{"id":6997,"date":"2024-10-27T18:28:54","date_gmt":"2024-10-27T12:58:54","guid":{"rendered":"https:\/\/razorpay.com\/learn\/?p=6997"},"modified":"2026-02-16T11:24:37","modified_gmt":"2026-02-16T05:54:37","slug":"statutory-compliance","status":"publish","type":"post","link":"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/","title":{"rendered":"Statutory Compliance in Payroll"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_80 counter-hierarchy ez-toc-counter ez-toc-transparent ez-toc-container-direction\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<label for=\"ez-toc-cssicon-toggle-item-69e22591179d9\" class=\"ez-toc-cssicon-toggle-label\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/label><input type=\"checkbox\"  id=\"ez-toc-cssicon-toggle-item-69e22591179d9\"  aria-label=\"Toggle\" \/><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#What-is-Statutory-Compliance\" >What is Statutory Compliance<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Importance-of-Statutory-Compliance\" >Importance of Statutory Compliance<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#For-employees\" >For employees<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#For-employers\" >For employers<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Importance-of-Statutory-Compliance-in-Payroll\" >Importance of Statutory Compliance in Payroll<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Risk-of-non-compliance\" >Risk of non-compliance<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Advantages-of-Statutory-Compliance\" >Advantages of Statutory Compliance<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Ensures-retention-of-employees\" >Ensures retention of employees<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Protects-business-from-legal-action\" >Protects business from legal action<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#How-can-you-ensure-statutory-compliance-for-your-organisation\" >How can you ensure statutory compliance for your organisation?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#1-Document-all-policies-procedures\" >1. Document all policies &amp; procedures<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#2-Stay-updated-on-changing-Acts-and-Policies\" >2. Stay updated on changing Acts and Policies<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#3-Conduct-compliance-audits\" >3. Conduct compliance audits<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#4-Train-employees\" >4. Train employees<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Statutory-Compliance-Checklist\" >Statutory Compliance Checklist<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Government-rules-for-statutory-compliance\" >Government rules for statutory compliance<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#1-Industrial-Relations\" >1. Industrial Relations<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#The-Industrial-Disputes-Act-1947\" >The Industrial Disputes Act, 1947<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#2-Wages\" >2. Wages\u00a0<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#The-Payment-of-Wages-Act-1936\" >The Payment of Wages Act, 1936<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#The-Payment-of-Bonus-Act1965\" >The Payment of Bonus Act,1965<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Minimum-Wages-Act-1948\" >Minimum Wages Act, 1948<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#3-Social-Security\" >3. Social Security\u00a0<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#The-Payment-of-Gratuity-Rules-1972\" >The Payment of Gratuity Rules, 1972<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#The-Employees-Compensation-Amendment-Act-1923\" >The Employees Compensation (Amendment) Act, 1923<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#The-Employees-Provident-Fund-Miscellaneous-Provisions-Amendment-Act-1952\" >The Employees\u2019 Provident Fund &amp; Miscellaneous Provisions (Amendment) Act, 1952<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#The-Employees-State-Insurance-ESI-Act-1948\" >The Employees\u2019 State Insurance ESI Act, 1948<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Labour-Welfare-Fund-Act-1965\" >Labour Welfare Fund Act, 1965<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#4-Womens-Benefits\" >4. Women\u2019s Benefits<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Equal-Remuneration-Act-1976\" >Equal Remuneration Act, 1976<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Maternity-Benefit-Act-1961\" >Maternity Benefit Act, 1961<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Statutory-Compliance-on-Tax-Liabilities\" >Statutory Compliance on Tax Liabilities<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-33\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Tax-Deducted-at-Source\" >Tax Deducted at Source<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-34\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#TDS-Rates-under-Old-vs-New-Tax-Regime-FY-2024-25\" >TDS