What topics do the HRMagix white papers cover?

Five briefings: payroll as a chain of custody, multi-state compliance, the manufacturing exceptions engine, the startup policy vacuum, and the arithmetic of employee self-service.

Are the white papers free to read without signing up?

Yes. None of them is behind a form or email gate, and each paper is complete on its own page.

Can I download the white papers as PDFs?

No. They are readable web documents rather than downloadable PDFs, which is why no download control appears on the page.

Can I see what a paper covers before opening it?

Yes. Each listing shows the paper's subtitle, reader, reading time, abstract and its own table of contents.

Where can I find shorter reading on the same subjects?

Insights carries shorter pieces on the same subjects, written as arguments rather than references.

Five briefings, none of them behind a form

Written for the person doing the job rather than the person approving the purchase. Each states plainly which parts are provisions of Indian law, which are HRMagix capabilities, and which are opinion.

Open-Access Briefings

Statutory analysis without email paywalls

Payroll custody, multi-state compliance, attendance exceptions, policy gaps and self-service, each marking what is law, what is HRMagix and what is opinion.

Companies on HRMagix: 120+
Employees managed: 9,000+
Integrated modules: 12
Free trial, no card: 14-day

Payroll as a Chain of Custody

Eight handovers, four of which need no human step

Written for: Finance and payroll leads who close a monthly cutoff in India

The time an Indian payroll takes is almost never spent on arithmetic. It is spent establishing what happened, reconciling a biometric log against leave applications, comp-offs, regularisations and a manager's recollection, before a single calculation can begin.

This briefing sets out payroll as a sequence of eight custody handovers rather than a computation, identifies which of the eight can be eliminated entirely by integration, and specifies exactly what each statutory head requires as input and produces as output.

Read the full paper Payroll

The problem is establishment, not calculationWhy four reasonable records cannot be reconciled without a person.
The eight handoversThe monthly sequence, and which steps require no human action.
Statutory heads as rules, not columnsEach head has an eligibility test, a base, a rate and a ceiling that move independently.
What has to leave the buildingA run is finished when money and paperwork have both moved.
Reconstructing a run six months laterWhy effective-dating the salary structure is what makes payroll auditable.

One Company, Several Compliance Positions

Configuring multi-state payroll on three axes

Written for: HR and finance leaders in multi-branch, multi-state businesses

A business with offices in three states experiences itself as one organisation and is treated by statute as several. Professional Tax is a state subject. Leave entitlements sit under state Shops and Establishments Acts. Labour Welfare Fund runs on state calendars that ignore your payroll cycle.

This briefing works through where state divergence actually bites in a mid-market Indian company, and sets out the configuration model, per entity, per location, per grade, that lets consolidated reporting and correct state-level filing coexist rather than compete.

Read the full paper Small & Medium Enterprises

The three axesEntity, location and grade, what belongs on each, and what breaks when they collapse.
Professional Tax across statesSlabs, periodicity, exemptions and the February treatment in Maharashtra.
Leave under state establishment lawWhy a single national leave scheme is usually non-compliant somewhere.
Consolidated view, distinct filingsReporting across entities without merging runs that must stay separate.
Labour Welfare Fund and the calendar problemDeductions on state cycles that have nothing to do with your payroll month.

The Shop Floor Is an Exceptions Engine

Shift inference, overtime and a wage base that will not stay still

Written for: Plant heads, HR managers and payroll teams in manufacturing

Office attendance is close to binary. Production attendance is not: a punch at 22:40 belongs to yesterday's shift, a Sunday worked creates a comp-off with an expiry, and an hour past shift end is either overtime or a handover depending on a rule nobody wrote down.

This briefing catalogues the exceptions a manufacturing payroll actually produces, and shows how each becomes a configured rule rather than a monthly manual adjustment, including the interaction between overtime, the moving wage base and ESI applicability.

Read the full paper Manufacturing

Why the calendar day is the wrong unitA night shift spans two dates and is one shift.
What depends on the shift assignmentAn attendance error does not stay an attendance error.
Overtime and differentials as derived figuresContested money should not come from a supervisor's tally.
Compensatory off as a real entitlementCredit, balance, consumption rule, expiry and settlement position.
Three plants, three rule sets, one filingPer-location configuration without separate systems.

