{"id":2593,"date":"2026-07-31T01:22:25","date_gmt":"2026-07-31T01:22:25","guid":{"rendered":"https:\/\/www.waggex.com\/blog\/?p=2593"},"modified":"2026-07-30T17:26:51","modified_gmt":"2026-07-30T17:26:51","slug":"how-to-calculate-payroll-manually","status":"publish","type":"post","link":"https:\/\/www.waggex.com\/blog\/how-to-calculate-payroll-manually\/","title":{"rendered":"How to Calculate Payroll Manually in India Step by Step (2026)"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Payroll isn&#8217;t as complicated as it sounds. Payroll calculation in India can definitely feel confusing at first, and yes, this guide is a bit long. But that&#8217;s because we&#8217;re trying to cover everything in one place, so you don&#8217;t have to keep jumping from one article to another.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What makes it feel complicated is doing six things in parallel at the same time gross salary, PF, ESI, TDS, Professional Tax, and LOP, each with slightly different rules, some of which changed in 2025 and 2026. Once you understand what each calculation is actually doing and why, the whole thing starts making sense.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">This guide will walk you through manual payroll calculation for Indian businesses step by step, with a complete worked example throughout. To make things easier to understand, we&#8217;ll use an imaginary employee named Kavya Nair as our example throughout this guide. Her Persona : &#8211; [ Operations executive, Bengaluru, \u20b97.2 lakh CTC and running her salary from scratch.] <\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">By the end you&#8217;ll have the full calculation logic, the formulas, and the compliance deadlines in one place.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you already know the basics and just need the formulas, use the section headers to jump straight to PF, ESI, or TDS. Otherwise read straight through the example builds on itself.<\/span><\/p>\n<h2><b>Before Calculation Get These Four Things Right<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Manual payroll errors almost always trace back to one of four setup problems, not the calculations themselves.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary structure. <\/b><span style=\"font-weight: 400;\">You need to know what each employee&#8217;s CTC actually consists of basic salary, HRA, LTA, special allowance, and any other components. Since November 2025 when the Labour Codes took effect, basic salary must be at least 50% of total CTC. A lot of older salary structures had basic at 30 \u2013 40% to reduce PF liability. Those are now non-compliant. Fix this before you calculate anything, because the wrong basic affects every deduction downstream. See how this works in detail: <\/span><a href=\"https:\/\/www.waggex.com\/blog\/salary-structure-india-ctc-breakup\/\"><span style=\"font-weight: 400;\">How to Create a Salary Structure in India<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>PF and ESI registration status. <\/b><span style=\"font-weight: 400;\">PF is mandatory from 20+ employees. ESI from 10+ in most states. If you&#8217;re registered, every eligible employee gets both deductions. If you&#8217;re not yet registered, neither applies but crossing those headcount thresholds triggers mandatory registration immediately.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Tax regime per employee. <\/b><span style=\"font-weight: 400;\">The new tax regime (lower slabs, no HRA\/80C deductions) is the default from FY2026-27 under the Income Tax Act 2025. Employees who want the old regime have to opt in by submitting Form 12BB with their investment declarations. If they don&#8217;t submit anything, calculate TDS on the new regime. Don&#8217;t assume.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Attendance data. <\/b><span style=\"font-weight: 400;\">Working days, approved leaves, LOP days, overtime hours finalise these before payroll. An attendance record that changes after salary is processed creates disputes that are genuinely painful to resolve. Close attendance first.<\/span><\/li>\n<\/ul>\n<h2><b>The Worked Example Kavya Nair, \u20b97.2L CTC, Bengaluru<\/b><\/h2>\n<p><i><span style=\"font-weight: 400;\">Kavya is an operations executive at a 35-person company in Bengaluru. Annual CTC: \u20b97,20,000. New tax regime. PF enrolled. Gross salary exceeds \u20b921,000\/month so ESI doesn&#8217;t apply. Karnataka PT applies. This month she took 2 days of LOP and worked 6 hours of overtime. We&#8217;ll calculate her exact July salary.<\/span><\/i><\/p>\n<p><b>Step 1: Break Down the CTC into Monthly Components<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Start with the annual numbers, divide by 12 for monthly. The 50% basic rule applies basic must be \u2265 50% of gross. Kavya&#8217;s gross (excluding employer contributions) is \u20b960,000\/month. So basic must be \u2265 \u20b930,000.