Question 1

Is salary restructuring legal in India?

Accepted Answer

Yes, salary restructuring is legal in India when done within the framework of the Income Tax Act 1961, EPF & MP Act 1952, ESI Act 1948, and the Payment of Gratuity Act 1972. Employers can legitimately optimise CTC components such as HRA, LTA, NPS, and reimbursements — provided each component is supported by appropriate employer policies and employee documentation. The restructuring should not violate the Code on Wages 2019's wage-definition and exclusion-threshold provisions, applicability of which depends on the relevant rules, your establishment and your state. Always consult a qualified CA or labour law advisor before implementing any restructuring.

Question 2

What is the Indicative Salary-Structure Review Score in the optimizer?

Accepted Answer

The Indicative Salary-Structure Review Score (0–100) is a planning guide that rates how well a proposed CTC structure aligns with standard statutory provisions — including HRA metro classification (Rule 2A), ESI registration thresholds, PF wage-base computation, and allowance documentation requirements. A higher score indicates a structure that is generally more straightforward to substantiate in a tax assessment; a lower score flags components that may invite queries or require additional documentation. This score is illustrative only and does not constitute a compliance certification, audit opinion, or guarantee of any outcome. Always consult a qualified CA or labour law advisor before restructuring compensation.

Question 3

Should I choose old regime or new regime for AY 2026-27?

Accepted Answer

The better regime depends entirely on your deductions. Under Budget 2025, the new regime offers zero tax up to ₹12 lakh taxable income, a ₹75,000 standard deduction, and the ability to claim employer NPS (80CCD(2) at 14% of basic). The old regime remains beneficial if your total deductions — including 80C (₹1.5L), 80D, HRA exemption, home loan interest (24(b)), and NPS — significantly exceed the new regime's standard deduction. Use the Auto Regime mode in this calculator to compare both and select the lower-tax option. Always verify with a CA before filing.

Question 4

How does employer NPS work under Section 80CCD(2)?

Accepted Answer

Under Section 80CCD(2), an employer's contribution to an employee's NPS account is deductible from the employee's taxable income. For private sector employees, the deduction ceiling is 14% of basic salary under the new tax regime; the old-regime ceiling remains 10% of basic salary. This deduction is available under both regimes, at the regime-specific rate and is over and above the ₹1.5 lakh Section 80C limit and ₹50,000 Section 80CCD(1B) self-contribution limit. However, this benefit is not universally available — it depends entirely on the employer's compensation policy and NPS registration status. The 14% ceiling applies only under the new regime for private sector employees; the old-regime ceiling for private sector employees remains 10%. Government employees have different provisions. Prerequisites: (a) the employer must be a PFRDA-registered NPS entity; (b) the employee must have an active NPS Tier I account; (c) the employer's HR policy must explicitly include this contribution. The tax treatment of NPS may be subject to future amendments; always verify current provisions with a qualified CA.

Question 5

How is HRA exemption calculated under Section 10(13A)?

Accepted Answer

HRA exemption under Section 10(13A) read with Rule 2A is the minimum of three amounts: (1) actual HRA received from employer; (2) 50% of basic salary if in a metro city or 40% for all other cities; (3) actual rent paid minus 10% of basic salary. If rent paid is zero, no exemption is available. For AY 2026-27, the 50% HRA exemption applies under the Income-tax Rules, 1962 (Rule 2A) only to Delhi, Mumbai, Chennai and Kolkata. All other cities attract a 40% rate. Rent receipts are mandatory and the landlord's PAN must be furnished if annual rent exceeds ₹1 lakh.

Question 6

How is the 87A rebate calculated under the new regime for AY 2026-27?

Accepted Answer

Under Budget 2025, if your taxable income is ₹12 lakh or below under the new regime, a rebate equal to the full tax liability is applied — resulting in zero tax payable. If taxable income is just above ₹12 lakh, marginal relief applies: the tax payable is capped at the amount by which income exceeds ₹12 lakh. For example, at ₹12.1 lakh taxable income, tax is capped at ₹10,000. Under the old regime, the 87A rebate is up to ₹12,500 for taxable incomes up to ₹5 lakh.

Question 7

What are the PF contribution rules under statutory and actual modes?

