{"id":4269,"date":"2022-12-18T19:26:10","date_gmt":"2022-12-18T13:56:10","guid":{"rendered":"https:\/\/payrule.in\/?p=4269"},"modified":"2023-07-07T15:15:55","modified_gmt":"2023-07-07T09:45:55","slug":"did-you-know-release-three-gratuity-technicalities-explained","status":"publish","type":"post","link":"https:\/\/payrule.in\/index.php\/2022\/12\/18\/did-you-know-release-three-gratuity-technicalities-explained\/","title":{"rendered":"GRATUITY &#8211; Technicalities Explained"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"4269\" class=\"elementor elementor-4269\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-63705223 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"63705223\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-c8dac5\" data-id=\"c8dac5\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-157c4c25 elementor-widget elementor-widget-text-editor\" data-id=\"157c4c25\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\n<p class=\"wp-block-paragraph\">\u00a0<\/p>\n\n<figure class=\"wp-block-image size-full is-resized\"><img fetchpriority=\"high\" decoding=\"async\" class=\"wp-image-4270\" src=\"https:\/\/payrule.in\/wp-content\/uploads\/2022\/12\/blog-3.jpg\" alt=\"\" width=\"683\" height=\"328\" srcset=\"https:\/\/payrule.in\/wp-content\/uploads\/2022\/12\/blog-3.jpg 427w, https:\/\/payrule.in\/wp-content\/uploads\/2022\/12\/blog-3-300x144.jpg 300w\" sizes=\"(max-width: 683px) 100vw, 683px\" \/><\/figure>\n\n<p class=\"wp-block-paragraph\">\u00a0 \u00a0 \u00a0The Payment of Gratuity Act, 1972 governs the laws relating to gratuity in India. In this article, I have tried to answer the generic queries which the professionals come across in day to day work.<\/p>\n\n<h4 class=\"wp-block-heading\"><strong><strong>1)\u00a0\u00a0\u00a0\u00a0\u00a0<strong>Under what circumstances is gratuity payable to an employee?<\/strong><\/strong><\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">\u00a0a)\u00a0\u00a0\u00a0\u00a0\u00a0Gratuity is payable to an employee, only if he or she has completed five years of service, and the employment is discontinued as a result of superannuation, resignation, termination or any other reason.<br \/>b)\u00a0\u00a0\u00a0\u00a0\u00a0However, in case of death or disablement, gratuity is payable even if the employee has not completed five years of continuous service<br \/>c)\u00a0\u00a0\u00a0\u00a0\u00a0In other words, gratuity is not payable to an employee while in service, even if he has completed five years of service<\/p>\n\n<h4 class=\"wp-block-heading\"><strong><strong>2)<\/strong>\u00a0\u00a0<strong>How to determine whether an employee has completed five years of continuous service?<\/strong><\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">\u00a0In order to determine whether the employee is eligible for gratuity, continuous service of five years has to be established. \u00a0In case of anomaly due to break in service or sabbatical or long leave, employee will be said to be in continuous service for that year if he has worked for minimum days as per the table below &#8211;<\/p>\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"609\" height=\"449\" class=\"wp-image-4271\" src=\"https:\/\/payrule.in\/wp-content\/uploads\/2022\/12\/blog-3-2.jpg\" alt=\"\" srcset=\"https:\/\/payrule.in\/wp-content\/uploads\/2022\/12\/blog-3-2.jpg 609w, https:\/\/payrule.in\/wp-content\/uploads\/2022\/12\/blog-3-2-300x221.jpg 300w\" sizes=\"(max-width: 609px) 100vw, 609px\" \/><\/figure>\n\n<p class=\"wp-block-paragraph\">For above calculation, if employee has been absent due to layoff, paid leave, maternity leave, it will be counted for calculating actual days worked<\/p>\n\n<h4 class=\"wp-block-heading\"><strong><strong>3)\u00a0\u00a0\u00a0\u00a0\u00a0How is the gratuity calculated?<\/strong><\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">\u00a0a)\u00a0\u00a0\u00a0\u00a0\u00a0Identify Last drawn basic wages * 15\/26 * No of Years of Continuous Service<br \/>\u00a0b)\u00a0\u00a0\u00a0\u00a0\u00a0No of Years will be rounded off to the nearest whole number, for example, if\u00a0 employee worked for 5 years 5 months and 20 days, it will be counted as 5 years,\u00a0 whereas if employee worked for 5 years six months and 5 days, it will be counted as 6 years<br \/>\u00a0 c)\u00a0\u00a0\u00a0\u00a0\u00a0Maximum gratuity payable is Rs 20 lakhs.<\/p>\n\n<h4 class=\"wp-block-heading\"><strong><strong><strong>4)\u00a0\u00a0\u00a0\u00a0\u00a0Is gratuity liable to tax in the hands of employee or is it tax- exempt?<\/strong><\/strong><\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">\u00a0a)\u00a0\u00a0\u00a0\u00a0\u00a0Gratuity paid as per the Payment of Gratuity Act is completely exempt in the hands of the employee, subject to maximum of Rs 20 lakhs. Any excess amount is taxable.