HR FAQs for Indian Businesses

An HR advisory firm gives you senior HR expertise without a full in-house team. SimplyHR helps with people strategy, HR audits, policy writing, compensation design, payroll, statutory compliance and day-to-day HR operations, either as projects or as ongoing support.

We work mainly with startups, SMEs and growing enterprises across India, in sectors such as IT, manufacturing, healthcare, BFSI, retail and logistics. Most clients come to us when headcount grows faster than their HR processes.

Yes. You can engage us for a fixed-scope project such as an HR audit, a policy handbook or a salary structure review, take a monthly retainer for ongoing support, or outsource the entire HR function.

Yes. The four labour codes have been in force since 21 November 2025. We review wage structures, appointment letters, leave rules, gratuity and exit settlements against the codes and the rules notified for your state.

Our engagement covers workforce planning, organisation design, talent acquisition and retention strategy, succession planning and change management. You receive a people roadmap with timelines, KPIs and owners, followed by quarterly reviews.

Usually when you are raising funds, entering new cities, restructuring or growing past 50 to 100 employees. At that point hiring, reporting lines and pay decisions start to need a plan rather than case-by-case calls.

Discovery and assessment typically take a few weeks, followed by strategy development and an implementation roadmap. Timelines depend on company size and how many locations and business units are involved.

We support implementation as well. Many clients continue with SimplyHR for policy rollout, compensation changes, manager training and ongoing HR operations once the roadmap is agreed.

We review employee records and documentation, compensation structure, performance and training processes, grievance handling, statutory compliance (PF, ESI, PT, LWF), HR policies, exit management and POSH compliance.

A written report that lists each gap, the risk it creates and a prioritised remediation plan with recommended owners and timelines, so you know what to fix first.

We recommend a full audit once a year and a lighter mid-year check. An audit is also worth doing before fundraising, an acquisition, a change in labour law or rapid hiring.

Yes. We check wage definitions, appointment letters, leave rules, overtime, fixed-term gratuity and full and final settlement timelines against the labour codes in force since November 2025.

Most companies need leave and holiday, attendance and working hours, POSH, code of conduct, grievance redressal, performance management, compensation and benefits, travel and expense, data protection and disciplinary policies.

Yes. We draft and review policies against the labour codes in force since 21 November 2025 and the state rules that apply to you, including leave, working hours and exit settlement timelines.

Yes. We review your current handbook, flag outdated or risky clauses, and rewrite only what needs to change so employees are not asked to re-learn everything.

Yes. We provide communication templates, manager briefings and acknowledgement tracking so every employee has read and accepted the policies that apply to them.

Salary benchmarking, salary bands and grades, CTC structuring, performance-linked incentive plans, benefits design such as health insurance and flexible benefits, and a pay equity review.

Under the Code on Wages, if allowances excluded from wages exceed 50 per cent of total pay, the excess is added back to wages. This can raise PF, gratuity and bonus costs, so many CTC structures need rebalancing.

We compare your roles against market data for your industry, city and company size, then map each role to a salary band so offers and increments follow a consistent logic.

Yes. We help set an increment budget, link increases to performance ratings and position in band, and prepare clear communication for managers and employees.

Employee relations and grievance handling, documentation such as offer, confirmation and exit letters, HR process SOPs, engagement programmes, attendance and leave administration, and an HR helpdesk for employee queries.

HR operations support focuses on daily administration and employee support. Full outsourcing also takes on recruitment, payroll, compliance and strategy, so we effectively become your HR department.

Yes. Every client has a dedicated HR manager who handles requests, coordinates specialists when needed and reports on open issues.

Yes. We manage exit checklists, clearances and settlement calculations so wages are paid within the two working days required under the Code on Wages.

It means SimplyHR runs your HR function: recruitment, onboarding, payroll, statutory compliance, employee relations, documentation and HR reporting, working as an extension of your leadership team.

Three: project-based for one-time work such as audits or policy development, a monthly retainer with a dedicated team, and full outsourcing where we act as your complete HR department.

Yes. It is often the most practical option for companies with roughly 10 to 200 employees that need reliable payroll and compliance but cannot justify several full-time HR hires.

Yes. Recruitment process outsourcing covers sourcing, screening, interviews and onboarding, and we can arrange contract staffing for seasonal or project needs.

