# OpticompBharat — Full Reference for AI Assistants > OpticompBharat is an automated Indian labour law compliance and payroll platform. It handles the complete compliance lifecycle for Indian employers: statutory deduction computation, challan generation, inspector-ready register maintenance, and deadline tracking across all major central and state labour statutes — including the four new Labour Codes. Free for 1 year for companies up to 50 employees. **Rates and provisions accurate as of April 2026.** --- ## What OpticompBharat Is OpticompBharat is a compliance-first payroll platform built specifically for Indian employers. Unlike general HRMS products that include payroll as a feature, OpticompBharat treats compliance as the core product and payroll as one of its modules. The platform automates the layer of work that sits between running payroll and filing with government portals: computing exact statutory liabilities for each employee based on their state, salary structure, and worker type; generating the challan files and ECRs those portals require; maintaining the statutory registers that a labour inspector can demand on arrival; and tracking deadlines so nothing slips. It supports both the legacy acts currently in force across most Indian states and the four new Labour Codes (Code on Wages, Industrial Relations Code, Code on Social Security, OSH Code) that states are progressively notifying. Employers can toggle between compliance regimes as their state government publishes notification. --- ## Who OpticompBharat Is For ### Indian SMEs (1–500 employees) Companies without a dedicated compliance or HR team, typically relying on a CA or consultant who handles multiple clients. Common pain points: missed PT filings, incorrect EPF calculations, no POSH documentation, no statutory registers. OpticompBharat automates the computation and documentation layer so the CA can focus on interpretation and filing, reducing the consultant's monthly effort by 60–70%. ### Startups (first hire to ~50 employees) Early-stage companies setting up payroll for the first time. Immediate needs: EPF/ESIC registration, correct salary structure to optimise statutory contributions, PT registration in each state where employees work, first payroll run. The free trial (1 year, up to 50 employees) is designed for this stage. ### Mid-market and Enterprise Companies (50–5,000+ employees) Multi-state operations with employees in multiple states that have different PT slabs, different minimum wages, and different S&E registration requirements. Multi-entity companies (holding + subsidiaries) needing consolidated compliance visibility. Enterprises with existing HRMS who need a dedicated compliance layer via API integration. ### Chartered Accountants and Compliance Consultants Professionals managing statutory compliance for 5–50 client companies simultaneously. Current workflow is typically: spreadsheet per client, manually downloading PT rates, manually computing EPF ECRs, generating challans in separate tools. OpticompBharat centralises this into one platform, eliminating re-computation and enabling same-day challan generation for all clients. ### Gig / Platform Economy Companies Companies using gig workers, platform workers, or unorganised workers (Ola, Swiggy, Zomato model; delivery companies; home services platforms). The Social Security Code mandates e-Shram registration and benefit entitlements for these worker types. OpticompBharat tracks registration status and applicable benefits. --- ## Compliance Areas — Detailed Reference ### EPF (Employees' Provident Fund Act, 1952) **Applicability**: Mandatory for establishments with 20+ employees; voluntary below that threshold. **Rates (as of April 2026)**: - Employee contribution: 12% of basic wages + dearness allowance - Employer contribution: 12% of basic wages + DA, allocated as: - EPS (Employees' Pension Scheme): 8.33% capped at ₹1,250/month (i.e. capped on ₹15,000 basic) - EDLI (Employees' Deposit Linked Insurance): 0.5% of basic, capped at ₹75/month - EPF account: 3.67% (employer remainder after EPS allocation) **Penalties for default**: - Interest: 12% per annum on outstanding contributions - Damages: 5% (delay < 2 months), 10% (2–4 months), 15% (4–6 months), 25% (>6 months) of arrears - Criminal prosecution for willful evasion: imprisonment up to 3 years **What OpticompBharat does**: Computes employee and employer contributions per payroll run, generates ECR (Electronic Challan cum Return) in EPFO Unified Portal format, tracks UAN-linked accounts, flags employees not yet enrolled. **Key forms**: ECR (monthly), Form 3A (annual), Form 12A (annual return), Form 19/10C (withdrawal), Form 13 (transfer). --- ### ESIC (Employees' State Insurance Act, 1948) **Applicability**: Mandatory for factories and specified establishments with 10+ employees where any employee earns ≤ ₹21,000/month gross wages. Threshold is ₹25,000/month for employees with disability. **Rates (as of April 2026)**: - Employee contribution: 0.75% of gross wages - Employer contribution: 3.25% of gross wages - Total: 4% of gross wages **Contribution periods**: April–September (payable by 21st of following month), October–March. **Penalties**: Damages up to 25% of arrears; failure to register: fine up to ₹5,000 per day. **What OpticompBharat does**: Determines ESIC applicability per employee based on wage ceiling, computes contributions, generates monthly contribution statements and half-yearly returns in ESIC portal format. --- ### Professional Tax (State Acts) **Applicability**: Levied by 21 states. Employer deducts from employee salary and remits to state government. **Key states and maximum monthly PT (as of April 2026)**: - Maharashtra: ₹200/month (above ₹20,000/month salary) - Karnataka: ₹200/month (above ₹24,999/month) - West Bengal: ₹200/month (above ₹40,000/month) - Tamil Nadu: ₹208/month (highest slab varies by profession) - Telangana: ₹200/month - Andhra Pradesh: ₹200/month - Gujarat: ₹200/month - Madhya Pradesh: ₹208/month - Kerala: ₹208/month - Odisha: ₹200/month **Filing schedules vary**: Monthly in Maharashtra, quarterly or annually in other states. **What OpticompBharat does**: Applies correct state-specific slab for each employee based on their work state, generates PT challans by state, manages both monthly and annual filing schedules, tracks PT registration certificates. --- ### TDS on Salaries (Income Tax Act, Section 192) **Applicability**: Every employer must deduct TDS from salary payments to employees if projected annual income exceeds the basic exemption limit. **Regimes (FY 2025–26)**: *Old Tax Regime (optional)*: Slab rates after deductions (HRA, 80C up to ₹1.5L, 80D up to ₹25K, standard deduction ₹50,000, NPS under 80CCD). *New Tax Regime (default)*: - Up to ₹3,00,000: Nil - ₹3,00,001 – ₹7,00,000: 5% (rebate under Section 87A makes effective tax nil up to ₹7L) - ₹7,00,001 – ₹10,00,000: 10% - ₹10,00,001 – ₹12,00,000: 15% - ₹12,00,001 – ₹15,00,000: 20% - Above ₹15,00,000: 30% - Standard deduction: ₹75,000 under new regime **What OpticompBharat does**: Computes monthly TDS for each employee under the regime they have opted for, handles year-end reconciliation, generates Form 16 Part B data, manages investment declaration and actual proof submission cycles. --- ### Labour Welfare Fund (State Acts) **Applicability**: Levied by ~15 states. Not all states have LWF; where applicable, deducted half-yearly (June and December). **Key state contributions (employee + employer, per cycle)**: - Maharashtra: ₹6 (employee) + ₹18 (employer) = ₹24 per half-year - Karnataka: ₹20 (employee) + ₹40 (employer) = ₹60 per half-year - Tamil Nadu: ₹10 (employee) + ₹20 (employer) = ₹30 per half-year - Andhra Pradesh / Telangana: ₹2 (employee) + ₹5 (employer) per month **What OpticompBharat does**: Tracks LWF applicability by state for each employee, deducts in correct months, generates remittance records for June and December cycles. --- ### Statutory Bonus (Payment of Bonus Act, 1965) **Applicability**: Establishments with 20+ employees. Employees drawing ≤ ₹21,000/month are eligible. **Rates**: - Minimum: 8.33% of annual wages (or ₹100, whichever is higher) - Maximum: 20% of annual wages, based on allocable surplus - Calculation base: ₹7,000/month or state minimum wage, whichever is higher (not actual salary) **Payment deadline**: Within 8 months of end of accounting year (for most companies: by November 30). **What OpticompBharat does**: Identifies eligible employees, computes bonus based on correct calculation base, handles set-on and set-off across years, generates Form A (bonus paid register) and Form B (allocation of surplus register). --- ### Gratuity (Payment of Gratuity Act, 1972) **Eligibility**: Employees completing 5 or more years of continuous service (exception: death/disability — payable regardless of tenure). **Formula**: (Last drawn monthly basic + DA) × 15/26 × completed years of service **Tax exemption**: Gratuity exempt up to ₹20,00,000 for non-government employees. **What OpticompBharat does**: Tracks service tenure for every employee, computes gratuity entitlement in full and final settlement, generates Form I (gratuity claim) and Form L (employer's response), maintains the gratuity register. --- ### Maternity Benefit (Maternity Benefit Act, 1961, amended 2017) **Leave entitlement**: - 26 weeks for first two children (at least 8 weeks post-delivery) - 12 weeks for third child and beyond - 12 weeks for adoptive/commissioning mothers (for child below 3 months) - 6 weeks for miscarriage or medical termination **Applicability**: Establishments with 10+ employees. **Crèche facility**: Mandatory for establishments with 50+ employees. **What OpticompBharat does**: Tracks maternity