Revised Salary Structure in India – All You Need to Know


Payroll calculation can be a complicated process if it isn’t streamlined. While the payroll processes for calculating salary structure in India vary from one business to another, there are specific components that remain constant, such as standard deductions and taxes.

Moreover, various laws specific to the location such as the Minimum Wages Act, Labour Welfare Act, and Payment of Salary and Wages Act needed to be implemented along with other Indian salary structure components like Basic, HRA, and DA.

Salary structure in India FY 2020-21

A Revised Code on Wages, 2019 has been proposed with the purpose of improvising the existing wage and remuneration paid by government and private companies to their employees. The change is most likely to come into effect from 1st July 2022.

This article aims to inform you about the revised salary structure for FY 2022-23 as per the new wage code to be implemented.

Salary Structure in India: All You Need to Know 2022-23

As a layman, often employees struggle to understand the salary structure format implemented by their organisation. This leads to miscommunication and often leaves employees irate and disgruntled about the deductions.

However, if the salary structure becomes clear, employees would not only be able to clear the confusion on their own, but also be able to save unnecessary hassles of exchanging emails with the payroll department. 

Given below is a detailed breakdown of the standard salary structure format:

Fixed Salary ComponentCTC (Up to 5 Lakhs)CTC (From 5 to 10 Lakhs)CTC (Above 10 Lakhs)PFPTESIC LWF
Basic (Revised)Taxable (50% of CTC) or set minimum wageTaxable (50% of CTC)Taxable (50% of CTC) Yes YesYes Yes
HRATaxable (50% of Basic)Taxable (50% of Basic)Taxable (50% of Basic) No YesYesYes
Education Allowance200 Fixed200 Fixed 200 Fixed Yes YesYesYes
LTA15% of Taxable15% of Taxable15% of Taxable Yes YesYesYes
Special AllowanceBalancingBalancing Balancing Yes YesYesYes
Phone & Internet Reimbursements1000 (Fixed) 2000 (Fixed)3000 (Fixed) No No. But calculated for the unclaimed figure taxable.NoNo
Vehicle Reimbursement (Applicable to those who own car)Not ApplicableNot ApplicableFuel – 10000 FixedNoNo. But calculated for the unclaimed figure which is taxable.NoNo
Driver ReimbursementDriver – 8000 Fixed
Meal CouponNot Applicable2000 Fixed2000 FixedNANot ApplicableNANot Applicable
Books & PeriodicalsNot Applicable1000 Fixed2000 Fixed No No. But calculated for the unclaimed figure taxableNoNo
PF (Employer)₹1800 per month₹1800 p.m. ₹1800 p.m. NANot ApplicableNANot Applicable
ESIC (Employer)4.75% of Total SalaryNot ApplicableNot ApplicableNANot ApplicableNANot Applicable
Note: The Salary structure on the table is a preferred structure for private companies per the New Wage Code for F.Y 2022-23. The allowances are subject to the maximum allowed allowance as per Income Tax India, 1961. Private companies can restructure pay slips for the best tax planning and welfare of employees, subject to the regulations of Wage Code and Income Tax Act.

Salary Deductions for FY 2020-21

Deductions from employee salary is where most of the confusion arises. But if you know about all the standard salary deductions in India, this can easily be avoided. Have a look at the salary deduction format given below, to know more:

DeductionsHow is it calculated?Whom does it apply to?
Provident Fund (PF)Both employee and employer contribute 12% of Basic Salary + DA + Special
(However, employers can fix their contribution as ₹1,800/month, for employees drawing more than ₹15,000)
Organizations that consist of 20 employees or more. It is compulsory for employees whose Basic, DA and Special allowances amount to less than ₹15,000 per month.
Employees’ State Insurance Corporation (ESIC) Employer Contribution of 4.75% of Gross Salary; Employee Contribution of 1.75% of Gross Salary Organizations that consist of 20 employees or more, with their respective gross salary of below ₹21,000 per month, then it’s applicable to all employees.
Professional TaxVaries from one state to anotherAll employees
Labour Welfare FundVaries from one state to anotherAll employees, based on designation

Salary Breakup Structure 2021

Salary format for employees have various components that need to be kept in mind while processing payroll. Some of these remain constant while others may vary depending upon factors such as days worked, salary bracket and regions. Here are all the main components that are implemented while calculating salary:

1. CTC

Cost to Company (CTC) is the net amount that an organisation invests on an employee. It comprises of the net payroll package of the particular employee.

Cost to Company is the combination of monthly components like basic salary, allowances, reimbursements, etc. along with annual components like annual variable salary, gratuity, annual bonus, etc.

An employee’s CTC structure in India is never the same as his/her take-home salary. There are a number of variable components in CTC that aren’t included in their monthly take-home package.

CTC = Gross Salary +PF + Gratuity + Other Indirect Benefits

Here are the other components of salary used while calculating payroll.

2. Basic Salary

Basic salary of an employee is their base income. It is a fixed component of an employee’s payroll package. The employee’s basic salary will vary depending on his/her industry and particular designation in the organization.

3. Gross salary

Gross salary refers to the sum of an employee’s basic salary and various allowances, calculated before tax and other deductions. It includes bonuses, over-time, and other allowances.

