Salary Structuring & CTC Design in Kurnool

Local jurisdiction

Registrar (RoC)

RoC Vijayawada — Door No. 29-14-46, 2nd Floor, Sri Venkateswara Complex, Governorpet, Vijayawada – 520002

Jurisdictional HC

Andhra Pradesh High Court

GSTIN prefix

37 (Andhra Pradesh)

Professional Tax

Andhra Pradesh levies Professional Tax (max ₹2,500/year). Applicable to companies employing salaried staff.

Business hubs

Industrial Estate Gargeyapuram, Orvakal Mega Industrial Hub, Nandyal Road

Kurnool is a Rayalaseema commercial hub for cement, cotton, and agri-trade, with the Orvakal mega industrial park driving new investment.

Also in: Vijayawada

Salary structuring is the process of splitting an employee’s Cost to Company (CTC) into components — basic pay, HRA, LTA, the standard deduction, allowances, employer NPS under Section 80CCD(2), meal and telephone reimbursements, and retirement benefits like PF and gratuity — so take-home pay is maximised legally while the structure stays compliant. A well-designed CTC weighs the old regime (where HRA, LTA and 80C-style deductions matter) against the new regime (where the standard deduction and employer NPS are the main levers), and respects statutory limits such as the EPF wage ceiling, gratuity and bonus rules. The government fee is ₹0 — this is an advisory service.

80CCD(2)

Employer NPS deductionEmployer contribution to NPS is deductible for the employee over and above the ₹1.5 lakh 80C limit — up to 14% of basic + DA under the new regime — making it one of the few structuring levers that still works in the default new regime.

Understand It

What Is Salary Structuring & CTC Design?

A quick, plain-language explanation before the details.

In simple terms

Salary structuring is the way you split an employee’s total CTC into components — basic, HRA, allowances, reimbursements and retirement benefits — so take-home pay is maximised legally and the structure stays compliant.

Legally

The tax treatment of each component flows from the Income-tax Act, 1961 — for example HRA exemption under Section 10(13A), the standard deduction under Section 16, and the employer NPS deduction under Section 80CCD(2). Retirement components follow the EPF Act 1952, the Payment of Gratuity Act 1972 and the Code on Wages 2019.

Governing authority

There is no single registering authority — structuring is an advisory exercise. It is applied through your payroll and reflected in Form 16, the employee’s ITR, EPFO filings and gratuity provisioning.

Validity

A salary structure is not filed or approved; it stays in force until you revise it. It should be reviewed each year against Budget changes, regime choices and updated statutory limits.

Service Intelligence

Quick Facts

Professional Fee

Custom quote

Governing Law

Income-tax Act 1961

Also Covers

EPF · Gratuity · Wages Code

Mode

100% Online

Delivered By

CA & Payroll Team

Key Section

80CCD(2) · 10(13A)

EPF Wage Ceiling

₹15,000 / month

Turnaround

Advisory-led

Legal & Regulatory Framework

Act

Income-tax Act, 1961

Key Sections

10(13A), 16 & 80CCD(2)

Retirement Laws

EPF Act 1952 · Gratuity Act 1972

Wages

Code on Wages, 2019

Authority

CBDT · EPFO

Last Reviewed

17 Aug 2026

Before You Start

Is This Service Right for You?

Ideal for

Startups and SMEs designing their first salary structure
HR and finance teams standardising CTC across grades
Companies onboarding senior hires needing tax-efficient packages
Employers moving staff between the old and new tax regimes
Businesses adding employer NPS, meal cards or reimbursements
Founders reviewing their own director/promoter remuneration

You may need this if

Your CTC is a single lump sum with no thought-through components
Employees complain that take-home is low for a high CTC
You are unsure whether the old or new regime suits your staff
You want to add employer NPS (80CCD(2)) or reimbursements
PF, gratuity or bonus provisioning is unclear in your CTC
You are hiring at scale and need a repeatable salary template

Not sure if you need this?

