Hi Seniors,
Thank you for your valuable suggestions that you all gave me before. I want to know about the salary calculation. In my company, the Basic pay varies from salary to salary, and I am not sure how they calculate the percentage. I have searched on many sites, and it differs from one to another.
How do I calculate the Basic pay, HRA, Conveyance, special allowances? Does it really vary from company to company and salary to salary? Please advise me on this.
Thanks & Regards,
Swathi
(swathi.vennala3@gmail.com)
From India, Visakhapatnam
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6Thank you for your valuable suggestions that you all gave me before. I want to know about the salary calculation. In my company, the Basic pay varies from salary to salary, and I am not sure how they calculate the percentage. I have searched on many sites, and it differs from one to another.
How do I calculate the Basic pay, HRA, Conveyance, special allowances? Does it really vary from company to company and salary to salary? Please advise me on this.
Thanks & Regards,
Swathi
(swathi.vennala3@gmail.com)
From India, Visakhapatnam
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Hi,
Yes, it's different from company to company and salary to salary. As you know, the basic is fully taxable, and there are no rules and regulations for considering Basic. The simple thing to always remember is to take basic below 40% (because it's a fully taxable component, so try to give a lesser amount).
HRA is either 40% or 50%, depending on metro and non-metro cities. HRA will always be calculated on Basic.
Conveyance tax exemption is 800. If you give more than the exempted amount, then the employee will be taxable above Rs. 800.
Special allowance equals gross minus all components (Basic, HRA, Conveyance).
I hope this information will help you.
From India, Mumbai
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Yes, it's different from company to company and salary to salary. As you know, the basic is fully taxable, and there are no rules and regulations for considering Basic. The simple thing to always remember is to take basic below 40% (because it's a fully taxable component, so try to give a lesser amount).
HRA is either 40% or 50%, depending on metro and non-metro cities. HRA will always be calculated on Basic.
Conveyance tax exemption is 800. If you give more than the exempted amount, then the employee will be taxable above Rs. 800.
Special allowance equals gross minus all components (Basic, HRA, Conveyance).
I hope this information will help you.
From India, Mumbai
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Hi,
Generally, the basic salary should be 50% of the gross salary, and HRA should be 40% (Non-Metro) or 50% (Metro) of the basic salary. As mentioned by Mr. Ravi, conveyance up to 800 is tax-exempt.
For instance, if Gross = 30,000:
- Basic should be 15,000
- HRA should be 7,500
- Conveyance 800
Totaling to 23,300. If there are no other allowances as per company policy, then the Special Allowance would be (30,000 - 23,300) = 6,700.
The annexure would be as follows:
- Basic should be 15,000
- HRA should be 7,500
- Conveyance 800
- Special Allowance 6,700
- Gross Salary = 30,000.
I hope this explanation clears up any doubts.
Regards,
Pijush Chunari
Email: p.chunari@gmail.com
From India, Bagnan
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Generally, the basic salary should be 50% of the gross salary, and HRA should be 40% (Non-Metro) or 50% (Metro) of the basic salary. As mentioned by Mr. Ravi, conveyance up to 800 is tax-exempt.
For instance, if Gross = 30,000:
- Basic should be 15,000
- HRA should be 7,500
- Conveyance 800
Totaling to 23,300. If there are no other allowances as per company policy, then the Special Allowance would be (30,000 - 23,300) = 6,700.
The annexure would be as follows:
- Basic should be 15,000
- HRA should be 7,500
- Conveyance 800
- Special Allowance 6,700
- Gross Salary = 30,000.
I hope this explanation clears up any doubts.
Regards,
Pijush Chunari
Email: p.chunari@gmail.com
From India, Bagnan
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Hi,
Pijush, don't say that it should be 50%. I won't agree with that because most companies' basic is below 40%, else up to 40%. As you know, Pijush, Basic is fully taxable. Then what is the use of giving 50%?
From India, Mumbai
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Pijush, don't say that it should be 50%. I won't agree with that because most companies' basic is below 40%, else up to 40%. As you know, Pijush, Basic is fully taxable. Then what is the use of giving 50%?
From India, Mumbai
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Hello,
I know that most companies offer a 50% basic salary, but it varies from company to company. I am referring to the general and simple structure. The salary structure depends entirely on the company's policies.
From India, Bagnan
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I know that most companies offer a 50% basic salary, but it varies from company to company. I am referring to the general and simple structure. The salary structure depends entirely on the company's policies.
From India, Bagnan
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There is no hard and fast rule that the basic salary should be 40% or 50% of the gross salary. As per MWA, the basic pay should not be less than the minimum wage. We can work backwards after covering all the exempted tax structures and arrive at the basic salary by reverse calculation too, so there is no need to fix the basic salary at 40% or 50%.
