All Solutions || PayOnline || Online Payroll and HR Software HTML Template

Services Provided By SGC


Employees State Insurance Act

New Company Registration

  • Filing of necessary papers and obtaining ESI registration code number for new establishment within prescribed time as per Act.

Online Registration of the employees

  • Online date entry of the Insured Persons on ESI web portal as per new amendment.
  • Scanning of Individual/Family Photographs and Signatures of the Insured person and uploading it for obtaining ESI Numbers.
  • Online Temporary Identity Card (TIC) Printing.
  • Obtaining Permanent Identity Card (PIC) from the ESI Branch office

Monthly Process:

  • Preparing and Maintain of Form No. 7( ESI Regulation No. 32)
  • Form No. 3 (Regulation 14)
  • Online preparation of Challan thru ESIC web portal & deposit into bank within prescribed time as per Act. (Effective from August-10 as per new amendment)
  • Provide help and prepare the documents in case of accident or demised employee.
  • All assessment & inspection from ESI department, when required.
  • Reply of Notices etc. from the concern authorities.
  • Information with regard to any amendment/changes in the act will be informed immediately.

Half yearly Process:

  • Prepare Form 6 (Statutory half yearly return) for Main code and sub codes nos.
  • Form No. 01-A (Annual Return)

Bonus Act

Information on Payment of Bonus, 1965

Bonus Act Services

Keeping the employer abreast with the amendments, if any to the Act and advising and guiding the employer in maintaining records in Form C & D as required under this Act.

Contract Labour Act

Contract Labour Act Services

  • Registration under the The Contract Labour (Regulation & Abolition) Act, 1970
  • Annual Return in Form No. XXV [See rule82(2)] 
  • Half-yearly Return in Form XXIV [See rule 82(1)]
  • Renewal of Licence �
  • Guidelines & Maintenance of Records under the Act such as Register of Contractor in Form XII, XIII, XIV, XV,XVI,XVII, XVIII, XIX etc.

TDS Processing

TDS Consultancy Services | TDS Processing Companies in India | TDS Processing Service

TDS Processing

  • Providing of employees Tax calculation sheet thru e-mail.
  • Liaise with HR/Accounts dept. to ensure that tax saving investments and supporting have been properly declared/provided by the employees and also checking the validity of documents provided by the employees for tax saving.
  • Preparation & filing of Quarterly/Annual return of salary (Form No.24Q) under Income Tax Act 1961.
  • Providing of Form No.16 & Form 12BA for individual employees.
  • Updating & Suggestion for Tax planning on periodic development on taxation matters.

EPF And MP Act

Employees Provident Funds & Miscellaneous Provisions Act, 1952

New Company Registration

  • Filing of necessary papers and obtaining PF registration code number for new establishment within prescribed time as per Act.
  • Form 5A (Return of ownership)
  • Form 9 (Revised)
  • Submission of Specimen Signature

Monthly Process

  • Preparation of monthly Challan for EPF & deposited into bank within prescribed time as per Act.
  • Preparation of Form- 7(IF)
  • PF Eligibility Register
  • Maintenance of all statutory registers required by the PF authorities.
  • Preparation of Monthly PF Ledger.
  • Nomination & Declaration Forms in Form No. 2 (Revised) of the new employees
  • Declaration form in Form- 11(Revised)
  • Attend PF inspector for inspection of records, appearing before the concerned authorities on behalf of the employer in 7-A proceedings under EPF Act
  • All assessment & inspection from EPF department, when required.
  • Information with regard to any amendment/changes in the act will be informed immediately.

Annual Process

  • Form No. 3-A (Monthly Contribution of the employees)
  • Form No. 6-A (Annual Return)
  • Bank Reconciliation
  • "DBF" Database File in soft copy
  • Assist in issuance of Annual PF A/c slips.

