely at contractor and job-work arrangements.
- Support when work slows: lay-offs, closures, mergers and union matters that touch PF, ESI, bonus and gratuity.
02 / 16
Plastics & Rubber
Shift work, contract labour and machine floors. We keep the paperwork behind each plant clean.
Services that fit
Labour Codes that matter here
What's different in your industry
- Moulding, extrusion and packing run in shifts. For workers on notified minimum wages, overtime must be paid at no less than twice the normal rate.
- Production, loading and maintenance are often done through contractors. Where the contract labour rules apply, the contractor needs a licence, and the principal employer is answerable if wages are not paid.
- Contract labour in a core activity is restricted, with limited exceptions. Which work counts as core needs a considered view.
- When allowances kept outside wages add up to more than half of total pay, the excess is counted back into wages. In plants that run a small basic, that raises the base for PF, gratuity and bonus.
- Press and machine injuries must be reported within the prescribed time. Claims then run through ESI or employee compensation.
How we help
- Contract labour licences, registrations and registers, and regular checks that every contractor pays wages and dues on time.
- Payroll with biometric attendance imported, shifts and overtime handled, and payslips sent by email.
- PF, ESI, Professional Tax and Labour Welfare Fund for every plant and branch, with challans ready before the due date.
- Salary structures reworked for the new definition of wages, so PF and gratuity are worked out on the right base.
- We attend inspections and labour audits at your plant and draft replies to notices.
03 / 16
Readymade Garments
Stitching teams, seasonal orders and constant joiners and leavers, kept compliant month after month.
Labour Codes that matter here
What's different in your industry
- Stitching and finishing are often paid by the piece. Earnings still have to be checked against the notified minimum wage.
- Orders come in seasons. The Codes recognise fixed-term employment, with gratuity after one year of service.
- Many units employ a large share of women. Maternity benefit applies, crèche duties start once a unit employs enough people, and night work needs the women's consent and proper safeguards.
- Work is often passed to jobbers and small units. Contract labour rules decide who holds the licence and who pays if wages go unpaid.
- Workers join and leave all year. Every exit needs wages cleared within two working days, and joiners need a UAN and an ESI insurance number wherever PF and ESI apply.
How we help
- Payroll with attendance imported, overtime, bonus and full and final settlements handled in one cycle.
- UAN and ESI number generation, KYC updates and monthly challans, so new joiners are not left out.
- Contract labour licences, and a check on the jobbers and contractors you use.
- Bonus computation, registers and returns, and group gratuity through LIC for the staff who stay.
- Guidance on maternity benefit and the other provisions for women workers.
04 / 16
Engineering & Electricals
Factory floors, site teams and contractors under one compliance calendar.
Services that fit
Labour Codes that matter here
What's different in your industry
- Fabrication, welding, housekeeping and maintenance are often contracted out. The principal employer carries welfare duties on site and pays if the contractor does not.
- Shop-floor staff on minimum wages and salaried engineers sit in one payroll, and overtime has to be handled properly for the first group.
- Teams are posted at client sites in other states or abroad. Each state has its own professional tax and labour welfare fund position, and international workers need specific PF advice.
- Apprentices and trainees are not treated alike. Apprentices engaged under the Apprentices Act sit outside the Code on Wages' definition of an employee. Trainees engaged outside that Act are generally employees.
- Factory duties under the OSH Code include health check-ups for workers, safety arrangements and reporting of accidents.
How we help
- Contract labour licences and registers, with contractor compliance checked against what the principal employer must be able to show.
- PF, ESI, Professional Tax and Labour Welfare Fund for head office, factory and site offices.
- Advice on international employees and on staff posted across states.
- Payroll for factory and site teams, with attendance imported from your biometric system.
- Pre-audit reviews, so records are ready before an inspector or a principal employer asks.
05 / 16
Chemicals
Hazardous-process duties, contractors on site and records an inspector will ask for.
Services that fit
Labour Codes that matter here
What's different in your industry
- Chemical manufacture is on the OSH Code's list of hazardous-process industries. The occupier must disclose hazards, keep a health and safety policy and have an on-site emergency plan.
- Workers handling hazardous substances need a medical examination before they start the job and regular checks after. Health records must be kept up to date.
- Women in dangerous operations need added safeguards, and pregnant women may be restricted from risky processes.
- Loading, cleaning and maintenance are often done by contract workers who face the same hazards. The principal employer is responsible for their welfare facilities and answerable if wages go unpaid.
