{"id":14768,"date":"2026-08-26T13:13:50","date_gmt":"2026-08-26T07:43:50","guid":{"rendered":"https:\/\/www.tankhapay.com\/blog\/?p=14768"},"modified":"2026-08-26T15:19:46","modified_gmt":"2026-08-26T09:49:46","slug":"statutory-bonus","status":"publish","type":"post","link":"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/","title":{"rendered":"Statutory Bonus | What It Is, Who Gets It, and How Much Your Employer Actually Owes You"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_78 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#What_Is_Statutory_Bonus\" >What Is Statutory Bonus?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#Who_Is_Eligible_for_Statutory_Bonus\" >Who Is Eligible for Statutory Bonus?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#Which_Establishments_Must_Pay\" >Which Establishments Must Pay<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#Which_Employees_Qualify\" >Which Employees Qualify<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#How_Is_Statutory_Bonus_Calculated_in_India\" >How Is Statutory Bonus Calculated in India?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#Calculation_Ceiling_%E2%80%93_Not_Your_Actual_Salary\" >Calculation Ceiling &#8211; Not Your Actual Salary<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#Formula\" >Formula<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#When_Must_Statutory_Bonus_Be_Paid\" >When Must Statutory Bonus Be Paid?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#Is_Statutory_Bonus_Taxable\" >Is Statutory Bonus Taxable?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#Common_Employer_Mistakes_with_Statutory_Bonus\" >Common Employer Mistakes with Statutory Bonus<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#Statutory_Bonus_Forms_and_Filing_Requirements\" >Statutory Bonus Forms and Filing Requirements<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.tankhapay.com\/blog\/statutory-bonus\/#Final_Thought\" >Final Thought<\/a><\/li><\/ul><\/nav><\/div>\n<p><!-- TankhaPay Blog \u2014 TL;DR Dropdown (Statutory Bonus India) --><\/p>\n<details style=\"border: 1px solid #DCE8F7; border-radius: 10px; overflow: hidden; margin: 32px 0; max-width: 870px; font-family: inherit;\" open=\"\">\n<summary style=\"background: #004899; padding: 13px 20px; cursor: pointer; color: #ffffff; font-size: 13px; font-weight: 500; letter-spacing: 0.2px; text-transform: uppercase; list-style: none; display: flex; align-items: center; justify-content: space-between;\">TL;DR &#8211;<br \/>\n\u25bc<\/summary>\n<div style=\"display: table; width: 100%; box-sizing: border-box; padding: 10px 20px; border-bottom: 1px solid #EFF4FB; background: #FFFFFF;\">\n<div style=\"display: table-cell; width: 30px; vertical-align: middle;\">\n<div style=\"width: 22px; height: 22px; background: #EFF6FF; color: #004899; font-size: 11px; font-weight: bold; border-radius: 50%; text-align: center; line-height: 22px;\">1<\/div>\n<\/div>\n<div style=\"display: table-cell; vertical-align: middle; padding-left: 10px;\">\n<p style=\"margin: 0; font-size: 13px; color: #1a1a1a; line-height: 1.55;\"><em>Statutory bonus<\/em> is not a Diwali gift or a performance reward. It is a <strong>legal obligation under the Payment of Bonus Act, 1965<\/strong> \u2014 every eligible employee is entitled to it every year, even in years when the employer makes a loss.<\/p>\n<\/div>\n<\/div>\n<div style=\"display: table; width: 100%; box-sizing: border-box; padding: 10px 20px; border-bottom: 1px solid #EFF4FB; background: #F7FAFF;\">\n<div style=\"display: table-cell; width: 30px; vertical-align: middle;\">\n<div style=\"width: 22px; height: 22px; background: #EFF6FF; color: #004899; font-size: 11px; font-weight: bold; border-radius: 50%; text-align: center; line-height: 22px;\">2<\/div>\n<\/div>\n<div style=\"display: table-cell; vertical-align: middle; padding-left: 10px;\">\n<p style=\"margin: 0; font-size: 13px; color: #1a1a1a; line-height: 1.55;\">You qualify if your basic + DA is <strong>\u20b921,000\/month or less<\/strong> and you worked at least <strong>30 working days<\/strong> in the accounting year \u2014 in a company with 20+ employees. Both conditions must be met.<\/p>\n<\/div>\n<\/div>\n<div style=\"display: table; width: 100%; box-sizing: border-box; padding: 10px 20px; border-bottom: 1px solid #EFF4FB; background: #FFFFFF;\">\n<div style=\"display: table-cell; width: 30px; vertical-align: middle;\">\n<div style=\"width: 22px; height: 22px; background: #EFF6FF; color: #004899; font-size: 11px; font-weight: bold; border-radius: 50%; text-align: center; line-height: 22px;\">3<\/div>\n<\/div>\n<div style=\"display: table-cell; vertical-align: middle; padding-left: 10px;\">\n<p style=\"margin: 0; font-size: 13px; color: #1a1a1a; line-height: 1.55;\">The calculation is based on a ceiling wage of <strong>\u20b97,000\/month<\/strong> (or your state\u2019s minimum wage, whichever is higher) \u2014 not your actual salary. Minimum <em>statutory bonus<\/em> is <strong>8.33%<\/strong> of that annual ceiling. Maximum is <strong>20%<\/strong>.