Dear Professionals,
Greetings!
Due to the current market scenario, my company's management is considering reducing salaries. The management believes that since PF and Gratuity are linked to the basic salary, we should decrease the basic pay.
Please let me know if it is legal to reduce the basic salary. If so, what steps and compliance procedures do we need to follow?
Please note that we currently pay above the minimum wage, and PF is calculated based on the actual basic salary. Most of our employees fall under the staff/officer category.
Thank you in advance.
From India, Pune
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1Greetings!
Due to the current market scenario, my company's management is considering reducing salaries. The management believes that since PF and Gratuity are linked to the basic salary, we should decrease the basic pay.
Please let me know if it is legal to reduce the basic salary. If so, what steps and compliance procedures do we need to follow?
Please note that we currently pay above the minimum wage, and PF is calculated based on the actual basic salary. Most of our employees fall under the staff/officer category.
Thank you in advance.
From India, Pune
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Dear Amit,
Basic pay cannot be reduced across the board due to PF and Gratuity contributions. In one odd case, basic can be reduced owing to the result of disciplinary action initiated.
The Regional PF Commissioner can help you by referring to relevant paragraphs of the PF and MP Act. Please be very cautious and keep the communication verbal as far as possible.
Thanks,
Manish
From India, New Delhi
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Basic pay cannot be reduced across the board due to PF and Gratuity contributions. In one odd case, basic can be reduced owing to the result of disciplinary action initiated.
The Regional PF Commissioner can help you by referring to relevant paragraphs of the PF and MP Act. Please be very cautious and keep the communication verbal as far as possible.
Thanks,
Manish
From India, New Delhi
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I would disagree.
The provision in the PF Act that you are referring to states that when PF is first being introduced in the company, the salary cannot be brought down to recover the employer's contribution to PF from the employee's salary. This rule does not apply when the employees are already covered by PF. In adverse business conditions, the business is free to reduce wages, subject to the provisions of the law. Key points to note:
1. The reduced basic salary should not fall below the amount specified in the Minimum Wages Act.
2. The provisions of the Industrial Dispute Act must be followed regarding the notification of changes in service conditions (in this case, salary).
3. If standing orders apply, the specified process must be followed.
Reducing only the basic salary is not a good idea. You are likely to receive a notice from the department, and your records and organization will come under scrutiny. If it can be proven that the reduction was solely to lower PF contributions and that the pretext of wage reduction is a cover, you could face serious trouble.
Moreover, in most states, minimum wages are already close to ₹6,500, which is the ceiling under the PF Act. So, how much are you actually going to save?
You are permitted to reduce salaries (provided you are not concerned about retaining employees), but it should not be done with malicious intent.
From India, Mumbai
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The provision in the PF Act that you are referring to states that when PF is first being introduced in the company, the salary cannot be brought down to recover the employer's contribution to PF from the employee's salary. This rule does not apply when the employees are already covered by PF. In adverse business conditions, the business is free to reduce wages, subject to the provisions of the law. Key points to note:
1. The reduced basic salary should not fall below the amount specified in the Minimum Wages Act.
2. The provisions of the Industrial Dispute Act must be followed regarding the notification of changes in service conditions (in this case, salary).
3. If standing orders apply, the specified process must be followed.
Reducing only the basic salary is not a good idea. You are likely to receive a notice from the department, and your records and organization will come under scrutiny. If it can be proven that the reduction was solely to lower PF contributions and that the pretext of wage reduction is a cover, you could face serious trouble.
Moreover, in most states, minimum wages are already close to ₹6,500, which is the ceiling under the PF Act. So, how much are you actually going to save?
You are permitted to reduce salaries (provided you are not concerned about retaining employees), but it should not be done with malicious intent.
From India, Mumbai
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