<\/span><\/p>\n<p>&nbsp;<\/p>\n<table>\n<thead>\n<tr>\n<th><b>Component<\/b><\/th>\n<th><b>Annual (\u20b9)<\/b><\/th>\n<th><b>Monthly (\u20b9)<\/b><\/th>\n<th><b>Basis<\/b><\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><b>Basic Salary<\/b><\/td>\n<td><span style=\"font-weight: 400;\">3,60,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">50% of gross Labour Code 2025 minimum<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>HRA (40% of basic non-metro)<\/b><\/td>\n<td><span style=\"font-weight: 400;\">1,44,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">12,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">40% for non-metro; 50% for Delhi\/Mumbai<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Leave Travel Allowance (LTA)<\/b><\/td>\n<td><span style=\"font-weight: 400;\">28,800<\/span><\/td>\n<td><span style=\"font-weight: 400;\">2,400<\/span><\/td>\n<td><span style=\"font-weight: 400;\">8% of basic optional component<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Special Allowance (residual)<\/b><\/td>\n<td><span style=\"font-weight: 400;\">1,87,200<\/span><\/td>\n<td><span style=\"font-weight: 400;\">15,600<\/span><\/td>\n<td><span style=\"font-weight: 400;\">What remains after all other components<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>GROSS SALARY<\/b><\/td>\n<td><span style=\"font-weight: 400;\">7,20,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">60,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">What Kavya earns before deductions<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Employer PF (12% of basic)<\/b><\/td>\n<td><span style=\"font-weight: 400;\">43,200<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3,600<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Part of CTC employer pays this on top<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Gratuity Provision (4.81% of basic)<\/b><\/td>\n<td><span style=\"font-weight: 400;\">17,316<\/span><\/td>\n<td><span style=\"font-weight: 400;\">1,443<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Liability accrues payable after 5 years<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>TOTAL CTC<\/b><\/td>\n<td><span style=\"font-weight: 400;\">7,80,516<\/span><\/td>\n<td><span style=\"font-weight: 400;\">65,043<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Gross + employer contributions<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p><i><span style=\"font-weight: 400;\">Note: Kavya&#8217;s gross is \u20b960,000\/month. Total CTC is \u20b965,043\/month because employer PF (\u20b93,600) and gratuity provision (\u20b91,443) sit on top of her gross salary. This is the CTC vs take-home gap that surprises new employees who haven&#8217;t seen a breakdown before.<\/span><\/i><\/p>\n<h2><b>Step 2: Calculate Loss of Pay (LOP) Deduction<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Kavya took 2 days of LOP this month. The formula is simple:<\/span><\/p>\n<p><b>LOP Deduction = (Gross Monthly Salary \u00f7 Working Days) \u00d7 LOP Days<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Working days: 26 (standard for a 5-day week). Some companies use 30 calendar days. Pick one and use it consistently every month changing it mid-year creates disputes.<\/span><\/p>\n<p><b>Kavya&#8217;s LOP: <\/b><span style=\"font-weight: 400;\">(\u20b960,000 \u00f7 26) \u00d7 2 = \u20b92,307.69 \u00d7 2 = <\/span><b>\u20b94,615<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Her adjusted salary for deduction purposes this month: \u20b960,000 \u2212 \u20b94,615 = \u20b955,385 effective gross.<\/span><\/p>\n<h2><b>Step 3: Calculate Overtime Pay<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Kavya worked 6 hours of overtime. Under the Shops and Establishments Act (Karnataka), overtime is paid at double the ordinary rate. The hourly rate is calculated on basic salary:<\/span><\/p>\n<p><b>Hourly Rate = Basic Salary \u00f7 (26 days \u00d7 8 hours) = Basic \u00f7 208<\/b><\/p>\n<p><b>OT Pay = Hourly Rate \u00d7 2 \u00d7 OT Hours<\/b><\/p>\n<p><b>Kavya&#8217;s OT: <\/b><span style=\"font-weight: 400;\">\u20b930,000 \u00f7 208 = \u20b9144.23\/hour. OT rate = \u20b9288.46\/hour. 6 hours \u00d7 \u20b9288.46 = <\/span><b>\u20b91,731<\/b><\/p>\n<p>&nbsp;<\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Important the Supreme Court changed overtime calculation base in January 2026:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">For factory workers (Factories Act), the January 19, 2026 SC ruling in Union of India v. Heavy Vehicles Factory Employees&#8217; Union held that &#8216;ordinary rate of wages&#8217; includes all allowances not just basic+DA. So factory OT is now calculated on Basic + HRA + all other allowances. Kavya is in a commercial office (Shops Act), not a factory so this ruling doesn&#8217;t directly apply to her. But if your employees are in a manufacturing unit, you&#8217;ll need to update the OT base immediately.