Hi all,
According to my knowledge, gratuity is purely an employer's contribution. However, why do some companies mention the gratuity deduction in the offer letter salary breakdowns? An employee is not sure if he/she will spend 5 years in the organization or not. How will it be possible to deduct from the employee's salary?
From India, Bangalore
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2According to my knowledge, gratuity is purely an employer's contribution. However, why do some companies mention the gratuity deduction in the offer letter salary breakdowns? An employee is not sure if he/she will spend 5 years in the organization or not. How will it be possible to deduct from the employee's salary?
From India, Bangalore
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Hi Sharon, Yes, ideally they should not. But just to show the CTC attractive and also since this is an cost factor for them, they always show it in Salary Breakup while making the offer. Ukmitra
From Saudi Arabia, Riyadh
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From Saudi Arabia, Riyadh
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Hi,
The gratuity is payable to an employee by the employer after the completion of a stipulated period of service as per the Gratuity Act. Hence, this becomes a cost to the company and is mandatory to show in the salary breakup. However, the same is not deducted from the salary earned by the employee.
Regarding the period of service, if an employee serves for 5 years or not, it does not mean that the employer will not include the gratuity component in the CTC sheet of the employee. However, if the employee does not fulfill the condition of service for availing gratuity, he will not be entitled to receive the same.
In short, gratuity is a kind of retention tool used as a welfare measure for employees, at least in my opinion as an HR person.
Thanks,
Bijay
From India, Vadodara
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The gratuity is payable to an employee by the employer after the completion of a stipulated period of service as per the Gratuity Act. Hence, this becomes a cost to the company and is mandatory to show in the salary breakup. However, the same is not deducted from the salary earned by the employee.
Regarding the period of service, if an employee serves for 5 years or not, it does not mean that the employer will not include the gratuity component in the CTC sheet of the employee. However, if the employee does not fulfill the condition of service for availing gratuity, he will not be entitled to receive the same.
In short, gratuity is a kind of retention tool used as a welfare measure for employees, at least in my opinion as an HR person.
Thanks,
Bijay
From India, Vadodara
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Do not be too carried away by the sum shown as CTC. Calculate the net salary and benefits you get before accepting an offer. Mentioning gratuity and employer's share of EPF is an attractive gimmick. They are the statutory obligations.
Varghese Mathew
From India, Thiruvananthapuram
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Varghese Mathew
From India, Thiruvananthapuram
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Dear Sharon,
The gratuity component shown in the CTC breakup is only the provision the company makes in the event the employee has to be paid gratuity at the time of his leaving the company when he has completed service as per the provisions of the Gratuity Act. It is not a deduction from the employee's salary.
Some companies contribute every year towards a Group Gratuity scheme promoted by LIC of India. LIC of India furnishes an actuarial valuation of the liability of the employer every year, and the employer contributes the amount indicated by LIC to bridge the liability. When an employee leaves, the employer submits an application for payment of Gratuity subject to the condition that the employee fulfills the criteria as stated above. Based on this application, LIC of India effects the gratuity payment to the employee through the employer, subject to the availability of funds in the employer's account. In other words, only if the employer contributes and pays up the amount to LIC will the amount be available in the employer's account. So, to fund this scheme, employers include this as part of CTC in the salary component. However, if the employee does not fulfill the eligibility criteria for receiving gratuity, he will not receive gratuity. The contributions paid by the employer in respect of this employee will be set off against the future liability of the employer.
Trust the matter is clear.
M.V. Kannan
From India, Madras
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The gratuity component shown in the CTC breakup is only the provision the company makes in the event the employee has to be paid gratuity at the time of his leaving the company when he has completed service as per the provisions of the Gratuity Act. It is not a deduction from the employee's salary.
Some companies contribute every year towards a Group Gratuity scheme promoted by LIC of India. LIC of India furnishes an actuarial valuation of the liability of the employer every year, and the employer contributes the amount indicated by LIC to bridge the liability. When an employee leaves, the employer submits an application for payment of Gratuity subject to the condition that the employee fulfills the criteria as stated above. Based on this application, LIC of India effects the gratuity payment to the employee through the employer, subject to the availability of funds in the employer's account. In other words, only if the employer contributes and pays up the amount to LIC will the amount be available in the employer's account. So, to fund this scheme, employers include this as part of CTC in the salary component. However, if the employee does not fulfill the eligibility criteria for receiving gratuity, he will not receive gratuity. The contributions paid by the employer in respect of this employee will be set off against the future liability of the employer.
