Payroll outsourcing · 3 MIN READ
Payroll outsourcing cost in India with examples for 100 200 and 250 employees
Payroll outsourcing prices are easier to compare when you separate the monthly service fee from salary payments, statutory dues, government charges and optional modules. A quote that lists only a per-employee figure may hide a minimum monthly fee or leave important work outside the package.
Payroll Advisor’s published base plan is ₹14,999 plus GST per month for up to 200 employees. The optional attendance module adds ₹4,999 plus GST per month for that headcount band. Above 200 employees, the published increment is ₹50 per additional employee per month; that same increment covers attendance when the module is enabled. [1]
How the headcount calculation works
At 100 employees, the published payroll base remains ₹14,999 before GST. It is a plan covering up to 200 people, not a promise that every company pays the same per-person amount. At 200 employees, the payroll base is also ₹14,999.
At 250 employees without attendance, the example is ₹14,999 plus 50 additional employees multiplied by ₹50. That gives ₹17,499 before GST. With attendance enabled, add the ₹4,999 base attendance fee: the total becomes ₹22,498 before GST. These are illustrations of the published pricing structure, not statutory payments or employee salary cost. [1]
Compare the work behind the price
The published plan lists payroll and full-and-final processing, registration support, challan and return filings, taxation and TDS return support, payroll journal-voucher accounting, and client and employee portals. Confirm how these inclusions apply to your entities, workforce and reporting requirements in the engagement. [1]
Also discuss historical corrections, unusual integrations, off-cycle runs and any work outside the regular monthly arrangement. A clear quote answers those questions before the first payroll rather than after the first invoice.
Work out the cost your team retains
Outsourcing does not remove all internal work. Someone must approve attendance, confirm employee changes, review exceptions and fund payments. If your HR executive spends four days a month on those tasks today, estimate which activities would reduce and which remain.
For an honest comparison, allocate staff cost according to the time spent on payroll. Do not count a person’s entire salary as a saving when payroll uses only a small share of their working week. Include software, external support and avoidable rework only where you actually incur them.
Questions worth asking before accepting a quote
Check how billable headcount is measured, how joiners and leavers are treated, when an additional entity changes the scope and how an attendance module is activated. Confirm the start month, approval calendar, payment terms and exit handover. These details make the quoted amount usable for budgeting.
A well-scoped plan should help you understand both the fee and the responsibilities around it. Use Payroll Advisor’s pricing calculator for an initial estimate, then request a proposal for your actual headcount and locations. Published prices should be rechecked when you are ready to engage.
Sources & further reading
- Payroll Advisor published pricing and inclusions Company source
- Payroll Advisor managed payroll scope Company source
This article is general information, not individual legal or tax advice. Applicable rules depend on the financial year, state, employment terms and your circumstances. Have a correction? Contact hello@payrolladvisor.in.