Reading Time: 3 minutes

paternity leave in India – A child is born, and life as the parents knew it comes to a stop. Nevertheless, in many Indian offices, only one parent is expected to stop, and that is the mother.

It is time to ask, Why is this ever a one-sided responsibility?

Paternity leave in India is a statement. A statement that fathers matter. Caregiving is not gender-defined. And that workplaces must change to accommodate family values in the real sense. 

And while the law and the official stances still have a way to go. It has certainly allowed some space for conversation, which is where change begins.

What is Paternity Leave?

A paternity leave means taking time off, paid or unpaid, by the father. 

The paternity leave will mostly strengthen the bond between a father and a newborn. While also supporting the woman during the very first days of parenthood. 

Across the globe, awareness is rising regarding paternity leave. However, there has been slow development regarding this in India. Nevertheless, it is not without reason.

Is Paternity Leave Mandatory in India?

Until now, there has been no law in India providing for paternity leave in the private sector.

Two weeks of paternity leave have been ruled out by the Central government. For its male employees governed by the Central Civil Services (Joining Time) Rules.

Unfortunately, private businesses are not bound to provide it by law. 

Progressive companies have begun to extend paid paternity leave. In support of modern family values, however.

Importance of Paternity Leave in India

There are indeed so many benefits brought in by paternity leave. 

1. Encouragement of Shared Parenting 

First, it promotes co-parenting.

They break stereotypes and also encourage gender balance at home and in the workplace.

2. Strengthens Bonding

It will build more emotional ties between father and child in the early stages.

 Therefore, it takes off some of the weight from the mother. And gives her the joy of entering into parenthood.

3. Help in Balancing Work and Life 

Also, this inhibits the act of getting rid of guilt from a father. This gives him an improved work-life balance, reduces stress. And increases job satisfaction.

Companies that Provide Paternity Leave in India 

Some private organizations are already talking about a 2-week to 6-month paid paternity leave. 

These are mostly from the big names in tech, banking, and startups. This is how, in India, employee benefits were going to be redefined.

HR Measures Offering Paternity Leave in India

Actually, HR policies must be changed according to the changes in needs.

So, here are some ways in which the HR professional can help support:

• Design inclusive leave policies for both parents.
• Provide flexible work hours after leave.
• Encourage open conversations about the roles that each parent would assume.

Through these activities, HR teams contribute to a culture of support and inclusion in the workplace.

Paternity Leave and Maternity Leave

You might ask: how does a paternity leave compare with a maternity leave? Legally, paternity leave in India is virtually unstructured. Unlike maternity leave, which is legally available (26 weeks). 

This act, in fact, propagates the ideology that parenting is purely the job of the mother.

Moving Forward 

Definitely, India requires a national policy, going by the paternity leave in the private sector. 

As the families evolve, so do the policies. It is not necessary that the good policy supports the father. And it’s also a business win. Happy and supported employees are more productive. Paid equal leave for childbirth indicates that companies care not only for business but also for people.

Conclusion

Paternity Leave in India—an ever-growing need, not a luxury. While government employees benefit from it, the private sector still has miles to go. Supportive of HR policies, many companies can foster parenting inclusiveness and empathy. As awareness increases, we hope such policies will protect all new parents. Fathers included—not only mothers.

FAQs

Q1. Where is the number of days for paternity leave in India indexed? 

For government employees, 15 days are available. For private employees, it really depends on the organization’s policy.

Q2. Is paternity leave legally mandatory for private workers in India? 

Not yet; however, the idea of granting paternity leave is favoured by many companies. For their own employees.

Q3. Can HR be an enabler in setting a perspective for encouraging paternal leave?

HR needs to create leave policies that have fair provisions. So that people can see the importance of equal sharing of parenting.

Q4. Does every company in India offer paternity leave?

 No, only a handful of progressive companies extend the facility of paternity leave. In their employee benefits in Hr software.

 

Reading Time: 3 minutes

Today, the workplace is not confined to the four walls of an office. Work-from-home has really changed how companies and employees conduct their business. With the advancement in digital tools as well as internet access, anyone can work at home. Especially now, after the pandemic, remote working has become a long-term business model. Rather than being viewed as a temporary stopgap. Let us find out today how this work from home would be more than just a trend; rather, it would shape the future of work. 

What is work from home? 

