You choose your people. We run their payroll and compliance, and answer for it.
Blue-collar teams, back-office staff, fixed-term hires, or the workforce already on your books: we take them onto compliant payroll and run the full hire-to-retire lifecycle. You keep the people, the direction and the final call. The statutory exposure stops being yours to discover.
- 25years, MYND track record
- 1,000+enterprises served
- 99%statutory accuracy
- 95%client retention
The people are essential. The paperwork behind them is overhead.
You've built a business that runs on people: factory and warehouse teams, back-office support, contract staff. What turns that workforce into a weight is the administration around it, PF challans, ESI contributions, minimum wages that change state by state. Four situations bring most organisations to this page.
The workforce you'd rather not run
Your core business isn't reconciling PF challans for factory teams or tracking ESI for warehouse staff.
- HR hours lost to challans, contributions and minimum-wage math
- Skilled people tied up in roles that aren't your competitive edge
- A shifting landscape: labour codes evolving, state rules multiplying
The workers are valuable. The administrative burden isn't.
The fixed-term team
Projects have timelines. Contracts have end dates. Putting these hires on your own rolls creates a puzzle.
- A new facility that needs a team for eighteen months, not forever
- A project needing specialised support for a defined period
- Genuine seasonality: peaks that must scale back cleanly afterwards
Full employment benefits, without permanent overhead.
The partner who's slipping
You already have a staffing provider. Lately, you've noticed things running close to the line.
- Statutory filings cut fine, or missed
- Employees raising questions about their PF contributions
- Doubt over whether minimum-wage revisions were applied correctly
Fine when compliance was simple. Regulations have tightened.
The experience your people get
Workers on third-party payroll deserve more than a salary slip and silence.
- Check a leave balance without calling someone
- Download payslips and Form 16 from a phone, not by email request
- Feel like part of a professional system, not an afterthought
Your brand's standards shouldn't stop at your core team.
When a filing is late, the liability is still yours.
Move a workforce to a third party and the work leaves your desk. Under CLRA and labour law, the residual liability doesn't. If a provider misses a PF deadline or misapplies a wage revision, the notice, the penalty and the conversation with your own people remain yours. That is exactly why we run the compliance ourselves, and show you every filing.
Time your leaders didn't train for. Your HR head didn't build a career to reconcile ECR files, and your finance team didn't train to track wage variations across states. Every hour on non-core administration is an hour off talent, engagement and growth.
Compliance that never signs off. EPF, ESI, Professional Tax, LWF, bonus, gratuity, CLRA registrations, each with its own rules, deadlines and documentation. The question isn't whether scrutiny comes; it's whether you're ready when it does.
Complexity that scales faster than you do. One location is manageable. Twenty across several states turns workforce administration into a full-time function, unless the infrastructure is already built and kept current for you.
The handover your employees barely notice.
Moving people from your books to ours sounds simple until you attempt it: continuity of service, PF account transfers, the message people actually hear. Get it wrong and the problems echo for years. We plan it so your team is paid on the same cycle, statutory benefits continue uninterrupted, and the one change they notice is that self-service gets easier.
We carry the transfer. Continuity-of-service calculations, PF and UAN transfer, statutory registrations, employee communication and day-one payroll setup, handled so no one falls through a gap between two systems.
You keep the authority. Who works where, performance direction, headcount decisions and the final call on your workforce stay with you. We operate inside your structure, not around it.
We don't recruit. We employ.
Our staffing begins where your recruitment ends. You've decided these are the right people. What we provide is the employment infrastructure: we take them onto our payroll and own every stage of their working life with us, in full compliance, so the capability is yours without the administration.
- Blue-collar & production40%
- Back-office support25%
- Fixed-term & seasonal20%
- Transitioned employees15%
Blue-collar workers. Production and warehouse teams, facility management, drivers and security personnel.
Non-critical back-office. Data-entry and document-processing teams, administrative support and front-desk staff.
Fixed-term professionals. Project-based hires, contract employees, seasonal workforce and temporary specialists.
Transitioned employees. Your existing workforce, moved onto our payroll with full continuity of service.
Onboarding
Offer-letter generation, statutory registrations and fully digital documentation, so every hire starts compliant from day one.
Payroll & compliance
Salary processing, tax calculations and deductions, and statutory contributions across EPF, ESI, PT and LWF, filed on time, every cycle.
HR administration
Leave and attendance, performance documentation and day-to-day employee queries, handled through self-service and a responsive team.
Exit management
Separation formalities, full-and-final settlement, Form 16 and experience letters, closed cleanly so nothing is left open.
Cross a state line and the rulebook changes.
Maharashtra's Professional Tax isn't Karnataka's. Minimum wages vary by location and skill category. Whether a Labour Welfare Fund or a CLRA registration even applies depends on the state and the establishment. Our infrastructure covers this through state-specific expertise, updated the moment a notification changes, not generic templates.
| State | EPF | ESI | PT | LWF | Min wage | CLRA |
|---|---|---|---|---|---|---|
| Maharashtra | ||||||
| Karnataka | ||||||
| Tamil Nadu | ||||||
| Gujarat | ||||||
| West Bengal | ||||||
| Haryana | n/a | |||||
| Uttar Pradesh | n/a | n/a |
State-specific, not templated
Each establishment is registered and filed against the rules that actually apply where it operates.
Updated on notification
When a minimum-wage or contribution rule changes, we apply it in the next cycle, so you don't track gazettes.
One standard, every location
One employee in Gurugram or several thousand across states: the compliance standard stays identical.
The HR experience you'd want for your core team.