- Accidents, dangerous occurrences and notified occupational diseases must be reported to the authorities within the prescribed time.
How we help
- Labour-law audits that check your registers, returns and HR records before an inspector does.
- Contract labour licences, registers and regular checks on every contractor working inside the plant.
- ESI accident and death claim paperwork when someone is hurt.
- Payroll and PF for plant, laboratory and office staff, with challans ready before the due date.
- We attend inspections and draft replies when a notice arrives.
06 / 16
Pharmaceuticals
Plants, labs and field teams, each with its own rules. We keep the records inspection-ready.
Services that fit
Labour Codes that matter here
What's different in your industry
- Drug and pharmaceutical manufacture is on the OSH Code's list of hazardous-process industries. Disclosure of hazards, worker medical examinations and an emergency plan are part of the factory's duties.
- Medical representatives and other field sales staff are usually sales promotion employees, with their own leave provisions under the OSH Code.
- Packing, loading and housekeeping bring contract workers onto the floor. The licence sits with the contractor, but the principal employer answers for wages and welfare facilities.
- Production and laboratory teams work in shifts. Women on night shifts need their consent and safeguards, and pregnant women can be restricted from some processes.
- When a unit is bought, sold or merged, employee liabilities, dues and final settlements need to be worked out before the deal closes.
How we help
- Labour-law audits and due diligence that cover contractors and in-house HR records alike.
- Employee liability computation and compliance certification for mergers, acquisitions and amalgamations.
- Payroll for plant, laboratory and field staff in one run, with payslips and Form 16 by email.
- PF, ESI and Professional Tax filings for every plant and branch.
- Contract labour licences and registers for packing and housekeeping contractors.
07 / 16
Hospitals & Healthcare
Round-the-clock rosters, contract support staff and claims that need quick handling.
Labour Codes that matter here
What's different in your industry
- Wards and labs run round the clock. Shift rosters, weekly offs and overtime all need records an inspector can follow.
- Women make up a large part of nursing and technical teams. Night duty needs their consent and safety arrangements. Maternity benefit applies, and crèche duties start once the hospital employs enough people.
- Housekeeping, security, ambulance and kitchen staff are often supplied by contractors. The hospital, as principal employer, stays answerable for their wages and welfare facilities.
- Visiting consultants and doctors on fixed fees raise a basic question: employee or not? The answer affects PF, ESI and gratuity.
- Hospitals are establishments under the OSH Code, with duties on health check-ups and a hazard-free workplace for their own staff.
How we help
- Payroll for rotating shifts, with attendance imported and overtime, allowances and full and final settlements handled.
- ESI registration, insured person numbers and claim paperwork for accident, death and funeral benefits.
- Contract labour licences and regular checks that housekeeping and security contractors pay wages and dues.
- Group gratuity through LIC, and the gratuity statement your accounts team needs.
- Workshops that help staff understand their PF, ESI and gratuity benefits.
08 / 16
Hotels & Hospitality
Seasonal staff, service charge and long shifts, handled so payroll and licences stay in order.
Services that fit
Labour Codes that matter here
What's different in your industry
- Service charge and tips are part of take-home pay for many roles. How they are shared, recorded and treated in the wage base needs a clear written policy.
- Holidays, weddings and events call for seasonal and casual staff. Fixed-term employment is recognised in the Codes, with gratuity after one year.
- Round-the-clock service means rotating shifts and weekly offs. Night work by women needs their consent and the safeguards the rules require.
- Staff meals and accommodation are common. The Code on Wages caps how much of their value can be counted as wages.
- Hotels, restaurants and cafés also come under the state Shops and Establishments law, which continues alongside the Codes.
How we help
- Payroll for shift and seasonal staff, with payslips and Form 16 sent to employees by email.
- Shops and Establishments licences and their compliances for properties, restaurants and cafés.
- Contract labour licences and checks on banquet, housekeeping and security contractors.
- Temp staffing for larger requirements, with PF, ESI and wages handled end to end.
- PF, ESI, Professional Tax and Labour Welfare Fund filings for every property.
09 / 16
IT & Technology
High attrition, CTC-heavy pay and teams across states. Payroll and PF that keep up.
Labour Codes that matter here
What's different in your industry
- Attrition is high. Notice periods, wages due within two working days of exit, and gratuity eligibility come up every month.