Work From Home is an employee’s way to perform the job he was hired to do. From personal spaces using laptops, Wi-Fi, and collaboration platforms. Most importantly, for working individuals without having to go anywhere. Transporting them to any office. They will be virtually meeting and completing their tasks from home. 

Moreover, companies nowadays manage their workforces without a fuss. Through the application of such HR management system solutions. To ensure that the workflow would be organized and smooth.

Work From Home Advantages

The WFH model brings several pros for employees. As well as companies.

Let’s talk about these one by one:

1. Enhanced Flexibility 

To start with, WFH offers unparalleled flexibility.

Which leads to a greater work-life balance, better mental health & increased job satisfaction.

2. Significant Cost Savings

Also obliterated is the daily commute to and fro from work, food, and formal clothes.

 For example, a corporation saves a lot on office spaces, electricity & other operational costs.

3. Enhanced Productivity 

Interestingly, remote workers usually outperform their office-bound counterparts.

Fewer distractions, customized work environments, and decreased stress lead to higher productivity.

Performance management systems thus allow organizations to track development without being intrusive.

4. Wider Access to Talent 

This way, they have opportunities to find and recruit the world’s most talented individuals. And form dynamic and diverse teams.

Challenges of Work From Home

However, although WFH has numerous advantages, it does come with challenges.

1. Communication Issues

Since employees are working from home, at times, communication can be tricky.

 Nothing else can come close to a physical meeting.

 Some things can be misunderstood or missed altogether, thus delaying projects.

2. Isolation and Mental Health

There are chances that employees start feeling lonely for their team.

Long isolation, if not handled well, can create emotional fatigue or even burnout.

So, now several companies have started laying more emphasis on the engagement tools. To promote team spirit and develop relationships. 

3. Effectively Managing Remote Teams

Managing a distributed team needs new skills and methods.

It aids management in task assignment & monitoring performance. And keeping the team on track.

HR’s Role in Enabling Work From Home

Let us not forget the backbone of this transition—HR teams. The other major player in making work-from-home setups work is HR. They frame flexible work policies that are then equipped with employee wellness support. Tools and training courses. Most importantly, they ensure that no employee feels excluded from participation. Facilitating personal development through different L&D initiatives. 

Work From Home vs. Hybrid Work Model

You might be wondering: so is full-time WFH the only show in town? Not quite. 

A lot of companies these days, however, go for the Hybrid Work Model. Pairing flexibility with in-person collaboration. Employees are encouraged to alternate between working in the office and working remotely. 

Types of jobs involved, and, most importantly, employee preferences. Hence, flexibility is paramount for organizations ready for the future.

Tips to Make Work from Home a Little Easier

Apart from that, plenty of remote-working tips exist:

Establish Solid Expectations: Propose goals, deadlines, and responsibilities.

Focus on Outcome: In place of hours worked, assess employees against results.

Encourage Communication: Have regularly scheduled check-ins. Meetings for virtual interactions and feedback.

Promote Mental Wellness: Offer resources and initiatives to support employees. 

These companies live even in a remote-first environment. Because they couple with intelligent strategies. With the enabling HR management system.

Conclusion

In conclusion, Work From Home is not an alternative but a way of life. 

It grants employees freedom, greater productivity. And decreases expenditures for the companies. 

However, proactive solutions have to be found for challenges. Like poor communication and isolation.

With employee engagement applications and remote work management. The full potential of remote working can be realized by organizations.

In this way, the ideal future is only for those companies that embrace flexibility. Trust and creativity.

FAQs

Q1. What is Work From Home?

 It means employees can do their job from home without going to a brick-and-mortar office.

 

Q2. What advantages do companies reap from Work From Home?

 It lowers operational costs, raises productivity, and the world is the talent pool.

 

Q3. What are the challenges for remote workers?

 Challenges include communication barriers, isolation, and lack of coordination among teams. 

 

Q4. What support should HR teams offer distant workers?

They must have supportive policies, mental health resources, and engagement tools. Continuous training should be available through learning and development programs in hr management system.

 

Reading Time: 3 minutes

Doesn’t it excite you how companies remain organized & efficient with hundreds of employees? In this fast-paced work environment. Clarity on who is doing what becomes very important. Let’s understand the company organizational chart. Why are they important, and the influence do they possess on your professional life?

Company Organisational Chart Defined

It is a presentation of a company’s structure. Marking out the levels of management from top executive to junior employee.