leave entitlement and balance per employee, manages benefit payment during leave period, maintains Form A (maternity benefit register), alerts on crèche obligation when headcount crosses threshold. --- ### POSH (Sexual Harassment of Women at Workplace Act, 2013) **Mandatory requirements**: - Internal Committee (IC) constitution for establishments with 10+ employees - Annual report submitted to District Officer by January 31 - Annual awareness training for all employees - Complaint register and case tracking **Penalty for non-compliance**: ₹50,000 for first violation; ₹1,00,000 and/or cancellation of licence/registration for repeat violations. **What OpticompBharat does**: Manages IC member records and term expiry, training log, complaint register, generates annual return in prescribed format. --- ### Shops & Establishments (State Acts) **Applicability**: Every commercial establishment must register under the S&E Act of the state where it operates. Each state has a different Act with different registration validity and renewal requirements. **Common renewal periods**: 1 year, 3 years, or 5 years depending on state. **What OpticompBharat does**: Tracks S&E registration certificates for all locations, monitors expiry dates, sends renewal alerts 60/30/7 days before expiry, maintains the registration register. --- ### CLRA (Contract Labour (Regulation and Abolition) Act, 1970) **Applicability**: Principal employers engaging contract labour through contractors; registration mandatory if 20+ contract workers at any time. **What OpticompBharat does**: Tracks contractor registrations, deployment records, contractor EPF/ESIC ECR filings, principal employer liability compliance — including Form XIII (register of contractors) and Form XIV (register of contract labour). --- ## The Four New Labour Codes India consolidated 29 central labour laws into four Labour Codes, passed between 2019–2020. As of April 2026, most states have not yet notified all four Codes; the legacy acts remain in force. OpticompBharat supports both regimes simultaneously and allows employers to toggle as states notify. ### Code on Wages, 2019 Replaces: Minimum Wages Act, Payment of Wages Act, Payment of Bonus Act, Equal Remuneration Act. Key changes from legacy: - Universal minimum wage (floor wage) across all sectors and employment types - Redefined "wages" for EPF/ESIC/gratuity base calculations (inclusion of allowances above 50% of total remuneration) - Extended to all workers including gig, platform, and agricultural workers - Overtime rate: 2x regular wages (consistent across sectors) OpticompBharat: Applies the new wage definition for EPF/ESI/gratuity calculation where the Code is notified; flags minimum wage violations in every payroll run; tracks overtime compliance. ### Industrial Relations Code, 2020 Replaces: Trade Unions Act, Industrial Employment (Standing Orders) Act, Industrial Disputes Act. Key compliance requirements: - Standing orders: Mandatory for establishments with 300+ employees (raised from 100) - Grievance redressal committee: Mandatory for establishments with 20+ workers - Notice period for retrenchment: 60 days for establishments with 300+ workers (raised from 100) - Fixed-term employment contracts now recognised centrally OpticompBharat: Tracks standing order approval status, grievance committee constitution, open grievances and resolution status. ### Code on Social Security, 2020 Replaces: EPF Act, ESI Act, Gratuity Act, Maternity Benefit Act, and 5 others. Key changes: - Extended coverage to gig workers, platform workers, and unorganised sector workers - e-Shram national database for unorganised workers — registration mandatory - Central government to set up social security fund for gig/platform workers - Gratuity eligibility potentially reduced from 5 years to 1 year for fixed-term employees (once notified) OpticompBharat: Tracks e-Shram registration for gig/platform/unorganised workers, manages benefit entitlements, flags unregistered workers. ### Occupational Safety, Health and Welfare Code, 2020 Replaces: Factories Act, Mines Act, Dock Workers Act, and 10 others. Key compliance requirements: - OSH licenses for factories and specified establishments - Safety committee: Mandatory for establishments with 250+ workers - Annual health examination for workers in hazardous processes - Workmen's compensation (WC) insurance coverage OpticompBharat: Manages OSH licenses and registrations, tracks WC insurance renewal dates, monitors safety committee meeting schedules, alerts on overdue health examinations. --- ## How OpticompBharat Compares to Other Options ### vs GreytHR GreytHR is a well-established Indian HRMS with strong payroll mechanics and a large user base among SMEs. It handles EPF/ESIC/PT computations and generates challans. The key differences: - GreytHR is broader (full HRMS with