PF Withdrawals & Transfers

  • Receipt of forms (19 & 10-C) after 60 days of leaving of the employee making settlement.
  • Receipt of PF transfer forms (Form 13) from new appointees and sending them to RPFC/Ex-Employers trust for getting the fund transferred through the concerned RPFC office.
  • Taking care the process of PF withdrawals and Transfer within prescribed time as per Act.
  • Scrutiny of papers to ensure that same are within the norms as specified under the rules.
  • Acknowledging the transferred received.

Compliance in r/o International Employees effective from 01.11.2008

  • Statement IW-1 for International Worker

Factories Act

Factories Act Consultant

The Factories Act

We at SGC Management Services Pvt. Ltd. provides complete and best services to the business in different sectors as the best and noteworthy Factories Act Consultant. The complete compliances as per the Factories Act, 1948 require a great experience and skill on the administrative front for the best services.

Being the preeminent service provider as Factories Act Consultant, we have the team of the most experienced and expert staffs who provide our client with the best service in respect of knowledge and technologically driven system. Thus, allowing your establishment to keep their focus on the core business matters.

Different Services Provides as Factories Act Consultant

We provide all kind of services and support under the Factories Act, 1948 to the Factories for the process of registration and getting a Factory License from the concerned Department. Our services also include maintenance and submission of various documents like: -

  • Providing support and preparation of various returns as per the Factories Act, 1948.
  • Maintenance of various registers required under the Factories Act, 1948.
  • Providing complete support and assistance in testing or equipment along with maintenance of the report in every year. Preparation of forms like:-
    • Change in the name of manager or occupier whenever required in Form No. 2-A
    • Providing Form No.18 regarding notice of accidents or any kind of dangerous occurrences and submission of the same in 24 hours by registered post.

These are the basic services provide by SGC Management Services in the role of the Factories Act Consultant.

Factory Act Consultancy Services

Factory Registration and obtaining Factory Licence from the Department. Maintenance and submission of the following statutory Records / Returns etc. under Factories act, 1948

  • Returns
    1. Factories Act , 1948 Form no. 34
    2. Payment of Wages Act, 1936 Form IV-A
    3. Minimum Wages Act & Rules Form No. III
    4. Workmen's compensation Act Annual Return
    5. Maternity Benefit Act, 1961 L.M.N.
    6. Half Yearly return Form No. 22
  • Registers
    1. Register of White washing in Form No. 7 (Prescribed under rule 18.
    2. Register of leave with wages in Form No. 15 (Prescribed under rule 94).
    3. Register of Accident & Dangerous Occurences in Form 26 (Prescribed under rule III).
    4. Register of Wages in From No. 17. (Computerised)
    5. Muster roll in Form No. 25 (Prescribed under rule 110) will be maintaned by the factory.
    6. Wages Slips in From No. 19 (Computerised).
  • Testing Reports to be maintained yearly
    1. Report of Examination of Vessels in From 8 (Annual).
    2. Report of Hoist of Lifts in From No. 7B (Annual).
    3. Facilities for sitting 
    4. Testing & Examination of pressure vessel in From No. 8 in respect of steam Generator / Steam Presses. (Annual).
  • Forms
    1. Change of Name of Manager / Occupier as & when required in Form No. 2-A.
    2. Form No. 18 (Notice of accident and Dangerous Occurences to be submitted within 24 hours by Registered Post).
Labour and Welfare

Labour Welfare Fund Act in India | Labour Welfare Fund Benefits

Labour Welfare Fund

Labour are the base of any business and that is why for their welfare the Indian Government has many strict laws and rules which are mandatory to follow by the Employers. Any issue with the same may attract huge penalties and even cancellation of license. Thus, we at SGC Management Services Pvt. Ltd., acts as the best Labour Law Advisor in Delhi and NCR areas like Gurgaon, Noida, Faridabad and Ghaziabad.

Why is Labour Law Consultant needed?

Along with the Central legislation governing welfare of the labour, most of the states also have their own Labour Welfare Fund as per individual state laws or adopted law from others state. So, the employer needs to work according to both, the Central and State laws. Being a business owner, it is not possible to have all kind of knowledge about the different laws and its regulations; thus, being the best Labour Welfare Fund Consultant, SGC provides the best service to the business in Delhi, NCR and in Pan India.

