Frequently asked questions

No. We work with multiple HRMS software companies as a channel partner. We help assess your requirement, compare suitable partner platforms and then handle selection, implementation, onboarding and support.

Yes. Each vertical works on its own. Many clients start with one requirement and add others later.

Payroll processing and compliance support are delivered by 360 Biz Health and, where statutory execution calls for a qualified professional, through allied specialists. We confirm the delivery model before onboarding.

We are based in New Delhi / Delhi NCR and work with businesses across India. Payroll and compliance work is location-aware because Professional Tax, LWF and labour rules differ by state.

Send us the requirement through the enquiry form or on WhatsApp. The first step is a short call to understand the situation before anything is recommended.

No. We work with multiple HRMS software companies as a channel partner. We help you assess requirements, compare suitable partner platforms and implement the one you select.

From the requirement assessment — headcount, locations, shift and leave policy complexity, payroll inputs, approvals and reporting. Platforms that cannot meet a must-have requirement are ruled out and we say why.

It depends on headcount, number of locations, policy complexity and the state of your existing data. A single-location company with clean data moves faster than a multi-site business with historical balances to reconcile. We give an indicative plan after the assessment.

Yes, within what the selected platform supports. We clean and standardise the employee master and load balances and history that the platform accepts.

Yes. Admin training is part of the engagement, and we support employee rollout of self-service and mobile access.

Several partner platforms include payroll modules. If you would rather not run payroll in-house at all, we also offer payroll outsourcing as a managed service.

We remain a point of contact for changes, escalations to the platform team and additional modules as your requirements grow.

Attendance or a confirmed input file, new joiners and exits, revisions, reimbursements and any one-off payments. We agree a cut-off date and work to it.

Yes. We compute monthly TDS on verified declarations, support challan payments, and provide Form 24Q and Form 16 support through the year.

PF, ESIC, Professional Tax and LWF as a standard monthly scope, plus labour-law documentation such as registers and returns. Applicability is confirmed for your state, headcount and establishment type.

Yes. We reconcile year-to-date earnings, deductions and TDS before the first cycle so annual computation and Form 16 stay correct.

Not necessarily. Payroll outsourcing works with whatever inputs you have. If you also want attendance, leave and self-service in one system, our HRMS vertical handles that separately.

We can run a compliance audit, produce a gap list and coordinate remediation with allied specialists. We do not represent clients in legal proceedings.

Payroll data is handled on a need-to-know basis under a confidentiality agreement, with access limited to the people working on your account.

It depends on funding plans, liability, compliance appetite and the number of owners. We walk through the trade-offs and give a recommendation with reasons, not a default answer.

It depends on turnover, the nature of supply and the states you operate in. We check applicability before you register, since an unnecessary registration also creates a filing obligation.

It records your MSME classification and is the basis for MSME benefits and protections. It is quick to obtain and often overlooked.

Yes. A search before filing tells you whether a similar mark already exists in your class, which is much cheaper to learn now than after a rebrand.

A logo can be protected through the appropriate IP route based on the mark and how it is used. We advise on the route and the class, and coordinate the filing.

Filing is quick; registration is not. Examination, possible objections and publication all take their own time. We coordinate the responses through the stages.

It follows the requirement — often a buyer, tender or sector expectation. We help select the standard, support the documentation and coordinate with the certification body.

From small leadership groups to full-company annual meets. Group size changes the destination shortlist and the venue type, so we ask early.

Destinations are shortlisted against your objective, season, travel time and budget. Leh-Ladakh is one example we can plan for, and there are many others depending on when and why you are travelling.

A longer stay where the team continues working normally from another location. Connectivity, workspace and quiet hours matter more than sightseeing, and we check them before booking.

Yes. Tell us the budget and the group size, and we will show what is achievable and where the trade-offs sit.

Yes, through specialist travel and hospitality partners, coordinated as part of one plan.

Yes. On-ground coordination is part of the engagement so plan changes are handled without the HR team firefighting from a hotel lobby.

Yes. Venue, format and logistics coordination for seminars, meetups and partner-facing events is within scope.