Compliance Management
Employment rules change often. We catch it before you do.
Labor law, tax rates, and statutory contributions across South Asia shift regularly and rarely with much notice. Our compliance team tracks every change in the markets you hire in and applies it before your next cycle runs.
Continuous monitoring Applied before payroll Records kept audit-ready
How a regulatory change gets caught
Most compliance failures aren’t decisions. They’re changes nobody noticed until the filing was already wrong.
Monitored at source
Our team tracks gazette notifications, tax authority circulars, labor ministry announcements, and court rulings in every market we operate in. Not a quarterly newsletter. Continuous.
Assessed for impact
Each change is reviewed against your live employee records. Most affect nobody. The ones that do are identified by name, market, and the specific component that shifts.
Applied before the next cycle
The change goes into contracts, payroll calculations, and filings before the next run rather than after it. Where a change is backdated, the adjustment is calculated and shown separately.
Documented
The change, the date it took effect, and the action taken are recorded. When someone asks why a figure moved, the answer already exists.
What we track
The obligations that carry a penalty if you get them wrong.
Labor law and employment rules
Working hours, overtime caps, rest periods, notice periods, probation limits, termination grounds, and severance formulas in each market.
Income tax and withholding
Tax bands, rates, exemptions, and filing deadlines. Changes here move net pay immediately and are the most common source of a wrong payslip.
Statutory contributions
Retirement and provident fund rates, social security, gratuity accrual, and mandated bonuses, including ceiling and threshold changes.
Leave and entitlements
Annual leave, sick leave, public holidays, maternity and paternity provisions, and how unused entitlement is treated on exit.
Worker classification
Where the line sits between employee and contractor in each market, and where an existing arrangement has drifted onto the wrong side of it.
Record keeping and filings
What must be held, in what format, for how long, and which authority can ask for it.
Automation catches most of it. Not the expensive part.
A rules engine applies what it was configured with. It doesn’t notice that a rate changed last week, that a new contribution category was introduced, or that a calculation is technically valid and obviously wrong.
Our Meteors Risk-Control Audit Methodology puts a licensed accountant across every cycle before it closes. Variances against the prior period are questioned rather than passed through, and rates are confirmed against the current published figure instead of the one stored in the system.
The errors that survive automation are the ones that cost real money, and those need a person looking at them.
See how our Employer of Record service works
Common questions
Straight answers on liability, classification, and record access.
Ask us directly →The change is assessed against your live records, applied from its effective date, and reflected in the next cycle. If it applies retroactively, we calculate the adjustment and show it as a separate line rather than folding it into normal pay, so your records stay clean and the reason is visible.
Meteors is the legal employer, so the filing obligation and the liability that comes with it sit with us. That’s the structural difference between this arrangement and outsourcing the work while keeping the exposure yourself. See how our Employer of Record service works.
Every change we act on is recorded with the effective date and the action taken, and material ones affecting your team are flagged to your account manager. When a figure moves on a payroll register, the reason is already documented rather than reconstructed later.
Yes. Where an existing contractor arrangement looks likely to meet the definition of employment in that market, we say so and set out what conversion involves. Classification is the most common exposure companies carry without realizing it, largely because the contract says one thing and the working relationship says another.
Contracts, amendments, payroll registers, tax filings, statutory receipts, and benefits enrollments are held for the retention period each market requires. You can request any of it at any point, and it’s provided in full when a client, auditor, or authority asks.
Let’s talk about your compliance exposure.
Tell us where your team sits and how they’re currently engaged. We’ll walk you through the obligations that apply, where the common gaps are, and what we’d take on.