Talk to an Expert →

Why It Matters

Why Salary Structuring & CTC Design Matters

A well-designed CTC lifts employee take-home, keeps your payroll compliant and controls employer cost — all at the same time. Here is why it matters.

01

Higher Take-Home, Legally

Right-sizing HRA, LTA, the standard deduction, employer NPS and reimbursements reduces the employee’s tax legally, so more of the same CTC reaches their bank account.
02

Old vs New Regime Fit

The old regime rewards HRA, LTA and 80C-style deductions; the new regime rewards the standard deduction and employer NPS. We design the structure around the regime each employee is better off in.
03

Stay Statutorily Compliant

Structures respect the EPF wage ceiling, gratuity accrual, bonus limits and the Code on Wages definition of “wages”, so payroll and PF filings stay clean.
04

Control Employer Cost

Balancing fixed and variable pay, PF and gratuity provisioning lets you manage total employer outgo without cutting the headline CTC you offer.
05

Attract & Retain Talent

A clearly explained, tax-efficient package is a real hiring advantage — candidates compare net take-home, not just the CTC number.
06

Consistent Across Grades

A documented template keeps CTC consistent as you scale, so every new hire’s structure is compliant and defensible from day one.

Transparent

Simple, Transparent Pricing

Custom quote for your case

Fees depend on your business type and scope. Get a clear, itemised quote upfront — no hidden professional charges, government fee billed at actuals.

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Eligibility

Who Can Apply?

Startups & SMEs building a first structure

HR & finance teams standardising CTC

Employers hiring senior / lateral talent

Companies choosing between old & new regime

Businesses adding employer NPS & benefits

Founders reviewing promoter remuneration

Eligibility checklist

Your current CTC breakup (or the gross budget per role)
The regime preference / income profile of each employee band
Whether PF is applied at the ₹15,000 ceiling or on full basic
Any existing benefits — meal cards, reimbursements, insurance
Gratuity and bonus provisioning approach already in use
The employer-cost limit you want the structure to stay within

End-to-End

Everything You Need. One Professional Team.

01

Consultation

Understand your CTC budget, employee bands, regime preferences and cost limits.

02

Component Design

Split CTC into basic, HRA, LTA, standard deduction, allowances and reimbursements.

03

Employer NPS 80CCD(2)

Add employer NPS where it helps, especially for staff in the new regime.

04

Regime Comparison

Model each employee’s take-home under both old and new regimes.

05

Statutory Check

Verify EPF wage, gratuity, bonus and Code-on-Wages limits are respected.

06

Retirement Benefits

Position PF, gratuity and variable pay correctly within the CTC.

07

CTC Template

Deliver a reusable salary-structure template across grades.

08

Rollout Guidance

Explain how to apply it in payroll, offer letters and Form 16.

No Ambiguity

What You’ll Receive

Component-wise CTC breakup per grade

Old vs new regime take-home comparison

Employer NPS (80CCD(2)) recommendation

HRA / LTA / reimbursement structuring

PF, gratuity & bonus provisioning notes

Reusable salary-structure template

Employer-cost summary per role

Rollout & payroll implementation guidance

Checklist

What Information Do We Need to Design Your Structure?

This is an advisory engagement, so we work from your existing payroll and a short profile of your workforce — no government filing is involved. Share clear scans or sheets; everything is collected securely online.

Choose an information group

Current Payroll

What you pay today

4 documents

Existing CTC breakup / salary structure sheet
Sample offer letters or appointment letters
Recent salary slips (any grades)
Total headcount by grade / band

Basic pay drives everything

Basic salary anchors HRA, PF, gratuity and bonus. Setting it too low can breach the Code on Wages definition of “wages” (at least 50% of CTC); too high raises PF and gratuity cost. We balance it deliberately.

EPF wage ceiling

PF is statutorily required on wages up to ₹15,000/month; contributing on full basic is optional. Your choice materially changes both take-home and employer cost, so we model both.

