Karma Management Global Solutions

20/07/2026

🚨 You probably have a POSH Committee.

But do you have a Grievance Redressal Committee (GRC)?

Under the Industrial Relations Code, many establishments employing 20 or more workers are required to constitute a Grievance Redressal Committee.

The surprising part?

Many organisations have never created one, or have one only on paper.

A compliant GRC is more than a committee—it needs the right constitution, process, records, meetings and documentation to stand up during an inspection.

📋 We’ve put together the ComplyBytes GRC Starter Kit, containing:
✔ Model GRC Policy
✔ Constitution Order
✔ SOP
✔ Register Formats
✔ Meeting Minutes Format
✔ Constitution Checklist
✔ Inspection Readiness Checklist

💬 Comment “GRC” and we’ll send you the complete starter kit.

Save this post. Share it with your HR, Payroll and Compliance teams.

06/07/2026

EPF. EPS. EDLI.
Three Schemes. One Compliance Reset.

This is not just another PF withdrawal update.

EPFO 2026 is a larger shift.

The old scheme books have moved.
The new scheme books are in.
But the real question is not only what changed.
The real question is:
What changed?
What stayed?
What must employers, employees and nominees do now?

The new EPFO framework needs to be read in layers:
EPF Scheme 2026
EPS Scheme 2026
EDLI Scheme 2026
domestic employee wage ceiling
international worker treatment
Code-era wage definition
ECR and wage-field mapping
UAN, KYC, transfer and nomination
contractor PF controls
EPS withdrawal and pension nuances
EDLI nominee and claim readiness

This is why comply𝘣𝘺𝘵𝘦𝘴 is releasing a 7-part EPFO 2026 series.

We will decode:

What changed and what did not
Coverage and wage rules
Employer setup, ECR and monthly compliance
Joining, UAN, KYC and transfer
Claims, exits and withdrawals
Nominee, pension and EDLI
Final checklist, red flags and dos/don’ts

Follow comply𝘣𝘺𝘵𝘦𝘴 by karmamgmt for the full series.

Comment EPFO 2026 and we will share the practical checklist.

25/06/2026

Code on Social Security: Repeal is not a delete button.

This is where many employers may go wrong.

The Code on Social Security, 2020 subsumes multiple old social security laws. But that does not mean every old scheme, rule, notification, benefit, liability or judicial principle simply disappears.

The real question is not only:

“Has the old Act been repealed?”

The real question is:

“What has survived, what has shifted, and what needs to be re-mapped?”

That is where the 4-bucket test becomes critical:

1. Superseded
The Code replaces the old measure.

2. Continuing
The old principle continues under the Code framework.

3. Deemed Continuing
Old schemes, rules, notifications or orders are saved until replaced, to the extent not inconsistent.

4. Silent / Gap
The Code recognises the area, but the scheme, rate, rule or operational mechanism may still be awaited.

The biggest practical shift is not always the rate.

For many benefits and contributions, the rate, ceiling or formula may appear familiar.

But the wage base may change because of the Code’s wage definition and the 50% add-back principle.

That means employers must re-check:

EPF transition and saved schemes
ESI contribution base
gratuity exposure
maternity benefit calculation
employee compensation
fixed-term gratuity
gig and platform worker coverage
old rules, schemes, notifications and judgments

comply𝘣𝘺𝘵𝘦𝘴 Take:
Do not read repeal as deletion.
Read repeal with savings.
Read savings with the wage definition.
Read the wage definition with payroll impact.
And document the transition position before inspection,
audit or litigation.

4 buckets. 1 wage lens. Zero guesswork.

For practical guidance:
[email protected] | 88288 52762

Follow comply𝘣𝘺𝘵𝘦𝘴
Real-time alerts. Zero clutter. Only what matters.

24/06/2026

22/06/2026

🔔 ComplyBytes Alert

Old Wage Laws Repealed. What Still Survives?
This is where most employers are getting confused. The Code on Wages, 2019 has subsumed four major laws:
• Payment of Wages Act
• Minimum Wages Act
• Payment of Bonus Act
• Equal Remuneration Act

But repeal does not mean everything disappears. Some old provisions are gone. Some principles continue. Some notifications are deemed to continue. Some state rules and forms may continue till new Code Rules are notified.

That is why the real question is not:
“Is the old law repealed?”

The real question is:
“Which bucket does it fall into?”

There are 4 buckets every employer must understand:
1️⃣ Superseded - Old rule replaced by the Code.
2️⃣ Continuing - Old principle survives under the Code.
3️⃣ Deemed Continuing - Saved by Section 69 till replaced.
4️⃣ Silent / Gap - Old rules may continue till new rules fill the gap.

