Attendance, shifts, leave and salary processing with PF, ESI and Maharashtra Professional Tax handled as rules — payslips, bank file and statutory reports out of a single payroll run.
Most HRMS software sold in India computes PF and ESI perfectly well, because those are central schemes with the same rules everywhere. Where products quietly fail a Pune company is everything the state decides. Professional Tax is a Maharashtra levy with its own slabs, its own February variation, and a constitutional annual ceiling of ₹2,500 per employee. Registers and leave rules come from the Maharashtra Shops and Establishments Act. A system configured against another state’s defaults will produce a payroll that looks right and is not, and the discrepancy usually surfaces at Form 16 time or during an inspection.
The second thing that separates Pune from a generic deployment is the workforce shape. This city runs on three-shift manufacturing across Chakan, Bhosari, Ranjangaon and Talegaon, with permanent staff, contract labour and apprentices on the same premises, night allowances, overtime at statutory multiples and rotating week-offs. Payroll built around a fixed monthly salary and a single shift needs manual correction every cycle — and manual correction at scale is precisely where salary disputes and compliance gaps come from. A payroll software provider in Pune that cannot express your shift rules as configuration has not solved your problem; it has moved it into a nicer interface.
PT is levied by the state, not the centre, so software configured for a Bengaluru or Gurugram payroll gets it wrong. Maharashtra's deduction differs in February from the other eleven months, and the total is capped at ₹2,500 a year per employee under Article 276 of the Constitution. Slabs are revised by the state from time to time and we keep the configuration current — spreadsheet payrolls almost never do.
Chakan, Ranjangaon, Bhosari and Talegaon run rotating shifts with night allowances, overtime at statutory multiples, and contract workers alongside permanent staff. Payroll that assumes one shift and a fixed monthly salary needs manual correction every cycle, which is where errors and disputes originate.
Where contract labour works on your premises, the compliance burden does not disappear because a contractor issues the salary. The system keeps contractor workforce records, attendance and compliance documentation alongside your own so an audit does not become an archaeology exercise.
Maharashtra prescribes registers and records for establishments covered by the Act. Generating them from live attendance and payroll data is straightforward; reconstructing them from a spreadsheet after an inspection notice is not.
Biometric, mobile and geo-fenced punching, with rotating shift patterns, night-shift allowances, week-offs and comp-offs configured as rules rather than corrected by hand each month. Built for Pune's three-shift manufacturing reality, not just a 9-to-6 office.
Salary structures, arrears, LOP, reimbursements, bonus and full-and-final settlements — processed in one run that produces payslips, the bank transfer file and the statutory reports together.
PF and ESI computed and returned in the formats the portals accept, TDS with Form 16, and Maharashtra Professional Tax deducted correctly including the February variation that catches most spreadsheet payrolls.
Earned, casual and sick leave with accrual rules, carry-forward caps, encashment and an approval chain that reflects your actual reporting structure. Leave balances flow straight into payroll instead of being reconciled separately.
Payslip download, leave application, attendance regularisation, tax declaration and document access from a phone — which removes the majority of routine questions from your HR team's day.
Offer to joining as a tracked workflow, with document collection, verification status and a searchable employee record that survives staff turnover in the HR department itself.
Headcount, attrition, cost-to-company by department, overtime spend, and the statutory registers required under the Maharashtra Shops and Establishments Act — generated rather than assembled.
Requisitions, applicant pipeline, interview scheduling and offer tracking, connected to onboarding so a hired candidate becomes an employee record without re-entry.
Multi-shift plants across Chakan, Bhosari, Ranjangaon and Talegaon with permanent, contract and apprentice workforces on one site.
Hinjewadi, Kharadi and Magarpatta teams needing clean self-service, leave workflows and accurate TDS more than they need shift rules.
Roster-driven staffing across nurses, technicians and doctors, with duty rosters and on-call allowances that generic payroll cannot express.
Multiple outlets, high attrition and part-time staff — where mobile punching and fast onboarding matter more than depth of MIS.
Teaching and non-teaching structures with different leave rules, plus vacation handling that annual-leave logic gets wrong.
Bulk onboarding, client-wise cost allocation and per-deployment compliance records across many worksites.
Nobody should switch payroll systems without a parallel run reconciled to the rupee.
We map what you run today — usually a spreadsheet, a biometric device with its own software, and a chartered accountant doing the statutory filings. The goal is to find the manual steps between them, because those are the errors.
Salary structures, leave policy, shift patterns, approval chains and statutory settings for Maharashtra are configured to your actual rules, not to a default template you then work around.
Employee master, opening leave balances, YTD payroll figures and past records are migrated and reconciled. Mid-year migrations need the YTD figures right or Form 16 will not tally at year end.
We run one full cycle alongside your existing process and reconcile every employee to the rupee before you switch. Nobody should go live on payroll software without this step, and we insist on it.
HR team training, employee self-service rollout and a documented runbook for the monthly cycle, so the process does not depend on one person remembering it.
Cloud HRMS in India is normally priced per employee per month, commonly ₹50 to ₹250 depending on which modules you take, with a one-time implementation and data-migration fee. A 100-employee Pune company typically lands between ₹60,000 and ₹2,50,000 a year all-in. On-premise and custom-built systems are quoted as a project instead. We price against your headcount and the modules you actually need rather than bundling everything.
Yes, all three, and Professional Tax is the one worth checking with any vendor. PT is a state levy, so a product configured for another state's rules will compute it wrongly for a Maharashtra payroll. Maharashtra's deduction also differs in February from the rest of the year, and the annual total is capped at ₹2,500 per employee. PF and ESI are computed and exported in the formats the portals accept, and TDS runs through to Form 16.
The right question is not which product is best overall but which one fits your workforce shape. A Hinjewadi product company with 80 salaried staff and a Chakan plant with 400 people across three shifts and two contractors need very different systems, and a tool built for one will need constant manual correction for the other. Judge on four things: does it handle your shift and overtime rules as configuration, is Maharashtra PT handled correctly, can you export all your data, and will the vendor run a parallel payroll cycle before go-live?
In most cases yes. We integrate with the common attendance devices used across Pune — including ESSL, Matrix, Realtime and eSSL-compatible controllers — either by direct API or by scheduled log import. Where a device is genuinely closed, mobile or geo-fenced punching can replace or supplement it. We confirm your specific device model during the assessment rather than promising integration in advance.
For a standard configuration, four to six weeks from kickoff to go-live: roughly a week on assessment and configuration, two on data migration and reconciliation, and one full parallel payroll cycle before switching over. Complex multi-shift manufacturing setups with contract labour take eight to ten weeks. The parallel run is not optional and is the main reason we do not quote a two-week implementation.
Yes. Employee master, attendance history, payroll registers and statutory records are yours and exportable in standard formats at any time, not just on exit. Payroll data has statutory retention requirements, so any vendor who cannot give you a full export on demand is a compliance risk regardless of how good the software is.
Yes. Companies headquartered in Pune with units or branches in other states need per-state statutory configuration, because Professional Tax, minimum wages and Shops and Establishments rules all differ by state. The system handles location-wise rules within a single payroll run and produces consolidated as well as location-wise reports.
Both. For most Pune companies a configured product is faster and cheaper. Custom development makes sense when your process genuinely cannot be expressed in an off-the-shelf product — unusual incentive schemes, integration into an existing ERP, or government and PSU requirements with prescribed formats. We will tell you honestly which of the two your situation calls for.
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