Allotment number per year, per month,per quarterly, unlimited

Leave Allowed Male, Female, Both

Utilisation above Allotment

Special leave Allotment by senior

Leave Accrual utilisation in joining
month

Top management/Core management

no limit

Full utilisation upon joining

Accrual Utlisation from joining date

Maximum utilisation cap if yes then

days

Prior Notice if yes then days

Leave allowed on notice period

Leave during on probation period if yes

then leave limit on probation period
days

Leave Accural on probation period

Number of leaves to Accrue days upon completion of/of actual present days
for staff manager

Number of leaves to Accrue days upon completion of/of actual present days
for workers

Future leave application on Existing

balance leave
Future leave application on Future
Accrual leave

weekly off to be as absent for working days

days attendance<=

Short leave applicable if yes then

minimum hours

Comp-off Accumulation

Can manager apply leave only for the

subordinate

Leave encashment if yes then maximum

encashment limit days
Leave carryforward if yes then days

Leave adjustment against notice period

if yes then maximum days

Leave balance rounding off if yes then

halfday/full day

Employee can apply leave for past days

if yes then days

Minimum gap between two leave

request if yes then days

Number of maximum leave can be avail

in a month/days

Leave clubbing not allowed along with

leave types
 Description Data type
fill leave count in allotment number field select per
month, per year, per quarterly,unlimited need to add
an option per days

we need leave allowed select option for Male,

Female and for both option also character
numeric

Leave Utilisation above Allotment" generally refers to

a situation where an employee has used more leave
days than they were initially allotted or allocated for
a specific period, such as a year, in that situation user
will tick on utilisation above allotment and fill the
days how many extra he/her taken and will tick on
excess utilised limit to be Adjust next year.
numeric

"Special leave allotment by senior" refers to the

allocation or granting of additional leave days to an
employee, beyond their regular entitlement, by a
senior or higher-ranking authority within the
organization. This special leave can be granted for
various reasons and circumstances, such as personal
emergencies, medical reason, exceptional
performance or reward, special circumtances.
"Leave accrual utilisation in joining month" refers to checkbox
how an employee can use accrued leave during the
month they join the company, Leave Accrual: This is
the process by which employees earn leave over
time. For example, an employee might accrue a
certain number of leave days each month based on
the company's leave policy.

Joining Month: This is the first month of employment

for a new employee.

Utilisation: This refers to the use of the accrued

leave.

In practice, the term means that a new employee is

allowed to use the leave they accrue during their first
month of employment. Depending on company
policies, the specifics can vary:

Pro-rated Accrual: If an employee joins mid-month,

they might earn leave on a pro-rata basis. For
instance, if employees typically earn 2 days of leave
per month and someone joins halfway through the
month, they might earn 1 day of leave for that
month.

in this scenario Unlike standard employees who have checkbox

a fixed number of leave days per year, top
management may have the privilege of taking as
much leave as they deem necessary. This does not
mean they can take indefinite vacations without
consideration; rather, it implies a higher level of trust
and flexibility given to these individuals to manage
their time off as they balance it with their
responsibilities.

checkbox

"Full utilisation upon joining" in terms of leave policy

means that a new employee is entitled to use their
full allotment of leave days immediately upon
starting their employment, rather than having to wait
to accrue leave over time.
 checkbox

"Accrual utilisation from joining date" refers to an

employee being able to start using their accrued
leave from the date they join the company.

Example:
Leave Policy: An employee earns 1 day of leave per
month.
Joining Date: The employee starts on January 15th.
Accrual: By February 15th, the employee has accrued
approximately 1 day of leave.
Utilisation: The employee can take that 1 day of
leave as soon as it is accrued.
numeric

A "maximum utilisation cap" in terms of leave policies

refers to a limit on the number of leave days an
employee can use within a specific period, even if
they have accrued more leave than this cap.