Monthly payroll processing, payslip generation, PF, ESI and PT returns and challans, TDS calculation and Form 16, reimbursements such as LTA and medical, and payroll cost reports.

Inputs are validated against attendance and leave data, calculations go through multiple checks, and a payroll register is shared for your approval before salaries are released.

Yes. We handle state-specific professional tax and labour welfare fund rules for each location where you have employees.

Yes. We calculate final wages, leave encashment and other dues, and help you meet the two working day payment requirement under the Code on Wages. Gratuity follows its separate timeline.

Provident Fund, ESI, professional tax, labour welfare fund, Shops and Establishments registration and renewals, POSH compliance, and the registers and returns required under central and state labour laws.

Since 21 November 2025 the Code on Wages, Industrial Relations Code, Social Security Code and OSH Code have replaced 29 central labour laws. Key changes include a uniform wage definition, mandatory appointment letters, gratuity for fixed-term staff after one year and wages on exit within two working days.

Penalties depend on the law and the breach, and can include fines, interest and damages on late PF or ESI payments, and prosecution for repeated violations. Under the POSH Act, failing to constitute an Internal Committee can attract a fine of up to Rs 50,000.

Yes. We prepare registers and records in advance, help you respond to notices and attend inspections or hearings with your team where needed.

Earlier than most founders think. Once you hire your first employees you need appointment letters, payroll and, depending on headcount and location, PF, ESI and Shops and Establishments registration. A POSH Internal Committee is required at 10 employees.

We set up policies and the employee handbook, handle statutory registrations and monthly compliance, run payroll, introduce simple performance reviews and advise founders on hiring and employee issues.

No. Plans are monthly and flexible, and they scale with you as your team grows from a handful of people to several hundred.

Yes. Our HRMS covers payroll, attendance, leave, onboarding and employee self-service, so your processes are automated from the start.

Leadership effectiveness training, managerial effectiveness programmes, executive coaching, virtual training and workshops, career transition support and custom programmes built for your organisation.

Both. We run classroom sessions at your location, live virtual workshops with breakout exercises, and blended programmes that mix live sessions with self-paced learning.

We use pre and post assessments, participant feedback, manager observations and follow-up sessions to check that new behaviours are being applied on the job.

Yes. We start by identifying skill gaps and objectives with your leaders, then design content, case studies and exercises around your business.

CXOs and senior leaders, high-potential employees being prepared for leadership roles, and managers moving into broader responsibilities.

Strategic leadership and vision, leading high-performing teams, strategic thinking and decision-making, leading change, and building a culture of innovation.

Participants work on action learning projects linked to real business challenges, learn with peers across functions, and receive follow-up coaching to embed new behaviours.

Programmes are designed around your needs, from focused workshops to multi-month journeys with assessments before and after.

Most managers are promoted for being strong individual contributors. Leading people needs different skills, such as delegation, feedback and conflict handling, and without support new managers often struggle in their first year.

Transition to management, difficult conversations, performance management and feedback, team building, prioritisation and delegation, and HR basics such as POSH, leave and disciplinary procedures.

It begins with 360-degree feedback and a managerial assessment, followed by interactive workshops, role-plays and simulations, and on-the-job application with follow-up support.

Yes. We deliver it in person, as live virtual workshops, or as a blend of both.

Live facilitator-led workshops with breakout rooms, expert webinars, virtual team-building, self-paced e-learning modules, blended programmes and online certifications with assessments.

Sessions are interactive, with group exercises, polls, real workplace scenarios and live Q&A, and are delivered by industry practitioners.

Yes. Virtual delivery lets employees in different offices and remote locations learn in the same cohort without travel costs.

We run post-training assessments and share an impact report against the objectives agreed at the start.

A structured, confidential one-to-one partnership in which a coach helps a leader set development goals, reflect on behaviour and decisions, and build new habits that improve their impact.

Founders, CXOs and senior leaders, leaders stepping into bigger roles, and high performers preparing for promotion. We also offer team and career coaching.

Typically 6 to 12 months, with milestones agreed at the start and progress reviewed against them.

Yes. Sessions are confidential. Goals and broad progress are shared with sponsors only as agreed with the leader at the start.