Different Services Provided by Labour Welfare Fund Consultant:

Being the premier company in providing service of Labour Law Advisor, SGC Management provides a 360-degree solution to the business as the labour law consultant: -
  • Provide regular consultancy about the matters related Labour Welfare Fund.
  • Preparation, submission or giving a reply to any kind of notice from the concerned departments.
  • Informing the Welfare Commission about the regular changes within the Company.
  • Payment of contribution towards the Labour Welfare Fund on the behalf of the Company.
  • Providing complete assistance to both the Company and the authorities regarding assessment and inspection from the labour department.
  • Providing satisfying answers related to show cause notices issued by the department of welfare commissioner.
  • Provides complete assistance to the business at the time of inspection and search by the inspector in any premises.
  • Gives complete assistance and represents the business at the time of enquiries conducted by the department of authorities.

These are the basic services that SGC provides as the best Labour Law Consultant to the business. As a Labour Welfare Fund Consultant, we have the team of the most experienced and expert staffs. They have the detailed knowledge of every aspect of the different laws and regulations.

Along with the expert manpower, we also have the advanced system to provide the best service as the Labour Law Advisor to the business. With SGC Management Services Pvt. Ltd., get the complete solution of the Payroll Processing and all other tasks of the business under one roof.

Labour Welfare Fund Services

  • Calculation of contribution and deposited along with Form �A� within prescribed time as per Act.
  • Updating regarding new notifications and amendments done by Labour Department.
  • All assessment & inspection from Labour department, when required
  • Reply of Notices etc. from the concern authorities.
  • Maintenance of all statutory registers & submission of form required by the Labour Department
Minimum Wages Act

Minimum Wages Act Consultancy Services

Minimum Wages
DELHI 01.04.2016 9568.00 10582.00 11622.00 10582.00 11622.00 12662.00
DELHI 01.10.2015 9178.00 10140.00 11154.00 10140.00 11154.00 12142.00
DELHI 01.04.2015 9048.00 10010.00 10998.00 10010.00 10998.00 11986.00
DELHI 01.10.2014 8632.00 9542.00 10478.00 9542.00 10478.00 11414.00
DELHI 01.04.2014 8554.00 9438.00 10374.00 9438.00 10374.00 11310.00
U.P. 01.04.2016 7107.64 7818.40 8757.85
U.P. 01.10.2015 6814.61 7496.34 8397.04
U.P. 01.04.2015 6735.00 7410.00 8300.00
U.P. 01.10.2014 6420.00 7060.00 7910.00
U.P. 01.04.2014 6362.26 6998.49 7839.42
H.R. 01.01.2016 7976.20 8375.01
H.R. 01.11.2015 7600.00 7980.00
H.R. 01.01.2015 5812.75 5942.75
H.R. 01.07.2014 5639.50 5769.50
H.R. 01.01.2014 5547.10 5677.10
U.K. 01.10.2013 5050+460 5330+460 5610+460 6080+460 6080+460 5730+460
U.K. 01.03.2013 5050.00 5330.00 5610.00 6080.00 6080.00 5730.00
U.K. 01.10.2012 4137.00 4367.00 4597.00 4982.00 4982.00 4697.00
U.K. 01.10.2011 3840.00 4070.00 4300.00 4685.00 4685.00 4400.00
The Shope & Amp ; Establishment Act

Register for Shop and Establishments | Shop License in India

The Shops & Establishment Act


This act was passed to

  • Regulate the conditions of work
  • Provide for statutory obligations of the employers
  • Administer the rights of employees in the unorganized sector and other establishments in their jurisdiction.


The Shop and Establishment Act was enacted by the Government to cover unorganized sectors like the shops, residential hotels, eating houses, restaurants, commercial establishments and others. It is a state enactment and hence there are different Shop and Establishment Act(s) applicable to different States and Union Territories.