Furthermore, it shows:

• Different Departments

• Reporting Lines

• Levels of Authority

• Relations Between Teams

These days, many companies leverage modern HR management systems. To prepare and maintain these charts.

What Goes into a Company Organizational Chart? 

Now, let’s take a moment to further define what goes into creating a good organizational chart:

1. Levels in the Hierarchy

First, it represents the hierarchy from the CEO to team members clearly.

This means employees can know whom they report to.

2. Departmental Divisions

Next, the departments segregate within themselves: Marketing, Finance, Sales, and HR.

3. Roles

Then, it details the title and key responsibilities associated with each position. 

4. Reporting Relationships

Finally, it represents direct reporting lines and team structures.

That is when communication is better structured. 

Today, most companies manage these elements efficiently through advanced performance management systems.

Why is a company’s Organisational Chart Important?

Having a clear structure helps in several ways:

• Clear flow of communication

• Faster decision-making

• Better accountability for employees

• Smooth onboarding process

• Improved workforce planning

Thus, it is quite helpful for managers as well as employees to know the chart.

Types of Company Organisational Chart

Interestingly, companies do not follow a single organizational chart. 

Different structures apply depending on size and goals:

1. Hierarchical Chart

This is the model most commonly used. 

2. Flat Structure

It is often used by startup firms, encouraging openness and quick decision-making. 

3. Matrix Structure

This structure works best in project-oriented companies.

In the current day, many companies use the organizational development strategy. To design different types of structures.

Steps to Create a Company Organizational Chart

Here are simple actions to take if you are making an org chart:

• Gather all job titles
• Define lines of reporting

• Group them into departments

• Choose an org chart format (hierarchical, flat, or matrix)

Use human resources software for easy updates and continued maintenance of the chart. Even after promotions, hiring, or restructuring.

What’s HR Tech Doing With the Company Organisational Charts?

It is now much easier to manage organisational charts thanks to technology.

Modern HR tools can now: 

• Auto-update charts after promotions or new hires 

• Integrate an employee profile with charts 

• Facilitate succession planning 

• Stimulate inter-team collaboration 

Thus, smart companies use an HR management system. To make charts more dynamic & accurate.

Company Organizational Charts and Succession Planning

 Company Organisational charts are also a huge aid to succession planning.

Clarity about the present structure will enable the HR teams. To identify potential future leaders. Facilitate the creation of internal talent pipelines. Bridge skill gaps to reduce reliance on external recruitment.

Common Mistakes to Avoid When Working with Organisational Charts

While creating or updating a chart, keep the following common mistakes in mind:

• Complicating matters

• Forgetting to update when changes are made

• Missing out on interdepartmental connections

• Not representing the way the business really works

If you are able to steer clear of these mistakes. Your company’s organisational chart would stay relevant as a working tool. Rather than merely being ceremonial.

Conclusion

Company organisational charts are visual tools that maintain charm and order. Promote communication, and clearly define responsibility. These days, companies are smartly incorporating it. With other HR management systems, performance management systems. Organisational development and human resources computer-based solutions. 

Beyond that, a good organisational structure has the goodness of enhancing productivity. Via strengthening collaboration towards firm growth. It’s high time that a really good chart is still missing in your organisation!

FAQs

Q1. What is the function of a Company Organizational Chart?

It lays out the structure of a company, specifying roles, responsibilities & reporting relationships. 

Q2. Which industries use organisational charts?

Almost all industries, be it IT, healthcare, manufacturing, or education. Are you using organisational charts for effective internal communication?

Q3. How often should a company update its organisational chart?

As a rule of thumb, after every single major change. Promotion, hiring, layoff, or organizational restructuring. 

Q4. Can organisational charts be used in startups?

Absolutely! Actually, most startups use flat organisational charts. Because they are easier to be flexible and accountable in Hr Software.

 

Reading Time: 3 minutes

Have you ever wondered why there are variances in pay among two individuals in a similar company?. Today we talking about india salary structure.

Well, the Indian salary structure is pretty much the answer to the question. It is more elaborate than it looks on the surface.

Whether you are an employee, a job seeker. Let’s make it simple for you.

What is India Salary Structure?

Basically, in India salary structure is a blend of some integrants. The person’s gross remuneration is divided here. 