<\/p>\n<\/div>\n<\/div>\n<div style=\"display: table; width: 100%; box-sizing: border-box; padding: 10px 20px; background: #F7FAFF;\">\n<div style=\"display: table-cell; width: 30px; vertical-align: middle;\">\n<div style=\"width: 22px; height: 22px; background: #EFF6FF; color: #004899; font-size: 11px; font-weight: bold; border-radius: 50%; text-align: center; line-height: 22px;\">4<\/div>\n<\/div>\n<div style=\"display: table-cell; vertical-align: middle; padding-left: 10px;\">\n<p style=\"margin: 0; font-size: 13px; color: #1a1a1a; line-height: 1.55;\"><em>Bonus eligibility<\/em> must be paid within <strong>8 months of the accounting year close<\/strong> \u2014 for April\u2013March FY companies, that means <strong>30 November 2026<\/strong> for FY 2025\u201326. Missing this deadline attracts 9% p.a. interest and potential prosecution under Section 28.<\/p>\n<\/div>\n<\/div>\n<\/details>\n<p><span style=\"font-weight: 400;\">Every October, when Diwali draws near, there are two ongoing discussions that take place at the same time in Indian workplaces.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The discussion that takes place in the Human Resources department: &#8220;When is the list of bonuses being sent? Have we worked out the cap properly? Who made it past the limit of \u20b921,000 this year?&#8221;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At every employee&#8217;s desk: <\/span><i><span style=\"font-weight: 400;\">&#8220;How much bonus am I getting? Is this mandatory? Can the company skip it this year?&#8221;<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">The answer to that last question is no. Statutory bonus is not at the employer&#8217;s discretion. It is a legal obligation, and the Payment of Bonus Act, 1965, makes no exception for tight quarters, difficult years, or &#8220;we&#8217;re saving the cash for expansion&#8221;.<\/span><\/p>\n<blockquote><p><i><span style=\"font-weight: 400;\">The Statutory Bonus was not intended to be a reward for good performance; rather, it was an obligatory portion of the prosperity of the employer. The method to make sure that the eligible employees would get their due share from the profit earned through their efforts. &#8220;Statement<\/span><\/i><b> of Objects and Reasons, Payment of Bonus Act, 1965<\/b><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">Most employees do not know their entitlement in detail. Most employers know they must pay but struggle with the calculation. This guide covers both.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_Is_Statutory_Bonus\"><\/span>What Is Statutory Bonus?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><i><span style=\"font-weight: 400;\">A statutory bonus is a mandatory annual payment that every covered employer in India must make to eligible employees under the Payment of Bonus Act, 1965. Unlike a performance bonus or an ex-gratia festival gift, it is not discretionary; it is a legal entitlement calculated as a percentage of the employee&#8217;s wages, subject to defined eligibility criteria, wage ceilings, and payment deadlines.<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">The minimum is 8.33%, and the maximum is 20%. The percentage between those two depends on the company&#8217;s &#8220;allocable surplus&#8221;. The portion of profits available for bonus distribution after statutory deductions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Even when there is no allocable surplus when the company runs a loss. The employer must still pay the <\/span><b>minimum 8.33% bonus<\/b><span style=\"font-weight: 400;\">. This is the most commonly misunderstood aspect of <\/span><i><span style=\"font-weight: 400;\">statutory bonus calculation<\/span><\/i><span style=\"font-weight: 400;\">: it is not profit-sharing. It is a floor below which no employer can go, regardless of financial results.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Who_Is_Eligible_for_Statutory_Bonus\"><\/span>Who Is Eligible for Statutory Bonus?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"Which_Establishments_Must_Pay\"><\/span>Which Establishments Must Pay<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The Payment of Bonus Act applies to:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Every <\/span><b>factory<\/b><span style=\"font-weight: 400;\"> as defined under the Factories Act, 1948 regardless of headcount<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Every <\/span><b>other establishment<\/b><span style=\"font-weight: 400;\"> with <\/span><b>20 or more employees<\/b><span style=\"font-weight: 400;\"> on any day during the accounting year<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Once an establishment crosses the 20-employee threshold, the obligation continues even if headcount later falls below 20.