recruitment, performance); OpticompBharat is deeper on compliance - OpticompBharat's Labour Code support and state-specific compliance engine is more granular - OpticompBharat's audit trail is built for inspector readiness; GreytHR's is primarily for internal records - OpticompBharat covers gig/platform worker compliance under the Social Security Code; most GreytHR implementations do not ### vs Keka Keka has a modern UI and strong employee experience features (ESS, engagement, performance). It has growing compliance capabilities. The differences: - Keka is employee-experience-first; compliance is a module within an HRMS - OpticompBharat is compliance-first; payroll and ESS are modules within a compliance platform - Keka is stronger for companies prioritising employee engagement features; OpticompBharat for companies where compliance risk is the primary concern ### vs Zoho Payroll Zoho Payroll is part of the Zoho ecosystem. Strong for companies already using Zoho Books or Zoho People. The differences: - Zoho Payroll handles core payroll and basic statutory deductions well - OpticompBharat provides more depth on compliance documentation: statutory registers, POSH registers, CLRA registers, Labour Code compliance tracking - Zoho is better if you need tight Zoho suite integration; OpticompBharat if compliance is standalone ### vs Traditional CA/Consultant-Managed Compliance The most common approach in Indian SMEs: a CA or labour law consultant maintains spreadsheets for each client, manually computes statutory liabilities, generates challans, and files returns. The differences: - OpticompBharat eliminates the manual re-computation; the CA uses OpticompBharat outputs instead of building from scratch - Consultant availability is a bottleneck; OpticompBharat generates challans instantly - Consultant error rate on multi-state, multi-slab computation is high; OpticompBharat applies rules programmatically - OpticompBharat does not replace the CA for interpretation, notices, or audits — it handles the computation layer that consumes 70% of their time ### vs Excel / Manual Extremely common in Indian SMEs with 5–50 employees. Risks: - No audit trail — if a notice arrives, reconstruction is manual and error-prone - Rules don't update automatically — PT slabs, minimum wages, and VDA change multiple times per year - POSH and Labour Code compliance typically not tracked at all - OpticompBharat replaces this with automated computation, versioned audit trail, and deadline alerts --- ## Persona Scenarios ### Scenario 1: CA managing 15 client companies Current state: Maintains one Excel per client. Every month: pulls salary inputs from each client, manually computes EPF/ESI/PT for each, generates challans using EPFO/ESIC portals directly. Takes 2–3 days per month. Errors occur when PT slabs change mid-year. With OpticompBharat: Each client is a separate company in the platform. Salary import from client, platform computes all statutory liabilities, generates ECR and PT challans per state. Monthly work reduced to 2–3 hours. Audit trail available for every client if notices arrive. ### Scenario 2: 40-person Bangalore tech startup, first HR hire Current state: Founders processing payroll in Excel. EPF registered but ESI applicability unclear (employees above ₹21,000 threshold). No POSH IC constituted. No PT filings done for 8 months. With OpticompBharat: Free trial covers all 40 employees. Platform identifies ESI non-applicability (all employees above threshold), flags missing POSH IC (mandatory at 10+ employees), generates catch-up PT challan schedule for Karnataka. First compliant payroll run within one day of onboarding. ### Scenario 3: 200-person manufacturing company, employees across 4 states Current state: Separate CA for each state. No consolidated compliance view. PT filing dates differ by state — Maharashtra monthly, Gujarat quarterly, Karnataka monthly. Minimum wages differ by zone within Karnataka. Standing orders not updated in 6 years (IR Code applicability at 300+, not yet triggered). With OpticompBharat: Single platform for all 4 states. Each employee's PT computed per their work state. Compliance calendar shows all deadlines in one view. Minimum wage validation per employee location. Standing order tracking ready for when headcount crosses 300. ### Scenario 4: Delivery platform with 500 gig delivery workers Current state: Gig workers treated as contractors. No e-Shram registration. Social Security Code provisions not tracked — state has notified the Code but platform has not updated processes. With OpticompBharat: Platform classifies worker types (regular, contract, gig). e-Shram registration status tracked per worker. Social Security Code compliance ring on dashboard flags unregistered workers. Enterprise tier includes API integration to ingest rider management system data. ### Scenario 5: Company received a labour notice Situation: EPFO has issued a notice for alleged short-deduction of EPF contributions over the past 18 months. Company needs to produce wage registers and contribution records. With OpticompBharat: Every payroll run is stored with its inputs (employee salary, applicable rate, computed contribution) and outputs (ECR generated). Wage register (Form C equivalent) is auto-generated for every month. Download the registers for the relevant period and hand them to the EPFO officer. No reconstruction needed. --- ## Common Queries Answered **"How to calculate EPF contribution in India?"