- Pay is built as CTC, with variable pay, reimbursements and long lists of allowances. Once excluded allowances pass half of total pay, the excess counts as wages for PF and gratuity.
- Project hiring brings fixed-term contracts, consultants and freelancers. Gratuity for fixed-term staff starts after one year, and the line between employee and consultant needs care.
- Hybrid and remote teams work from several states. Each state has its own professional tax and labour welfare fund rules where they apply.
- Women on late shifts for client time zones need their consent and safety measures. POSH obligations apply alongside.
How we help
- Payroll with payslips, Form 16 and an employee login where staff can update and download their own details.
- PF, Professional Tax and Labour Welfare Fund across every state your people sit in.
- Salary structures reworked for the new definition of wages, so PF and gratuity land on the right base.
- Advice on foreign nationals working in India and Indian staff posted abroad.
- Compliance set-up for new companies and startups, practical and cost-conscious.
10 / 16
Construction & Real Estate
Migrant workers, layered contractors and the welfare cess, project after project.
Services that fit
Labour Codes that matter here
What's different in your industry
- The employer pays a welfare cess on the cost of construction of each project. It is self-assessed, settled within a set time after the work is completed, and goes to the Building and Other Construction Workers' Welfare Fund.
- Eligible construction workers are registered as beneficiaries with the state Building Workers' Welfare Board, which runs their welfare schemes.
- Many site workers come from other states. Migrant worker provisions apply once a site employs enough of them, including an annual journey allowance.
- Work passes through contractors and sub-contractors. The OSH Code provides for free temporary living accommodation at or near the site, with the principal employer bearing the cost when a contractor provides it.
- Each project needs a notice when it starts and when it ends, and larger sites need safety officers.
How we help
- Registration for building and construction work, for builders and contractors, and help keeping it current.
- Contract labour licences and registers for every site, with checks on each contractor.
- Payroll for site and head-office staff, with attendance and wages kept site by site.
- PF and ESI registration and monthly challans for head office and sites.
- Audits of contractor compliance, because the principal employer carries the risk.
11 / 16
FMCG & Food
Festival peaks, depots in many states and a large field force. Compliance across all of it.
Services that fit
Labour Codes that matter here
What's different in your industry
- Festival and summer peaks need extra hands in plants, depots and packing lines. Seasonal and fixed-term hiring has to be done properly, with wages, PF and ESI in place from the start.
- Loading, packing and warehouse work is often contracted. Licences, wage payment and welfare facilities stay the principal employer's concern.
- Field sales and promotion staff are usually sales promotion employees, with their own leave provisions under the OSH Code.
- Depots and offices sit in many states, so Professional Tax, Labour Welfare Fund and shops rules differ by location.
- Canteen and crèche duties start once a site employs enough people, and growing units can cross the line without noticing.
How we help
- One team tracking due dates across plants, depots and offices, with our Pan-India network covering each state's laws.
- Payroll that imports biometric attendance and handles overtime, bonus and full and final settlements.
- Contract labour licences and compliance checks for packing, loading and warehouse contractors.
- Bonus calculation and returns ahead of the festival season.
- Labour-law audits and pre-audit reviews, plus support when an inspection comes.
12 / 16
Printing & Publishing
Presses, binderies and publishing houses. Practical help for growing units and busy seasons.
Services that fit
Labour Codes that matter here
What's different in your industry
- Printing and binding count as manufacturing processes. Once a press employs enough workers it is a factory, with duties on machine safety, accident reporting and worker health check-ups.
- Rush seasons such as festivals, exams and year-end reports push overtime up. Workers on notified minimum wages must be paid at least twice the normal rate for the extra hours.
- Many presses are small units that grow past a headcount threshold without noticing. The date PF, ESI or a factory registration became applicable then has to be fixed, with any past dues.
- Binding, folding and dispatch work is often passed to job-work units. Contract labour rules decide who holds the licence and who pays.
- Newspaper and magazine staff may be working journalists, who have their own hours and leave provisions under the OSH Code.
How we help
- As a panel member of the Bombay Master Printers' Association, we answer its members' labour-law queries.
- Registration reviews for growing units: when PF, ESI and other registrations fell due, and what is owed for the gap.
- Monthly PF, ESI and Professional Tax challans and returns, with payroll and payslips by email.
- Bonus computation, registers and returns before the festival season.
- Support during inspections, with replies to notices drafted for you.