<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<h2><b>Step 4: Calculate PF (Provident Fund)<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">PF is calculated on <\/span><b>Basic + Dearness Allowance (DA).<\/b><span style=\"font-weight: 400;\"> Kavya&#8217;s company doesn&#8217;t have a DA component, so it&#8217;s on basic alone: \u20b930,000\/month.<\/span><\/p>\n<p><b>Employee side<\/b><\/p>\n<p><b>Employee PF = 12% \u00d7 Basic = 12% \u00d7 \u20b930,000 = \u20b93,600\/month<\/b><\/p>\n<p><span style=\"font-weight: 400;\">This is deducted from Kavya&#8217;s salary.<\/span><\/p>\n<p><b>Employer side<\/b><\/p>\n<p><span style=\"font-weight: 400;\">The employer also contributes 12% but it splits differently:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>EPS (Employees&#8217; Pension Scheme): <\/b><span style=\"font-weight: 400;\">8.33% of basic, capped at \u20b91,250\/month (wage ceiling \u20b915,000). Kavya earns \u20b930,000 basic above the ceiling. So EPS = 8.33% \u00d7 \u20b915,000 = \u20b91,250<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>EPF: <\/b><span style=\"font-weight: 400;\">Employer total 12% minus EPS = \u20b93,600 \u2212 \u20b91,250 = \u20b92,350<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Admin charge: <\/b><span style=\"font-weight: 400;\">0.5% of basic = \u20b9150. This is separate from the 12% and goes directly to EPFO. Many payroll sheets miss this.<\/span><\/li>\n<\/ul>\n<p><b>Total employer PF cost = \u20b93,600 + \u20b9150 = \u20b93,750\/month<\/b><\/p>\n<p><i><span style=\"font-weight: 400;\">Note: If basic salary is below \u20b915,000\/month, PF is calculated on the actual amount. Above \u20b915,000, employers can choose to cap it at \u20b915,000 or continue on actual basic. Kavya&#8217;s employer calculates on actual basic (\u20b930,000), so both employee and employer PF are \u20b93,600 not capped.<\/span><\/i><\/p>\n<h2><b>Step 5: ESI Does It Apply?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">ESI applies when <\/span><b>gross wages are \u20b921,000\/month or below.<\/b><span style=\"font-weight: 400;\"> Kavya earns \u20b960,000\/month gross. ESI does not apply. Simple check, but worth doing for every employee each month someone who got a raise above \u20b921,000 this month stops being ESI-eligible from the next contribution period.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For an employee who <\/span><i><span style=\"font-weight: 400;\">is<\/span><\/i><span style=\"font-weight: 400;\"> ESI-eligible say a junior staff member earning \u20b918,000\/month gross:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employee ESI: <\/b><span style=\"font-weight: 400;\">0.75% \u00d7 \u20b918,000 = \u20b9135\/month<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Employer ESI: <\/b><span style=\"font-weight: 400;\">3.25% \u00d7 \u20b918,000 = \u20b9585\/month<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Total ESI contribution: <\/b><span style=\"font-weight: 400;\">4% \u00d7 \u20b918,000 = \u20b9720\/month<\/span><\/li>\n<\/ul>\n<p><i><span style=\"font-weight: 400;\">ESI deposit deadline: 15th of every month. Half-yearly returns on 11th April and 11th October.<\/span><\/i><\/p>\n<h2><b>Step 6: TDS Calculation New Regime (Income Tax Act 2025)<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">TDS on salary is an estimate of the employee&#8217;s annual income tax, divided by 12 and deducted monthly. The Income Tax Act 2025 (effective April 1, 2026) changed the slabs, raised the standard deduction, and raised the Section 87A rebate. New regime is the default Kavya hasn&#8217;t opted for old regime.<\/span><\/p>\n<p><b>New regime tax slabs Tax Year 2026-27<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u20b90 \u2013 \u20b94,00,000: 0% tax<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u20b94,00,001 \u2013 \u20b98,00,000: 5%<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u20b98,00,001 \u2013 \u20b912,00,000: 10%<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u20b912,00,001 \u2013 \u20b916,00,000: 15%<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u20b916,00,001 \u2013 \u20b920,00,000: 20%<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u20b920,00,001 \u2013 \u20b924,00,000: 25%<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Above \u20b924,00,000: 30%<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Standard deduction (new regime): <\/b><span style=\"font-weight: 400;\">\u20b975,000 for salaried employees<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Section 87A rebate: <\/b><span style=\"font-weight: 400;\">\u20b960,000 zero tax if taxable income \u2264 \u20b912 lakh. For salaried employees that means zero tax up to approximately \u20b912.75 lakh gross.