Regime changes the levers

In the new regime most exemptions (HRA, LTA, many allowances) do not apply — the working levers are the standard deduction and employer NPS 80CCD(2). We design differently depending on the regime each band prefers.

Reimbursements need proof

Meal, telephone and similar reimbursements are tax-efficient only when supported by actual bills and a proper policy. We flag which components need documentation to survive scrutiny.

Don’t have all the documents?

We’ll identify what your case needs →

Step by Step

How Salary Structuring Works (Step by Step)

The entire engagement is 100% online and advisory-led, with your review at every stage.

01

Consultation

We understand your CTC budget, employee bands, regime preferences and the employer-cost limit you want to stay within.

02

Data Collection

Share your current salary structure, sample offer letters and a short workforce profile securely online.

03

Structure Design

We split CTC into components, add employer NPS where useful, and model take-home under both regimes against statutory limits.

04

Review & Refine

You review the draft structure and cost impact — we refine components until take-home and employer cost are balanced.

05

Delivery & Rollout

We hand over the CTC template and rollout guidance for payroll, offer letters and Form 16.

How Long It Takes

How Long Does a CTC Design Engagement Take?

Stage	Expected Time
Consultation & data collection	Advisory-led
Structure design & regime modelling	Advisory-led
Review, refinement & final template	Advisory-led

Turnaround depends on the number of grades, the complexity of your existing payroll and how quickly information is shared. A single-grade structure moves quickly; a full company-wide template with multiple bands takes longer. We confirm scope and timeline during the free consultation.

Compliance Calendar

Key Dates — At a Glance

Frequency	What Is Due
Each Union Budget	Re-check regime slabs, rebate and standard deduction · Update employer NPS and 80C-linked assumptions · Refresh the CTC template for the new financial year
Annually	Re-run old vs new regime for each employee band · Review gratuity and bonus provisioning · Confirm EPF wage and Code-on-Wages positions
At Each Hire / Promotion	Apply the template to the new CTC band · Confirm the employee’s regime declaration · Keep offer letters aligned with the structure
On Any Policy Change	Update reimbursement and benefit components · Revisit meal / telephone / LTA policies · Re-document the structure for audit trail

Dates are indicative and may change with government notifications. Our team tracks every deadline so you never miss a filing.

Why Outsource

Doing It Yourself vs TaxClue

Doing It Yourself

Split CTC into basic, HRA, LTA and allowances by hand
Decide the right basic-to-CTC ratio under the Wages Code
Model each employee’s take-home under both regimes
Work out where employer NPS 80CCD(2) actually helps
Balance PF and gratuity cost against the EPF wage ceiling
Keep reimbursements defensible with policy and proof
Risk under-optimised pay or a non-compliant structure

With TaxClue

Component-wise CTC designed for your budget and bands
Basic pay set correctly against the Code on Wages
Old vs new regime take-home modelled for each band
Employer NPS applied where it genuinely improves net pay
PF & gratuity cost balanced against statutory limits
Reimbursements structured with the right documentation
A reusable, compliant template you can scale hiring on

Skip the guesswork.

Let an expert handle it →

Avoid Delays

Common Mistakes That Delay Your Application

Setting basic pay too low and breaching the Wages Code 50% rule

Copying an old-regime structure onto new-regime employees

Ignoring employer NPS 80CCD(2), a key new-regime lever

Loading HRA that employees cannot substantiate with rent

Adding reimbursements without a policy or supporting bills

Contributing PF on full basic without weighing the cost

Under-provisioning for gratuity and bonus liabilities

Designing one structure without comparing both tax regimes

TaxClue reviews your documents before filing to reduce avoidable errors.

