How Do You Calculate Payroll?

Most employees complain about payroll-related challenges during every pay period. These queries or complaints go to the payroll processing department, causing re-work, stress, and disruptions. With the introduction of the new labour codes, organizations have changed how they handle wages, compliance, and employee documentation.

In this blog, you will be exploring the steps involved in payroll calculation and how it can reduce the challenges and develop a satisfied workforce.

What is Payroll Calculation?

Payroll calculation is the process of calculating every employee’s net salary for a given pay period by taking into consideration the gross earnings, like salaries, bonuses, and benefits, and making all the relevant deductions. It ensures employees are paid accurately while the employer meets all statutory and company policy obligations.

Calculating payroll can be a complex procedure, as there are several factors that impact the calculation.

What Are the Key Components of Payroll?

1. Employee Information

This step involves gathering all the required information of the employee’s finances. Some forms are filled by employees during the onboarding process as a prerequisite, as per the employment laws. Data like attendance and hours worked are also kept track of.

2. Pay Policy

This is the policy that is followed to pay employees as per local laws. Companies have flexibility while designing these rules and regulations. Attendance policies, leaves, benefits and overtime pay policies can be drafted as per the company’s convenience.

3. Basic Salary

The base salary, which is the base pay, is usually 35%-65% of an employee’s total CTC and this remains the same for as long as the employee is employed in your organization. Factors that influence base pay could be designation and hierarchical position of the employee.

4. Allowances

This is what a company gives to its employees, excluding benefits. Allowance packages could cover travel expenses, relocation expenses etc. This package could be different for different level of employees and organizations can design it as they wish. Many types of allowances are included in the CTC. Rent allowance, medical allowance, and family allowance are some of the types of allowances.

5. Deductions

A certain amount is deducted from an employee’s salary every month. These deductions can be of two types- voluntary and involuntary. Involuntary deductions include taxes and withholdings, and voluntary deductions include stock options, investment premiums etc.

6. Gross Salary

Gross salary is the employee’s wage before making any deductions. It is the cost that a company bears to employ an individual.

7. Net Salary

This is also called the take-home amount or in-hand salary that an employee is paid after making the involuntary deductions from their gross salary.

8. Tax Deducted at Source

TDS is the method of direct taxation where the employer deducts a certain amount which are taxes from the monthly salary of the employee. If an employee is earning a certain standard amount, they are liable to pay TDS.

What Factors Affect Payroll Calculation in India?

Some of the important factors that affect the payroll calculation in India are-

1. Salary Structure and CTC design

• Breakup of the CTC directly affects how much is taxable and how PF/ESI are calculated.
• The proportion of basic salary influences PF, gratuity, and even bonus calculations, making structure design important.

2. Employee-Specific Details

• Income levels and different tax regimes impact TDS on salary, slabs and applicability of exemptions.
• Eligibility conditions like ESI threshold and state of employment determine which statutory deductions apply.

3. Statutory Deductions and Taxes

• Mandatory social security contributions such as Provident fund, ESI, and gratuity eligibility, affect both the flow of a payroll and in-hand salary.
• TDS and PT are deductions that reduce net pay and must be calculated accurately every month.

4. Company Policies and Benefits

Internal policies on leave and attendance (loss of pay, overtime rules, holidays) change the number of payable days and overtime earnings.

Employer decisions on benefits such as health insurance, bonuses, and reimbursements vs non-taxable components and total cost.

5. Legal and Regional Requirements

Central laws like the Minimum Wages Act, the Payment of Wages Act, EPF, and ESI Acts set wage standards, time limits, and deduction rules that payroll must follow.

How Do You Calculate Payroll Step by Step?

Step 1: Collect and Validate Inputs

Collect all employee details like their PAN, bank details, employment data, basic salary structure such as basic pay, HRA, allowances.

All of time data, such as attendance, leaves, weekly offs, overtime, variable pay, or reimbursements must be validated to make sure only the right inputs go into the payroll.

Step 2: Calculate Gross Salary

Determine all earnings involved, including basic salary, HRA, overtime, incentives, arrears, and one-time bonuses.

Add all of these earnings to get the gross salary, before any taxes or statutory contributions are deducted.

Step 3: Work out the Taxable Income and Statutory Bases

Identify the parts of the salary that are taxable and non-taxable, like HRA exemption and standard deductions, to calculate the monthly taxable income.

Determine bases for PF, ESI, PT, and other statutory items.

Step 4: Calculate all Deductions

Compute employee PF, ESI, PT and TDS on salary under the tax regime chosen by the employee.

Add other deductions like loans/advances, loss of pay for unpaid leave, to form gross deductions.

Step 5: Derive Net Pay and Close Payroll

Use the core formula Net salary- Gross salary- Gross deductions, where gross deductions include all statutory and non-statutory deductions.

Run checks, generate payslips and statutory reports, then upload bank statements to credit salaries and file PF/ESI/PT/TDS.

Step 6: Maintain Payroll Records

Post the calculation and disbursement of salaries it’s important to maintain payroll records. Some of the reasons for maintaining these records are-

• Avoidance of compliance issues in the future
• In case of salary deductions, there has to be a record of the same to avoid salary disputes in the future.
• According to payroll laws, all organizations must maintain payroll records periodically.