From India, Ahmadabad
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From India, Ahmadabad
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Thanks for quick and valuable answers. In my company basic pay is differ from one salary to another how they will calculate it.why it is not equal to every one. Here basic pay is 65%
From India, Visakhapatnam
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From India, Visakhapatnam
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As I said earlier, there is no hard and fast rule; it can be any. In some companies, Basic is kept higher so that all statutory calculations are based on Basic + DA. This benefits the employees more, and that is the rationale behind having a higher Basic salary.
From India, Ahmadabad
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From India, Ahmadabad
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Hi,
I think in your company, manpower is more, so they may have formed different groups like:
- If an employee's salary is between 10000 to 20000, then it falls under Band-1.
- If an employee's salary is between 20000 to 40000, then it belongs to Band-2.
For this reason, they may have prepared different CTC's for different bands. These could be the possibilities. Is it so?
From India, Mumbai
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I think in your company, manpower is more, so they may have formed different groups like:
- If an employee's salary is between 10000 to 20000, then it falls under Band-1.
- If an employee's salary is between 20000 to 40000, then it belongs to Band-2.
For this reason, they may have prepared different CTC's for different bands. These could be the possibilities. Is it so?
From India, Mumbai
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Hi, Ms. Swathi.
As our colleagues suggested, there are no hard and fast rules in the salary components, and I agree with that. The only thing that should be followed is that salaries are divided to save the employees' TDS. However, we should ensure that basic wages are not lower than the minimum wages set by the act. At the same time, most companies follow the practice of setting the basic wage at 50% of the gross salary.
From India, Bangalore
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As our colleagues suggested, there are no hard and fast rules in the salary components, and I agree with that. The only thing that should be followed is that salaries are divided to save the employees' TDS. However, we should ensure that basic wages are not lower than the minimum wages set by the act. At the same time, most companies follow the practice of setting the basic wage at 50% of the gross salary.
From India, Bangalore
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Hello,
The salary structures depend upon the company and employees. Normally, the organized sectors will have their own salary structure with grades and scales of basic pay fixed by the designations and nature of work. The dearness allowances are also fixed in 3 to 4 slabs of basic salary. Besides this, some organizations are also giving Variable Dearness Allowances based on the Consumer Price Index on a quarterly basis. HRA, Washing Allowances, CCA, etc., depend upon the agreement or settlement as per the Industrial Dispute Act.
In the absence of this, if the company is paying a lump sum salary that should not be less than the Minimum Rates of Wages, then it is advisable to break it into Basic, VDA, HRA, Traveling, Education, etc. Restrict the Basic and DA as per the Minimum wages and the remaining as per convenience to be shown in the wage register.
Normally, the breakup of a lump sum salary shall be 50% Basic, 25% DA, 15% HRA, and 10% as washing allowances. In such a case, Basic and DA will be considered for the computation of Provident Fund, Bonus, and Gratuity, etc.
This is what we were following in a well-established mining sector in Goa.
Adoni Suguresh, Sr. Executive (Pers and Adm) Rtd.
From India, Bidar
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The salary structures depend upon the company and employees. Normally, the organized sectors will have their own salary structure with grades and scales of basic pay fixed by the designations and nature of work. The dearness allowances are also fixed in 3 to 4 slabs of basic salary. Besides this, some organizations are also giving Variable Dearness Allowances based on the Consumer Price Index on a quarterly basis. HRA, Washing Allowances, CCA, etc., depend upon the agreement or settlement as per the Industrial Dispute Act.
In the absence of this, if the company is paying a lump sum salary that should not be less than the Minimum Rates of Wages, then it is advisable to break it into Basic, VDA, HRA, Traveling, Education, etc. Restrict the Basic and DA as per the Minimum wages and the remaining as per convenience to be shown in the wage register.
Normally, the breakup of a lump sum salary shall be 50% Basic, 25% DA, 15% HRA, and 10% as washing allowances. In such a case, Basic and DA will be considered for the computation of Provident Fund, Bonus, and Gratuity, etc.
This is what we were following in a well-established mining sector in Goa.
Adoni Suguresh, Sr. Executive (Pers and Adm) Rtd.
From India, Bidar
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Hi all,
It depends on the company whether it gives 40%, 50%, or 35% as it is the company's policy regarding the salary structure. The basics are also attached with the company's gradation chart, so it doesn't matter much about the basics and HRA.
From India, Ahmedabad
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It depends on the company whether it gives 40%, 50%, or 35% as it is the company's policy regarding the salary structure. The basics are also attached with the company's gradation chart, so it doesn't matter much about the basics and HRA.
From India, Ahmedabad
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Hi all, Is the D. A . is compulsory for service provider industry? Regards Manoj
From India, Pune
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From India, Pune
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(Fact Checked)-The question is about D.A. in the service provider industry, not mentioned in the original post. It's not mandatory but can be included in compensation packages. (1 Acknowledge point)
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SALARY SHEET CALCULATION.xls
Salary calculation.doc
CiteHR.AI
(Fact Checked)-The user reply contains accurate information regarding the calculation of Basic Pay, considering there is no fixed rule on the percentage. No amendments needed. (1 Acknowledge point)