Example Scenario:
Leave Policy: An employee accrues 20 days of leave
per year.
Utilisation Cap: The company sets a maximum
utilisation cap of 15 days per year.
Implication: Even if the employee has accrued 20
days of leave by the end of the year, they can only
use up to 15 of those days within that year. The
remaining days might be carried over to the next
year, subject to company policies on leave carryover,
or they might be forfeited if not used within a certain
period.
"Prior notice" in the context of leave policies refers to numeric input field
the requirement for employees to inform their
employer in advance before taking leave. The
number of days specified for prior notice can vary
depending on the company’s policy and the type of
leave being requested.
"Leave allowed on notice period" refers to the checkbox
policies regarding taking leave while an employee is
serving their notice period, which is the final phase of
their employment after they have resigned or been
given notice of termination.

alphanumeric

"Leave during the probation period" refers to the

policies governing how much leave an employee can
take while they are in their initial probationary period
with a company. The probation period is typically a
set duration at the beginning of employment during
which the employee's performance and suitability for
the role are assessed. This period can range from a
few weeks to several months, commonly 3 to 6
months.
checkbox
that means if employee is in probation period he/her
will get leaves in her account
"Number of leaves to accrue days upon completion numeric
of actual present days for a staff manager" typically
means that the leave days a staff manager accrues
are based on the number of days they are actually
present and working

"Number of leaves to accrue days upon completion numeric

of actual present days for a worker" typically means
that the leave days a staff manager accrues are based
on the number of days they are actually present and
working

A "future leave application on existing balance leave" checkbox

refers to a scenario where an employee requests
time off in the future and plans to use their accrued
leave balance for this purpose.
A "future leave application on future accrual leave" checkbox
implies a request for time off in the future, with the
intention of utilizing leave days that will accrue or
become available to the employee by the time of the
requested absence. For instance- if an employee
wants to take a vacation two months from now but
doesn't currently have enough accrued leave, they
might submit a future leave application on future
accrual leave. This means that by the time of the
vacation, they anticipate having accrued sufficient
leave days to cover their absence.

that means if employee absent in working days, numeric

his/her weekoff will mark as absent and how many
days absent in working days

"Short leave" typically refers to a brief period of numeric

authorized absence from work for personal reasons,
which is shorter than a full day off. Whether short
leave is applicable depends on the policies of the
organization.

"Comp-off accumulation" refers to the process of checkbox

accruing or accumulating compensatory time off
(comp-off) for hours/holiday/weekoff worked
beyond the regular work schedule. Compensatory
time off is time off granted to employees in lieu of
overtime pay.

In many organizations, managers or supervisors checkbox

typically have the authority to apply for leave on
behalf of their subordinates. This process is often
used in situations where a subordinate/Team mate
may not have access to the necessary systems or may
be unable to submit a leave request themselves, such
as in emergencies or when they are incapacitated.

Leave encashment refers to the process of numeric

compensating employees for their unused accrued
leave days. Some companies offer leave encashment
as part of their benefits package, allowing employees
to convert their accrued but unused leave days into
monetary compensation.
"Leave carryforward" refers to the practice of numeric
allowing employees to carry over their unused
accrued leave days from one leave cycle or
accounting period to the next.

The term "leave adjustment against notice period" numeric

describes the procedure that determines how many
days of leave an employee will be adjusted for while
they are on notice. For instance, if an employee has
twelve leave credits in their account, they will be paid
for with these credits.

This implies that an account left with a decimal radio button

balance will be regarded as having a half-day or full
day balance.
For instance, leave
balance of 0.8 on a prorated basis; it will be half or
full day.
that indicates the employee has already taken time numeric
off but hasn't applied if they would like to, in which
case, how many days are they allowed to apply?

that indicates an employee who has taken a leave of numeric

absence and wishes to take another one after a
certain number of days may submit a request for a
new leave.

that indicates how many leaves an employee may numeric need changes
request in a month. After checking that box, a pop-up
input field will open.

that indicates an employee cannot use numerous dropdown

forms of leave at the same time.

For instance, a
employee who applied for CL but also wanted to
apply for EL is unable to apply together.
Notice Period: The time frame
between when an employee resigns
or is given termination notice and
their last working day. This period
can vary depending on the
employment contract or company
policy, commonly ranging from two
weeks to three months.
Leave Policy During Notice Period:
Companies may have specific rules
about whether and how much leave
an employee can take during this
notice period. need to give provision
for if yes then days
Leave balance roundoff
Leave Notice Period No of Leave days Notice period days
leave requires proof of document to attach
if yes attach docs
Leave description is mandetory
Leave during notice period if yes set max
days
Minimum number of employee to be number of staff for leave
maintinance department approval(to setup this function
department setup must be done