13 / 16
Retail & Shops
Many outlets, long hours and seasonal sales. Licences and filings kept current store by store.
Services that fit
Labour Codes that matter here
What's different in your industry
- Shops and Establishments law is a state law and it continues alongside the Codes. It governs registration, opening hours, weekly offs and holidays, store by store.
- Each store is usually its own establishment. A chain across cities or states carries a different registration and different rules in each.
- Sale seasons and festivals bring part-time, seasonal and fixed-term staff, long hours and overtime.
- Promoters, merchandisers and security staff are often placed by brands or agencies. Who is the employer, and who pays if dues are missed, has to be settled in writing.
- Delivery and online sales bring gig and platform workers, a category the Code on Social Security recognises for the first time.
How we help
- Shops and Establishments registration and renewals for every outlet, with registers kept current.
- Payroll for outlets, with attendance from each store, overtime, bonus and payslips by email.
- PF, ESI, Professional Tax and Labour Welfare Fund filings for every location.
- Contract labour licences and checks on the agencies that place staff in your stores.
- Advice when you add delivery riders or online sales and need to know where gig and platform rules apply.
14 / 16
Financial Services & Broking
Incentive-heavy pay, many branches and mixed staff arrangements, set up correctly.
Services that fit
Labour Codes that matter here
What's different in your industry
- Pay often mixes a modest fixed part with commission. Commission is one of the items kept outside wages, and once those items pass half of total pay, the excess counts as wages for PF and gratuity.
- Dealers, relationship managers, authorised persons and retainers work side by side. Whether someone is an employee decides PF, ESI and gratuity, and that call needs to be made deliberately.
- Branch offices are often small and spread across states. Each has its own registrations, professional tax position and shops and establishments rules.
- Dealers and sales staff change firms often, so exits, notice pay and full and final settlements must be handled properly and quickly.
- Gratuity is a liability that sits on the books. Many firms fund it through a group policy rather than carrying it themselves.
How we help
- Payroll that handles incentive pay, with payslips, Form 16 and full and final settlements.
- PF, ESI and Professional Tax for head office and every branch.
- Group gratuity through LIC, with the AS-15 statement your accounts team needs.
- Shops and Establishments registrations for branches, and their ongoing compliance.
- Salary structures that work for the employee and the employer under the new definition of wages.
15 / 16
Logistics & Transport
Drivers on the road, loaders through contractors and branches in many states.
Services that fit
Labour Codes that matter here
What's different in your industry
- The OSH Code has specific provisions for motor transport workers, including rest rooms where drivers have to halt at night.
- Drivers away on long trips make attendance and overtime hard to record. How trip allowances are treated in the wage base needs a clear position.
- Loading and unloading is often done by gangs through contractors. Contract labour rules decide who holds the licence and who answers for unpaid wages.
- A road accident involving a driver or helper brings ESI or employee compensation into play, with reporting duties to follow.
- Last-mile delivery through platforms brings gig and platform workers into the picture.
How we help
- PF, ESI, Professional Tax and Labour Welfare Fund for every branch, hub and depot.
- Payroll for drivers, helpers and office staff, with attendance, overtime and allowances.
- Contract labour licences and checks on loading and cargo-handling contractors.
- ESI accident, death and funeral benefit claims.
- Labour-law audits that find gaps in contractor and branch compliance before an inspector does.
16 / 16
Government & Public Sector
Outsourced manpower and project staff, with monthly proof that every payment was made.
Services that fit
Labour Codes that matter here
What's different in your industry
- Whether the central or the state government is the appropriate government for a body decides which rules and which officers apply.
- Housekeeping, security, data-entry and project staff are often outsourced. The public body is the principal employer and answers for welfare facilities, and for wages if the contractor defaults.
- Tenders for outsourced manpower often ask for proof of monthly PF, ESI and wage payments.
- Project staff are hired for fixed periods against grants. Fixed-term employment is recognised in the Codes, with gratuity after one year.
- Contract workers must receive at least the notified minimum wage. Records of every payment need to be clean enough to show an auditor.
How we help
- Manpower supply with monthly proof that PF, ESI and wages were paid on time.
- Compliance checks on your existing contractors, with a report management can act on quickly.
- Payroll for project and contract staff, with bank transfer files and statutory reports.
- Registers, licences and returns kept ready for labour department inspections.
- Briefings for HR and administration teams on new circulars and notifications.
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