Accepted Answer

Under the EPF & MP Act 1952, both employee and employer contribute 12% of basic salary towards PF. In statutory mode, contributions are capped at 12% of ₹15,000/month basic (i.e., ₹1,800/month each) — this is the mandatory EPFO minimum. In actual mode, contributions are calculated on the full basic salary, which is at the employer's discretion and results in higher retirement savings but lower monthly take-home. Both modes are legally valid; the choice depends on employer policy and employee preference.

Question 8

Can salary restructuring increase take-home pay?

Accepted Answer

Salary restructuring can potentially increase monthly take-home pay by reducing tax liability through the proper allocation of CTC into tax-efficient components such as HRA, employer NPS (80CCD(2)), meal vouchers, and phone/internet reimbursements in the old tax regime. Under the new tax regime, the primary lever is employer NPS contribution. The actual benefit depends on individual deductions, rent paid, employer policies, and the chosen tax regime. Any restructuring must be supported by appropriate documentation and employer policies — take-home improvement is not guaranteed and varies significantly based on individual circumstances. Consult a CA to model your specific scenario.

Question 9

Is employer NPS contribution available under the new tax regime?

Accepted Answer

Yes, the employer's NPS contribution under Section 80CCD(2) is deductible under both old and new tax regimes. This is one of the few deductions available under the new regime and is particularly valuable as it reduces taxable income without the documentation burden of HRA or LTA claims. Under the new tax regime, the ceiling is 14% of basic salary for private sector employees; under the old regime it remains 10% of basic salary. However, this benefit is not universally available — it requires a PFRDA-registered employer, an active NPS account, and an explicit employer HR policy for this contribution. The tax treatment of NPS contributions may be subject to future legislative amendments.

Question 10

What is the difference between gross salary and CTC in India?

Accepted Answer

CTC (Cost to Company) is the total annual cost an employer incurs for an employee — including gross salary, employer's PF contribution (12% of basic, up to ₹15,000/month in statutory mode), gratuity accrual (approximately 4.81% of basic per year), and employer NPS if applicable. Gross salary is what appears in the salary slip before deductions — it is CTC minus employer-side statutory contributions. Take-home (net salary) is gross salary minus employee PF, income tax, professional tax, and ESI (if applicable). This calculator computes all three for each scenario.

Question 11

What does the Code on Wages 2019 say about basic salary structure?

Accepted Answer

The Code on Wages 2019's statutory definition concerns 'wages' and the remuneration components excluded from that definition (e.g. certain allowances, HRA, conveyance, overtime). Where excluded components exceed the permitted threshold of total remuneration, the excess is added back to 'wages' for computing PF, gratuity and other statutory dues — it is not a simple rule that Basic + DA must always equal 50% of CTC. The four central labour codes, including the Code on Wages 2019, have been notified by the Central Government via Gazette commencement notification, with final Central Rules in place; state-level rules are at varying stages of notification across states. Actual applicability depends on the relevant code, rules, your establishment and your state. This calculator's basic-salary indicator is an illustrative planning guide, not a compliance certification — always consult a labour law specialist for your specific facts.

Component	Max Limit	New Regime	Old Regime	Statutory Basis
Standard Deduction	₹75,000	✓	✓ ₹50K	Section 16(ia)
HRA Exemption	50% (metro) / 40%	✗	✓	Section 10(13A)
Employer NPS (80CCD-2)	14% Basic (new) / 10% Basic (old) — private-sector ceiling	✓ 14%	✓ 10%	Section 80CCD(2) — subject to employer policy & eligible NPS contribution
Food Coupons	₹50/meal × 22 days	✗	✓ (Rule 3)	IT Rules, Rule 3(7)(iii)
LTA (Leave Travel)	Actual (2 trips in 4 yr)	✗	✓	Section 10(5)
Employee PF	12% of Basic (₹15K)	✗ (80C)	✓ (80C)	Section 80C
Section 80C (ELSS/PPF/LIC)	₹1,50,000	✗	✓	Section 80C

Salary Restructuring Calculator

2-minute answer

What this page answers

Practical checklist

Official sources

Related Finin2min guidance

Is your salary structure ITO-proof?

Restructure your CTC with a CA

📄 Salary Restructuring Report

Methodology, assumptions and sources

Calculation logic

Inputs and assumptions

Exclusions and edge cases

Sources

How to Use the Salary Optimizer

Key Tax-Saving CTC Components

Frequently Asked Questions

Related Calculators

Guides that use this calculator