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Which_Employees_Qualify\"><\/span>Which Employees Qualify<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Three conditions must all be satisfied for <\/span><i><span style=\"font-weight: 400;\">bonus eligibility<\/span><\/i><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Salary threshold:<\/b><span style=\"font-weight: 400;\"> The minimum salary of the worker plus Dearness Allowance should be less than \u20b921,000 per month. If the employee\u2019s salary exceeds \u20b921,000, he falls beyond the ambit of law; any bonus will then be at discretion.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Minimum days worked:<\/b><span style=\"font-weight: 400;\">\u00a0 The employee should have put in a minimum of 30 working days during the accounting year. Paid leaves, maternity leave, lay-off, and accidental disability also get counted in this figure.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Not excluded:<\/b><span style=\"font-weight: 400;\"> Certain categories are excluded, including apprentices and employees of the LIC, seamen, dock workers, and certain university staff, among others.<\/span><\/li>\n<\/ol>\n<p><i><span style=\"font-weight: 400;\">Note for employees:<\/span><\/i><span style=\"font-weight: 400;\"> If you earn \u20b919,000\/month basic+DA and you have worked more than 30 days this financial year in a company with 20+ employees, your employer is legally required to pay you statutory bonus. It is not optional for them.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_Is_Statutory_Bonus_Calculated_in_India\"><\/span>How Is Statutory Bonus Calculated in India?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"Calculation_Ceiling_%E2%80%93_Not_Your_Actual_Salary\"><\/span>Calculation Ceiling &#8211; Not Your Actual Salary<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">This is the part most explanations get vague on. <\/span><i><span style=\"font-weight: 400;\">Statutory bonus calculation<\/span><\/i><span style=\"font-weight: 400;\"> is not based on your actual salary. It is based on a <\/span><b>wage ceiling of \u20b97,000\/month<\/b><span style=\"font-weight: 400;\"> (or your state&#8217;s applicable minimum wage, whichever is higher).<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">Even if your basic+DA is \u20b919,000\/month, your bonus is calculated on \u20b97,000\u00a0 not \u20b919,000.<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">This means the maximum possible minimum bonus (at 8.33%) is effectively capped regardless of the employee&#8217;s actual salary within the eligible range.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Formula\"><\/span>Formula<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Annual Bonus = Calculation Base \u00d7 12 \u00d7 Bonus Percentage<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Calculation Base = Higher of \u20b97,000 OR State Minimum Wage<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Minimum Bonus % = 8.33%<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Maximum Bonus % = 20%<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Calculation for a whole-year worker under the minimum bonus slab of <\/span><b>\u20b97,000 limit: \u20b97,000 x 12 x 8.33% = \u20b96,997 ~ \u20b97,000<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Calculation for pro-rated part-year workers: the annual calculation figure is divided by 12 and then multiplied with the months or days worked (number of days worked\/26 per month).<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"When_Must_Statutory_Bonus_Be_Paid\"><\/span>When Must Statutory Bonus Be Paid?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Payment of statutory bonus shall be done within eight months from the closure of the accounting period. If the normal period from April to March is considered:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Close of accounting year: 31 March 2026<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Deadline for paying bonus: 30 November 2026<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Filing deadline of the form D: within 30 days from the date of payment<\/span><\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Is_Statutory_Bonus_Taxable\"><\/span>Is Statutory Bonus Taxable?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Yes, but this comes as a surprise to many employees.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Statutory bonus is fully taxable as income under salary as per the Income Tax Act. This will be considered along with your salary income and will be taxed on your slab rate of taxation. There is no exemption applicable for the income from your bonus.