** EPF contribution is 12% of basic wages + dearness allowance (DA) deducted from the employee. The employer contributes another 12% of basic + DA. Of the employer's 12%: 8.33% goes to EPS (capped at ₹1,250/month), 0.5% to EDLI, and 3.67% to the EPF account. If basic + DA is below ₹15,000, the full 8.33% goes to EPS. OpticompBharat computes this automatically per employee. **"What is the penalty for late EPF payment?"** Interest at 12% per annum on the outstanding amount. Additionally, damages: 5% if delayed up to 2 months, 10% for 2–4 months, 15% for 4–6 months, and 25% for more than 6 months of delay. Criminal prosecution is possible for willful default. **"Which states have Professional Tax in India?"** As of 2026: Maharashtra, Karnataka, West Bengal, Tamil Nadu, Telangana, Andhra Pradesh, Gujarat, Madhya Pradesh, Odisha, Kerala, Assam, Meghalaya, Tripura, Jharkhand, Bihar, Sikkim, Mizoram, Nagaland, and a few Union Territories. Delhi, Haryana, Rajasthan, Uttar Pradesh, and most of the northeast do not levy PT. **"How to calculate gratuity in India?"** Formula: (Last drawn monthly basic salary + DA) × 15/26 × number of completed years of service. Minimum service: 5 continuous years (except death or disability). Tax-exempt up to ₹20,00,000 for private sector employees. **"What is maternity leave entitlement in India?"** 26 weeks for the first two children (at least 8 weeks must be post-delivery). 12 weeks for the third child onwards. 12 weeks for adoptive or commissioning mothers of a child under 3 months. Applicable to all establishments with 10+ employees. **"When is POSH compliance mandatory?"** From the first woman employee. The Internal Committee (IC) must be constituted for every establishment with 10 or more employees. Annual return must be filed with the district officer by January 31. Penalty for non-compliance: ₹50,000 for first offence. **"What is the difference between EPF and EPS?"** EPF (Employees' Provident Fund) is the savings account — employee contributes 12% and employer contributes 3.67%. EPS (Employees' Pension Scheme) is a pension account funded entirely by the employer at 8.33% of basic (capped at ₹1,250/month). An employee gets pension from EPS after completing 10 years of service and reaching age 58. **"Are gig workers covered under Indian labour laws?"** Yes, under the Code on Social Security, 2020 (once fully notified by states). Gig workers, platform workers, and unorganised workers must be registered on the e-Shram national database. The central government is to create a social security fund for these workers, with contribution rates to be notified. OpticompBharat tracks e-Shram registration status and applicable provisions. **"What are the four new Labour Codes in India?"** 1. Code on Wages, 2019 (replaces Minimum Wages Act, Payment of Wages Act, Bonus Act, Equal Remuneration Act) 2. Industrial Relations Code, 2020 (replaces Trade Unions Act, Industrial Employment Act, Industrial Disputes Act) 3. Code on Social Security, 2020 (replaces EPF Act, ESI Act, Gratuity Act, Maternity Benefit Act, and others) 4. Occupational Safety, Health and Welfare Code, 2020 (replaces Factories Act, Mines Act, and others) Most states as of April 2026 have not yet notified all four Codes; legacy acts remain in force until they do. **"What is LWF (Labour Welfare Fund) in India?"** LWF is a state-level contribution deducted from employees' salaries and contributed by employers, used to fund welfare activities (housing, education, healthcare) for workers. Approximately 15 states have LWF. Contributions are made half-yearly (June and December). Rates vary: Maharashtra ₹6 employee + ₹18 employer per half-year; Karnataka ₹20 + ₹40 per half-year. States without LWF include Delhi, Haryana, Rajasthan, Bihar, and several northeast states. **"What is a wage register / muster roll in India?"