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Health and Education Cess: <\/b><span style=\"font-weight: 400;\">4% on the tax payable<\/span><\/li>\n<\/ul>\n<p><b>Kavya&#8217;s TDS calculation<\/b><\/p>\n<p><i><span style=\"font-weight: 400;\">Annual gross: \u20b960,000 \u00d7 12 = \u20b97,20,000<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">Less standard deduction: \u20b97,20,000 \u2212 \u20b975,000 = \u20b96,45,000 taxable income<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">Tax on \u20b96,45,000:<\/span><\/i><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">0 to \u20b94,00,000: \u20b90<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">\u20b94,00,001 to \u20b96,45,000 (\u20b92,45,000 in the 5% band): \u20b92,45,000 \u00d7 5% = \u20b912,250<\/span><\/li>\n<\/ul>\n<p><i><span style=\"font-weight: 400;\">Total tax before rebate: \u20b912,250<\/span><\/i><\/p>\n<p><i><span style=\"font-weight: 400;\">Section 87A check: taxable income \u20b96,45,000 \u2264 \u20b912,00,000 \u2192 rebate applies. Maximum rebate = \u20b960,000. Tax = \u20b912,250 &lt; \u20b960,000 \u2192 full rebate.<\/span><\/i><\/p>\n<p><b>Kavya&#8217;s annual tax = \u20b90. Monthly TDS = \u20b90.<\/b><\/p>\n<p><span style=\"font-weight: 400;\">She pays zero income tax this year. The rebate covers her completely.<\/span><\/p>\n<p>&nbsp;<\/p>\n<table>\n<tbody>\n<tr>\n<td><b>TDS for someone earning more a quick example at \u20b918L CTC:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Annual gross \u20b914,40,000 \u2192 Taxable after \u20b975,000 deduction = \u20b913,65,000. Tax: \u20b90 (0\u20134L) + \u20b920,000 (4\u20138L at 5%) + \u20b940,000 (8\u201312L at 10%) + \u20b924,750 (12\u201313.65L at 15%) = \u20b984,750. Cess: \u20b984,750 \u00d7 4% = \u20b93,390. Total annual tax = \u20b988,140. Monthly TDS = \u20b988,140 \u00f7 12 = \u20b97,345.<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<h2><b>Step 7: Professional Tax<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">PT is a state tax on income not all states have it. Delhi has no PT. Rajasthan has no PT. Karnataka has PT at \u20b9200\/month for anyone earning above \u20b915,000\/month. Maharashtra has PT at \u20b9200 for 11 months and \u20b9300 in February. The cap everywhere is \u20b92,500\/year under the Constitution.<\/span><\/p>\n<p><b>Kavya&#8217;s PT: <\/b><span style=\"font-weight: 400;\">\u20b9200\/month (Karnataka, salary above \u20b915,000).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">PT applies based on where the employee physically works not where the company is registered. Remote employees in different states each pay their own state&#8217;s PT rate. The employer collects and remits. For the full state-by-state list, see our <\/span><a href=\"https:\/\/www.waggex.com\/blog\/minimum-wage-by-state-india\/\"><span style=\"font-weight: 400;\">Minimum Wage and Compliance guide<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b>Step 8: Net Salary Putting It All Together<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Add earnings. Subtract deductions. That&#8217;s it.<\/span><\/p>\n<p>&nbsp;<\/p>\n<table>\n<thead>\n<tr>\n<th><\/th>\n<th><b>Component<\/b><\/th>\n<th><b>Amount (\u20b9)<\/b><\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><b>EARNINGS<\/b><\/td>\n<td><\/td>\n<td><\/td>\n<\/tr>\n<tr>\n<td><b>Basic Salary<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">30,000<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>HRA<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">12,000<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>LTA<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">2,400<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Special Allowance<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">15,600<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>OT Pay (6 hours \u00d7 \u20b9288.46)<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">1,731<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>GROSS EARNINGS THIS MONTH<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">61,731<\/span><\/td>\n<\/tr>\n<tr>\n<td><\/td>\n<td><\/td>\n<td><\/td>\n<\/tr>\n<tr>\n<td><b>DEDUCTIONS<\/b><\/td>\n<td><\/td>\n<td><\/td>\n<\/tr>\n<tr>\n<td><b>LOP Deduction (2 days)<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">\u22124,615<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Employee PF (12% of basic)<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">\u22123,600<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Employee ESI<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">Not applicable<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Professional Tax (Karnataka)<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">\u2212200<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>TDS (Section 87A rebate applies)<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">\u20b90<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>TOTAL DEDUCTIONS<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">\u22128,415<\/span><\/td>\n<\/tr>\n<tr>\n<td><\/td>\n<td><\/td>\n<td><\/td>\n<\/tr>\n<tr>\n<td><b>NET TAKE-HOME SALARY<\/b><\/td>\n<td><\/td>\n<td><span style=\"font-weight: 400;\">53,316<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p><b>Total employer cost for Kavya this month: <\/b><span style=\"font-weight: 400;\">\u20b960,000 gross + \u20b93,600 employer PF + \u20b9150 admin charge + \u20b91,443 gratuity provision = <\/span><b>\u20b965,193\/month.