Core Integra Consulting Services Pvt. Ltd., 1st Floor, Vinmar House, Plot no./A/41, Road no./2, MIDC, Opp. Marol Bus Depot, Andheri-East, Mumbai (2026)

Coreintegra offers unique value propositions including customized solutions to its clients using a combination of subject matter expertise, lean processes, and disruptive proprietary technology for cost-effective engagements in the areas of Labour Law compliance and HR solutions. Proprietary Tech offerings include Ctrl-F (labour law compliance platform), Corex (HRMS), PF Trust Operations platform, and custom-built Robotic Process Automation (RPA) solutions for process efficiencies and cost optimization. Contact us for any of the below-mentioned areas of engagement:
(1) Labour Law Compliance
(2) Payroll outsourcing
(3) Staffing Solutions
(4) Talent Acquisition
(5) Consulting services
(6) Software solutions

Coreintegra Consulting Services Pvt. Ltd.
1st Floor, Vinmar House, Plot no.- A/41, Road no- 2, MIDC, Opp. Marol Bus Depot, Andheri-East, Mumbai-400093
www.coreintegra.com.

01/07/2026

𝐁𝐞𝐡𝐢𝐧𝐝 𝐞𝐯𝐞𝐫𝐲 𝐡𝐞𝐚𝐥𝐭𝐡𝐲 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐢𝐬 𝐚 𝐝𝐨𝐜𝐭𝐨𝐫 𝐰𝐡𝐨 𝐦𝐚𝐝𝐞 𝐢𝐭 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞.

The factory medical officer who conducts mandated health check-ups. The ESI dispensary doctor who treats workers who might not afford private healthcare. The occupational health specialist who monitors exposure levels in hazardous environments. The physician at the annual health camp who catches something early enough to save a life.

Doctors do not just heal individuals. They sustain workforces. They keep production lines running. They keep families whole.

And Indian labour law recognises this. The Factories Act mandates medical examinations for workers in specific environments. The ESI Act provides medical benefits to millions. Occupational health standards require ongoing surveillance for workers exposed to chemicals, dust, and noise.

These are not just regulations. They are the healthcare safety net that labour law has built for working India.

At Core Integra, our compliance services ensure that every statutory healthcare obligation is met. Because a healthy worker is not just good for business. A healthy worker is the whole point.

Happy National Doctors Day to every physician serving India's workforce!

Your work heals more than bodies. It sustains livelihoods.

25/06/2026

𝐂𝐚𝐧 𝐞𝐯𝐞𝐫𝐲 𝐚𝐥𝐥𝐨𝐰𝐚𝐧𝐜𝐞 𝐛𝐞 𝐤𝐞𝐩𝐭 𝐨𝐮𝐭𝐬𝐢𝐝𝐞 𝐰𝐚𝐠𝐞𝐬 𝐣𝐮𝐬𝐭 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐧𝐚𝐦𝐞𝐬 𝐢𝐭 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐭𝐥𝐲?

Not really. Under the Code on Wages, the label of a salary component is not enough. The reason behind the payment matters.

Let’s understand this simply.

Section 2(y) of the Code on Wages excludes certain payments from the definition of “wages”. One such exclusion is any amount paid to an employee to defray special expenses that arise because of the nature of employment.

This means the payment should not be regular income in disguise. It should be linked to a genuine work-related expense.

For example, this may include:

Tool or equipment maintenance allowance for technical roles

Uniform or grooming allowance where the role demands it

Special field allowance for employees deployed at project sites

Role-specific expenses required for performing the job

Here’s where payroll teams need to be careful.

The company may decide the structure based on the role, but the allowance must have a clear connection with employment requirements. A “special expense” component cannot be used randomly to reduce basic wages or statutory liability.

Documentation matters.

The employment contract, HR policy, salary structure, and internal justification should clearly show why the amount is being paid. You need to connect the expenses to the specific role. Failure may lead to questions being asked during inspections.

There is also the 50% wage rule to remember. Even if special expenses are excluded from wages, all excluded allowance components together cannot exceed 50% of total remuneration. If they cross that limit, the excess amount is added back to wages.

So, the rule is simple.

A genuine special expense can be excluded.

A disguised salary component cannot.

Know more about us at: https://ctrlf.coreintegra.com/
Drop a query at: [email protected] | 8097588801

18/06/2026

𝐂𝐚𝐧 𝐚𝐧 𝐚𝐩𝐩𝐫𝐨𝐯𝐞𝐝 𝐚𝐛𝐬𝐞𝐧𝐜𝐞 𝐟𝐫𝐨𝐦 𝐝𝐮𝐭𝐲 𝐛𝐫𝐞𝐚𝐤 𝐚𝐧 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞’𝐬 𝐠𝐫𝐚𝐭𝐮𝐢𝐭𝐲 𝐞𝐥𝐢𝐠𝐢𝐛𝐢𝐥𝐢𝐭𝐲?

Not always. Under the Code on Social Security, absence from duty may still be treated as continuous service for gratuity, if it falls within the legally recognised categories.

Let’s understand this simply.

