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📋 Audit · Ranked gap report · Remediation plan

An audit is only useful if it ends in a list someone can act on.

Every finding carries what is wrong, which requirement it relates to, the evidence reviewed, the exposure if unaddressed, the fix, and the person accountable for it. Nothing in the report says "review this further".

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Requirements vary by entity type, location, industry, workforce size, contractor use, and applicable law. Every engagement begins with a compliance applicability assessment.

Method

What is reviewed, in order

The sequence matters: every later stage depends on the applicability determination made in the first.

01

Applicability

Which enactments apply to each entity, premises and state.

02

Registrations and licences

Held, valid, correctly detailed, and current.

03

Records and registers

Maintained, in the required format, and reconcilable to payroll.

04

Payroll and statutory remittance

Computation, filing and proof of payment for PF, ESI, PT, TDS and LWF.

05

Employment documentation

Appointment letters, policies, POSH constitution, and mandatory displays.

06

Contract labour

Contractor registrations, licences, evidence, and your principal-employer position.

07

Employee records at EPFO and ESIC

The full exception sweep across your member list.

Output

What you receive

Field notes / FAQ

Questions employers actually ask

How long does an audit take? +
It depends on entity count, states, headcount and how much of the record is retrievable. The scoping call establishes that before any commitment, and the written scope carries the timeline. We would rather scope narrowly and extend than promise a sweep we cannot complete on the evidence available.
Will the report be used against us if we are inspected? +
A fair question, and the honest answer is that an internal compliance report is your own document, and how it is treated depends on the circumstances. What we can say is that unremediated findings are a worse position than remediated ones, and that a documented remediation trail is generally the stronger place to be. If the risk position matters to you, raise it at scoping and we will involve the legal partner in how the engagement is framed.
Do you audit our contractors too? +
The principal-employer position on contract labour is in scope — your registrations, your evidence, your verification process. A deeper audit of a contractor's own compliance is a separate engagement.
Can we do this before a funding round or acquisition? +
That is one of the most common reasons for the engagement. Labour and statutory compliance is a standard diligence area, and findings raised by a buyer's advisor cost far more than findings you raised yourself and closed. The management summary is written with that reader in mind.
Related

Where this connects

Labour law compliance Contractor compliance Notices & inspections

Raise your own findings before someone else raises them for you.

A ranked gap report, an evidence index, and a remediation plan with named owners.

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Reviewed by: Shobhit Kesarwani, independent EPFO and employer-compliance practitioner · Last reviewed: September 2026
Sources: EPFO, ESIC, MCA, Shram Suvidha, and the relevant state labour department. Thresholds, rates and due dates change by notification — confirm against the official source at the date you act.