Rates under Old vs. New Tax Regime (FY 2024-25)<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-35\" href=\"https:\/\/razorpay.com\/payroll\/learn\/statutory-compliance\/#Automate-statutory-compliance-calculation-filing-with-RazorpayX-Payroll\" >Automate statutory compliance calculation &amp; filing with RazorpayX Payroll<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"What-is-Statutory-Compliance\"><\/span><b>What is Statutory Compliance<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Statutory compliance refers to following laws and legal framework of the state and nation. In HR and payroll, statutory compliance refers to the laws relating to employment and payroll.<\/p>\n<p><span style=\"font-weight: 400;\">Statutory compliance is the legal framework established by the government to regulate various aspects of business, from how it treats employees to overall financial practices.\u00a0<\/span><\/p>\n<p><span style=\"font-size: 19px;\">All organisations, irrespective of their size and stature, must abide by the central and state labour laws, failing which strict legal actions can be taken against them.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Importance-of-Statutory-Compliance\"><\/span><b>Importance of Statutory Compliance<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h4><span class=\"ez-toc-section\" id=\"For-employees\"><\/span>For employees<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Statutory compliance helps employees in the following ways:<\/span><\/p>\n<ul>\n<li>Equal wages<\/li>\n<li>Fair treatment<\/li>\n<li>Appropriate working hours<\/li>\n<li>Assured minimum wages<\/li>\n<li>Social security<\/li>\n<li>Workplace security<\/li>\n<\/ul>\n<h4><span class=\"ez-toc-section\" id=\"For-employers\"><\/span><b>For employers<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>Statutory compliance is beneficial to employers as well:<\/p>\n<ul>\n<li>Helps avoid penalties and lawsuits<\/li>\n<li>Helps avoid trade union issues<\/li>\n<li>Effective dispute resolution<\/li>\n<li>Harmonious work environment<\/li>\n<li>Good for brand reputation<\/li>\n<\/ul>\n<h3><span class=\"ez-toc-section\" id=\"Importance-of-Statutory-Compliance-in-Payroll\"><\/span>Importance of Statutory Compliance in Payroll<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div class=\"markdown markdown-main-panel\" dir=\"ltr\">\n<p data-sourcepos=\"1:1-1:161\"><span class=\"first-token\">Statutory compliance in <a href=\"https:\/\/razorpay.com\/payroll\/what-is-payroll\/\">payroll<\/a> is crucial for both employers and employees.<\/span> It ensures everyone plays by the rules set by the government. Here&#8217;s why it matters:<\/p>\n<ul data-sourcepos=\"3:1-5:143\">\n<li data-sourcepos=\"3:1-3:156\"><strong>Fairness and Protection:<\/strong> Compliance guarantees employees are paid minimum wage, receive overtime pay, and have proper deductions.<\/li>\n<li data-sourcepos=\"4:1-4:116\"><strong>Reduced Risk:<\/strong> Following the law protects companies from hefty fines, legal trouble, and reputational damage.<\/li>\n<li data-sourcepos=\"5:1-5:143\"><strong>Trust and Transparency:<\/strong> Compliance fosters a climate of trust between employers and employees, knowing everyone&#8217;s rights are respected.<\/li>\n<\/ul>\n<\/div>\n<h3><span class=\"ez-toc-section\" id=\"Risk-of-non-compliance\"><\/span><b>Risk of non-compliance<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Apart from being important from employee welfare perspective, there are actual risks of not adhering to statutory compliance laws:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Damage to reputation, brand value and loss of business integrity\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Heavy penalties and fines<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Lawsuits and legal action by disgruntled parties &#8211; government agencies, employees or trade unions, or clients, among others<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Impact on customer loyalty of the organisation<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Unnecessary audits<\/span><\/li>\n<\/ol>\n<h2><span class=\"ez-toc-section\" id=\"Advantages-of-Statutory-Compliance\"><\/span>Advantages of Statutory Compliance<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Statutory compliance brings significant benefits to businesses:<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Ensures-retention-of-employees\"><\/span>Ensures retention of employees<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The laws surrounding payroll and employment are designed to improve the working conditions of employees. When followed, they create a positive, happy workplace which makes it less likely for the employee to resign. This improves retention, which significantly boosts productivity in your business.