The exceptions vary in the States and each State has given a list of shops and establishments act that come into the Act, and who require the registrations under the Act to run their business in the State.

Commercial Establishment covers the following:

  • Goods are sold, either by retail, wholesale
  • Services rendered to customers. This could include an office, a store-room, godown, warehouse or work place, whether in the same premises or otherwise, used in connection with such trade/ business.

A shop however does not include a factory or a commercial establishment.


This Act covers the following:

  • Working hours per day and week
  • Guidelines for spread-over, rest interval, opening and closing hours, closed days, national and religious holidays, overtime work
  • Employment of children, young persons and women
  • Annual leave, maternity leave, sickness and casual leave
  • Employment and termination of service
  • Maintenance of registers and records and display of notices
  • Obligations of employers as well as employees

What Is The Shop And Establishment Act?

The Shop and Establishment Act  applies to all commercial establishments like offices, stores, hotels, restaurants, recreational centers, theatres, etc., all over India. It is one of the most important regulations that any business needs to comply with.

Why Was The Shop And Establishment Act  Passed?

The Shop and Establishment Act was passed mainly due to the following three reasons:

  • Regulate the work condition for any employee in any division of employment
  • Shop & Establishment provides for a statutory obligation to every employer
  • This Act was made to give rights to the workers in unorganized sectors and other similar establishments.

Objective of The Shops and Establishment Act

  • The act was made to protect the employees’ rights by giving them few benefits irrespective of their work section or the type of company they work in
  • The shop establishment act  regulated wages, the number of holidays, daily work timing, work conditions, etc. They also regulate maternity leave and benefits and see that child labor does not happen.

Benefits of The Shop & Establishment Act

The labor department manages the shop and establishment act . This department handles and regulates the rules concerning trade and commerce in the country. Nearly all business in India is Under Shop and Establishment Act. It controls any profit-making enterprises in the country.

The sectors covered by Shop & Establishment Act Are

  • Regulates the working hours, overtime, and leave policy
  • Resting time or interval of the employees
  • Opening and closing hour of the companies
  • Holidays should be given to the employees
  • Several annual leaves, duration of maternity leave, and day-offs
  • Timely payment of wages and additional mandatory perks
  • The shops and establishment act 1948 regulate conditions for deduction of wages
  • Work conditions such as lighting facilities, clean washrooms, proper ventilation
  • Proper precaution facilities to deal with accidents such as fire breakout
  • Rules of employment of children

How PionHR Help With Shop and Establishment Act?

Several services are offered by leading payroll management company PionHR in this field. A list of those services are as follow:

  • Registration and renewal of the license
  • You will be updated about the changes in the shop and establishment act
  • The registration of the deductions in form - PionHR will do II (Rule 21(4))
  • PionHR will prepare and maintain files and records as per the shop & establishment act 1948.

Summing It Up

One of the  most reliable and dependable payroll outsourcing company in Delhi India is PionHR. We help you manage all the additional taxes besides the payroll. If you are planning on outsourcing your payroll, then choose PionHR Payroll Software in India. We believe in sharing and growing. We share our experience and expertise with you and help your company flourish. If you want to know more about PionHR, please visit our website.

Services We Offer

Payroll Processing Services

Payroll Processing Services | Payroll Outsource | Salary Processing | Salary Outsource in Delhi

  • Receiving input data from client like Attendance, New Joinees, Resignee, Increment, Incentive, Advance, Loan etc. processing the same at our fully computerised Payroll package and generating Payroll Register in excel/Pdf/txt format along with salary withheld report.
  • Maintaining Attendance record, Leave record, Salary wages registers etc.
  • Preparation of Department wise, location wise and cost center wise salary sheets.
  • Preparation of Arrear Sheets.
  • Providing monthly salary slips to the individual employees through e-mail.
  • Statement for Bank Transfer.
  • Salary report for stop payment.
  • Calculation of Overtime, Bonus etc.
  • Prepare Full & Final settlement for ceased employees
  • Preparation MIS reports.
  • Handling queries of the employees related to their salary, reimbursement, Tax related issues etc.
  • Assist in interim Payroll audit.