Stay Compliant

What to Review After the Structure Is Live

Each Union Budget

Re-check regime slabs, rebate and standard deduction
Update employer NPS and 80C-linked assumptions
Refresh the CTC template for the new financial year

Annually

Re-run old vs new regime for each employee band
Review gratuity and bonus provisioning
Confirm EPF wage and Code-on-Wages positions

At Each Hire / Promotion

Apply the template to the new CTC band
Confirm the employee’s regime declaration
Keep offer letters aligned with the structure

On Any Policy Change

Update reimbursement and benefit components
Revisit meal / telephone / LTA policies
Re-document the structure for audit trail

Risk Assessment

Penalties & Consequences

What is at stake if you do not comply

Wrong CTC structuring leaves employees with higher tax and lower take-home for the same cost
Setting basic pay below the Code on Wages 50% rule can trigger PF and compliance disputes
Loading HRA or reimbursements that cannot be substantiated invites additions and scrutiny
Copying an old-regime structure onto new-regime staff wastes the standard deduction and 80CCD(2) levers
Under-provisioning for PF, gratuity and bonus creates unfunded liabilities and audit gaps

Latest Updates

Regulatory Updates 2025–26

2025: Gratuity is payable after 5 years of service at 15 days' wages per completed year, exempt up to ₹20 lakh.
2025: The four Labour Codes (Wages; Industrial Relations; Social Security; Occupational Safety) consolidate 29 central labour laws and are being implemented in phases.

The Difference

Why Businesses Choose TaxClue

01

CA & Payroll Team

Chartered Accountants and payroll specialists who understand both tax and labour law design your structure.

02

Regime-Aware

Every structure is modelled under both the old and new regimes so each employee band is placed optimally.

03

Compliance-First

EPF, gratuity, bonus and Code-on-Wages limits are respected — no clever-but-risky structuring.

04

100% Online

Everything over WhatsApp / email — no office visits ever required.

05

Transparent Fees

A clear advisory fee quoted upfront — ₹0 hidden professional charges.

06

End-to-End Support

From design to payroll rollout, and guidance when you need to revise the structure later.

Data Care

Your Documents Deserve Professional Care

Payroll data handled by professionals under confidentiality
Access limited to the team working on your engagement
Communication over secure digital channels
Documents retained only as long as needed for the advisory

Answers

Frequently Asked Questions

What is salary structuring or CTC design?

It is the exercise of splitting an employee’s total Cost to Company into components — basic pay, HRA, LTA, the standard deduction, allowances, employer NPS, reimbursements, PF and gratuity — so that take-home pay is maximised legally while the structure stays compliant with tax and labour law. It does not change the headline CTC; it changes how that CTC is packaged.

How does salary structuring reduce tax legally?

By allocating CTC to components that carry exemptions or deductions — for example HRA exempt under Section 10(13A), LTA, the standard deduction under Section 16, employer NPS under Section 80CCD(2) and supported reimbursements — the taxable portion of salary falls. This is entirely within the law; it simply uses the reliefs the Income-tax Act already provides.

Should the structure be designed for the old or the new tax regime?

It depends on the employee. The old regime rewards HRA, LTA and 80C-style deductions, so a component-heavy structure helps. The new regime is the default and disallows most exemptions, so the main levers become the standard deduction and employer NPS under 80CCD(2). We model each employee band under both regimes and design around whichever leaves them better off.

What is the ideal basic-salary percentage in a CTC?

Basic pay is usually kept around 40–50% of CTC. The Code on Wages, 2019 effectively requires that “wages” (broadly basic plus certain components) be at least 50% of total remuneration, which sets a floor. Higher basic increases HRA capacity, PF and gratuity, but also raises employer cost — so it is a deliberate balance, not a fixed number.

What is employer NPS under Section 80CCD(2) and why does it matter?

When the employer contributes to an employee’s NPS account, that contribution is deductible for the employee over and above the ₹1.5 lakh 80C limit — up to 14% of basic plus DA in the new regime (10% for many others). Because it survives in the default new regime where most other exemptions do not, it is one of the most effective structuring levers today.