It’s not just your basic pay. A lot of other heads are there within the remuneration category. Such as allowances, bonuses, deductions, and others.

A salary structure is set by different companies based on government rules. Industry standards and payroll management systems.

Main parts are:

Basic Salary

House Rent Allowance (HRA)

Dearness Allowance (DA)

Provident Fund (PF)

Professional Tax (PT)

Special allowances

Each of those will have its own purpose and affect your actual take-home pay differently.

Key Components of the Indian Salary Structure

Let’s discuss one after another about the important parts among them:

1. Basic Salary

First of all, it can be defined as the fixed part of one’s salary. This makes up about 30%-40% of the total salary.

2. House Rent Allowance (HRA) 

For example, “Next, HRA is a part of your salary that deals with your house rent expenses. 

If you’re living in a rented house, then you can even claim tax benefits under it.

3. Provident Fund (PF) 

You and your employer contribute 12% to PF on your basic salary.

4. Bonus and Incentives

These are probably the bonuses you’d receive after your outstanding performance. Or your company’s profits, but they are generally fully taxed.

5. Deductions

Last, from your salary, professional tax & employee provident fund (EPF). 

Also, many companies these days provide brief explanations. Of these factors, via employee benefits programs.

Reasons to Be Aware of the India Salary Structure

Salary structure understanding can aid in several ways:

• For better financial planning

• To save some legitimate taxes

• To negotiate better during interviews

• To understand the real take-home money

On the other hand, fair salary structures are based on detail. Thus, knowing the workings gives you a fair edge when discussing salary terms.

Salary Structure Design in India by Companies

Now you must be thinking, how do companies build salary structures?

Normally, it would be built by:

On the basis of market standards.

• Company policies

• Employee experience and skills

• Internal performance management systems

• Government tax and labour laws

Additionally, salaries are regularly benchmarked against surveys. And structures are updated to remain competitive.

These days, some companies give strong consideration to workforce planning. In order to ensure that their compensation strategies match with anticipated business goals.

How Technology Changes Pay Structures

Interestingly, in today’s world, organizations rely on different HR analytics tools. To create more intelligent salary packages. 

Such tools help HR teams do the following:

• Predict salary trends 

• Understand employee preferences 

• Create flexible compensation models 

• Ensure fair and transparent salary calculations 

Nevertheless, employees are enjoying an increase in their pay clarity. And control due to HR technology. 

Common salary structure reading mistakes 

Sadly, a lot of employees make elementary mistakes, for instance: 

• Ignoring deductions like PF and tax

• Forgetting about hidden benefits like insurance or bonuses

• Not inquiring about variable components (target bonuses, incentives)

Thus, these may save you from bad surprises later!

A Primer on Salary Negotiation

• Talk about the entire CTC, not just what you will earn in hand.

• Request a good ratio between fixed pay and variable pay.

• Ask for add-ons like extra holiday, health insurance, or tuition reimbursement.

It should help you during the negotiations.

How the India Salary Structure is Changing in 2025

Considerable redesigning is happening in the Indian salary structure. Due to new tax reforms and increased flexibility demand.

From now on, companies will offer:

• High variable pay (performance-based) 

• Flexible benefits that entail a customizable package

• A digital payroll and benefits system integrated with mobile applications

Employees currently have much more transparency into their earnings. Then they did a few years back, and much more control!

Conclusion

Thus, understanding the salary structure of India is nothing but helpful. It is a necessity.

 You would strengthen your negotiation power for better offers. Make better financial decisions, and thereby grow your career intelligently.

 We should also keep abreast with HR policies of the company, like payroll management. Employee benefits programs, compensation, and benefits. PMS, planning workforce, and HR analytics.

FAQs

Q1. Define base salary in India’s salary structure

 Basic salary is the fixed part that pays you on a fixed basis. Constituting around 30-40 percent of the total salary. And acts as a base on which other allowances are calculated.

Q2. Which allowances are usually found in the Indian salary structure?

The common allowances are House Rent Allowance (HRA). DA, Travel Allowance, and a few Special Allowances.

Q3. Does the PF have any effect on my Salary? 

 Both the employee and the employer. Thus decreasing in-hand salaries but ensuring savings for retirement.

Q4. Can the salary structure change with time?

Yes, companies review their salary structures, keeping in mind the revised HR policies. Tax rules and changes in workforce planning and performance management systems.