Payroll Management | NuSmart HRMS

1) Central provident Fund (CPF):
Employers are required to pay CPF contributions every month. CPF contributions are payable for Singapore Citizens (SC) and Singapore Permanent Residents (SPR). The contribution percentage varies depending on the age of an employee. There is a also capping on the contribution amount.

2) Community contribution Fund:
All employees working in Singapore must contribute a small part of their remuneration to Self-Help Group (SHG) funds or Donation Funds. These community funds are ECF, SINDA, CDAC
and MBMF. Employees race determines which community fund they would contribute to. The contribution rates are usually fixed and stay the same for years

3) SDL:
Under the Skills Development Levy (SDL) Act, employers are required to pay levy for every employee they hire. The employee category can be anything, a permanent, casual, part-timer, temporary or foreign worker rendering their services wholly or partly in Singapore.
Wage range is defined in system, contribution percentage is also defined.

4) FWL:
The Foreign Worker Levy (FWL), commonly known as "Levy", is a pricing mechanism to regulate the number of foreign workers in Singapore. As an employer, you do not have to pay Central Provident Fund (CPF) contributions for your foreign workers. Employer needs to define the FWL Qualification and FWL amount for every foreign employee hired.

5) IR8A:
Form IR8A in Singapore is a mandatory document that contains information on employees' earnings. IRAS assessment file needs to be generated for all employees every year.

1) Withholding Tax:
It is a mandatory tax on the earnings of an employee’s salary that are subject to tax. Withholding taxes can be computed either on Monthly, Bimonthly or Weekly basis. Tax forms BIR 1604-C, BIR 1601 and BIR 2316 are used for tax submissions.

2) SSS:
It is a government-mandated insurance scheme to protect employees and their families against hazards of disability, sickness, maternity, old age, death and contingencies resulting in loss of income or financial burden. Employee and Employer contributions towards SSS happen as per the contribution table published by Philippine’s SSS.

3) Employees' Compensation:
ECP is a government program to provide benefits in the event of work-related incidents. For salary below P15,000 the employer contribution amount is fixed at P10 per month and above P15,000 it is at P30.

4) PhilHealth:
All employees are insured through PhilHealth and it is mandatory for employers to deduct part of each employee’s salary and correspondingly contribute the equivalent amount to PhilHealth. Premium rate is 4.0% with an income floor of P10,000.00 and income ceiling of P80,000.00.

5) HDMF:
Home Development Mutual Fund is a national savings program with the aim to provide affordable house financing for workers. Employees earning a gross monthly income of P15,00 and below, HDMF contributions are 1% of basic salary for employees 2% for the employers. For employees whose gross monthly salary is more that P1500, the employee and employer must pay 2%. Monthly contributions are capped at P100 each for the employee and employer.

6) Provident Fund:
Both employee and employer contribute towards PF. Employer contributions range between P42.50 and P425 per month, while employees contribute between P22.50 and P225 per month.

7) De minimis:
It is a benefit given to employees where the amount is exempt from tax computation.

1. Indonesia Personal Income Tax
The system can set up the tax slabs in accordance with the total income earned by the employees. Monthly withholding tax for each employee can be computed and deducted from employee’s monthly salary. System can generate various tax return forms, monthly and annual, for submission to the tax authority.

2. National Social Security Scheme (JAMSOTEK)
All employees including foreigners are required to make monthly contribution to the Employee Social Security System called JAMSOTEK. The system will compute the contributions of the various insurance coverage and funds such as health insurance, work accident insurance, life insurance, old age pension and public pension under the scheme and compound them into one contribution for submission to the social security office.

3. Health Insurance (JPK)
The health insurance (JPK) provides outpatient, inpatient, pregnancy checks, childbirth assistance, diagnostic support, special and emergency services to employees and their families who suffer from illness. The contribution rates are 4% for employer and 1% for employee. The cap on the salary for the contribution is IDR12 million.

4. Old Age Pension (JHT)
This program is a form of compulsory saving for the employees for their old age. The contributions are 3.7% for employer and 2% for employee. There is no cap on the salary for the contribution.

5. Public Pension (JP)
This is a protection program to maintain a decent life of an employee when he or she reaches retirement age or have a permanent total disability. The contribution rate is 2% for employer and 1% for employee and the cap on the salary for the contribution is IDR9,077,600.

6. Work Accident Insurance (JKK)
The work accident insurance (JKK) provides compensation to employees or their immediate family in the event of disability or death due to work accident or disease. The contribution rate for employer depends on the risk of the industry that the company is in and could range from 0.24$ to 1.74%. There is no contribution for the employee. The is no cap of the salary fro the contribution.

7. Life or Death Insurance (JKM)
This program provides cash payout to employee’s immediate family in the event of employee’s died before the age of 55 years old. The payout cover death benefits as well as funeral expenses and periodic compensation. The contribution for this program is 0.3% for employer and 0% for employee. There is no cap on the salary for the monthly contribution.

1) Malaysia Tax Module
Employee wise tax declaration happens as per Malaysian statutory requirements. Tax slabs are defined and computed as per the salary range.

2) SOCSO:
SOCSO (Social Security Organization), also known as PERKESO (Pertubuhan Keselamatan Sosial).
SOCSO slabs are defined in system taking into account: the employee age and salary range. Salary range is defined for both employer and employee contribution.

3) EIS:
All employers in the private sector whose employees are covered under the Act are required to pay contributions on behalf of their employees. (Exempted for Federal and State Government Permanent employees, Domestic servant and Self-employed). EIS slabs are defined in system based on the age and salary range. Employee and Employer contribution is calculated by making references to these predefined slabs.

