THE BYSTANDER

How Salaried Employees in India Can Save Tax Under the New Tax Regime in 2026–27 Disclaimer: This article is for general educational purposes and is not a substitute for professional tax advice. Tax treatment depends on the applicable law, employer policy, documentation and individual circumstances. Confirm the treatment with your employer’s payroll or a qualified tax professional before making salary-structure decisions. Introduction: Is There Still a Way to Save Tax Under the New Tax Regime? For salaried employees in India, the new tax regime offers lower slab rates and a higher standard deduction than the old regime. However, it also restricts many of the deductions and exemptions traditionally used for tax planning. This leaves employees with an important question: Can you still reduce your income tax without relying on the old regime’s familiar deductions? Yes. Depending on your salary structure and employer’s policies, you may be able to improve your tax efficiency through legit...

India "has no unemployment benefits" — everyone believes it, and for most private-sector employees earning above the ESIC wage ceiling it's true. But if your gross wages were up to ₹21,000/month (₹25,000 for persons with disability), you've likely been an ESIC-insured person all along — with full medical care for your family, sickness pay, maternity benefit, and yes, an unemployment allowance of 50% of your wages for up to 90 days if you lose your job. Contributions were deducted from every paycheck; the benefits go unclaimed because nobody explains the machinery. This is the walkthrough. Are you covered? (Check before assuming either way) ESIC covers employees in registered establishments (generally 10+ employees) with gross wages up to ₹21,000/month . Your payslip shows the tell: an ESI deduction of 0.75% of gross wages (the employer contributes 3.25%). If that line exists, you have an Insurance Number (IP number) — find it on the payslip, your ESIC Pehchan c...

You served five-plus years, left the company, and the gratuity — money the law says is yours — hasn't arrived. Maybe HR says "it's processing." Maybe they claim you're not eligible. Maybe the company has simply gone silent. Gratuity has one of the strongest enforcement mechanisms in Indian employment law, with a dedicated authority, mandatory interest on delay, and forms designed for employees to use without lawyers. Almost nobody knows how to work it. Here's the complete walkthrough. First, confirm you're actually owed it Eligibility: five years of continuous service with the employer, payable at resignation, retirement, retrenchment, or termination (the 5-year condition drops entirely for death or disablement). Two nuances worth money: courts have treated 4 years + 240 days in the fifth year as satisfying "continuous service" — if HR rejected you at "4 years 10 months," you likely qualify; get advice before accepting the refusal...

"Sign this two-year bond or lose the offer." Nearly every fresher in Indian IT and many experienced hires have faced the service bond — and nearly everything said about it in hostels and forums is half-right. "Bonds are illegal in India" — no. "The company can make you pay whatever the bond says" — also no. The truth sits in between, it shifted meaningfully with a 2025 Supreme Court ruling, and knowing where the lines actually are is worth real money at exit time. Here's the honest map. The two myths, dispatched first Myth 1: "Employment bonds are illegal — Section 27 voids them." Section 27 of the Contract Act voids agreements in restraint of trade — and courts have long held it strikes down post-employment restraints (non-competes after you leave are largely unenforceable in India). But a bond requiring you to serve a minimum period or pay agreed compensation operates during employment, and the Supreme Court in 2025 squarely held t...

Your new employer wants a relieving letter. Your old employer won't give you one — because of a notice-period dispute, an unpaid bond, "pending clearances," or plain spite. Suddenly a single PDF is standing between you and your next job. Here's what the letter actually is, what leverage each side really has, the escalation ladder, and — because sometimes the letter simply never comes — the workarounds that satisfy background verification without it. What's actually at stake A relieving letter confirms you resigned and were released on a stated date with no subsisting employment; an experience letter confirms your tenure and role. New employers and their background-verification (BGV) agencies ask for them to rule out dual employment and fabricated tenure. That's the whole function — proof of clean exit. Keep that in mind, because it means anything that credibly proves the same facts can substitute , which is where the workarounds come from. The uncomforta...