How to Calculate Payroll with an Example?

Payroll Calculations constitute of 4 main components:

• Basic Pay
• Allowances
• Deductions
• IT declarations

To calculate each of these components, there are specific formulas that must be followed. A payroll calculator can streamline the process of payroll calculations for each employee’s earnings, taxes, and net pay.

Net pay is the final payout that is disbursed to an employee after all the necessary deductions made.

Net Pay= Gross Pay- Gross deduction

Gross pay = Basic salary + HRA + DA + Allowances + One-time payment/incentive (Reimbursements, Arrears, Bonus, etc.)

Gross Deduction = Professional Tax + Employees’ State Insurance + Public Provident Fund + Income Tax + Insurance + Leave adjustments + One-time deduction (Loan recovery)

• Basic salary= 50% of Gross pay (Gross*0.5)

• HRA (House Rent allowance) = an amount received from the employer as part of allowances.

The amount of HRA you are allowed= Actual rent paid less 10% of the basic salary

If you are staying a metropolitan city, 50% of the basic salary is allocated, and if staying in a non-metro city, 40% of the basic salary is allocated.

• Professional Tax= 12% of Basic pay + PF allowance if applicable
• Employee State Insurance= 0.75% of Gross pay
• Income tax calculation depends on the type of regime

Net pay is the in-hand salary an employee receives at the end of the pay period. The net pay calculation depends on the CTC structure.

How Are Payroll Taxes Calculated in India?

Payroll tax is calculated on the aggregate earnings of an employee, including their salaries, emoluments, allowances, perquisites, and payments made in the course of the employment. The tax is paid to the credit of the Permanent Account Number (PAN) or the taxpayer-identification number of the employee.

What Is the Difference Between Old and New Tax Regime for Payroll?

There are certain basic rules to be followed while calculating payroll taxes. Note that we are explicitly talking about the calculation of only payroll taxes and not the entire calculation of payroll.

There are two regimes according to which payroll taxes can be calculated, and employees can choose either one of them. Here is the difference between the two regimes.

1. Old tax regime

• Income Tax formula for old tax regime = (Basic + Allowances – Deductions) * 12 – (IT Declarations + Standard deduction)
• Deductions are the sum of ESI and PT etc.
• Standard deduction (50,000)

2. New tax regime

• Income Tax formula for new tax regime= (Basic + Allowances – Deductions (ESI)) * 12 – (Standard deduction)
• Only ESI is considered as a deduction.
• Standard Deduction (50,000)

Taxpayers can opt either regime to pay taxes by carefully considering the exemptions and other leniencies allowed and the difference between the two.

What Is the Difference Between Gross Salary, Net Salary, and CTC?

1. Gross Salary

Gross salary is the employee’s wage before making any deductions. It is the cost that a company bears to employ an individual. Gross salary is taxable. It is used for calculating income tax, employee benefits like bonuses and increments, employee contributions, and employee deductions.

2. Net Salary

This is also called the take-home amount or in-hand salary that an employee is paid after making the involuntary deductions from their gross salary.

3. CTC

CTC (cost to company) is the total amount that an employer spends on an employee, including all benefits and perks. CTC includes other components such as provident fund, gratuity, and insurance. Unlike Gross salary, CTC includes non-taxable components such as provident fund and gratuity. CTC is also not used for calculating taxes, benefits, and deductions.

What Are the Common Payroll Calculation Mistakes to Avoid?

Payroll mistakes happen due to wrong input data, wrong statutory calculations, or not tracking time/attendance properly.

1. Incorrect Data and Classification

Inputting the wrong employee data, whether it’s names, bank details or revised salaries, can lead to wrong pay, incorrect tax filings or rejected bank transfers.

Not classifying employees properly breaks compliance rules and leads to arrears and fines.

2. Errors in Time, Attendance and Overtime

Manually controlled or poorly controlled attendance and overtime capture result in inflated hours or missed overtime hours, causing disputes.

Not differentiating authorised vs unauthorised leave or misapplying LOP rules can result in the wrong net salary and employee grievances.

3. Wrong Tax and Statutory Calculations

Miscalculating or delaying PF, ESI, and TDS deductions can lead to interests, penalties, and compliance notices.

If you apply the wrong income tax slabs, surcharge or exemptions it can result in over or under deductions of TDS

4. Process and Deadline Issues

Late payments of salaries or delayed payslips can lead to employees losing confidence and can violate wage and payslip requirements.

Missing statutory filing and payment deadlines for PF, ESI, PT, and TDS causes interest and late fees.

5. Weak Controls, Tools, and Records

Relying overly on manual spreadsheets can increase the risk of formula errors, and inconsistencies in calculations.

Poor record-keeping and security lead to audit failures, disputes, and possible salary data leaks.

What Are the Different Methods of Calculating Payroll?

There are various ways of calculating and recording payroll. Depending on the size and complexity of your organization, you can choose your preferred option of processing payroll.