4) EPF:
Employees' Provident Fund EPF (Malay: KWSP) is a federal statutory body under the purview of the Ministry of Finance. It manages the compulsory savings plan and retirement planning for private sector workers in Malaysia.

1. Thailand Personal Income Tax
Thailand personal income tax based on the annual income and the tax rates are progressive from 0% to 35%. The system can compute the monthly withholding tax of each employee and deduct from the employee’s salary. An annual tax return can be generated from the system to reconcile the total tax liability with the total paid at the end of the year.

2. Social Security Fund
All employers and employees including foreigners with valid work permits are required to make monthly contribution to the Social Security Fund. The fund is to provide security and coverage to the insured employees against injury or sickness, maternity, disability, death, old age, and unemployment.

The system can generate the monthly contribution for both the employer and employee at 5% each. The minimum salary for the monthly contribution is THB1,650 and the maximum is THB15,000.

3. Provident Fund or National Pension Fund
The company can set up the system to deduct monthly contributions to the Provident Fund managed by a bank or private financial institution, or to the National Pension Fund managed by the Government. For companies that did not set up a Provident Fund program for their employees, they need to contribute to the National Pension Fund which is mandatory. For those companies with a Provident Fund program will not be required to make contribution to the National Pension Fund.

The Provident Fund’s contribution rates for both employer and employee are equal and range from 2% to 15%. On the other hand, the contribute rates for the National Pension Fund which is also equally between the two parties and are based on the years of service ranging from 3% to 10%.

4. Workmen Compensation
The system can calculate for the employer the total contribution to Workmen Compensation Fund (WCF) on an annual basis which is between 0.2% to 1% of the employee’s annual salary. The percentage of contribution is dependable on the type of business/industry and the maximum annual salary is capped at THB240,000.

1) India Tax Module:
System facilitates employee wise IT Declaration. Employee can enter the section wise investment and previous employment details in Form 12B.
Once all the details are entered, system will auto compute the TDS per month during salary process. Employee will also get tax Projection report and Form 16 report from the system.

2) Professional Tax:
Professional Tax slabs in system are defined as per India statutory requirements and they are categorized based on gender: Male and Female. Professional Tax is calculated during the salary process. System can be enabled or disabled to define if Professional Tax is required to be computed or not.

3) Provident Fund:
Provident Fund in system is calculated as per India statutory requirements. All Provident Fund slabs are defined in system. Provident Fund is calculated during the salary process and is computed for both Employee and Employer.

4) ESIC:
ESIC is calculated in system as per India statutory requirements. ESIC calculation is based on Employment type. Percentage slab is also defined in system for both employee and employer.

5) Labour Welfare Fund:
Labour welfare fund is calculated as the applicability of organization. LWF slab and the month of deduction is also configured in system. LWF is calculated during the salary process.

1. UAE Income Tax
There is no personal income tax in UAE. It is a tax-free country.

2. Social Security and National Insurance Trust (SSNIT)
All employers and local employees are required to contribute to the Pensions and Social Security (PSS) monthly, and the contribution rate is 12.5% for the employer and 5% for the employee. The system will calculate the contributions for the PSS each month based on the employee’s income and the employee’s portion will be deducted from the employee’s salary.

3. Labour Law
There are two labour laws in United Arab Emirates. The UAE Labour Law or Regulations on Employment Relationship applies to the whole countries including all free-zones cities except Dubai.

Dubai has its own labour law and it is called Dubai International Financial Centre (DIFC) Employment Act. Companies and employees based out of Dubai must adhere to the DIFC Employment Act and not the UAE Labour Law.

Our system is able to cater to the different statutory regulations in UAE.

1) Nigeria Tax Module
Employee Wise Tax declaration in system is set as per Nigeria statutory requirements. Tax slabs are defined in system as per the salary range. Tax computation happens during the salary process.

2) NHF:
National Housing fund is a contribution. There is minimum wage mark after which an employee contributes 2.5% of their monthly income. NHF in system is computed during the salary process.

3) Pension Fund:
A Pension plan is a retirement account where employers and employees make monthly contributions. In Nigeria, employers contribute 10% of the salary and the employee contributes 8%. This is known as a defined contribution scheme.

1) Uganda Tax Module:
Tax slabs in system are defined as per Uganda statutory requirements. Tax slabs are set according to salary range. Tax is computed during salary run.

2) NSSF Contribution:
The NSSF is a defined contribution scheme and is financed largely by contributions from Employers and Employees. The total contribution is equal to 15 percent of an employee's gross salary with employer contributing 10 percent and employee contributing 5 percent.

1) Congo Tax Module:
Tax slabs in system are defined as per Congo statutory requirements. They are set as per the salary range. Tax is computed during salary process.

2) National Insurance Fund:
As per the statutory requirement four component of NIF is defined in system with their percentage. INSS Qpo component 5%, ONEM component 0.2%, INPP component 3% and
INSS Qpp component 13%. NIF is calculated during salary process.

1. Ghana Income Tax
Ghana personal income tax based on the annual income and the rates range from 0% to 30%. The system can compute the monthly withholding tax of each employee and deduct from the employee’s salary. An annual tax return can be generated from the system to reconcile the total tax liability with the total paid at the end of the year.

2. Social Security and National Insurance Trust (SSNIT)
All employers and employees are required to contribute to the SSNIT monthly, and the contribution rate is 13% for the employer and 5.5% for the employee. The employee’s contribution of the SSNIT will be computed by the system and deducted from the employee’s salary each month. Each monthly payroll report will indicate the amount of contribution for the employer and the employee as when as the total amount to be submitted to the authority.