Many organizations tend to overlook the importance of statutory compliance and do not update themselves with their latest developments. Ignorance of lapses and failure to comply with statutory requirements like filing of return deadlines, non-maintenance of documentation etc. may lead to penalties and fines.

One of the solutions to overcome this mishap is to take up a statutory compliance partner, who can take care of your organization’s compliance management.   

We understand the challenges faced by organizations in meeting statutory requirements, which is why, as your statutory compliance partner, we provide you with dedicated resources and keep you updated about the current laws and help your organization achieve 100% compliance.  

What is Statutory Compliance?  

A pre-defined legal framework according to which an organization has to function is called Statutory Compliance. Statutory compliance in an organization is mandatory as it ensures fair treatment of employees and is in adherence to the various central and state labour laws.   

It also helps maintain clarity of rules and regulations to fall back on, saving the organization from legal actions and penalties, and creating a safe and trustworthy work environment. To manage the demanding regulatory environment, companies must be well-versed and take notice of all rules and regulations of labour laws.  

How Can We Help? 

As your Statutory Compliance partner, we will be responsible for the complete Statutory Compliance management of your organization.  

What we will do-   

• Review statutory records, forms, returns and any other documents filed with Statutory Authorities under corporate laws.  
• Handle form submissions and remittances. 
• End-to-end compliance management, including taking responsibility for closures.  
• Along with the verification of statutory and regulatory compliances, we also take care of registrations, renewals, and record maintenance. 

• Compute your monthly ESI and PF contributions and generate reports. 
• Deposit ESI, PF, Professional Tax and TDS online. 
• Calculate and deduct statutory dues if any. 
• Help compile and process employee documents of Registration, Nomination Transfer, Withdrawal, Submission of Pensions etc.  
• Release timely updates of any changes involved.

What are the Benefits of Statutory Compliance?

• Employees  
• Ensure fair treatment in the work environment  
• Assurance of being paid fairly for the work done and the company’s compliance with the minimum wage rate  
• A supportive work environment where employees need not work for long hours or inhuman conditions    

• Organization  
• Fines and penalties can be avoided  
• Adherence to compliance helps prevent the organization from going through unreasonable wages or demands from trade unions   
• Being 100% compliant will prevent the organization from legal issues  
• Mitigates risks and increases compliance awareness  

• Stronger security gives way to a lower risk of an adverse incident  
• Improved operations and safety    

Our Value Propositions

• Audit of Labour Law Compliance: 100% assistance is provided while authorities perform a complete check of the organization's procedures and policies to avoid prosecution.  

• Legal Consequences and Penalties Avoidance: We ensure that you follow the essential norms to avoid all sorts of prohibitions, penalties, license confiscation, lawsuit, and fines for your business.  
• Regular Monitoring of Contractor Compliance: we will monitor certificates, for validity, performance reviews and audit relevant safety records.  
• Professional tax management: From verifying slab rates, and checking criteria to remittances, we take care of it all.  
• ESIC management: All aspects related to ESIC including validation, computation, eligibility, remittance, and processing of ESIC claims managed by Deesan Solutions.  
• PAN India presence. 

• Superior IT system: Our highly capable data software system ensures top-of-the-class accuracy and fool-proof security of data. 

List of the Statutory Compliances in India

• Shops and Commercial Establishments Act (S&E)  
• The Child Labour (Prohibition & Regulation Act), 1986  

• The Professional Tax Act (PT) 1975  
• The Employees Provident Funds and Miscellaneous Provision Act – 1952 (EPF)  
• The Labour Welfare Fund Act (LWF) 1965The Minimum Wages Act, 1948  
• The Payment of Wages Act, 1936  
• The Payment of Gratuity Act, 1972  

• The Employees State Insurance Corporation Act – 1948 (ESIC)  
• The Contract Labour (Regulation & Abolition) Act – 1970 (CLRA)  
• The Payment of Bonus Act, 1965  
• The Equal Remuneration Act, of 1976  
• The Maternity Benefit Act, of 1961  

• The Factories Act, of 1948  
• The Industrial Establishment (N&F) Act, 1963  
• The Employment Exchange (Compulsory Notification of Vacancies) Act-1959  
• The Interstate Migrant Workmen (Regulation of Employment and Conditions of Services) Act, 1979  
• The Employees Compensation Act, of 1923  

• The Industrial Employment (Standing Orders) Act 1946 – Model Standing Order Only  
• The Industrial Disputes Act, of 1947  
• The Apprentice Act, 1961  
• Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act, 2013  
• The Trade Unions Act, of 1926  

While all the above-mentioned statutory compliances are essential, they may not all affect your business.