Examples?
₹24,000 wage ceiling under Payment of Wages? Gone.
Existing minimum wage notifications? May still bind. Bonus ceilings? May continue, but through the Code wage lens. Equal pay? Continues and widens. Central sphere? Central Rules 2026. State sphere? Check state-wise before assuming.

ComplyBytes Take:
The Code did not delete compliance complexity. It changed the map. The safest approach:
4 buckets. 1 wage lens. Zero guesswork.

For practical compliance guidance:
📧 [email protected]
📞 88288 52762

🔔 Follow complybytes
Real-time alerts. Zero clutter. Only what matters.

14/06/2026

ComplyBytes | ₹370 Biryani. Viral Clip. Job Gone.
One comment outside office.
One viral video.
One employer decision.
And suddenly every HR team has the same question:
Can personal conduct outside work become a reason for termination?
The answer is uncomfortable, but important.
Yes, it can - but not merely because the internet is angry.
For an employer, the real test is not “Did people get offended?”
The real test is:
Did the conduct damage trust, reputation, workplace dignity, safety or business interest?
A remark made outside office can still create a workplace problem if it shakes confidence in the employee, affects women colleagues, worries clients, damages the company’s name, or violates the company’s code of conduct.
But there is another side.
An employee does not stop having privacy, speech and personal liberty just because he is employed.
Every foolish, offensive or unpopular personal comment cannot automatically become “misconduct”.
That is where HR has to act maturely.
No knee-jerk firing.
No social media trial as enquiry.
No punishment without process.
The safer route is simple:
Check whether there is a real employment link.
Check the appointment letter, policy, standing orders and code of conduct.
Ask for an explanation.
Record the business / workplace impact.
Decide proportionately.
ComplyBytes Take:
Off-duty conduct can become on-duty risk when it materially affects reputation, trust, dignity, safety or business interest.
But the employer’s action must stand on four legs:
Nexus. Policy. Due Process. Proportionality.
Ignore toxic conduct? No.
Fire only because social media is shouting? Also no.
That is the fine line HR must walk today.
For practical compliance guidance:
🔔 Follow complybytes
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11/06/2026

🚨 Comply𝘣𝘺𝘵𝘦𝘴 EXPLAINS: The Wage Code in One Simple Rule

Many HR and payroll teams are still asking:

❓ "Does the Wage Code require Basic Salary to be 50%?"

The answer is No.

The Code does not prescribe a fixed Basic Salary percentage. Instead, it examines the exclusions from total remuneration.

👉 If total exclusions exceed 50% of remuneration, the excess is added back into "Wages" for statutory purposes.

What employers should remember:

✅ Focus on identifying genuine exclusions
✅ Avoid creating artificial allowances to reduce wage components
✅ Review wage structures for PF, Bonus, Gratuity and Overtime implications
✅ Ensure exclusions are compliant and properly documented

💡 Comply𝘣𝘺𝘵𝘦𝘴 Take
Don't design the Wage. Design the Exclusions.
When exclusions are structured correctly, the wage component automatically falls into place as required under the law.

🔔 Follow comply𝘣𝘺𝘵𝘦𝘴
Real-time alerts. Zero clutter. Only what matters.

10/06/2026

🚨 ComplyBytes Alert | Gig Worker Registration Deadline: 21 June 2026

The Government has directed digital platform aggregators to upload gig / platform worker details and complete integration with the e-Shram portal by 21 June 2026.
This applies to digital platforms / aggregators such as food delivery, ride-hailing, e-commerce, quick-commerce and similar app-based service platforms.
Why this matters:
This registration will become the base for extending social security benefits such as health cover, life insurance, pension-oriented benefits and other welfare schemes for gig and platform workers.

What aggregators should do immediately:
✅ Validate gig / platform worker data
✅ Complete e-Shram portal integration
✅ Upload worker details within the timeline
✅ Update new onboarding and exits on a real-time / daily basis
✅ Treat this as an immediate compliance priority

⚠️ Missing the deadline may trigger penal action under the Social Security Code.
ComplyBytes Take:
Aggregators should not wait till the last minute. Registration readiness, worker data validation and portal integration should now be treated as urgent compliance action points.

🔔 Follow complybytes
Real-time alerts. Zero clutter. Only what matters.

📧 Email: [email protected]
📞 Call / WhatsApp: 88288 52762 (KARMA)

06/06/2026

You got a fresher who is actually fresh. 😭😂
WorkplaceMemes