Trust the matter is clear.
M.V. Kannan
From India, Madras
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Dear Seniors and friends,
If Management is showing Gratuity as a part of Salary in CTC, then if an employee leaves before 5 years, then management has to pay his Gratuity because this is part of salary as per my understanding, except your valuable comments.
Regards,
Snitu
From India, Pune
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If Management is showing Gratuity as a part of Salary in CTC, then if an employee leaves before 5 years, then management has to pay his Gratuity because this is part of salary as per my understanding, except your valuable comments.
Regards,
Snitu
From India, Pune
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CTC can be included in salary and there is no violation,however if company is deducting the CTC then employer has to pay even leaving the company before completion of 5 years.
From India, Delhi
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From India, Delhi
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Gratuity payment, as Mr. Kannan said, is a cost incurred when engaging an employee in the organization. Don't you calculate and prepare your estimate when conducting a function at home? Similarly, an employer prepares a budget sheet (may be CTC-based) when engaging an employee. It is up to the employee to accept or reject.
There is no gimmick or tactic required for an employer to entice an employee. The company needs to set aside a gratuity fund so that when an eligible employee applies for their gratuity, the company must be able to pay as it is a statutory obligation.
There is no requirement to pay gratuity when an employee separates before the stipulated period as per the provisions of the Act, even if it is included in the CTC.
V. Balaji
From India, Madras
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There is no gimmick or tactic required for an employer to entice an employee. The company needs to set aside a gratuity fund so that when an eligible employee applies for their gratuity, the company must be able to pay as it is a statutory obligation.
There is no requirement to pay gratuity when an employee separates before the stipulated period as per the provisions of the Act, even if it is included in the CTC.
V. Balaji
From India, Madras
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Mr. Balaji is right. However, I feel the need to add that gratuity is a statutory component of an employee's salary for which every employer is responsible to comply.
On the other hand, I find that many employees are misled about its terms and conditions. HR persons, on behalf of the employer, can use this privilege of gratuity as a retention tool by spreading proper awareness among employees under the directives and as per the policies of the company.
Thanks,
Bijay
From India, Vadodara
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On the other hand, I find that many employees are misled about its terms and conditions. HR persons, on behalf of the employer, can use this privilege of gratuity as a retention tool by spreading proper awareness among employees under the directives and as per the policies of the company.
Thanks,
Bijay
From India, Vadodara
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Mr. Khannan has given clear information about Gratuity. I have a small clarification. In case an employer contributes to LIC of India on a yearly basis and an employee leaves before eligibility, what will LIC of India do in this case? Will they pay back to the employer or reduce the proportionate amount in the next contribution?
From India, Hyderabad
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From India, Hyderabad
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Actually, it is a cost factor for the employer and so that they add it to the offer letter as salary break-ups.
From India, Lucknow
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From India, Lucknow
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Mr. Khanna has already clarified in his reply that if any employee leaves the company before completion of the prescribed period, the amount of gratuity paid to the LIC will be set off. That means the employee who leaves the company before completing five years will not be eligible for the Gratuity payment, but the amount held by the LIC to this extent will be adjusted in the following amount to be paid by the employer to LIC. Hope this is clear now.
Eswararao Ivaturi.
From United States, Cupertino
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Eswararao Ivaturi.
From United States, Cupertino
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Hi,
I have a query. If an employer does not include Gratuity as part of CTC and the employee has completed at least 5 years of service, and the employer has not made any contributions every year, how do you calculate Gratuity? Will it be limited to the formula: Last drawn basic x number of years of service x 15/26?
From India, Mumbai
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I have a query. If an employer does not include Gratuity as part of CTC and the employee has completed at least 5 years of service, and the employer has not made any contributions every year, how do you calculate Gratuity? Will it be limited to the formula: Last drawn basic x number of years of service x 15/26?
From India, Mumbai
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Irrespective of whether the employer makes a contribution or provision for Gratuity, if the employee completes the eligibility period of 5 years (now companies pay if the employee completes 4 years of service and 240 days in the 5th year), the employer has to pay Gratuity as per the provisions stated by you.
Regards,
M.V. Kannan
From India, Madras
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Regards,
M.V. Kannan
From India, Madras
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