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Protects-business-from-legal-action\"><\/span>Protects business from legal action<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>If the laws and rules of the land are not followed, the business may become liable to pay fines, fees or may even result in imprisonment. Statutory compliance processes ensure this does not happen.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"How-can-you-ensure-statutory-compliance-for-your-organisation\"><\/span><b>How can you ensure statutory compliance for your organisation?<\/b><b><\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"1-Document-all-policies-procedures\"><\/span><b>1. Document all policies &amp; procedures<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Mention all the compliances in the employee handbook (digitally). This will ensure proof of all the rules and policies of the company for the benefit of both you as an organisation and your employees.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"2-Stay-updated-on-changing-Acts-and-Policies\"><\/span><b>2. Stay updated on changing Acts and Policies<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Compliance does not end at formulating policies and putting an Act in print\/digital. Ensure that the Acts your company abides by are updated as per the norms of the Government to avoid being overwhelmed later.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since staying updated with changing regulations can be tricky, check out software like <\/span><a href=\"https:\/\/razorpay.com\/payroll\/?r=blog_cta_Statutory_Compliance\" target=\"_blank\" rel=\"noopener\" data-schema-attribute=\"\"><span style=\"font-weight: 400;\">RazorpayX Payroll<\/span><\/a><span style=\"font-weight: 400;\"> that automatically gets updated if any law changes. A major benefit of using software is never being non-compliant, and the entire responsibility of compliance lies with the vendor, taking your headaches away.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">[Suggested Read: <\/span><a href=\"https:\/\/razorpay.com\/payroll\/dual-tax-regime-compliant-payroll-software-opfin\/\" target=\"_blank\" rel=\"noopener\" data-schema-attribute=\"\"><span style=\"font-weight: 400;\">Upgrade to a Dual Tax Regime Compliant Payroll Software<\/span><\/a><span style=\"font-weight: 400;\">]<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"3-Conduct-compliance-audits\"><\/span><b>3. Conduct compliance audits<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Audits and reports can help you understand the compliance trends and practices in the organisation and find out just how compliant employees in your organisation are and how compliant the organisation is towards treating its employees.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"4-Train-employees\"><\/span><b>4. Train employees<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Workshops and training can help you mitigate the communication barrier when it comes to ensuring compliance at the employees&#8217; and managerial end.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Statutory-Compliance-Checklist\"><\/span><b>Statutory Compliance Checklist<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"Government-rules-for-statutory-compliance\"><\/span><b>Government rules for statutory compliance<\/b><span style=\"font-weight: 400;\"><br \/>\n<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h3><span class=\"ez-toc-section\" id=\"1-Industrial-Relations\"><\/span><b>1. Industrial Relations<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h4><span class=\"ez-toc-section\" id=\"The-Industrial-Disputes-Act-1947\"><\/span><b>The Industrial Disputes Act, 1947<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Enacted in 1947, the Act extends to worker unions and individual employees employed in any industry across the country. The provisions of this Act are used to settle disputes between employees and their employers or between two employees. The Act, which is used to settle disputes within industrial establishments, aims at maintaining peace and harmony in such establishments in Indian industries.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is important to note that this Act does not include people in administrative or managerial posts or the Defense forces under its purview.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"2-Wages\"><\/span><b>2. Wages\u00a0<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h4><span class=\"ez-toc-section\" id=\"The-Payment-of-Wages-Act-1936\"><\/span><b>The Payment of Wages Act, 1936<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">This Act guarantees the payment of wages to employees by the employer on time without any deductions other than those stated by the Government.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employers are bound by this Act to provide employees their wages before the 7th of each month if the establishment has less than 1,000 employees or before the 10th of each month if they have more than 1,000 employees.