<\/b><\/p>\n<h2><b>Mistakes That Show Up in Manual Payroll Worth Knowing Before They Happen<\/b><\/h2>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Basic below 50% of CTC. <\/b><span style=\"font-weight: 400;\">If basic is 35% of CTC and someone checks your salary structure against the Labour Code 2025, that&#8217;s a compliance issue. It also means PF has been calculated on an understated base you may owe back contributions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>ESI calculated on basic instead of gross wages. <\/b><span style=\"font-weight: 400;\">ESI is on gross wages basic + all allowances. A lot of older payroll sheets calculate it only on basic. That&#8217;s been wrong for years and understates the liability.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>TDS not updated after a salary revision. <\/b><span style=\"font-weight: 400;\">If Kavya gets a raise in October, her annual income estimate changes. The remaining months&#8217; TDS needs to be recalculated divide the revised annual tax by the remaining months, not by 12. Leaving TDS unchanged after a revision creates a shortfall that either the company or the employee pays at year end.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Missing the March TDS deadline. <\/b><span style=\"font-weight: 400;\">March TDS is due April 30. Not April 7. This exception gets missed every year.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>LOP calculated on the wrong divisor. <\/b><span style=\"font-weight: 400;\">Some companies use 26, some use 30. Both are fine. The problem is when they switch if a dispute comes up you&#8217;ll need to explain why July was calculated on 26 and August on 30.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Gratuity not provisioned. <\/b><span style=\"font-weight: 400;\">Gratuity isn&#8217;t paid monthly but the liability accrues. If you haven&#8217;t been setting it aside, you&#8217;ll face a lump-sum obligation when long-tenured employees exit. Budget 4.81% of basic per employee per month.<\/span><\/li>\n<\/ul>\n<h2><b>The Deadlines That Cost You Money If You Miss Them<\/b><\/h2>\n<p>&nbsp;<\/p>\n<table>\n<thead>\n<tr>\n<th><b>Deadline<\/b><\/th>\n<th><b>What<\/b><\/th>\n<th><b>How<\/b><\/th>\n<th><b>Late Cost<\/b><\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><b>7th every month<\/b><\/td>\n<td><span style=\"font-weight: 400;\">TDS deposit<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Challan 281 on income tax portal<\/span><\/td>\n<td><span style=\"font-weight: 400;\">1.5%\/month from deduction date<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>30th April only<\/b><\/td>\n<td><span style=\"font-weight: 400;\">March TDS NOT 7th April<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Same Challan 281<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Same 1.5% catches people every year<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>15th every month<\/b><\/td>\n<td><span style=\"font-weight: 400;\">PF deposit<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ECR file on EPFO portal<\/span><\/td>\n<td><span style=\"font-weight: 400;\">12% p.a. + Section 14B damages up to 25%<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>15th every month<\/b><\/td>\n<td><span style=\"font-weight: 400;\">ESI deposit<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ESIC portal<\/span><\/td>\n<td><span style=\"font-weight: 400;\">12% p.a. simple interest<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>State-specific<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Professional Tax<\/span><\/td>\n<td><span style=\"font-weight: 400;\">State PT portal<\/span><\/td>\n<td><span style=\"font-weight: 400;\">State fines, varies<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>31 Jul\/Oct\/Jan\/May<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Form 138 (TDS return)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">TRACES portal quarterly<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u20b9200\/day under Section 234E<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>15 June annually<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Form 130 (TDS certificate)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Issue to every employee<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u20b9500\/day delay penalty<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">For the complete compliance picture what to file, what to upload, what records to maintain our <\/span><a href=\"https:\/\/www.waggex.com\/blog\/payroll-compliance-in-india-guide\/\"><span style=\"font-weight: 400;\">Payroll Compliance in India Guide<\/span><\/a><span style=\"font-weight: 400;\"> covers all of this with the form numbers and updated filing requirements under the Code on Wages.