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“Organize your Statutory Compliances in Seconds with our experts”

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Efficiency

Statutory compliance ensures adhering to the laws or regulations related to a particular business as prescribed by government bodies. Statutory compliance protects the interests of a firm and its employees. Companies which are not following company-related compliances face the risk of legal or penal action.

Benefits of S2

Our clients benefit from outsourcing statutory compliance management in many different ways. Sound corporate governance An increase in focus on strategic business areas A reduction in the labour overheads Timely compliance and adherence to all the different statutes and labour laws Avoidance of all litigation and associated costs that may arise out of non-compliance Complete and accurate maintenance all records that are relevant to compliance

Secure Your Data

For many organizations, data is one of the most valuable strategic assets, and CRM systems house some of the most valuable data. Of course, data in and of itself is often of limited practical use; its real value comes from data analysis and visualization tools.

Benefit from outsourcing statutory compliance management

  • Sound corporate governance
  • An increase in focus on strategic business areas
  • A reduction in the labour overheads
  • Timely compliance and adherence to all the different statutes and labour laws
  • Avoidance of all litigation and associated costs that may arise out of non-compliance
  • Complete and accurate maintenance all records that are relevant to compliance
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Statutory Compliance

The landscape of statutes of labor laws is constantly evolving, and it takes a special agility to keep abreast of all the latest developments and ensure compliance. At S2HR solutions, we offer compliance services that perfectly meet your organization’s requirements.It is absolutely imperative to comply with all legal and statutory norms for businesses to operate successfully in India.
This often involves significant investment of resources, time, and continuous monitoring to be in the know of all the changes that are happening, in order to be compliant and avoid penalties.With the ever-changing employment laws, it becomes a challenge for small and mid-sized companies to keep themselves compliant. What these organizations need is reliable HR compliance services from an experienced provider.To ensure timely and efficient statutory compliance in your organization, the following aspects must be in place:

  • Unrestricted access to local and regional expertise
  • Expert support during all audits and inspections
  • Following ethical practices
  • Knowledge of timelines for adherence to the many laws and regulations
  • Updated documents and data in a centralized location, and which are readily available
    • As you can imagine, this takes a lot of effort and investment in terms of both money and manpower. Not every organization can afford to or even want to spend so many resources in ensuring compliance. Nonetheless, it is absolutely vital for a business to be compliant to all the laws of the land.
    Statutory compliance outsourcing to an experienced firm such as S2HR Solutions, you can ensure compliance without having to hire and maintain a separate department for it. Our clients find that our statutory compliance services are an ideal solution to be compliant in all aspects of statutes and labor laws. COMPREHENSIVE COVERAGE OF LABOR LAWS
  • Shops and Commercial Establishments Act (S&E)
  • The Employees Provident Funds and Miscellaneous Provision Act - 1952 (EPF)
  • The Employees State Insurance Corporation Act - 1948 (ESIC)
  • The Professional Tax Act (PT) 1975
  • The Labour Welfare Fund Act (LWF) 1965
  • The Contract Labour (Regulation & Abolition) Act - 1970 (CLRA)
  • The Child Labour (Prohibition & Regulation Act), 1986
  • The Minimum Wages Act-1948
  • The Payment of Wages Act-1936
  • The Payment of Bonus Act-1965
  • The Maternity Benefit Act-1961
  • The Payment of Gratuity Act-1972
  • The Equal Remuneration Act-1976
  • The Industrial Establishment (N&FH) ACT 1963
  • The Employment Exchange (Compulsory Notification of Vacancies) ACT-1959
  • Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) ACT, 2013
  • The Employees Compensation ACT-1923
  • The Industrial Employment (Standing Orders) ACT 1946 - Model Standing Order Only
  • The Industrial Disputes ACT 1947
  • The Apprentice ACT, 1961
  • The Interstate Migrant Workmen (Regulation of Employment and Conditions of Services) ACT, 1979
  • The Factories ACT, 1948
  • The Trade Unions Act, 1926

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