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Act does not apply to individuals with a monthly salary of Rs 10,000 or more. The Act also states that the payment of wages shall be made to the employee in cash. Should the employee agree in writing, the payment of wages can be made via <a href=\"https:\/\/razorpay.com\/learn\/what-is-cheque\/\">cheque<\/a>, DD, or bank transfer.<\/span><b><\/b><\/p>\n<h4><span class=\"ez-toc-section\" id=\"The-Payment-of-Bonus-Act1965\"><\/span><b>The Payment of Bonus Act,1965<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">This Act ensures that all employees get the annual bonus in certain establishments, industries, and factories with more than 20 employees. The amount of bonus is calculated with the profits made by the organisation and the employee\u2019s salary. Employees with a salary of Rs 21,000 or less who are working with the organisation for more than 30 days are eligible for a minimum of 8.33% and a maximum of 20% of bonus.<\/span><b><\/b><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Minimum-Wages-Act-1948\"><\/span><b>Minimum Wages Act, 1948<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">The Act ensures the payment of a minimum wage or salary to both skilled and unskilled workers. Minimum wages are declared at the national, state, district, or occupational level and are determined by the cost of living in a region.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This Act prevents the exploitation of the workforce and mandates the employer to maintain payslips of the wages given to the employee.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"3-Social-Security\"><\/span><b>3. Social Security\u00a0<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h4><span class=\"ez-toc-section\" id=\"The-Payment-of-Gratuity-Rules-1972\"><\/span><b>The Payment of Gratuity Rules, 1972<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">This Act promises gratuity and incentives to the employees working in a particular organisation. The Act applies to all establishments having more than 10 or more employees.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Gratuity is the amount that is deducted from the monthly wages of the employee and provided after the employee completes 5 years in the establishment for the services rendered by them during their employment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">[Suggested Read: <\/span><a href=\"https:\/\/razorpay.com\/payroll\/learn\/what-is-gratuity\/\" target=\"_blank\" rel=\"noopener\" data-schema-attribute=\"\"><span style=\"font-weight: 400;\">Gratuity \u2013 Meaning, Formula, Calculation and Taxation Rules<\/span><\/a><span style=\"font-weight: 400;\">]<\/span><b><\/b><\/p>\n<h4><span class=\"ez-toc-section\" id=\"The-Employees-Compensation-Amendment-Act-1923\"><\/span><b>The Employees Compensation (Amendment) Act, 1923<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">This Act mandates the employer to inform the employee about his\/her compensation before the commencement of employment. They must be informed about the risks, potential losses, and threats to life during employment. Any failure to do so can result in a penalty ranging from Rs 5,000 to Rs 50,000.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">[Suggested Read: <\/span><a href=\"https:\/\/razorpay.com\/payroll\/learn\/salary-breakup-structure-format\/\" target=\"_blank\" rel=\"noopener\" data-schema-attribute=\"\"><span style=\"font-weight: 400;\">Salary Breakup \u2013 Salary Structure, Format, Calculation &amp; More<\/span><\/a><span style=\"font-weight: 400;\">]<\/span><b><\/b><\/p>\n<h4><span class=\"ez-toc-section\" id=\"The-Employees-Provident-Fund-Miscellaneous-Provisions-Amendment-Act-1952\"><\/span><b>The Employees\u2019 Provident Fund &amp; Miscellaneous Provisions (Amendment) Act, 1952<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">This Act ensures the social welfare and security of the employee in an establishment and is applicable for establishments with over 20 employees. Both the employee and the employer are required to contribute the same amount to the employee\u2019s provident fund account.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">PF is calculated based on the employee\u2019s basic salary and dearness allowance, while food allowance, HRA, bonus, and incentives are not included, and the basic monthly wage is Rs 15,000.