Gratuity is decided by service continuity, not by perfect attendance. A regular employee usually reaches gratuity eligibility after 5 years, while a Fixed-Term Employee can qualify after 1 year. But the law understands real life. Approved medical leave, maternity leave, earned leave, lay-off periods, or other legally recognised absences do not simply erase an employee’s service history.

Certain absences cannot be treated as a break in service.

These include:

Medical leave due to sickness or accident, if properly supported

Maternity leave up to the statutory limit

Earned leave, casual leave, or sick leave taken as per policy

Temporary lay-off due to reasons such as shortage of power, raw material, or machinery breakdown

Legal strike or lock-out, where the worker is not personally at fault

Absence caused by an employer’s order that is later regularised or set aside

This is important because employers cannot deny gratuity by casually calling an authorised absence a break in service.

Where the actual number of working days needs to be checked, the law also provides fallback thresholds. In general, 240 days in a 6-day working setup and 190 days in a 5-day working setup may be considered for determining continuous service. Seasonal establishments follow a separate operational-days test.

The financial impact is also higher now. Since gratuity is linked to the revised wage definition under the Labour Codes, wrongly breaking service continuity can lead to serious payout errors and compliance exposure.

For HR and payroll teams, the message is clear:

Leave records matter

Medical and maternity documentation matters

Lay-off and attendance records matter

Gratuity eligibility cannot be denied without proper legal basis

An absence may pause attendance.
It does not always pause service.

Know more about us at: https://ctrlf.coreintegra.com/
Drop a query at: [email protected] | 8097588801

10/06/2026

𝐇𝐨𝐰 𝐞𝐱𝐩𝐞𝐧𝐬𝐢𝐯𝐞 𝐜𝐚𝐧 𝐨𝐧𝐞 𝐝𝐞𝐥𝐚𝐲𝐞𝐝 𝐠𝐫𝐚𝐭𝐮𝐢𝐭𝐲 𝐬𝐞𝐭𝐭𝐥𝐞𝐦𝐞𝐧𝐭 𝐛𝐞𝐜𝐨𝐦𝐞 𝐟𝐨𝐫 𝐚𝐧 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫?

The answer now depends on how many days the payment crosses the statutory timeline. With effect from 21 November 2025, gratuity paid late will carry simple interest at 12% per annum if it is not released within 30 days from the date of separation.

Let’s break it down simply.

The 30-day clock starts when gratuity becomes payable. This could be due to resignation, retirement, superannuation, death, disablement, or retrenchment.

Here’s where many employers need to be careful.

The responsibility to pay gratuity does not wait endlessly for internal clearances or delayed paperwork. Once the amount becomes due, the employer must calculate it and release it within the prescribed time.

If the payment crosses the 30-day limit:

The employer must pay 12% simple interest per annum

Interest starts from day it becomes due

It continues till the actual date of payment

The only exception applies where the delay is due to the employee’s fault and proper approval is obtained from the Competent Authority

This matters even more under the new wage definition. Since gratuity is now linked to a wage base aligned with the 50% wage rule, the gratuity amount itself may be higher than before. A delay on top of a higher payout can quickly increase the employer’s liability.

Fixed-Term Employees also need attention. Once they become eligible for gratuity after 1 year of service, any delay in settlement attracts the same interest rule.

For HR, payroll, and finance teams:

Correct calculation is important

Timely payment is equally important

Delayed settlement can now create direct financial exposure

In simple terms, gratuity delay is no longer just a follow-up issue. It is a statutory cost.

Know more about us at: https://ctrlf.coreintegra.com/
Drop a query at: [email protected] | 8097588801

02/06/2026

𝐋𝐚𝐛𝐨𝐮𝐫 𝐥𝐚𝐰𝐬 𝐚𝐫𝐞 𝐞𝐯𝐨𝐥𝐯𝐢𝐧𝐠, 𝐚𝐧𝐝 𝐬𝐭𝐚𝐲𝐢𝐧𝐠 𝐮𝐩𝐝𝐚𝐭𝐞𝐝 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐨𝐩𝐭𝐢𝐨𝐧𝐚𝐥 𝐟𝐨𝐫 𝐇𝐑 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐭𝐞𝐚𝐦𝐬..

Join CORE INTEGRA’s LIVE WEBINAR on New Labour Codes Update: What HR & Compliance Leaders Need to Know and gain practical insights into the changes implemented till date and what organisations should prepare for next.

📅 5th June 2026
⏰ 3:30 PM – 4:30 PM
💻 No Registration Fees

🎙 Speaker: Munab Ali Beik – Head, Compliance Advisory Practices
🎤 Moderator: Suparna Deka – Compliance Advisor

This session will help HR, payroll, legal, and compliance professionals understand key labour code developments, implementation impact, and the way forward for businesses.

Seats are limited. Register now through the link or QR code on the creative.

Address

1st Floor, Vinmar House, Plot No./A/41, Road No./2, MIDC, Opp. Marol Bus Depot, Andheri-East
Mumbai
400093

Telephone

+918262051991

Website

http://www.coreintegra.com/

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