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">For employees:<\/span><\/i><span style=\"font-weight: 400;\"> Your Form 130 (annual TDS certificate, formerly Form 16) should show statutory bonus as part of gross salary. If your employer has deducted TDS at source accounting for the bonus, the deduction should appear in your payslip for the month the bonus was paid.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">For HR teams:<\/span><\/i><span style=\"font-weight: 400;\"> Statutory bonus paid in November must be factored into the full-year TDS calculation for each eligible employee, as it is salary income for the financial year in which it is paid, not the year it was earned.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Most employers time payment during October\u2013November to coincide with Diwali, which conveniently falls within the deadline window. This works perfectly when it is planned. When it is not, the November 30 deadline catches businesses unprepared.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">Late payment consequences:<\/span><\/i><span style=\"font-weight: 400;\"> Interest @ 9% p.a. from the date of default. Persistent\/wilful default may be made liable to prosecution under Section 28 of the Act, which provides for imprisonment up to 6 months, a fine up to \u20b91,000, or both.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Common_Employer_Mistakes_with_Statutory_Bonus\"><\/span>Common Employer Mistakes with Statutory Bonus<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Consideration of festival bonus as substitute: An ex gratia or incentive payment made at the time of Diwali is not treated as an equivalent substitute for a statutory bonus unless stated in writing to be so and the amount is equal to or greater than the statutory bonus.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Actual salary basis: Bonus shall be calculated from \u20b97,000 (or minimum wage) instead of actual basic salary + DA of the employee. If the bonus is calculated from the actual \u20b916,500 salary, it results in overpayment; therefore, the ceiling must be considered.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">No account of mid-year salary crossers: If an employee whose actual salary is \u20b919,500 basic+DA gets his salary increased in mid-year to \u20b921,500, he will become eligible after crossing that point. Therefore, he should not be considered ineligible for the entire year.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Not filing Form D: Paying the bonus is step one. Filing the annual return (Form D) with the labour authority within 30 days of the payment deadline is step two. Missing the filing is a separate violation from missing the payment.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Statutory_Bonus_Forms_and_Filing_Requirements\"><\/span>Statutory Bonus Forms and Filing Requirements<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><!-- TankhaPay Blog \u2014 Statutory Bonus Forms Table | Paste into HTML editor --><\/p>\n<div style=\"overflow: hidden; border-radius: 10px; border: 1px solid #DCE8F7; margin: 32px 0;\">\n<div style=\"background: #EFF6FF; padding: 13px 18px; border-bottom: 1px solid #DCE8F7;\">\n<p style=\"margin: 0 0 3px; font-size: 13px; font-weight: bold; color: #004899;\">Statutory Bonus \u2014 Mandatory Forms &amp; Filing Requirements<\/p>\n<\/div>\n<div style=\"overflow-x: auto;\">\n<table style=\"width: 100%; border-collapse: collapse; font-size: 13.5px; font-family: inherit; line-height: 1.5;\">\n<thead>\n<tr>\n<th style=\"background-color: #004899; color: #ffffff; padding: 12px 18px; text-align: left; font-weight: 500; width: 14%;\" scope=\"col\">Form<\/th>\n<th style=\"background-color: #004899; color: #ffffff; padding: 12px 18px; text-align: left; font-weight: 500; width: 46%;\" scope=\"col\">Purpose<\/th>\n<th style=\"background-color: #004899; color: #ffffff; padding: 12px 18px; text-align: left; font-weight: 500; width: 40%;\" scope=\"col\">When<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr style=\"background-color: #ffffff; border-bottom: 1px solid #DCE8F7;\">\n<td style=\"padding: 11px 18px; font-weight: bold; color: #004899; vertical-align: middle;\">Form A<\/td>\n<td style=\"padding: 11px 18px; color: #555555; vertical-align: middle;\">Register of allocable surplus<\/td>\n<td style=\"padding: 11px 18px; color: #555555; vertical-align: middle;\">Maintained annually<\/td>\n<\/tr>\n<tr style=\"background-color: #f7faff; border-bottom: 1px solid #DCE8F7;\">\n<td style=\"padding: 11px 18px; font-weight: bold; color: #004899; vertical-align: middle;\">Form B<\/td>\n<td style=\"padding: 11px 18px; color: #555555; vertical-align: middle;\">Register of set-on \/ set-off<\/td>\n<td style=\"padding: 11px 