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">PF is divided into 2 funds: EPF (Employees\u2019 Provident Fund) and EPS (Employees\u2019 Pension Scheme). Following are the PF rates stated by the Government of India:<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>\u00a0<\/b><\/td>\n<td><b>Employee\u2019s Contribution<\/b><\/td>\n<td><b>Employer\u2019s Contribution<\/b><\/td>\n<\/tr>\n<tr>\n<td><b>EPF<\/b><\/td>\n<td><span style=\"font-weight: 400;\">12% of (Gross &#8211; HRA)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3.67%<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>EPS<\/b><\/td>\n<td><span style=\"font-weight: 400;\">0<\/span><\/td>\n<td><span style=\"font-weight: 400;\">8.33%<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>TOTAL<\/b><\/td>\n<td><span style=\"font-weight: 400;\">12%<\/span><\/td>\n<td><span style=\"font-weight: 400;\">12%<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>EXEMPTIONS<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Not tax-exempt, but eligible for deduction under 80C<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Tax exempt<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">Any failure of the employer to comply with this Act can lead to a penalty of Rs 10,000 and up to 3 years imprisonment.<\/span><b><\/b><\/p>\n<h4><span class=\"ez-toc-section\" id=\"The-Employees-State-Insurance-ESI-Act-1948\"><\/span><b>The Employees\u2019 State Insurance ESI Act, 1948<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">The ESI Act ensures several medical benefits to employees in case of sickness, maternity, medical emergencies, and injuries who are employed in non-seasonal factories using power &#8211; with 10 or more workers &#8211; and factories without power &#8211; with 20 or more employees.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">All medical benefits are provided to employees who earn up to Rs 15,000 as monthly wages in ESIC hospitals.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Act is applicable in all states in the country except Manipur, Mizoram, Arunachal Pradesh, and Sikkim, and both the employer and employee are required to contribute to the scheme. The employer and employee percentages are as follows:<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Contribution<\/b><\/td>\n<td><b>% of Gross salary<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employee\u2019s contribution<\/span><\/td>\n<td><span style=\"font-weight: 400;\">0.75%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employer\u2019s contribution<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3.25%<\/span><span style=\"font-size: 19px; background-color: #ffffff;\">\u00a0<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h4><span class=\"ez-toc-section\" id=\"Labour-Welfare-Fund-Act-1965\"><\/span><b>Labour Welfare Fund Act, 1965<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Labour welfare includes all the facilities for labourers that focus on the welfare of the labourers employed in different industries. The Act ensures that the working conditions of labourers are improved, they get social security benefits, and there is a marked increase in their standard of living.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">State authorities enact this while the state labour welfare board determines the amount and frequency of contribution by the employer. For example, some states require an annual contribution by the employer, while some states have a semi-annual contribution requirement.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"4-Womens-Benefits\"><\/span><b style=\"color: #111111; font-family: Roboto, Arial, sans-serif;\">4. Women\u2019s Benefits<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h4><span class=\"ez-toc-section\" id=\"Equal-Remuneration-Act-1976\"><\/span><b>Equal Remuneration Act, 1976<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">This Act ensures that there is no gender-based parity when it comes to wage payment by the employer, and there is equality in payment of wages to employees irrespective of their gender. Essentially, women must not receive lesser wages than men for the same work due to gender-based discrimination. Any non-compliance with this Act can result in penalties for the employer.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Act was passed after several women complained of receiving lesser wages than their male counterparts for the same job and is applicable across establishments in the country.<\/span><b><\/b><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Maternity-Benefit-Act-1961\"><\/span><b>Maternity Benefit Act, 1961<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">This Act benefits pregnant women employed in establishments across the country. The Act helps them secure jobs by providing certain months of paid leave during maternity to take care of their newborn child. It also ensures that women can come back to their jobs and resume work after maternity leave is over.<\/span><\/p>\n<p><strong>Read more: <a href=\"https:\/\/razorpay.com\/payroll\/learn\/maternity-leave\/\">Maternity Leave<\/a><\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Statutory-Compliance-on-Tax-Liabilities\"><\/span><b>Statutory Compliance on Tax Liabilities<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"Tax-Deducted-at-Source\"><\/span><b>Tax Deducted at Source<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><a href=\"https:\/\/razorpay.com\/payroll\/learn\/tax-deducted-at-source-tds\/\"><span style=\"font-weight: 400;\">Tax Deducted at Source or TDS<\/span><\/a><span style=\"font-weight: 400;\"> is the collection of taxes right from the source of income. It is applicable on various kinds of incomes like rental income, salary income, etc.