<\/span><\/p>\n<h2><b>When Manual Payroll Stops Making Sense<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Manual payroll works. People do it every month for thousands of Indian businesses. It stops working well when:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Headcount crosses 25 and payroll day becomes a two-day event every month.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">You have multiple salary structures daily wage workers, fixed salary employees, shift staff with different allowances, contract workers all in the same run.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Attendance is coming from a different system and someone has to manually transfer LOP days before payroll. That transfer is where errors usually enter.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A tax regime change, minimum wage revision, or PF rule update means you need to find and update formulas across a spreadsheet and verify you got them all.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">At that point, something like <\/span><a href=\"https:\/\/www.waggex.com\"><span style=\"font-weight: 400;\">Waggex<\/span><\/a><span style=\"font-weight: 400;\"> starts making more sense not because it does anything conceptually different, but because it does it automatically. Attendance feeds directly into <\/span><a href=\"https:\/\/www.waggex.com\/payroll-management\"><span style=\"font-weight: 400;\">payroll<\/span><\/a><span style=\"font-weight: 400;\">. <\/span><a href=\"https:\/\/www.waggex.com\/tax-form-management\"><span style=\"font-weight: 400;\">PF, ESI, TDS<\/span><\/a><span style=\"font-weight: 400;\">, and PT calculate per employee without anyone running formulas. Payslips generate for the whole team at once. And statutory rates update when they change you don&#8217;t have to find the cell. Free for up to 10 employees. Paid plans from \u20b9699\/month.<\/span><\/p>\n<h2><b>The Short Version<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Manual payroll in India is eight steps: structure the CTC, calculate LOP, calculate OT, calculate employee and employer PF, check ESI applicability, calculate TDS on the applicable regime, apply Professional Tax, subtract everything from gross. The formulas themselves aren&#8217;t hard once you have the rates right. What&#8217;s hard is keeping those rates current, keeping attendance data accurate, and making sure the deductions on the payslip match what actually gets deposited to EPFO, ESIC, and the income tax department.<\/span><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Payroll isn&#8217;t as complicated as it sounds. Payroll calculation in India can definitely feel confusing at first, and yes, this guide is a bit long. But that&#8217;s because we&#8217;re trying to cover everything in one place, so you don&#8217;t have to keep jumping from one article to another. What makes it feel complicated is doing&hellip;&nbsp;<\/p>\n","protected":false},"author":3,"featured_media":2608,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"off","neve_meta_content_width":70,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","neve_meta_reading_time":"","_themeisle_gutenberg_block_has_review":false,"footnotes":""},"categories":[20],"tags":[],"class_list":["post-2593","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.0 (Yoast SEO v28.1) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How to Calculate Payroll Manually in India (2026 Guide)<\/title>\n<meta name=\"description\" content=\"Learn how to calculate payroll manually in India for 2026 with easy steps, salary formulas, PF, ESI, TDS deductions, and net pay examples.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.waggex.com\/blog\/how-to-calculate-payroll-manually\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Calculate Payroll Manually in India Step by Step (2026)\" \/>\n<meta property=\"og:description\" content=\"Learn how to calculate payroll manually in India for 2026 with easy steps, salary formulas, PF, ESI, TDS deductions, and net pay examples.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.waggex.com\/blog\/how-to-calculate-payroll-manually\/\" \/>\n<meta property=\"og:site_name\" content=\"Waggex Blog | Payroll, HR &amp; 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