Maximum leave request in year

Maximum leave request in month

if leave applied for pre or post both dates

of adjusting holiday than adjusting holiday
to be
Sandwich leave
Leave restrotion on last days of the month
if yes select department
Leave Setup Approvel
Leave 1- Add approver
Leave 2- Add approver

multiple approvers can be allow to any level incase of

multiple approver of any level. Approver can be either
any or approve by
Once done L1 then go to L2 1. auto approve if approval done in
3 days in L1

Leave Encashment 2. auto approval on

All leaves expires
All leave balane to record if yes on
add salary heads
All leaves to be carry forward
days to pay add balance C/F
days to pay balance expire
Excess Leave availed to adjusted against 5 days
adjust with new leave quote
Reset
Company Setup Name
Type: select from DD
Full Address:- select office types DD to,
Corporate branch
Add other offices
Do you want to add other offices if yes select office type
add address add1, 2, Pin
Do you want to add departments if yes Dept name, Dept
email id, HOD, Description
Do you want to add groups if yes account, travel
description, HR description, add other Emp name, Emp email id, Description , add
user , admin user
Do you work on multiple shift if yes add shift
Do you want to add description to your employee if yes designations, descriptions

do you want to add insurance add insurance type, description, level

SI NO
Salary to Calculate Days in a month
1 As per company working days_
days per month
last day of the month
the day of the following month
2 Salary date
Salary booking in last day of the
month
Company EPF Number
Employer contribution rule select
3 EPF if yes from dropdown
Employee Contribution rule select
from dropdown
4 ESI if yes
5 Proffesional tax
Add Earnings Heads Type(Flat/percentage%) Formula Amount
basic
house rent allownce
conveynance
transport
travelling
Bonus
Commission
child allownce
fixed allownce
other allownce
Gratuity
uniform allownce
setelment pay

Add deduction heads type(Flot/%) Per month

VPF
other deduction
telephone reimbrushment
Dinner reimbrushment
Fuel reimbrushment
LTA (leave travel allownce)
Veichle Maintinance
reimbrushment
Fixed/Variable amount Status Description
 Scenario
Limit PF amount to Statutory minimum Salary for all employess
Yes
Allow PF Calculated as percentage of basic Salary beyond Statutory Minimum
Yes
pay employer contribution of provident fund outside the gross Salary of an
employee
Hide PF employer in payslip (and exlude from gross earnings ) Calculation in
payslip

pay other charges of provident fund outside the gross salary of an employee
hide other charges of provident fund in payslip (and exclude from gross
earnings calculation in payslip)
Allow Employess to contribute towards VPF
Allow Additional 1.16% As member share of pension

Allow admin to override PF Contribution output from PF limit to Statutory PF

Calculate PF if salary BASIC+SA

Calculate PF BASIC+DA

Calculate PF on actual BASIC Salary

Calculate PF on actual GROSS Salary

Calculate PF on GROSS Salary with threshhold limit

Calculate PF on Basic + HRA+SA

Calculate PF on Basic + HRA+SA

Calculate PF BASIC+HRA

Calculate PF (BASIC+DA+SA)
 Description

Allow overriding of PF at Salary Structure level

Limit Employers PF Contribution amount maximum of Monthly

1. IF BASIC+SA=15000(threshhold limit) or >greator then 15000

will deduct the % of 15000
2. IF BASIC+SA less then <15000 will deduct % of that total
calculated amount
3. IF BASIC+SA= total amount (no TH limit) will deduct the
amount of that actual percentage %
1. IF BASIC+DA=15000(threshhold limit) or >greator then
15000 will deduct the % of 15000
2. IF BASIC+DA less then <15000 will deduct % of that total
calculated amount
3. IF BASIC+DA= total amount (no TH limit) will deduct the
amount of that actual percentage %

deduct the PF amount of employee actual basic salary

Example- if employee basic salary 50000 deduct the PF %
percentage of actual basic amount.

deduct the PF amount of employee actual Gross salary

Example- if employee Gross salary 50000 deduct the PF %
percentage of actual basic amount.
employer can set the limit of amount on basis PF will deduct
Example- employer want to set threshhold limit on gross
salary.