Gross Salary = Basic Salary + HRA + Other Allowances


Gross Salary = CTC – Gratuity – EPF(Employer Contribution)- ESIC (Employer Contribution)- Other Indirect Benefits

4. Take-Home Salary

Take-home salary is calculated by deducting tax deductions at source (TDS) and other such deductions in accordance to the company policies.

Net Salary = Gross Salary – Professional Tax – Income Tax – Employer’s Provident Fund

5. Allowances

Allowance is the sum received by employees for meeting job requirements. Allowances are additional financial benefits included with the basic salary and differ from one company to another. A few standard types of allowances covered under the latest salary components is India are:

  • House Rent Allowance (HRA): This is provided to employees for expenses if they live in a rented establishment.
  • Leave Travel Allowance: LTA is the sum paid by the organisation to compensate for domestic travel expenses of employees. It generally doesn’t include expenses on food, accommodation, etc. incurred while travelling.
  • Conveyance/Commutation Allowance: This is given to employees to compensate for their regular commutation expenses to the workplace.
  • Dearness Allowance: DA is paid to employees to subdue the effects of economic inflation. It’s applicable to public sector employees, government employees, and pensioners.
  • Other allowances such as medical allowance, special allowance, and other incentives.

6. Reimbursements

Sometimes, employees are provided various types of reimbursements such as phone bills, medical treatments, office stationery and newspaper bills, etc. The amount is not included in the pay, but compensated after bills, of specific acceptable instances are provided by an employee.

7. Employer Provident Fund/EPF or Provident Fund

Provident fund is an accumulated investment which is contributed by both the employee and the employer every month, the total amount of which is known as employee’s retirement benefits.

Provident fund is mandatory for either of the following instances:
Instance 1: Basic salary < ₹15000 p.m.
12% of the basic salary

Instance 2: Basic salary > ₹15000 p.m.
In this case the organisation has the option to either contribute 12% of ₹15,000 or 12% of basic.

It is directly deposited in the PF account of the employee. It is mandatory for all government organisations.

8. Public provident fund or PPF

Not to be confused with employer’s PF contribution, PPF is a voluntary contribution by an employee. The employer doesn’t have anything do with PPF.

9. Gratuity

Gratuity is the amount that an employee receives as appreciation for the cumulative service offered to him/her upon leaving the job.

Although gratuity is only paid after an individual completes 5 years or more in an organisation and decides to leave, it is deducted every year.

10. Insurance

Many organisations provide health, and life insurance plans to the employees. Its premium is borne by the employer and is a part of CTC. Therefore, it is deducted when calculating the take-home salary.

11. Income Tax

The tax imposed on a professional’s income is known income tax. Generally, employees get their salary after income tax have been deducted by the organisation. This is called Tax Deduction at Source (TDS). The deducted tax is paid to the government.

12. Professional Tax

Professional tax is levied by state governments to let a professional practice a his/her profession. The maximum amount payable per year is ₹2,500. It depends on the employees monthly pay and the state in which they work in. Professional tax levied differs from one state to another.

However, professional tax is not applicable in some states and UTs such as:

Andaman & Nicobar, Arunachal Pradesh, Chandigarh, Daman & Diu, Delhi, Dadra & Nagar Haveli, Goa, Himachal Pradesh, Haryana, Lakshadweep, Uttarakhand, Jammu & Kashmir, Punjab, Nagaland, Rajasthan, and Uttar Pradesh.

What are the new rules for salary breakup in India?

The government is bringing out some changes in wage rule across the nation which will affect your basic salary and allowances. Set to be implemented from 1st July 2022, the new guidelines will cap the allowances to a maximum of 50% of your overall package.

This rule will change the calculation of salary component in India. Employees as well as employer’s contribution to the provident fund (PF) and ESIC would increase. Would this impact be positive or negative, we discuss below.

Impact of New Salary Structure Implemented in India

The standard salary structure has been rejigged in such a manner that your contribution to provident fund would substantially increase. This would be beneficial for you in the long run as PF income is non-taxable.

But at the same time, your in-hand salary will take a hit as employer’s contribution to PF would also increase which will then be balanced by reducing your in-hand salary.

Why Such a Change is Being Made to Salary Components In India?

The recent updates to salary breakup in India has got everyone talking. Officials have said that these changes in salary components in India are being made to ease out different regulations for wages in India.

A new salary structure in India would also result in private companies better treating their employees. Certain companies prefer keeping the percentage of basic pay lower to around 30-40% of the complete compensation while covering the remaining amount in other allowances. Now with these new guidelines, they would have to amplify this percentage.

But some people have criticised this move to upgrade the standard salary structure in India. Both employer and employee diverting more money to PF would mean that the government would have more money at its disposal.

According to critics, this money might be used to close in on the fiscal deposit. Whether or not these new rules of salary structure in India turn out the way they are being projected, only time can tell.

Conclusion: Understanding Salary Components

Once you understand all the salary components and the overall structure, you can check your payslip without assistance. However, some of these components such as professional tax is conditional, while TDS depends on the organisation.

Hence it will be ideal if you first verify all the components with your payroll manager. You can also check for the payroll calculating software to ease your work.

Recommended Products

Subscribe to get the latest offers, news & updates.
No spam, we promise