Every business activity must include payroll. It is the procedure through which workers are compensated for their services and is crucial in guaranteeing worker satisfaction and retention. But managing payroll can take a lot of time and be challenging, especially for small and medium-sized enterprises with little resources. Here, payroll outsourcing may help organizations save time, cut costs, and increase compliance by providing a range of advantages.

The outsourcing company is in charge of determining and allocating employee compensation, deducting taxes and benefits, and guaranteeing adherence to labor rules. You will consent to the conditions and sign a contract with the payroll outsourcing business that details charges and obligations. After that, the outsourcing company checks to see if they have the required authorizations and registrations for handling payroll. The outsourcing company will require access to all necessary employee data in order to execute payroll. The service provider will then ensure that your employees are paid on time by processing your payroll on a regular basis (typically every two weeks). You will be given a copy of every report each paycheck period. As the law requires, they will deliver payments and supporting documents to tax authorities and other parties

For businesses of all sizes, managing payroll can be challenging and time-consuming. It involves precisely calculating wages, taxes, and deductions, as well as keeping up with the constantly evolving rules and legislation governing payroll. Legal repercussions and heavy punishments could follow noncompliance with these commitments. For this reason, a lot of businesses are using payroll outsourcing as a tactical way to reduce risks and guarantee legal compliance. In this post, we'll look at the benefits of outsourcing payroll and how it can help companies stay in compliance with the law. 

Every business or company regardless of size needs to have a payroll system in place. Among other things, it entails managing employee salaries, benefits, and taxes. Payroll management, however, may be a time-consuming and challenging chore for organizations that diverts attention from other crucial business operations...Read more

Payroll is a difficult process that is made more difficult by the particular procedures used by each organization, compliance concerns, a wide range of allowances and deductions, and continually evolving legal requirements. This frequently puts firms at risk because there is so much at stake in terms of fines, extra inspection, and brand reputation. Many businesses handle this procedure internally, while others seek out qualified service providers. Avoiding compliance risks and adjusting to the laws’ ever-changing.....Read more

The management of payroll in the hospitality industry presents distinct and intricate challenges that necessitate meticulous attention and tailored solutions. From coping with seasonal workforce fluctuations to adhering to labor regulations and addressing tip-related concerns, hospitality businesses must navigate a multifaceted payroll landscape.

This article delves into the specific payroll challenges hospitality establishments encounter and offers actionable solutions and best practices to surmount them. By implementing these strategies, hospitality businesses can streamline payroll operations, guarantee compliance with relevant laws, and augment overall operational efficiency.

The hospitality industry encompasses a dynamic and fast-paced sector that includes various businesses, such as hotels, restaurants, resorts, and event venues. Managing the intricate payroll processes within this industry can be a formidable task, as it entails addressing unique challenges specific to the nature of hospitality operations. Let’s look at some of the industry’s challenges and possible solutions.

Challenge 1: Seasonal Staffing and Fluctuating Workforce Hospitality businesses encounter significant challenges in managing staffing needs that fluctuate seasonally. Labor demand can vary considerably based on factors like holidays, tourism seasons, and special events. Successfully handling payroll for a constantly changing workforce requires meticulous planning and tracking of employee hours. To achieve this, implementing a robust time and attendance system is crucial. Such a system captures accurate data, streamlines scheduling, and ensures employees receive proper compensation based on their actual hours worked...Read more

In today’s competitive business world, managing employee benefits and taxes can be overwhelming for any organisation. The complexity of administering employee benefits, ensuring compliance with labour laws, and managing payroll can quickly become a burden, especially for small and medium-sized businesses without dedicated HR staff. An Employer of Record (EOR) can step in to fill this role. An EOR can take on the employer responsibilities for a company, managing all aspects of migration, joining and on-boarding, benefits administration, payroll management, compliance and risk management, employee query resolution, and exit management. In this blog, let’s explore the role of an EOR in managing employee benefits and taxes, highlighting the benefits and tax solutions offered by EOR providers to businesses of all sizes. So, let’s dive in!

Payroll management can be defined as the management of employee's financial records, wages, salaries, bonuses, deductions and net pay in accordance with the labor laws of the nation. While payroll management is not easy but it is significant that it be managed correctly because the consequences of deviation in payroll management may lead to financial and reputation loss of a company.

Untimely filing of taxes, not getting accounts audited, non-compliance with TDS regulations, and wilfully evading tax can lead to penalties and imprisonment. For example: If a business or an organization fails to file tax deducted at source (TDS) or tax collected at source (TCS) in the provided timeline or on and before the deadline, they will be fined with a penalty of Rs 200 per day for the delay. Along with this, the tax authorities may also charge the company with a penalty for incorrect information or non-filing of TDS or TCS returns before the due date. The penalty be anywhere between Rs 10,000 and Rs 1,00,000.

Managing payroll efficiently and ensuring compliance with ever-changing regulations are crucial aspects of running a successful business. However, the complexities and intricacies of payroll processing can be overwhelming, leading to increased risks and potential compliance issues. As a solution, many companies are turning to outsourcing their payroll functions to specialised payroll providers. Organisations can experience improved compliance and reduced risks by entrusting payroll management to payroll providers...Read more : https://paysquare.com/how-outsourcing-payroll-can-keep-a-business-compliant-and-reduces-risks/

Payroll compliance is essential for manufacturing companies due to their distinct operational structure and diverse workforce. It encompasses the adherence to legal and regulatory mandates governing employee compensation, tax obligations, benefits administration, and meticulous record-keeping...Read more

Outsourcing payroll services is a potential solution to tackling payroll complexities. But before we talk about it, let's look at statutory compliance in HR and payroll in India with this quick guide. What is Payroll in the Indian Context? In India, payroll involves a broad array of activities that include but are not limited to the following. The functions may vary or increase with the type of organization and its compliance requirements...Read more

As a HR professional, one of your core responsibilities is the leave management process. Your role is to manage and motivate employees to give their best productivity levels to the company. Giving employees leaves is one factor that helps them recharge their batteries. 

