Viriksha HR Solution
Statutory Compliance Services
Ensuring complete regulatory compliance for companies in Chennai, across Tamil Nadu, and Pan India.
Statutory Compliance services at Viriksha HR Solution are aimed at assisting the organizations to comply with all the legal requirements in employment and people management. Our dedicated compliance solutions also has the benefit of keeping the businesses in compliance with the Central and State labour regulations in addition to decreasing the legal risk and burden on the administration.
Viriksha HR Solution has mature PF consultants and ESI consultants to help the businesses keep the statutory records, regulatory filing, and being at the ready of an inspection. We offer organised compliance coverage on various regulatory frameworks such as the provision of state labour laws, central labour laws, social security Acts, wage related regulations, and industrial work place regulations.
ESTABLISHMENT & WORKPLACE REGULATIONS
Statutory Compliance services include appropriate registration, observance of the working hours limit, employee leaves policy, presentation of statutory notices, and the upkeep of compulsory registers.
Our compliance service assists companies to publish holiday lists, have holiday registers, and provide the employees with proper benefits associated with working during the announced holidays.
Some companies need to report the vacancies to government job exchanges. Viriksha makes sure that it reports and documents on time to ensure total compliance with the regulations.
We make sure that we have the appropriate scheduling, records, and maintenance of registers to meet the regulations of weekly off.
This Act regulates the rules of the employee service, terms of employment, discipline policy, and conduct regulations at the workplace.
Companies registered under the Companies Act are required to file income tax returns, remit advance tax, comply with TDS obligations, and meet ROC filing deadlines under the Income Tax Act and Companies Act. Establishments operating within municipal corporation limits must also obtain and annually renew their trade licence from the local body — in Chennai, this falls under the Greater Chennai Corporation. Viriksha supports businesses in tracking tax deadlines, ensuring payroll-aligned TDS deductions, managing trade licence renewals, and keeping all establishment documents current and inspection-ready.
WAGE & SALARY RELATED COMPLIANCE
We have our Statutory Compliance services which make the salary structures adhere to the wage notifications and in line with the payroll management procedures to avoid risks of under payment.
This legislation provides the salary payments in a timely manner and establishes the allowable deductions. Viriksha HR Solution has the payroll systems that are sensitive to statutory schedules and have clear wage records.
Our compliance services gauge pay structure, elimination of discriminatory pay practices and documentation of fair remuneration policy.
Companies need to get Professional Tax registered and deduct the required amount on the salaries of employees. When it comes to PT registration, deduction schedules and periodic filing requirements, then it is handled by our experts.
Our compliance services gauge pay structure, elimination of discriminatory pay practices and documentation of fair remuneration policy.
Businesses Served Across Tamil Nadu & Pan India
SOCIAL SECURITY & EMPLOYEE BENEFIT ACTS
Our ESI consultants are involved with registration of ESI, registering employees, filing contributions, and keeping statutory records.
According to this Act, both the employer and the employee have to contribute to their retirement savings. PF consultants help in PF registration, employee account management, Electronic Challan cum Return (ECR) filing, and compliance reporting.
We make sure that there is correct calculation of gratuity eligibility, documentations and maintenance of records.
Viriksha assists companies in determining how much bonuses to pay and also keeping compliance records.
Our compliance services assist companies to maintain maternity leave records and benefits calculations as well as legal documents.
Every Compliant Organization Starts With the Right Guidance. Let’s Support Yours.
Tell us your requirement — industry, compliance type, applicable laws, business size, and location. Our dedicated statutory compliance expert will get back to you within 24 hours.
Prevention of Sexual Harassment Act, 2013 (POSH Act)
The POSH Act is one of the most commonly overlooked compliance obligations in Chennai — and one of the most seriously enforced when a complaint surfaces. Every organisation with 10 or more employees — regardless of industry, size, or whether it operates from a shop, office, or factory — is legally required to comply with the full framework of the POSH Act. There are no exemptions based on sector or establishment type.
Every covered organisation must constitute a formally notified Internal Complaints Committee with a presiding officer who is a senior woman employee, at least two other employees, and one external member from an NGO or legal background. The ICC must be reconstituted every three years. Operating without a properly constituted ICC — or with an ICC whose term has lapsed — is a direct violation, even if no complaint has ever been filed.
Every organisation must have a documented Sexual Harassment Prevention Policy that defines what constitutes sexual harassment, explains the complaint mechanism, lists the ICC members, specifies timelines for inquiry completion, and describes the consequences of a founded complaint. The policy must be displayed visibly on the premises and communicated to every employee at the time of joining.
The ICC is required to submit an annual report to the District Officer covering the number of complaints received, disposed of, and pending during the year. Failure to submit this report is a punishable offence under the Act.
The Act places an obligation on employers to conduct regular awareness programmes and sensitisation workshops for employees. At minimum, the ICC members must be trained on the inquiry process, natural justice principles, and documentation requirements.
Why this matters in practice — A POSH complaint without a properly constituted ICC, a documented inquiry process, or a written policy exposes the employer to penalties up to ₹50,000 for a first violation — and double the penalty for repeat violations, along with potential licence cancellation for factories and commercial establishments. Courts and labour authorities take procedural compliance under POSH as seriously as they take substantive compliance.