18px; color: #555555; vertical-align: middle;\">Maintained annually<\/td>\n<\/tr>\n<tr style=\"background-color: #ffffff; border-bottom: 1px solid #DCE8F7;\">\n<td style=\"padding: 11px 18px; font-weight: bold; color: #004899; vertical-align: middle;\">Form C<\/td>\n<td style=\"padding: 11px 18px; color: #555555; vertical-align: middle;\">Register of bonus paid to employees<\/td>\n<td style=\"padding: 11px 18px; color: #555555; vertical-align: middle;\">Updated each year on payment<\/td>\n<\/tr>\n<tr style=\"background-color: #f7faff;\">\n<td style=\"padding: 11px 18px; font-weight: bold; color: #004899; vertical-align: middle;\">Form D<\/td>\n<td style=\"padding: 11px 18px; color: #555555; vertical-align: middle;\">Annual return to labour authority<\/td>\n<td style=\"padding: 11px 18px; font-weight: 600; color: #b91c1c; vertical-align: middle;\">Within 30 days of payment deadline<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<\/div>\n<p><i><span style=\"font-weight: 400;\">Labour Codes update:<\/span><\/i><span style=\"font-weight: 400;\"> The Payment of Bonus Act, which forms part of the Code on Wages of 2019, has been provided as an act that will be repealed under the Code. The code on wages has yet to be completely notified by April 2026, so the Payment of Bonus Act, 1965, is still applicable.<\/span><\/p>\n<p><a href=\"https:\/\/www.tankhapay.com\/tools\/bonus-calculator\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone wp-image-14779 size-full\" src=\"https:\/\/www.tankhapay.com\/blog\/wp-content\/uploads\/2026\/08\/statutory-bonus-calculator-e1787730028543.webp\" alt=\"statutory bonus calculator\" width=\"1654\" height=\"243\" srcset=\"https:\/\/www.tankhapay.com\/blog\/wp-content\/uploads\/2026\/08\/statutory-bonus-calculator-e1787730028543.webp 1654w, https:\/\/www.tankhapay.com\/blog\/wp-content\/uploads\/2026\/08\/statutory-bonus-calculator-e1787730028543-300x44.webp 300w, https:\/\/www.tankhapay.com\/blog\/wp-content\/uploads\/2026\/08\/statutory-bonus-calculator-e1787730028543-1024x150.webp 1024w, https:\/\/www.tankhapay.com\/blog\/wp-content\/uploads\/2026\/08\/statutory-bonus-calculator-e1787730028543-150x22.webp 150w, https:\/\/www.tankhapay.com\/blog\/wp-content\/uploads\/2026\/08\/statutory-bonus-calculator-e1787730028543-768x113.webp 768w, https:\/\/www.tankhapay.com\/blog\/wp-content\/uploads\/2026\/08\/statutory-bonus-calculator-e1787730028543-1536x226.webp 1536w, https:\/\/www.tankhapay.com\/blog\/wp-content\/uploads\/2026\/08\/statutory-bonus-calculator-e1787730028543-878x129.webp 878w, https:\/\/www.tankhapay.com\/blog\/wp-content\/uploads\/2026\/08\/statutory-bonus-calculator-e1787730028543-870x128.webp 870w\" sizes=\"(max-width: 1654px) 100vw, 1654px\" \/><\/a><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Final_Thought\"><\/span>Final Thought<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><i><span style=\"font-weight: 400;\">Statutory bonus<\/span><\/i><span style=\"font-weight: 400;\">\u00a0 is one of the easiest <a href=\"https:\/\/www.tankhapay.com\/blog\/payroll-compliance-checklist\/\">compliance requirements to fulfil in an Indian payroll system<\/a>, provided the formula is known and the deadline is accounted for. The difficulty comes from the employer treating it as a discretionary benefit, incorrectly calculating the wage limit, or neglecting to prepare for November.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you are an employee wondering what you are owed, check the two eligibility conditions (\u20b921,000 salary ceiling and 30+ working days) and run the calculation on the \u20b97,000 (or higher minimum wage) base. If you meet both conditions and work for a company with 20+ employees, the payment is not a favour; it is yours by law.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you are an HR team preparing for bonus season, TankhaPay&#8217;s <a href=\"https:\/\/www.tankhapay.com\/tools\/bonus-calculator\">Statutory Bonus Calculator<\/a> handles the ceiling logic, minimum wage lookup, and pro-rata calculation for part-year employees so the November payroll run does not have to be a scramble.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<div class=\"tmnf_excerpt\">TL;DR &#8211; \u25bc 1 Statutory bonus is not a Diwali gift or a performance reward. It is a legal oblig\u2026<\/div>","protected":false},"author":6,"featured_media":14778,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[148],"tags":[456,455],"class_list":["post-14768","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-glossary","tag-bonus","tag-statutory-bonus"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Statutory Bonus India | Eligibility, Calculation 2026<\/title>\n<meta name=\"description\" content=\"Statutory bonus is a legal obligation under the Payment of Bonus Act. 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