Labour and employment

Map the workforce before selecting a checklist

Employees, direct fixed-term staff, consultants and contractor-supplied workers need fact-specific treatment. Record who employs, supervises and pays each group, along with its work location.

Connect policy, payroll and evidence

The employment document, payroll configuration, attendance record and statutory submission should be consistent. We identify the operative framework and covered periods, then organise practical actions and supporting records.

Choose support around the immediate task

• Establish the starting position: an employer compliance review maps evidence and gaps; labour-code transition support organises changes across policies and processes.
• Hire and manage people: align employment documents, pay, benefits and leave, and POSH prevention and redressal arrangements.
• Run the recurring cycle: coordinate payroll statutory work with the relevant EPF, ESI, professional tax and labour welfare fund records.
• Operate or change a workplace: assess shops and establishments requirements, factory and workplace matters, and contractor arrangements against the actual site and workforce.
• Respond to an authority: inspection support organises the notice, requested records and factual response. Contested proceedings require their own agreed mandate.

Prepare a useful first brief

Tell us the employing entities, operating locations, broad workforce groups and the task you need completed. Identify the relevant period, existing registrations and any notice or planned operational change. For a recurring assignment, describe who prepares payroll, confirms attendance and authorises payments.

Keep employee identifiers, medical information and complaint details out of the initial enquiry. Once the scope and secure exchange method are agreed, the detailed records can be requested for the specific work. The proposal should identify outputs and responsibilities across your internal team, payroll provider, contractors and advisers.