<br \/>b)\u00a0\u00a0\u00a0\u00a0\u00a0Thus, if an employer voluntary pays an employee who has completed only 4 years of service, the amount will be taxable as it is not gratuity as per Payment of Gratuity Act<\/p>\n\n<h4 class=\"wp-block-heading\"><strong><strong>5)\u00a0\u00a0\u00a0\u00a0\u00a0Is it a fair practice to include gratuity in CTC or to deduct monthly amount from the monthly salary and create provision for employee\u2019s gratuity?<\/strong><\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">a)\u00a0\u00a0\u00a0\u00a0\u00a0Gratuity, as per the statute is a gratuitous payment by the employer for continuity and commitment by the employee. Hence, the amount should be paid by the employer over and above the regular compensation package<br \/>b)\u00a0\u00a0\u00a0\u00a0\u00a0Further, practice of deduction is not suggested as it is a contingent payout subject to fulfilment of conditions and hence mandatory deduction from monthly payout is not suggested<\/p>\n\n<h4 class=\"wp-block-heading\"><strong>6)\u00a0\u00a0\u00a0\u00a0\u00a0<strong>Can the gratuity be forfeited, if so, under what circumstances?<\/strong><\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">\u00a0Gratuity is not payable to an employee if<br \/>i)\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0His services are terminated for any act, wilful omission, or negligence causing any damage or loss to or destruction of property of the employer to the extent of damage so caused<br \/>ii)\u00a0\u00a0\u00a0\u00a0\u00a0His services are terminated for any\u00a0act involving moral turpitude, rioutous or violent acts, provided such acts are committed during the course of employment<\/p>\n\n<h4 class=\"wp-block-heading\">7)<strong>\u00a0\u00a0\u00a0\u00a0\u00a0In case an employee is transferred from one firm \/ entity to another of the same group, then what are the implications<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">a)\u00a0\u00a0\u00a0\u00a0\u00a0If the employee is transferred from one company to another within the same group, at the behest of employer, the services so rendered in the previous organisation will be counted for gratuity entitlement<br \/>b)\u00a0\u00a0\u00a0\u00a0\u00a0Thus, an employer cannot escape gratuity liability by regularly shifting an employee from one firm to another before five years of service<\/p>\n\n<h4 class=\"wp-block-heading\"><strong>8)\u00a0\u00a0\u00a0\u00a0\u00a0<strong>Is there any deadline for payment of Gratuity to an eligible employee ?<\/strong><\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">\u00a0a)\u00a0\u00a0\u00a0\u00a0\u00a0The gratuity should be paid within 30 days of become liable<br \/>b)\u00a0\u00a0\u00a0\u00a0\u00a0In case of delay, the employer is liable to pay Interest on the same at simple interest rate as specified by the government from time to time<\/p>\n\n<h4 class=\"wp-block-heading\"><strong>9)\u00a0\u00a0\u00a0\u00a0\u00a0What are the amendments expected under Labour Codes?<\/strong><\/h4>\n\n<p class=\"wp-block-paragraph\">\u00a0As per Chapter V of Social Security Code, 2019, the law relating to gratuity is constant except for following additional changes<br \/>a)\u00a0\u00a0\u00a0\u00a0\u00a0Employees on fixed term contract will be eligible for gratuity irrespective of completion of five years of service<br \/>b)\u00a0\u00a0\u00a0\u00a0\u00a0The calculation of gratuity may vary because of new definition of \u2018wages\u2019 and the same may increase if the current Basic + DA is below 50% of gross salary<br \/>c)\u00a0\u00a0\u00a0\u00a0\u00a0It is stipulated that each organisation has to avail the insurance policy to cover the gratuity cost mandatorily<\/p>\n\n<h4 class=\"wp-block-heading\"><strong>CA Darshan Balai<\/strong><\/h4>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>GRATUITY &#8211; Technicalities Explained \u00a0 &nbsp; &nbsp; &nbsp;The Payment of Gratuity Act, 1972 governs the laws relating to gratuity in India. In [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4270,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[19],"tags":[],"class_list":["post-4269","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-payrule"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>GRATUITY - Technicalities Explained - Payrule<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/payrule.in\/index.php\/2022\/12\/18\/did-you-know-release-three-gratuity-technicalities-explained\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"GRATUITY - Technicalities Explained - Payrule\" \/>\n<meta property=\"og:description\" content=\"GRATUITY &#8211; Technicalities Explained \u00a0 &nbsp; &nbsp; &nbsp;The Payment of Gratuity Act, 1972 governs the laws relating to gratuity in India. 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