Payment of Gratuity Act

Gratuity - Rules, Eligibility and Gratuity Formula & Calculator - Pionhr

The Payment of Gratuity Act, 1972


This act functions as a retirement benefit for the employees. The sum of accumulated amount is paid to the employee after his retirement.


The act is applicable to:    

  • Employees engaged in factories, mines, oilfields, plantations, ports, railway companies, shops or other establishments and for matters connected therewith or incidental with.  
  • Every shop or establishment within the meaning of any law for the time being in force in relation to shops and establishments in a state, in which 10 or more persons are employed, or were employed, on any day of the preceding 12 months.
  • Such other establishments or class of establishments, in which 10 or more employees are employed, or were employed, on any day of the preceding 12 months, as the Central Government may, by notification, specify in this behalf.


The payment of gratuity to the employee is mandatory, once the employee has served the establishment for at least 5 years. An employee becomes eligible to claim his Gratuity under The Payment of Gratuity Act, 1972 when he leaves the establishment. The reason for leaving may be resignation or retirement or can even be due to any medical condition caused by diseases of accidents and death.

Exception to the Rule: The criteria of completing the service of 5 years is not mandatory if, the cause of the termination of employment is

  • Death of the employee or;    
  • Any disability due to diseases or accidents, making the employee incapable of continuing the services

Formula for Calculating Gratuity:

{(Basic salary + D.A) x 15 days x No. of years of service} / 26

However, under Section 4 (3) of The Payment of Gratuity Act, 1972 the maximum amount of gratuity to be paid by the establishment is fixed at ? 10,00,000/-.

Gratuity - Rules, Eligibility and Gratuity Formula & Calculator - Pionhr

Gratuity is a definite return plan for a worker for remaining consistent on his job for continuous  five years. Gratuity is principally a kind of appreciation  given by the organization. The word “Gratuity” is a word that comprises the rights, amenities, and facilities that are delivered, to all of the entitled workers. As per the rules and regulations, the government has not announced any fixed remuneration that the establishment requires to provide as honour, to the type of contribution, and the nature of obligation presented by the employee to the organization.

Below mentioned a few influenced instructions that make a staff member eligible for the gratuity upon departure from the company, it can be resignation or retirement.

Features that are vital in the process of Gratuity calculation

  • The complete outcome for the Gratuity Calculation method depends upon the last drawn wages and  the time period for which the employee has been working in the organization
  • The previous total was 10  lakhs, which later was elevated, by the management.
  • Currently, the sum paid cannot exceed the higher boundary of 20  lakhs

 Compensation of Gratuity Act

As per the compensation of Gratuity Act, 1972, if the worker has continued his job with an establishment for at least equal to five years, he is entitled to attain gratuity.

The gratuity is settled in two circumstances to the worker:

  • If an employee is getting retirement from the company
  • If he is exiting from the company voluntarily, resignation
  • If the worker’s services are dismissed due to some disease or demise or incapacitated happened by a calamity or mishap, the establishment must need reimbursing by the law of gratuity. The gratuity could be provided to the worker’s nominee in the condition of demise.

 Find here the prominent gratuity rules.

  •  The worker must have accomplished at least 5 years in the organization
  • The worker has to submit the claim within 30 days after departure
  • Gratuity amount must be paid before 30 days
  • However, the company can’t reject the submission at the ending of 30 days
  • A worker has the lawful reason for the disruption; the gratuity guidelines streamline that no privilege should be unacceptable because the candidate has not claimed in the specified period
  • Assuming the establishment rejects the submission he will forcibly give the purpose for refusal
  • The payment of gratuity should be given either by cheque, DD, or cash.

An employee or the nominee can protest to the official managerial complaint under the below mention conditions: -

  • If the establishment discards to take the submission.
  • The gratuity sum paid less by the employer than what is calculated.
  • The employer flops to wage the due amount to the candidate after receiving the claim

Services We Offer