Viriksha’s POSH compliance service covers ICC constitution and documentation, POSH policy drafting in compliant format, annual report preparation and filing support, ICC member training, employee awareness session coordination, and ongoing advisory support for complaint handling and inquiry process management — ensuring your organisation is compliant not just on paper, but in practice.
INDUSTRIAL & FACTORY REGULATIONS
The manufacturing facilities are required to adhere to stringent regulations of working hours, safety and welfare of the workers. Our Statutory Compliance services help to keep records of safety registers, overtime, as well as statutory documents needed in the inspection of the factories.
The contract workers that are hired by any organization are required to receive proper registrations and ensure contractor compliance. We assist the major employers in providing documentation of contractors, verification of licenses, and management of records of workforce.
This Act regulates the actions involving termination of employees, retrenchment, layoffs and dispute resolution. Our professionals help managements to take legally acceptable steps to avoid labour disputes.
The employers are obliged to pay their employees a sum of money in case of injuries or accidents at work. Viriksha will provide documentation and statutory compliance on managing the compensation claims.
Construction establishments employing ten or more workers are required to register under the BOCW Act and contribute to the state welfare board. The Act covers workers engaged in construction, repair, demolition, and maintenance of infrastructure projects. Viriksha HR Solution assists businesses in BOCW registration, cess calculation and remittance, worker register maintenance, and ensuring worksite welfare standards are met as required during labour inspections.
Principal employers engaging twenty or more contract workers must register under the CLRA Act, while contractors deploying five or more workers are required to hold a valid licence. The Act mandates proper wage payment, ESI and PF coverage, and maintenance of prescribed registers for all contract workers. Our compliance team assists in obtaining registrations and contractor licences, verifying contractor documentation, and maintaining Form XIII and related statutory records to ensure inspection readiness.
Establishments employing five or more inter-state migrant workers through a contractor are required to register under this Act, and contractors must hold a valid licence before deployment. The Act ensures migrant workers receive equal wages, displacement allowance, journey allowance, and basic welfare facilities. Viriksha handles ISMW registrations, licence compliance, migrant worker registers, and wage documentation to meet reporting obligations to labour commissioners in both sending and receiving states.
EMPLOYMENT PROTECTION & REGULATORY SAFEGUARDS
This Act is very strict against use of children in dangerous professions and working conditions of adolescents. Our Statutory Compliance services assist organizations in keeping records of employee ages and checking employee identity records and that of employees with regard to legal standards of hiring. Due to the fact that labour inspections are very observant towards cases of child labour offences, documentation and verification of the workforce is essential in preventing the imposition of harsh legal consequences.
FOOD & TRADE LICENSING
Every business involved in the manufacture, processing, storage, distribution, or sale of food products must hold a valid FSSAI licence or registration under the Food Safety and Standards Act, 2006. The applicable category — basic registration, state licence, or central licence — depends on the turnover and scale of operations. Viriksha assists food businesses in obtaining the correct licence, managing annual return filings, and handling timely renewals to avoid penalties, goods seizure, or closure orders from food safety authorities.
STATUTORY REGISTER MAINTENANCE
Viriksha HR Solution offers documentation management which is structured under compliance services. Our team has proper maintenance of vital records such as the Employee Register, Attendance or Muster Roll, Wage Register, Leave Register, Overtime Register and Holiday Register. These records should be in line with the payroll management records, deductions that are required by law, and the employment records.
In labour inspection, the inspectors usually compare the payroll statements on wage payments with the attendance books on attendance, overtime and leave data. Our compliance professionals make sure that all the statutory registers are duly updated, digitally stored, and in line with its legal requirements. This systematic way of handling risks reduces the threats of compliance and assists organizations to be inspection-ready at any given time.
COMPLIANCE AUDIT & INSPECTION SUPPORT
Labour inspection may be carried out without any kind of notice, so it is necessary to be properly prepared. Viriksha HR Solution is a proactive Statutory Compliance service provider that helps businesses to be inspection-ready. Another area where we help the organizations is the representation of labour officers, as we make sure that there is appropriate communication where inspections are concerned.
Under our retainer compliance management model, business entities are accorded round-the-clock supervision of statutory requirements, regulatory advice, and documentation management. This systematic support of compliance minimizes the exposure to penalties, legal conflict and operational setbacks.
INTEGRATED PAYROLL & PF/ESI ALIGNMENT
We have been extensively applying our payroll management system in cooperation with PF consultant and ESI consultant services to maintain the statutory deductions. Wage registers are also compared with payroll reports, PF contributions, and ESI filings. This is a single HR, payroll and compliance ecosystem that assists organisations to keep consistent statutory records.
WHY VIRIKSHA FOR STATUTORY COMPLIANCE
Viriksha HR Solution provides professional Statutory Compliance solutions that have extensive knowledge of the labour laws. Our advantages include:
- Chennai labour law expertise
- Inspection-ready documentation
- Payroll-integrated compliance
- End-to-end legal support
- Both Central and State regulations coverage.
- Payroll management integration.
Moreover, our PF consultant and ESI consultant support are specialty-specific.
Frequently asked questions
Failure to comply may contribute to fines, legal challenges and possible disruption of operations.
PF consultant deals with the registration, contribution, and regulatory filing.
An ESI consultant deals with the registration of employees insurance, the filing of contributions, and documentation.
Yes, the integrated payroll management will assist in keeping the correct record of salaries, mandatory deductions, and reporting of compliance.