Can HR Issue an Irrevocable Mandate for Deduction From Salary for a Personal Loan?

Hi Team, An employee has approached me with a request to authorize the form Appendix-30, titled "Irrevocable Mandate for Deduction From Salary" for his personal loan. Can we, as the HR team, issue the aforementioned form? Please provide your suggestions.

As an HR professional, issuing an irrevocable mandate for deduction from an employee's salary for a personal loan involves legal and ethical considerations. Here are some steps to guide you through this process:

1. Review Relevant Policies: Check your company's policies and applicable labor laws to ensure that such deductions are permissible and comply with regulations.

2. Employee Consent: Ensure that the employee's request is voluntary and that they have provided explicit consent for the deduction.

3. Documentation: Maintain proper documentation of the employee's request, consent, and the terms of the deduction in accordance with record-keeping requirements.

4. Transparency: Clearly communicate with the employee about the deduction, including the amount, frequency, and duration, to avoid misunderstandings.

5. Compliance: Ensure that the deduction does not violate any labor laws or regulations regarding minimum wage requirements or other statutory deductions.

6. Confidentiality: Handle the employee's personal loan information with utmost confidentiality and ensure data protection measures are in place.

7. Review Process: Regularly review the deduction process to ensure it remains fair and compliant with relevant laws and regulations.

By following these steps and consulting with legal counsel if necessary, you can navigate the process of issuing an irrevocable mandate for deduction from an employee's salary for a personal loan effectively and ethically.

Dear Ramesh,
The HR can authorize the form Appendix, ("Irrevocable Mandate for Deduction From Salary") for an employee's personal loan. The real work starts for the HR to deduct the installment amount from the salary and remit the amount to the bank or the financial institution every month. Thus, the workload of the HR department is enhanced, and the company can be sued for delays and non-remittance of instalments.
The easiest procedure is to send the salary to the employee's nominated bank. The bank would do the remittance from the account of the employees to the institution that granted the loan.
This is the most headache-free procedure. The HR should negotiate with the operating bank to extend this service.