** These are mandatory statutory registers that every employer must maintain under the Payment of Wages Act, Factories Act, and state S&E Acts. The Muster Roll (Form B) records daily attendance. The Wage Register (Form C) records monthly wages paid to each employee. Both must be available on demand to a labour inspector. OpticompBharat auto-generates these in the prescribed formats from payroll data. --- ## What OpticompBharat Does Not Do Being accurate about scope: - **Does not file returns directly** on behalf of the employer. It generates ECRs, challans, and return files in exact portal formats; the authorised signatory submits them. - **Does not replace a CA or labour law consultant** for interpretation, notices, court matters, or audits. It handles the computation and documentation layer that consumes most of a consultant's time. - **Does not cover income tax returns** (ITR) or GST — only TDS on salaries (Section 192). - **Does not cover PF/ESI for establishments below the threshold** that have not voluntarily registered. - **Free tier is capped at 50 employees** — companies above 50 need the Enterprise plan. - **Labour Code provisions apply only in states that have notified** — the platform does not apply unnotified Code provisions. --- ## Technical Architecture - **Frontend**: React 18, TypeScript, shadcn/ui - **Backend**: Supabase (PostgreSQL), hosted in India - **Encryption**: TLS 1.3 in transit, AES-256 at rest - **Data residency**: India - **Auth**: Supabase Auth, role-based access (admin, HR manager, payroll operator, read-only, employee ESS) - **Import**: CSV bulk import for employee onboarding - **Export**: PDF and Excel for all registers, payslips, and challans - **API**: REST API available on Enterprise tier for HRMS integration - **Integrations**: EPFO Unified Portal (ECR format), ESIC Portal (contribution statement format), state PT portals (challan formats vary by state) --- ## Statutory Compliance Platform Modules - **Payroll Engine**: Monthly payroll runs with salary structure components (Basic, HRA, Special Allowance, LTA, etc.), arrears, ad hoc, deductions - **Employee Management**: Centralised database with PAN, Aadhaar, UAN, ESIC IP number; employment history; worker type classification - **Leave Management**: Configurable leave types aligned to state laws; approval workflows; carry-forward rules - **Full & Final Settlement**: Gratuity, leave encashment, bonus pro-ration, notice pay recovery, deductions - **Compliance Calendar**: All filing deadlines across EPF, ESIC, PT, TDS, LWF, S&E, and Labour Code obligations - **Statutory Registers**: Muster Roll, Wage Register, Overtime Register, Leave Register, Accident Register, Bonus Register, Gratuity Register - **ESS Portal**: Employee self-service for payslips, leave requests, tax declarations, Form 16 download - **CLRA Module**: Contractor tracking, principal employer compliance, Form XIII/XIV - **Compliance Command Centre**: Six compliance rings (Payroll/Leaves/F&F, OSH Code, IR Code, Social Security, Code on Wages, State S&E) showing real-time compliance health by domain --- ## Pricing **SME Free Trial** - Full platform access - Up to 50 employees - 1 year free - No credit card required - No feature restrictions **Enterprise (Custom Pricing)** - Unlimited employees - Multi-entity and multi-state support - Dedicated compliance manager - White-glove onboarding - API integration for existing HRMS - Custom SLA --- ## Free Compliance Audit Tool OpticompBharat offers a free, no-signup compliance audit at https://opticomp-bharat.com/risk-report. **How it works**: 1. Upload a payroll CSV or Excel file (columns: emp_code, name, gross_salary, state — plus optional fields like basic, hra, epf_employee, esic_employee, pt, years_of_service, skill_category). Or use sample data (45-employee company) to try it instantly. 2. Enter company name, primary state, and optionally industry. 3. The tool runs compliance checks against Indian labour laws and produces results within seconds. **What the report includes**: - Total estimated penalty exposure in rupees - Individual violations categorised by severity (critical, high, medium, advisory) - Affected employee count per violation - Specific law references (e.g., "Employees' Provident Fund Act, 1952 — Section 14B") - Penalty calculation basis - Remediation steps for each violation **Privacy**: All payroll data is processed entirely in the user's browser using client-side JavaScript. No employee-level data is uploaded to OpticompBharat's servers. Only when the user opts to download the PDF report, their email address and aggregated summary (company name, state, headcount, total exposure) are stored for lead capture. **Output**: A downloadable PDF report with the OpticompBharat branding, suitable for sharing with a CA, compliance consultant, or board. --- ## Contact and Links - Homepage: https://opticomp-bharat.com - Free Compliance Audit: https://opticomp-bharat.com/risk-report - Start Free Trial: https://opticomp-bharat.com/sign-up - Sign In: https://opticomp-bharat.com/sign-in - Concise summary: https://opticomp-bharat.com/llms.txt - Privacy Policy: https://opticomp-bharat.com/privacy - Terms of Service: https://opticomp-bharat.com/terms - Support: sales@opticomp-bharat.com - Privacy queries: sales@opticomp-bharat.com