\u00a0<\/span><span style=\"font-weight: 400;\">TDS is one of the most important statutory compliance that employers in India have to adhere to.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tax rate for salaried individuals varies as per the regime selected by them. Tax rates and income slabs are different under both the regimes. Here is a quick snapshot:<\/span><\/p>\n<div class=\"markdown markdown-main-panel\" dir=\"ltr\">\n<h3 data-sourcepos=\"1:1-1:54\"><span class=\"ez-toc-section\" id=\"TDS-Rates-under-Old-vs-New-Tax-Regime-FY-2024-25\"><\/span>TDS Rates under Old vs. New Tax Regime (FY 2024-25)<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<div class=\"horizontal-scroll-wrapper\">\n<div class=\"table-block-component\">\n<div class=\"table-block\">\n<table>\n<tbody>\n<tr>\n<td colspan=\"2\"><b>Old Tax Regime<\/b><\/td>\n<\/tr>\n<tr>\n<td><b>Income Tax Slab<\/b><\/td>\n<td><b>Income Tax Rate (for resident individuals\u00a0 age &lt; 60 years)<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Up to \u20b9 2,50,000\u00a0\u00a0\u00a0\u00a0<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Nil<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">\u20b9 2,50,001 &#8211; \u20b9 5,00,000\u00a0\u00a0\u00a0\u00a0<\/span><\/td>\n<td><span style=\"font-weight: 400;\">5%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">\u20b9 5,00,001 &#8211; \u20b9 10,00,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">20%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Above \u20b9 10,00,001<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30%<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<table>\n<tbody>\n<tr>\n<td colspan=\"2\"><b>New Tax Regime<\/b><\/td>\n<\/tr>\n<tr>\n<td><b>Income Tax Slab<\/b><\/td>\n<td><b>Income Tax Rate<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Up to \u20b9 3,00,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Nil<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">\u20b9 3,00,001 &#8211; \u20b9 7,00,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">5% (Tax rebate u\/s 87A up to \u20b9 7,00,000)<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">\u20b9 7,00,001 &#8211; \u20b9 10,00,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">10%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">\u20b9 10,00,001 &#8211; \u20b9 12,00,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">15%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">\u20b9 12,00,001 &#8211; \u20b9 15,00,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">20%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Above \u20b9 15,00,001<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30%<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><em><span style=\"font-weight: 400;\">*Surcharge and cess will be applicable over and above the tax rates<\/span><\/em><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<p><span style=\"font-weight: 400;\">Corporate<\/span><span style=\"font-weight: 400;\"> income tax rate for foreign companies is slashed from 40% to 35%. This is only applicable <\/span><span style=\"font-weight: 400;\">on income other than specific income (royalties, fees for technical services, etc.)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The tax rate is further subjected to surcharge (based on income level, 2% for income more than 1 Cr but less than 10Cr ;\u00a0 5% for income more than 10 Cr) and health &amp; education cess of 4% on the total tax and surcharge amount. This cess is a contribution towards India\u2019s healthcare and educational initiatives. <\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Automate-statutory-compliance-calculation-filing-with-RazorpayX-Payroll\"><\/span><b>Automate statutory compliance calculation &amp; filing with RazorpayX Payroll<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Since there are innumerable laws and Acts governing companies, the task can become overwhelming for the companies.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/razorpay.com\/payroll\/?r=blog_cta_Statutory_Compliance\" target=\"_blank\" rel=\"noopener\" data-schema-attribute=\"\">RazorpayX Payroll<\/a> automatically calculates compliances such as PF, PT, TDS, and ESIC and files them for you. All you have to do is sign up.<\/span><\/p>\n<p style=\"text-align: center;\"><a style=\"border-radius: 3px; background: #528ff0; padding: 15px; font-weight: 600; cursor: pointer; text-decoration: none; color: white;\" href=\"https:\/\/payroll.razorpay.com\/signup?r=blog_cta_Statutory_Compliance\" target=\"_blank\" rel=\"noopener\" data-schema-attribute=\"\">Try RazorpayX Payroll!