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Revised Statutory Compliance 2025 Checklist

Although statutory compliance is especially about the following of labor and HR-related rules and laws, compliance is a common word that denotes following to laws and regulations.

Every company has to obey certain government established rules and laws about taxes, workers, and payments.  These laws and rules constitute statutory compliance.  Various authorized agencies apply penalties and fines when a company neglects law compliance.  Obeying statutory compliance in India is so crucial.

Connect 2 Payroll Compliance Company Services in Ahmedabad, and India. The fundamentals of statutory compliance management and strategies to avoid fines by statutory compliance list will be covered in this paper.

Statutory compliance is the legal framework allowing companies to run according to a particular structure.

Statutory compliance in HR defines a legal framework letting companies run under a particular structure.  Usually, this framework pertains to the organization's staff members.

But this system does not always stay constant.  The regulatory bodies continue to alter the legal compliance criteria as well given the evolution of the HR scene.

Consequently, a significant percentage of the HR expenditures goes into preserving system integrity and guaranteeing compliance.  Statutory compliance requires companies to be current with the newest regulations throughout HR activities from salary payments to professional taxes.

Statutory Compliance Management Is Required

Following the rules helps every little and large company stay clear of legal problems.  A thorough knowledge of statutory legislation helps these companies to reduce or offset the dangers connected to non-compliance.

The many restrictions Indian organizations must follow to keep statutory compliance, therefore, may detract from the business.  Companies drift toward non-compliance or non-adherence even under close monitoring and investigation.

Therefore, to enable you to follow the legal compliance effortlessly, we have created a statutory compliance revised checklist.  This list will help you to remain informed with the present laws and rules.

Revised Statutory Compliance Checklist 2025

        The Employees Provident Funds and Miscellaneous Provision Act–1952 (EPF)
         Shops & Commercial Establishments Act (S&E)
         The 1948 Employees State Insurance Corporation Act (ESIC)
         The 1965 Labour Welfare Fund Act
         The 1975 Professional Tax Act
         The 1948 Minimum Wages Act
         The 1986 Child Labour (Prohibition & Regulation Act)
         The 1936 Payment of Wages Act
         The 1961 Maternity Benefit Act
         The Contract Labour (Regulation & Abolition) Act-1970
         The 1965 Act on Payment of Bonus
         The Industrial Establishment (N&FH) Act 1963
         The Gratuity Payment Act-1972
         The Employment Exchange (Compulsory Notification of Vacancies) Act-1959
         The 1976 Equal Remuneration Act
         The 1961 Apprentice ACT
         Model Standing Order Only: The Industrial Employment (Standing Orders) ACT 1946
         Women at Workplace Sexual Harassment (Prevention, Prohibition & Redressal) ACT, 2013
         The 1947 Industrial Disputes ACT
         The 1923 Employees Compensation ACT
         The Interstate Migrant Workmen (Regulation of Employment and Conditions of Services) Act, 1979
         The 1926 Trade Unions Act

Legal Compliance in India

Though every company has to adhere to the aforementioned checklist for statutory compliance, here are some of the fundamental guidelines and laws that are really vital.  Understand these rules carefully as they are also the ones that experience most mistakes.

Lowest Wages
As stated before, the minimum wage law specifies the least amount of money every employee should receive to guarantee best needs of the worker are satisfied.  This salaries legislation not only addresses the needs in terms of money but also provides medical assistance, education, and other remedies.

Since this legislation is a state concern, every organization is supposed to follow the act according to the applicable state requirements.

Tax Deducted at Source

According to the act's recommendations, every company is supposed to deduct TDS from staff members.  Certainly, many workers fall outside tax category, but as a company, it is the HR's duty to subtract TDS whenever relevant.

Moreover, the HR team has to generate required papers like Form 16 for the staff members.  Filing returns is made easier by this, hence the HR team must produce these papers promptly.

PF and ESI

Every month, any employee earning INR 15,000 or less is supposed to pay ESIC deduction.  Conversely, the HR team is supposed to deduct this sum and send it to the ESIC department so that staff members may obtain health advantages.

Another required deduction is PF.  Saved in the PF account, this money can be taken out only following a specified lock-in time.  The PF act is presented to enable the worker to save aside some money for future use.

Tip

The business provides gratuity to each staff member in the company who finishes five years of service.  The gratuity sum is withdrawn monthly from the employee's income on a regular basis.
Why is statutory compliance crucial?

         Compliance brings along several elements connected to a business.  For example, a company's reputation is at risk if it has TDS-related non-compliance.  The current staff members begin to question the effectiveness of the business and the possible new hires might not even come because of this.

         Statutory compliance is mostly motivated by the desire to provide fair treatment to all staff members of the company.  Many of the laws and regulations listed above in the checklist provide this equality.  Often, various employees are required to work different hours and other times, pay varies depending on several variables.  Statutory compliance provides a definite road to prevent this.

         Statutory compliance provides explicit rules for tax payments.  This not only enables the tax-collectors to readily collect necessary tax on a timely basis but also helps the taxpayers to pay tax on a timely basis.

         Customer loyalty is badly compromised if legal compliance is not kept up.  Customers, too, are reluctant to deal with companies with a bad statutory compliance system just as staff members begin to question the company for inadequate compliance structure.

         Maintaining legislative compliance is another major factor in financial losses.  Financial losses result from penalties and fines for non-compliance levied on a company.  This can significantly affect the cash flow.

Things to Keep in Mind

 Below we have listed certain items businesses should keep in mind for regulatory compliance:
         Every corporation has to keep records and accounts accurately to preserve information on every transaction.  These books should be kept following the accounting guidelines.

         Depending on the organization's character and kind.  Returns should be filed on time and TDS should be submitted.

         According to legal criteria, some businesses are anticipated to do an audit.  The needs of the law should guide this accomplishment.

         Apart from all the aforementioned criteria, the appropriate papers relating to the founding and registration of the organization should be obtained at all times.

Final thoughts

Connect 2 Payroll Compliance Company Services in Ahmedabad, and India. Every company depends on statutory compliance.  Still, legal compliance is somewhat challenging, though.  Therefore, we have provided a checklist above and included some advice to assist you in handling your company's compliance requirements.