The Policy Vacuum, and How It Closes

The minimum written positions a growing Indian company needs

Written for: Founders and first HR hires between ten and a hundred people

Early-stage companies do not fail at HR because their tools are poor. They fail because nothing has been decided, and every undecided rule becomes a precedent the first time somebody asks a question the founder answers generously.

This briefing sets out the minimum set of written positions a growing Indian company needs, the order to decide them in, and how policy acknowledgement turns a document into an obligation both sides can rely on.

Read the full paper Startups

How the vacuum formsAt fifteen people HR is a chat window, and it works, until it doesn't.
Statutory obligations start earlier than founders expectThere is no headcount milestone that announces itself.
The order to decide things inFour positions first, and the ones that can safely wait.
Writing a leave scheme you can live withAccrual, carry-forward, the sandwich rule, and applying it identically.
Acknowledgement as evidenceCirculating a policy is easy; proving each person accepted it is not.

The Arithmetic of Self-Service

Separating the requests that need a person from the ones that need access

Written for: HR leaders deciding whether an ESS rollout is worth the change management

Most of what an HR team is asked in a week requires access rather than judgement: a balance, a payslip, a UAN, the status of a regularisation. Each is a two-minute answer, which is exactly why the cost of answering them is invisible.

This briefing separates the HR requests that are lookups from the ones that need a person, and works through what changes when the first category moves behind the employee's own login, on a desktop for office staff and on a phone for everybody else.

Read the full paper Employee Self-Service

An audit any HR team can run in a weekSort one week of inbound requests into two columns.
What an employee can finish aloneThe complete list, so expectations are set correctly at rollout.
The manager's half of the same portalSelf-service that stops at the employee just moves the queue.
Mobile is not the secondary channelFor much of an Indian workforce it is the only channel.
Year-end without a queueThe declaration cycle is where self-service earns its rollout.

Format

On format

These are readable web documents rather than downloadable PDFs, and there is no email gate in front of any of them. HRMagix does not operate a gated document archive, so this page does not present one, no download control appears above because there is nothing to download.

Each paper is complete on its own page. Nothing has been held back for a version you have to ask for.

FAQs

Frequently asked questions

Five briefings: payroll as a chain of custody, multi-state compliance, the manufacturing exceptions engine, the startup policy vacuum, and the arithmetic of employee self-service.
Yes. None of them is behind a form or email gate, and each paper is complete on its own page.
No. They are readable web documents rather than downloadable PDFs, which is why no download control appears on the page.
For the person doing the job rather than the person approving the purchase; each paper names its intended reader.
Yes. Each states plainly which parts are provisions of Indian law, which are HRMagix capabilities, and which are opinion.
No. Nothing has been held back for a version you have to ask for.
Yes. Each listing shows the paper's subtitle, reader, reading time, abstract and its own table of contents.
Insights carries shorter pieces on the same subjects, written as arguments rather than references.

Every question, in one place

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Keep exploring

Five briefings, none of them behind a form

Payroll as a Chain of Custody

Contents

One Company, Several Compliance Positions

Contents

The Shop Floor Is an Exceptions Engine

Contents

The Policy Vacuum, and How It Closes

Contents

The Arithmetic of Self-Service

Contents

On format

Frequently asked questions

See HRMagix run on your own payroll month

Where to go next

Five briefings, none of them behind a form

Payroll as a Chain of Custody

Contents

One Company, Several Compliance Positions

Contents

The Shop Floor Is an Exceptions Engine

Contents

The Policy Vacuum, and How It Closes

Contents

The Arithmetic of Self-Service

Contents

On format

Frequently asked questions

See HRMagix run on your own payroll month

Where to go next

Contents

Contents

Contents

Contents

Contents

On format

Frequently asked questions

What topics do the HRMagix white papers cover?

Are the white papers free to read without signing up?

Can I download the white papers as PDFs?

Who are the white papers written for?

Do the papers distinguish law from product claims?

Is anything held back from the web versions?

Can I see what a paper covers before opening it?

Where can I find shorter reading on the same subjects?

See HRMagix run on your own payroll month

Where to go next

Contents

Contents

Contents

Contents

Contents

On format

Frequently asked questions

What topics do the HRMagix white papers cover?

Are the white papers free to read without signing up?

Can I download the white papers as PDFs?

Who are the white papers written for?

Do the papers distinguish law from product claims?

Is anything held back from the web versions?

Can I see what a paper covers before opening it?

Where can I find shorter reading on the same subjects?

See HRMagix run on your own payroll month

Where to go next