Payroll Outsourcing

    Payroll Outsourcing & Statutory Compliance

    You have already picked the people. We employ them, pay them on time, and carry the compliance obligation that comes with it.

    Get a payroll proposal

    When payroll outsourcing is the right answer

    Payroll looks like an administrative task until something is filed late. Then it becomes an interest liability, an audit finding, and a conversation with people whose salary was wrong. Most employers who outsource are not trying to save on processing — they are moving a compliance risk to someone whose job it is.

    You want people working without expanding sanctioned headcount
    You are hiring in a state where you hold no registered establishment
    Your finance team is absorbing payroll work it was not hired for
    You are running a project team with a defined end date
    You are converting long-standing contractors to a compliant footing
    You want a single vendor accountable for statutory deposits

    Every month, on our side

    • • Salary computation and payslip issuance
    • • Provident fund deposit and ECR filing
    • • ESI contribution where the wage threshold applies
    • • State professional tax deduction and payment
    • • TDS deduction, quarterly returns, Form 16
    • • Statutory registers and periodic returns
    • • Leave, attendance and reimbursement records
    • • Full & final settlement on exit

    On your side

    Approve the headcount and the salary. Direct the work. Receive one monthly invoice that separates pass-through salary cost from service fee, so you always know which is which.

    Two things to check before you outsource payroll

    It is not a way to avoid employment obligations. Third-party payroll changes who the employer is; it does not remove the employee’s statutory entitlements. If an arrangement is structured purely to deny benefits, it tends not to survive scrutiny. We will not set one up that way.

    Ask your vendor for compliance proof, including us. The value of transferring liability depends entirely on the deposits actually being made. Ask for challans and returns periodically. We provide them on request, and you should expect the same of any provider.

    Employment and tax treatment vary by state and by role. Confirm the position for your specific case with your own legal and tax advisors — this page is a description of our service, not advice.

    Related engagements

    Payroll outsourcing covers the people you have already chosen. If you also need help finding them, these are the neighbouring models.

    Manpower supply

    We source, screen, employ and deploy the staff — sourcing included.

    Read more

    Contract staffing

    Named specialists for a defined project and duration, on our payroll.

    Read more

    Manpower consultancy

    Compare all six engagement models side by side before deciding.

    Read more

    Payroll outsourcing FAQs

    Payroll outsourcing is engaging an external provider to run your salary processing and the statutory compliance attached to it — provident fund, ESI, professional tax, TDS, registers and returns. In the third-party payroll model WSNE also becomes the employer of record for those staff, so the employment paperwork and liability sit with us while the employees continue to work under your direction.

    Third-party payroll means an employee works for your organisation day to day but is legally employed and paid by another company. The arrangement is widely used in India where a business wants people working without expanding its own sanctioned headcount, or wants to avoid setting up payroll and PF infrastructure in a state where it has no registered establishment.

    The difference is who finds the people. In manpower supply WSNE sources, screens and deploys the staff as well as employing them. In payroll outsourcing you have already selected the people — perhaps they are existing contractors, or candidates you hired directly — and WSNE only takes them onto its payroll and runs the compliance. Payroll outsourcing therefore costs less, because there is no sourcing component.

    Monthly salary processing and payslip issuance, provident fund registration and deposits, ESI contributions where the wage threshold applies, state professional tax, TDS deduction with Form 16 issuance, maintenance of statutory registers, periodic returns, leave and attendance records, and full and final settlement on exit.

    Often yes, and it is one of the most common reasons employers ask. Because WSNE is the employer of record and holds its own registrations, we can employ staff in locations where you have no registered establishment. Whether it works for your specific case depends on the state and the role, so confirm the position with us and your own advisors before committing.

    Either as a per-employee monthly fee or as a percentage of the payroll processed, depending on headcount and complexity. Small headcounts are usually cheaper on a per-employee basis; larger and multi-state payrolls on a percentage. The employee salary and statutory employer contributions are passed through at cost, so you can see exactly what is fee and what is salary.

    The arrangement generally starts making commercial sense from around five employees. Below that, the setup and monthly administration cost tends to outweigh the saving unless there is a specific reason — a state where you have no entity, or a short-term project team — that makes it worth doing anyway.

    For employees on WSNE’s payroll, the deposit obligation is ours and so is the consequence of missing it. That transfer of liability is a large part of what you are buying. We can provide challans and compliance documentation for your audit file on request — ask for it periodically rather than assuming, as you would with any vendor carrying risk on your behalf.

    Send us your headcount

    Tell us how many employees, in which states, and at what salary band. You will get a written quote separating the service fee from the pass-through cost.

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