You are wondering where you will start. Well, you have come to the right place to guide you about the leave management process. We will try to give you a glimpse of the activities that an HR must perform for hassle-free leave function.

Your first task is to classify all the types of leaves the employees are entitled to. Thus, you will have a clear view of the steps to take ahead. These leaves are state-ordained, which means they have statutory compliance behind them. Therefore, you must keep a tab on them to avoid penalties. 

An earned leave or privileged leave is basically the same thing. Your employees are rewarded a certain amount of leaves for a defined period of continuous labour. Are you confused? Let us give you a brief explanation.

The Factories Act applies to earned leaves. Your employees are entitled to one leave after 20 consecutive business days of work.

On the other side, for four months of attendance, five privileged leaves are allowed under the Shops and Establishment Act.

Employees can also cash in their ELs or PLs. However, it is subject to your company's policies. Unused PLs can also be carried over to the next year.

In an emergency, an employee may choose to take casual leaves. It can involve parent-teacher conferences, family medical emergencies, or anything else. CL can last anywhere between a half-day to almost seven days. Unlike a PL, a CL cannot be cashed and has a one-year expiration date.

An employee can take a sick leave if they have medical problems. They get twelve paid sick leaves per year. You have to ask for a medical certificate if the leaves extend for more than two days. Similar to casual leaves, sick leaves also expire in the current year and are not carried forward. 

If the employee has used all their leaves but still needs more, they are given leave without pay or LWP. These are unpaid leaves that heavily depend on a company's policies and management's approval.

Some employees are required to work during holidays, for example, people in sales and security systems. These employees are entitled to additional leave on working days to compensate for their efforts. 

These leaves are known as comp offs or paid leaves. You must account for these comp-offs for the respective employees.

As the name suggests, maternity leaves are awarded to pregnant women and new mothers. It comes under the Maternity Benefit Act.

Women employees in India are entitled to 24 weeks (6 months) of paid leave for pregnancy if they worked for at least 80 days in the 12 months before the delivery date. However, after the first two children are born, the eligibility period is reduced to 12 weeks.

Paternity leaves are endowed to new fathers. It depends on the company's policies and can range from two days to fifteen days. 

Government employees can take a maximum fifteen-day leave, but the rules in the private sector are not defined.

Bereavement leaves are granted when there is a death in the employee's family. The employee can perform last rites, grieve and attend legal obligations during this period. Although there is no fixed law to specify bereavement leave, many companies allow employees a week off.

Employees may be allowed between one and fifteen days of leave, with most employers providing three days. Furthermore, this leave can only be used once (first marriage at most companies) during an employee's whole job time.

Now that you have the different types of leaves, let's move ahead to the admin work for managing these leaves. These tasks must be done following your company's leave policies. 

Your first task is to separate mandatory holidays from leaves. This is possible by making a holiday list of the year. Here is how you should proceed:

1. List out the holidays that are related to festivals and state events.
2. Check for the inclusion of holidays listed under the Industrial Establishment (N&FH) Act. 
3. The next step is to count the holidays from weekends.
4. If any festival comes on a weekend, you must take note of it. 
5. Inform the employees through a notice board or personal mail. 

After setting the holiday list, it is time to create leave lists. Leave lists can differ for employees based on their position and job role. Besides, if you are working in a large -sized company, you need to designate bulk leaves. Here is how you can go about making leave lists:

1. Assign similar leave types to employees in the same job roles.
2. Construct prorated leave policies using days, months, and other round-offs.
3. Communicate the frequency of leave approvals, for example, weekly, monthly, and yearly.
4. Confer comp offs to eligible employees. 
5. Set out policies regarding half-days and overtime.

The most significant task is the application, approval and rejection of leaves. You can either take assistance from a cloud-based service or use Excel Timesheets. In our opinion, cloud-based systems are better. For a smooth process heed the following steps:

1. Designate leave approvals to the concerned manager or senior HR.
2. Check for eligibility.
3. Take note of when and who takes the leaves.
4. Store the necessary documents in place. These documents may be medical certificates, leave applications, and maternity leave forms.

Reporting and analysis are critical parts of HR duties. Reports aid in performance management, turnover analysis, configuring leave years, etc. Here is what your attendance reports tell you:

1. Statutory compliance is observed.
2. Employee well-being is maintained.
3. Productivity levels are judged.
4. Accuracy for payroll processing.
5. Company policies are up to the mark.
6. Plans and execution for the next year. 

We wish you all the best as an HR to undertake the leave management process. Efficient leave management increases employee satisfaction. Consequently, you reach the ultimate goal of your HR role.

Paysquare has a formal, cloud-based leave management system which is integrated with payroll engine. Our automated system records and lists all eligible leaves for your employees. Leave approvals are also easier, giving you enough time to focus on other core HR responsibilities. The entire leave accounting would also be part of paysquare’s deliverables. Consult Paysquare to get assistance in managing integrated leave and payroll systems.