You left before completing your notice period, and the company recovered two months' salary from your final settlement. Question: do you still pay income tax on salary you effectively never received? And if your new employer reimbursed the buyout — is that taxed too? This is one of the most-asked, least-answered questions in Indian salary taxation, because the honest answer is genuinely messy. Here it is anyway: what's settled, what's disputed, and what you can practically do at each stage. The three scenarios (don't mix them up) Scenario A — you received notice pay. The employer let you go and paid you salary in lieu of notice. Settled law: fully taxable as salary (profits in lieu of salary under Section 17(3)). No exemption. This is the easy one. Scenario B — you paid notice recovery. You resigned, served less than the contracted notice, and the employer deducted the shortfall from your F&F (or you paid it). The question: is your taxable salary the gross ...

Your payslips show tax deducted every month. But Form 26AS shows nothing — your employer took the TDS from your salary and never deposited it with the government. Then the worst part: the tax department's portal denies you credit for that TDS and raises a demand on you . Paying tax twice for your employer's default feels outrageous because it is — and the law agrees. Section 205 of the Income Tax Act says the department cannot recover that tax from you again. Here's how to use it, step by step. How this situation happens Companies in financial stress — the same ones doing layoffs, delaying salaries, and skipping PF deposits — sometimes keep deducting TDS from salaries (it improves their cash position) while quietly not remitting it. You discover it months later, one of three ways: your Form 26AS/AIS shows less TDS than your payslips , your employer never issues Form 16 (they can't generate a proper one without depositing), or you file your ITR claiming the TDS and r...

You left a job this year — resignation, layoff, or retirement — and your final settlement included leave encashment and gratuity. Now you're staring at the ITR portal wondering: where do these even go? Are they taxable? What if your employer taxed the whole thing? This is the guide for exactly those ten minutes of confusion, for AY 2026-27. The two questions, answered upfront Are they taxable? Partly. Both leave encashment and gratuity have generous exemption limits — ₹25 lakh and ₹20 lakh respectively for most private-sector employees — so for the majority of people, most or all of the amount is exempt. Where do they go in the ITR? The exempt portion goes under exempt allowances in the salary schedule; only the portion above the limits stays in taxable salary. Now the details, because the limits have conditions. Leave encashment: the Section 10(10AA) rules Encashment of earned leave at the time of leaving a job qualifies for exemption. (Leave encashed while still employ...

"Income up to ₹12 lakh is tax-free now" — you've heard it everywhere since Budget 2025. So you file your return with ₹9 lakh of salary and a couple of lakhs of stock market gains, expecting zero tax… and the portal shows a demand. Nothing is broken. You've just met the least-advertised fine print of the new regime: the ₹12 lakh rebate doesn't cover capital gains. Here's exactly how the trap works, who falls into it, and what you can still do about it. What the ₹12 lakh headline actually says For FY 2025-26 (AY 2026-27), under the new regime, the Section 87A rebate of up to ₹60,000 wipes out the tax on total income up to ₹12 lakh — and with the ₹75,000 standard deduction, a salaried person is effectively tax-free up to ₹12.75 lakh . All true. The fine print: the rebate applies to tax computed at normal slab rates . Income taxed at special rates sits outside it — most importantly: Short-term capital gains on listed equity/equity funds (Section 111A)...

For decades, waiting 45–60 days for your full and final settlement was just "how it works" in India. Not anymore. Under the new Labour Codes in force since November 21, 2025, your wage dues must be paid within two working days of your exit — and from mid-2026, that rule carries penalties for employers who ignore it. Most employees don't know this right exists, and plenty of companies are counting on that. Here's what you're owed, when, and the exact escalation ladder when the money doesn't come. The new rule, in plain words Section 17(2) of the Code on Wages, 2019 — brought into force with the four Labour Codes on November 21, 2025 — says that when an employee is removed, dismissed, retrenched, resigns, or loses employment due to the establishment's closure, the wages payable must be paid within two working days of that exit. It applies to every employee regardless of salary or designation, and to every kind of exit — resignation and layoff alike. Th...