Work the other way round: start from a CTC figure and a Basic percentage, and see the whole structure — what the employee receives, what the employer contributes, and what is only a provision.
Build a custom CTC breakup with your own component %s.
Remaining auto-allocated to Performance Bonus.
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Set Basic as a percentage of CTC. Most Indian structures use 40–50%.
HRA is derived from Basic, commonly 50% in metros and 40% elsewhere.
Employer PF is 12% of Basic + DA, subject to the wage ceiling in use.
Gratuity provision is roughly 4.81% of Basic — the annual equivalent of 15 days' pay.
Special Allowance absorbs whatever is left, which is why it moves when anything else changes.
On a ₹12,00,000 CTC with Basic at 40%, Basic is ₹40,000 a month, HRA ₹20,000, employer PF ₹4,800 and gratuity provision about ₹1,924 — leaving Special Allowance as the balance.
40% of CTC is the common Indian default. Going below roughly 40% starts to look like structuring to avoid PF, and minimum-wage rules may not permit it anyway.
Because it is the balancing figure. It absorbs whatever CTC is left after the defined components are set.
Garuda HR looks after payroll, attendance, leave and statutory compliance for Indian teams — the same arithmetic, run for you every month, with a full audit trail. We would be glad to show you around.