Most staffing arrangements treat technology as a back-end tool for processing payroll. We put it in your employees' hands: mobile payslips and tax documents, self-service leave, digital onboarding. Your extended workforce gets the same quality of interaction you'd expect for anyone on your own payroll.
Mobile-first, not email-and-wait. Payslips and tax documents on a phone, downloaded in seconds instead of requested and waited for.
Self-service leave and attendance. Apply, check a balance and see approvals without calling an HR desk.
Digital onboarding and documents. A professional first day, and a repository for letters and tax forms that's always to hand.
The result: fewer HR queries, and a workforce that feels part of a system rather than an afterthought.
Twenty-five years of payroll, through every change in the rulebook.
When a provider struggles with a regulatory change, ask how long they've been doing this. MYND has run payroll through India's labour-law changes since 2002: from manual challans to digital filings, from paper payslips to mobile apps. General staffing is delivered by AAPT People Solutions on that same infrastructure.
A quarter-century of compliance evolution
We've watched requirements tighten, filing digitise and employee expectations rise, and adapted at every step. The systems your workforce runs on today were built through those changes, not around them.
Technology that serves the employee
Most arrangements treat technology as a back-end payroll tool. We put self-service portals, mobile apps and a digital document repository in your workers' hands, the way your core team already expects.
Scale without compromise
Whether you're moving fifty employees or several thousand across states, the compliance standard stays identical. The infrastructure is built for volume without trading away accuracy.
A single point of accountability
When something needs sorting, you get one relationship manager who knows your workforce and owns the resolution, not a chain of people pointing at each other. Problems get solved, not escalated indefinitely.
What organisations working with us typically see.
Not promises, patterns. These are the results organisations tend to report once their extended workforce is running on our payroll and compliance, with the metrics we're accountable for measured monthly and reported back to you.
The point isn't a single headline number. It's that the administration, the exposure and the employee experience all move in the right direction at once, and you can see it in the reporting rather than take it on faith.
Compliance confidence
99% statutory accuracy, with filings documented so they stand up when a labour inspection comes.
Administrative relief
Your HR team gets back the hours previously lost to challans, contributions and reconciliations.
Employee satisfaction
Self-service technology and responsive support lift the experience for your extended workforce.
Cost clarity
Predictable, transparent pricing replaces the hidden cost of carrying compliance in-house, with around 40% cost reduction typical when we own the work.
Audit readiness
Complete filing records turn a labour inspection into a routine review rather than a scramble.
Scalability
Adding a location or headcount doesn't multiply your administrative load; the infrastructure absorbs it.
It fits best when one of these sounds familiar.
This model works for organisations with a specific workforce need who'd rather not carry the compliance and administrative burden in-house. If you recognise your situation below, it's worth a conversation.
You have a blue-collar or non-critical back-office workforce you'd rather not carry on your own payroll, while still ensuring they're employed compliantly and professionally.
You hire fixed-term or project-based people and need a structure that gives them full employment benefits without permanent overhead.
Your current staffing partner isn't meeting compliance expectations, and you want a provider with deeper expertise and stronger systems.
You want to improve the experience for your extended workforce through modern, self-service HR technology.
You're expanding across locations and need consistent workforce management across states, without building compliance infrastructure in each one.
The questions HR and finance actually ask.
Straight answers on scope, liability, transition and the things a principal employer needs to be sure of before handing a workforce across.
Still have a question? Talk to usWhat exactly does MYND take on when we move people onto your payroll?
We become the employer of record for that workforce: offer letters, statutory registrations, monthly payroll, PF, ESI, PT and LWF contributions, tax deductions, HR administration and full-and-final settlement. You keep the day-to-day direction, who works where and the decision on headcount.
Can you move our existing employees across without breaking their continuity or benefits?
Yes. We plan the transition so continuity of service, PF (UAN) transfer and statutory benefits carry over uninterrupted. Employees are paid on the same cycle and their benefits continue; most notice only that self-service gets easier afterwards.
As principal employer, are we still exposed if a filing is missed?
Under CLRA and labour law the principal employer carries residual liability, which is exactly why we run the compliance ourselves: state-specific registrations, on-time PF, ESI, PT and LWF filings, minimum-wage revisions applied on time, and documentation kept audit-ready for every establishment. You get visibility of every filing so you can defend it in an inspection.
Which kinds of workers do you employ on our behalf?
Blue-collar and production teams, warehouse and facility staff, drivers and security, non-critical back-office roles, and fixed-term or seasonal hires. We do not recruit them; we provide the compliant employment around the people you have already chosen.
How is minimum wage handled across different states?
Minimum wages vary by state, skill category and periodic revision. Our compliance team tracks each notification and applies the correct rate for every location, so wages stay current without you having to monitor each state's gazette.
How quickly can you take a workforce on, and do we have to move everyone at once?
It is modular. Many clients start with one site or one category of workers, run it in parallel with their current arrangement, and expand once they have seen it work. Simple transitions can go live in a few weeks; larger, multi-state moves are phased.
A conversation, not a commitment.
Working out whether this fits takes a conversation, not a pitch. What does your current workforce structure look like? Where are the pain points? What would better look like? We treat these as consultations: helping you understand your options, whether or not that ends with us.
What to expect from the first conversation
- A detailed look at your workforce structure and where the friction is.
- An assessment of compliance gaps and operational inefficiencies.
- A clear explanation of the transition process and realistic timelines.
- Transparent pricing, with no hidden costs.
- Reference conversations with clients who've agreed to share their experience.
No long-term commitment is required for an initial engagement.
Hand over the workforce you'd rather not administer.
Tell us which part of your workforce you'd like to move: one site, one category, or all of it. We'll map the transition, show you where the compliance and cost gaps sit, and prove it works before you rely on us for anything.
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