<\/a><\/p>\n<p><span style=\"font-weight: 400;\">Other features of RazorpayX Payroll include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Automatic salary calculation and disbursement\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Payroll execution in 3 clicks<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Leave and attendance management<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Insightful reports<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Automatic compliance calculation &amp; filings such as PF, PT, TDS<\/span><\/li>\n<\/ul>\n<p style=\"text-align: center;\"><a style=\"border-radius: 3px; background: #528ff0; padding: 15px; font-weight: 600; cursor: pointer; text-decoration: none; color: white;\" href=\"https:\/\/razorpay.com\/payroll\/?r=blog_cta_Statutory_Compliance\" target=\"_blank\" rel=\"noopener\" data-schema-attribute=\"\">Know more about Razorpay Payroll here!<\/a><\/p>\n<p><script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [{\n    \"@type\": \"Question\",\n    \"name\": \"What is meant by statutory compliance in payroll?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"Statutory compliance in payroll means following and keeping up with the laws and regulations set by the central and state governments regarding employee payment and employment conditions. This means that a company must comply with acts concerning wages, working hours, employee benefits, and tax deductions.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"What is an example of statutory compliance?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"A common example of statutory compliance is an employer deducting YDS (Tax Deducted at Source) from an employee's salary. This amount is remitted to the government on the employee's behalf, as mandated by the Income Tax Act.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"How many types of statutory compliance are there?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"There are many types of statutory compliance in payroll. These include Social Security (eg, EPF, ESI), Wage and Labor Laws (eg, Minimum Wages Act, Payment of Wages Act), and Tax Liabilities (eg, TDS, Professional Tax), and other Benefits (eg, Maternity Leaves, Sick Leaves), depending on state laws, offered by an employer to the employee.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"What is the payroll compliance process?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"The payroll compliance process involves collecting employee data, calculating and deducting statutory contributions (like PF, ESI, TDS), timely remitting these amounts to authorities, filing necessary returns, and maintaining meticulous records while following the applicable laws.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"Is TDS a statutory compliance?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"Yes, TDS, which stands for Tax Deducted at Source, is a statutory compliance. It is a legal obligation under the Income Tax Act, 1961, which states that employers are required to deduct income tax from employee salaries and deposit it with the government.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"What is the role of HR in statutory compliance?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"The role of HR is essential in ensuring statutory compliance by advising management. HR works to meet legal requirements, formulate compliant policies, and manage accurate employee records. They also ensure proper communication of rights and benefits to employees and collaborate with the payroll team to ensure correct deductions and remittances. HR also acts as the representative of the company during compliance inspections.\"\n    }\n  }]\n}\n<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In the payroll setup, statutory compliance is the legal framework established by the Government for organisations within which Indian companies must work.<\/p>\n","protected":false},"author":151156494,"featured_media":14331,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3404],"tags":[3405,3617],"class_list":{"0":"post-6997","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-payroll","8":"tag-payroll","9":"tag-statutory-compliance"},"_links":{"self":[{"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/posts\/6997","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/users\/151156494"}],"replies":[{"embeddable":true,"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/comments?post=6997"}],"version-history":[{"count":18,"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/posts\/6997\/revisions"}],"predecessor-version":[{"id":18872,"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/posts\/6997\/revisions\/18872"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/media\/14331"}],"wp:attachment":[{"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/media?parent=6997"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/categories?post=6997"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/learn.razorpay.in\/learn\/wp-json\/wp\/v2\/tags?post=6997"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}