Third-Party Payroll Outsourcing & HR Advisory — scaled with precision, compliance, and operational discipline.

Third-party payroll outsourcing means an external, accountable partner takes full ownership of your payroll cycle — data validation, attendance integration, variable payouts, and statutory deductions (PF, ESIC, PT, LWF) — instead of an internal team juggling it alongside other HR work. Done right, it closes every cycle with zero-error processing, full documentation, and CLRA-compliant contractor integration built in, not bolted on after the fact.

A fractional HR advisor — sometimes called a fractional CHRO — brings senior HR governance, labour-law judgment, and organizational design to a company on a part-time, retained basis: the strategic capability of a full-time Chief HR Officer, without the full-time cost. That covers policy and SOP drafting, compensation structuring, HRMS/ERP configuration, and audit-ready statutory compliance — "rent the brain, not the chair."

PF (ECR and challan, due the 15th of every month), ESIC challans (also 15th), Professional Tax on each state's own schedule, and TDS on salary (due the 7th of the following month) — run on a fixed monthly rhythm, not chased after something breaks. Beyond the recurring cycle, we advise on CLRA, the Shops & Establishments Acts, the Payment of Bonus Act, the Payment of Gratuity Act, and the Maternity Benefit Act, mapped to your entity and state.

The Code on Wages, 2019 is one of the four new Labour Codes consolidating 29 central Acts, and it's being notified in stages across states. Section 3 mandates equal pay for equal work — currently on the ground of gender. Depending on your state's notification status, it can also change how "wages" is defined for PF, gratuity, and bonus calculations. We track each Code's state-wise rollout so appointment letters and salary structures stay compliant through the transition, rather than needing a retroactive fix.

It scales both directions. A seed-stage or Series-A company usually just needs its statutory registrations, first appointment letters, and a compliant payroll cycle stood up correctly from day one — cheap to fix now, expensive to unwind later. A growth-stage or investor-backed company typically adds organization structuring, HRMS/ERP implementation, and a governance rhythm ahead of due diligence. Every engagement is scoped from the same five-function register, taken in the combination your stage actually needs.

A rotating vendor processes transactions; PAC runs a fixed monthly compliance rhythm under three named partners who stay accountable for the engagement — not a different point of contact each cycle. It's a governance and business-architecture function, not administrative overflow: statutory precision (EPF, ESIC, PT, LWF, CLRA, the Factories Act, the Shops & Establishments Acts, the Industrial Disputes Act), documented approvals, and an evidence trail on every filing.

Healthcare and diagnostics is our deepest bench — IVD manufacturing, diagnostic networks, and hub-and-spoke lab logistics — alongside banking and finance, information technology, FMCG, agriculture, oil and gas, hospitality, and real estate and mining. The practice is headquartered in Lucknow, Uttar Pradesh, with engagements running pan-India across every state where our clients operate.