Salary Structuring
A well-designed CTC is tax-efficient for employees and compliant for you. We structure salaries with the right mix of basic, HRA, allowances and statutory components to legally minimise tax and keep PF/ESI/PT and TDS correct.
Key benefits
- Tax-efficient CTC across the old and new regimes
- Correct basic / HRA / allowance split
- Statutory components (PF, ESI, PT, gratuity) done right
- Clear CTC letters and payslip structure
Documents required
- Current salary structures, if any
- Employee CTC levels
- Work location(s) for HRA / PT
- PF / ESI applicability details
How it works
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1
Review
We assess your current structure and statutory obligations.
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2
Design
An optimised CTC template balancing take-home pay and compliance.
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3
Compliance check
PF/ESI/PT and TDS implications validated.
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4
Implementation
CTC letters and payslip components finalised.
Frequently asked questions
Does structuring still help under the new regime?
Some components (like employer NPS and the standard deduction) still help. For employees on the old regime, HRA and allowances matter a lot. We optimise for each.
What’s an ideal basic-to-CTC ratio?
Typically 40–50% of CTC as basic — high enough for HRA/PF benefit, not so high that PF and gratuity costs balloon.
Can this reduce our compliance risk?
Yes — a correct structure keeps PF, ESI, PT and TDS accurate and audit-ready.