How is HRA structured to be tax-efficient?

HRA is exempt under Section 10(13A) to the least of: actual HRA received, rent paid minus 10% of basic, and 50% of basic in metro cities (40% non-metro). We size the HRA component against the employee’s actual rent and city so the exemption is maximised without setting an HRA that cannot be substantiated. HRA exemption applies only in the old regime.

How do PF and the EPF wage ceiling affect the structure?

Provident Fund is statutorily required on wages up to ₹15,000 per month; contributing on full basic beyond that is optional. Contributing more improves the employee’s retirement corpus and can be tax-efficient, but it raises employer cost and reduces immediate take-home. We model both approaches so you can choose deliberately.

How is gratuity handled in CTC?

Under the Payment of Gratuity Act, 1972 gratuity accrues at roughly 15 days’ basic pay for each completed year of service, payable after five years. Employers often show a gratuity provision within CTC. We ensure it is provisioned correctly against basic pay and disclosed properly so the CTC is honest and the liability is funded.

What are meal, telephone and other reimbursements, and are they tax-free?

These are components paid against actual expenditure — meal cards, telephone/internet bills, fuel and similar. They are tax-efficient only when supported by a proper policy and genuine bills; otherwise they are treated as taxable salary. We include them where they fit the role and flag the documentation each one needs.

Can salary structuring reduce my employer cost?

It helps you control cost rather than simply cut it. By balancing fixed and variable pay, choosing the PF approach and provisioning gratuity and bonus correctly, you can keep total employer outgo within a target while still offering a competitive CTC and a strong net take-home to employees.

Do you design director or promoter remuneration too?

Yes. Founder, director and promoter remuneration has its own considerations — company-law limits, tax on salary versus dividend, and PF/gratuity applicability. We factor these in when designing the package alongside the rest of the workforce structure.

How often should a salary structure be reviewed?

At least once a year and after every Union Budget, because slabs, the rebate, the standard deduction, regime rules and statutory limits change. We recommend re-running the old-versus-new comparison for each band annually and updating the template before the new financial year.

Is this an advisory service — do you also run payroll?

Salary structuring is advisory: we design the structure and hand you a template with rollout guidance. Running it month to month — payslips, PF, ESI and TDS — is payroll processing, a separate service we also offer, so the design and its execution can sit under one team.

How is CTC structured into basic, HRA, allowances and retirals?

A typical CTC splits into basic pay (usually 40–50%), HRA, special and other allowances, reimbursements, and retirals such as employer PF and gratuity provision. Basic anchors HRA, PF and gratuity, so it is set deliberately, with the remaining components arranged for tax efficiency within statutory limits.

What is the difference between CTC, gross salary and net take-home?

CTC is the total cost to the employer, including employer PF, gratuity provision and any benefits. Gross salary is what is payable before deductions, and net take-home is what reaches the employee after PF, professional tax and TDS. Structuring aims to lift net take-home without raising CTC.

How much of CTC should be variable pay or performance bonus?

There is no fixed rule, but a variable component of roughly 10–20% is common for many roles, higher for sales and senior grades. A larger variable share helps control fixed employer cost and aligns pay to performance, but too much can hurt perceived stability and take-home certainty.

Does salary structuring still help under the new tax regime?

Yes, though the levers narrow. Most exemptions like HRA and LTA do not apply in the new regime, so the working levers become the standard deduction and employer NPS under Section 80CCD(2), which is deductible up to 14% of basic plus DA. We design differently depending on the regime each band prefers.

Can the same salary structure be used for all employees?

A single template works as a starting framework, but the optimal split varies with income level, regime choice, rent and city, and role. We provide a reusable template and then tune components per band so each group is placed in the structure and regime that leaves them better off.

Verify Everything

Official Sources & Legal References

Every provision referenced on this page — HRA, standard deduction, employer NPS, EPF and gratuity — is drawn from primary law and official government sources. Verify them directly:

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