Attendo
Formerly Petpooja Payroll. Biometric attendance, leaves and payroll.
108 articles · page 2 of 8More guides
Joining Letter Format: Free Template for Indian Businesses
A joining letter is a one-page document that a new employee hands to their employer on day one, confirming “I have reported for duty on this date, for this role, and I accept the terms from my appointment letter.” The employer files it, and that date becomes the official start of employment for PF, ESI,
AJ
Avani Joshi11 Aug 2026
KRA vs KPI: Meaning, Difference & Examples for SMBs
KRA (Key Result Area) defines the broad outcome zone a role exists to serve. KPI (Key Performance Indicator) is the measurable metric that tracks performance within that KRA. A KRA tells an employee which part of their job carries the most weight, and a KPI puts a number on whether they’re doing that part well
POSH Training for Employees in India: 2026 Guide
Every employer with 10 or more employees must conduct POSH awareness training at least once a year. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 requires employers to organise “workshops and awareness programmes at regular intervals.” Skip this, and you face fines of up to ₹50,000 under Section 26. The
ICC vs LCC: Which POSH Committee Applies to You?
The ICC applies to your business if you have 10 or more employees (including contract, temporary, and intern staff). You, the employer, must set it up under Section 4 of the POSH Act. If you have fewer than 10, the Local Complaints Committee (LCC) handles complaints instead – constituted by the District Officer for your
POSH Annual Report: Format, Deadline & Template (2026)
The POSH annual report must be filed with your District Officer by 31 January every year. It has five mandatory fields: complaints received, complaints disposed, cases pending beyond 90 days (with reasons), action taken on ICC recommendations, and action taken where the employer disagreed with findings. Even if your ICC received zero complaints, you file
POSH Complaint Process: Step-by-Step Guide (2026)
The POSH complaint process follows a fixed sequence: the aggrieved woman files a written complaint within 3 months, the ICC offers conciliation or launches a formal inquiry, the inquiry wraps up within 90 days, and the employer acts on the findings within 60 days. Every one of these deadlines comes from the Sexual Harassment of
POSH Act Penalties for Non-Compliance in India: 2026 Guide
An employer who does not comply with the POSH Act faces a fine of up to ₹50,000 for the first offence under Section 26. If convicted again, that amount doubles to ₹1,00,000, and continued inaction can lead the government to cancel or refuse to renew the business licence. The Supreme Court’s 2023 ruling in Aureliano
How to Set Up an Internal Committee Under POSH (2026 Guide)
Section 4 of the POSH Act requires every Indian workplace with 10 or more employees to constitute an Internal Complaints Committee (ICC). You need four members at minimum: a senior woman as Presiding Officer, two internal members, and one external member from an NGO or legal background. At least half the panel must be women,
Avani Joshi
How to Calculate Gratuity for Employees in India (2026 Guide)
Gratuity is a lump-sum amount your employer owes you for staying with the company long enough. Under the Payment of Gratuity Act, 1972, any employee who puts in five continuous years or more gets this payout at the time of resignation, retirement, or termination. The calculation? Last drawn salary, multiplied by 15, multiplied by years
Avani Joshi
How to Create a POSH Policy for Small Businesses (Step-by-Step)
To create a POSH policy, define what counts as harassment, name your ICC members, spell out the complaint process, and share the document with every employee. The POSH Act India (Sexual Harassment of Women at Workplace Act, 2013) requires this from every employer, regardless of team size. Most small business owners either skip it or
Avani Joshi
Who Is Covered Under POSH Law? Complete Guide for Employers
Who Is Covered Under POSH Law? Every woman at every Indian workplace is covered under the POSH Act, regardless of her employment status. The POSH Act (what is POSH Act: the Sexual Harassment of Women at Workplace Act, 2013) protects full-time employees, part-time staff, interns, apprentices, contract workers, domestic workers, gig workers, and even visitors
Avani Joshi
Is POSH Policy Mandatory for Small Businesses in India?
Yes, every workplace in India must comply with the POSH Act, regardless of size. POSH full form is Prevention of Sexual Harassment. The law’s full title is the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, and it applies to all employers across every industry and state. If your headcount is
Avani Joshi
Best Payroll Software for Event Management Companies in India (2026)
The right payroll software for an event management company must do three things that generic HR tools cannot: run salaried staff, per-event freelancers, and daily-wage crew in a single payroll cycle, track attendance across venues that change every week, and maintain a TDS trail for 30-40 freelancer payments per month without manual follow-up. India’s live
Avani Joshi
5 Best Payroll Software for Construction Firms in India (2026)
The best payroll software for construction firms in India for 2026 is Attendo (formerly Petpooja Payroll), followed by factoHR, PagarBook, NYGGS, and SalaryBox. These five were selected because they handle what construction specifically demands: daily-wage and contract labour in the same payroll run, multi-site attendance without fixed hardware, and hazardous-work ESIC compliance from employee one.
Avani Joshi
8 Payroll Software Red Flags Indian SMEs Must Spot
The eight biggest red flags in payroll software are: per-employee pricing that inflates as you hire, no built-in PF/ESIC/TDS compliance, missing attendance hardware, no mobile app for employees, hidden charges after onboarding, poor multi-location support, no WhatsApp or real-time reports, and long lock-in contracts with no trial period. If even two of these apply to
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