Confused About Employer PF Deduction in Gross Salary? Seeking Advice on Adjustments

I have joined a new company a few days ago. After my interview, they sent me an email regarding my salary offer, and the contents of the email are:

"As per the salary structure of our company, you will receive more than 38,000/- gross salary during your probation period. After the confirmation of your job, you will be entitled to LTA and Medical Allowance."

I inquired about the detailed salary breakup, but they did not provide it. Now that I have joined this company, they issued my appointment letter. During the discussion over the salary breakup, they mentioned that the employer PF is also a part of my gross salary. By calculating this, I am receiving a lower take-home salary compared to my previous employer, where the employer PF deduction was not considered a part of the gross salary.

I understood that 38,000 would be my gross salary and the PF deduction would only be on one side, so I accepted the offer. However, after joining, I received new information. Kindly suggest what I can do regarding the PF deduction of the employer being exempted from my part or if it will be adjusted elsewhere.

Thank you.

Dear Yami,

"Understanding Gross Salary"

"Gross Salary" refers to the total amount of salary payable to an employee in a given wage period as agreed in the contract of employment. Here, the term "payable" connotes the actual amount calculated at the agreed rates and payable before statutory deductions, if any. The employer's contribution to any statutory fund like the EPF, ESI, Group Gratuity Scheme, or to any other Welfare Scheme like Health Insurance to employees and their families as provided for under the contract of employment, if any, would not certainly form part of wages, particularly gross wages/salary by any stretch of imagination.

Options During Probation

Now, since you've joined the organization and you are in the probation period, there are two options available before you: One is meek acceptance in anticipation of career benefits in the future in the same organization, and the other is agitating the issue as vehemently as possible so as to make the management realize that it is a breach of contract based on misinterpretation that can lead to the cancellation of the contract by yourself.