1. if Gross
Salary > greator then or = 25000 deduct PF % on 250000

2. IF Gross Salary< less then 25000 deduct PF on that amount

Example- Employee gross salary 20000 then PF % will deduct
on 20000
1. IF Basic+HRA+SA= 25000(no TH Limit) deuct the PF 12% on
25000
2. IF Basic + HRA+ SA= 15000(TH limit) or greator then > 15000
deuct the PF 12% on 15000
3. IF Basic + HRA+ SA= 15000(TH limit) or less then 15000
deduct the PF 12 % of that calculated amount
1. IF Basic+HRA= 25000(no TH Limit) deuct the PF 12% on
25000
2. IF Basic + HRA= 15000(TH limit) or greator then > 15000
deuct the PF 12% on 15000
3. IF Basic + HRA= 15000(TH limit) or less then 15000 deduct
the PF 12 % of that calculated amount
1. IF Basic+DA+SA= 25000(no TH Limit) deuct the PF 12% on
25000
2. IF Basic + DA+ SA= 15000(TH limit) or greator then > 15000
deuct the PF 12% on 15000
3. IF Basic + DA+ SA= 15000(TH limit) or less then 15000 deduct
the PF 12 % of that calculated amount
Title
Threshold limit amount
Employer Details Fixed
Float

TH Limit

Employee Detais Fixed

Float

TH Limit

Note: Not Applicability of PF ( Employee consent Form) Functionality

Enter amount
percentage and select Component Basic, HRA,
Gross Salary
percentage and select Component Basic, HRA,
Gross Salary
Enter amount
percentage and select Component Basic, HRA,
Gross Salary
percentage and select Component Basic, HRA,
Gross Salary
 Scenario
maximum monthly gross salary eligible for ESIC
ESIC Employee contribution rate of gross salary
ESIC Employer contribution rate of gross salary
Allow overriding of ESIC at salary structure level
pay employer contribution of ESI outside the gross salary of an employee
Hide ESI Employer in payslip (exclude from gross earnings calculation in payslip)
Exclude Employer share from gross in ESI Calculation
Exclude employee gratuity Contribution From gross in ESI Calculation
Restrict ESI gross to Statutory gross during the contribution period
Include Bonuses and one time payments in gross for ESI eligibility calculation
Include Bonuses and one time payments in gross for ESI Contribution calculation
ESI on gross salary

Calculate ESI BASIC +SA

Calculate ESI BASIC+DA

Calculate ESI on actual BASIC Salary

Calculate ESI on actual GROSS Salary

Calculate ESI on Basic + HRA+SA

Calculate ESI BASIC+HRA

Calculate ESI (BASIC+DA+SA)
 Description
0.75%
3.25%

1. If employee gross salary greator than or equal to 21000 then deduct ESI
on 21000
2. if employee gross salary less than 21000 then deduct ESI on actual
gross salary
3. deduct ESI on actual gross salary
1. IF BASIC+SA=21000(threshhold limit) or >greator then 21000 will
deduct the % of 21000
2. IF BASIC+SA less then <21000 will deduct % of that total calculated
amount
3. IF BASIC+SA= total amount (no TH limit) will deduct the amount of that
actual percentage %
1. IF BASIC+DA=21000(threshhold limit) or >greator then 21000 will
deduct the % of 21000
2. IF BASIC+DA less then <21000 will deduct % of that total calculated
amount
3. IF BASIC+DA= total amount (no TH limit) will deduct the amount of that
actual percentage %

deduct the ESI amount of employee actual basic salary Example- if

employee basic salary 50000 deduct the ESI % percentage of actual basic
amount.

deduct the PF amount of employee actual Gross salary Example- if

employee Gross salary 50000 deduct the PF % percentage of actual basic
amount.
1. IF Basic+HRA+SA= 25000(no TH Limit) deuct the ESI on 25000
2. IF Basic + HRA+ SA= 21000(TH limit) or greator then > 21000 deduct
the ESI % on 15000
3. IF Basic + HRA+ SA= 21000(TH limit) or less then 21000 deduct the ESI %
of that calculated amount
1. IF Basic+HRA= 21000(no TH Limit) deuct the ESI % on 21000
2. IF Basic + HRA= 21000(TH limit) or greator then > 21000 deuct the PF %
on 21000
3. IF Basic + HRA= 21000(TH limit) or less then 21000 deduct the PF % of
that calculated amount
1. IF Basic+DA+SA= 25000(no TH Limit) deuct the % on 25000
2. IF Basic + DA+ SA= 21000(TH limit) or greator then > 21000 deuct the %
on 15000
3. IF Basic + DA+ SA= 21000(TH limit) or less then 21000 deduct the % of
that calculated amount