There are three main options

1. Manually

Manual calculation of payroll using paper-based math isn’t much preferable in this advanced era of technology. Also, because this method requires extensive human intervention, is time consuming and more prone to errors.

If you are a small company with a less strength and are comfortable processing payroll manually then you can. But its best to have a person who understands the in and out of processing payroll regardless of the method you choose.

2. Excel sheets

Excel sheets are one level up in terms of ease than manual payroll processing. But again, there is a risk of data theft in this method. However, Excel sheets can help you distribute the hours, minutes, and other conversions efficiently and quickly into the sheets.

Make sure you update the sheets after every payroll as well as double check it.

3. Cloud-based Software

This is the most effective solution for calculating and processing payroll. A payroll software helps streamline your payroll process by calculating and converting the rates without the need for human intervention. The salary system can be pre-integrated with time and leave management solutions facilitating easy gathering of all the data required.

Make sure you choose the right payroll software that has a reasonable price in order to avoid mismanagement.

Why Should Businesses Use Payroll Software Instead of Manual Calculation?

Some of the advantages of using payroll software are that

• It ensures accuracy and compliance as it automates payroll and applies rules for earnings, deductions, and taxes
• It can reduce the time for processing payroll by 60-75% and finish in minutes rather than days.
• Lower error rates and automation lead to no need for rework or finance teams working overtime.
• Handles large volumes and complex pay rules without a lot of manual effort.
• It can provide reports on salary cost, overtime, headcount, and statutory liabilities allowing organizations to make better decisions
• Digital audit trails, approvals, and secure document storage make it easier to handle audits.
• Employee self-service facilitates viewing of payslips, access to tax forms, on-time, accurate pay, boosting satisfaction and trust.

How Should Payroll Records Be Maintained for Compliance?

There are a few documents that are required for payroll recordkeeping and also to maintain compliance.

• Employee personal information– names, addresses, email addresses, direct deposit information, emergency contact information, DOB, occupation, social security numbers and benefit plan enrolment.
• Employment information– offer letters, full-time or part-time employment status, background checks, references, evaluations, and termination information.
• Timesheets- regular work hours, overtime, and hours worked per day, workweek and pay period.
• Pay information– Includes rate of pay, workweek beginning and ending dates, total hours worked, payment agreement or the employee’s pay basis (e.g., hourly, salary, commission, etc.), and the employee’s classification (e.g., exempt or nonexempt)
• Tax documents- Includes federal, state and local jurisdiction tax forms and tax return copies, such as the IRS Form W-4, Employee’s Withholding Certificate or state tax withholding certificates
• Deduction information- Includes benefit deductions, wage garnishment orders, union dues and deferred compensation information
• Paid and unpaid leave records– Includes paid time off (PTO) and vacation time balances and associated payment amounts, as well as records for other types of leave, such as Family Medical Leave Act (FMLA), state paid leave programs and paid sick leave
• Direct deposit information– Includes financial institution names, account numbers and routing numbers
• Reimbursement forms– Includes expense reports for work travel, office supplies, etc.

How Can Alp Consulting Help with Payroll Calculation and Processing?

Payroll Calculations can be tedious and time-consuming. Whether you are a small, mid-sized, or large business, processing payroll correctly is an extremely important part of the organization. Having a dedicated payroll team is essential to ensure the smooth processing of payroll. This is where we come in. Alp Consulting has been a leading payroll solutions provider for decades now. Our experience and expertise in calculating, processing, and managing payroll help our clients run their business efficiently, while we take care of one of the complex functions of their organization. Our comprehensive payroll services are made for organizations of all sizes and cater to all industries.

If you are an organization looking for the right payroll solution for your business, reach out to us today and we’ll help you with your payroll challenges by streamlining your payroll process.

FAQs- Frequently Asked Questions

1. How to calculate payroll in India step by step?

Net Pay= Gross Pay- Gross deduction

Gross pay = Basic salary + HRA + DA + Allowances + One-time payment/incentive (Reimbursements, Arrears, Bonus, etc.)

2. How is the net salary calculated from CTC?

In-Hand or net salary = Gross Salary – (Employee EPF + Professional Tax + Income Tax).

3. What is the formula for payroll calculation?

The basic formula for payroll calculation is Net Pay= Gross Pay- Gross deduction, where gross pay is the total earnings before any deductions, bonuses, overtime pay is considered.

4. How to calculate PF and ESI on salary?

Professional Tax= 12% of Basic pay + PF allowance if applicable and Employee State Insurance= 0.75% of Gross pay

5. Is the salary calculated on 26 days of 30 days?

In India, minimum wages are generally calculated based on a 26-day working month instead of a 30-day month.

6. What deductions are mandatory in payroll?

Income Tax (TDS), Provident Fund (PF), Employee State Insurance (ESI), Professional tax, and Labour Welfare Fund (LWF) are the mandatory deductions.

7. How does payroll software calculate salary?

First, the gross pay (base salary + allowances + overtime) is determined, and then various mandatory and voluntary Deductions (taxes, PF, ESI, insurance) are made to arrive at the final Net Pay.

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