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GST (Goods and Services Tax) Registration gives your business a mandatory 15-digit GSTIN, authorising you to collect tax, claim Input Tax Credit (ITC), and file periodic returns under India's unified indirect tax system. It is compulsory for businesses with annual aggregate turnover exceeding ₹40 lakhs (goods) or ₹20 lakhs (services), and mandatory for all e-commerce sellers, inter-state suppliers, and reverse-charge recipients regardless of turnover.
Why thousands of Indian businesses use ClearlyComply for gst registration
Keep these ready to complete your gst registration quickly
Our streamlined process — sit back while our experts handle everything
Upload PAN, Aadhaar, address proof, and bank details on our secure portal.
Our CA team reviews documents and maps the correct HSN/SAC codes for your business.
We file Part A (TRN) and Part B (full application) on the GST portal on your behalf.
Acknowledgement Reference Number issued by the GST portal within 24 hours of filing.
Your GSTIN is allotted in 3–5 business days and sent with a complete setup guide.
All government fees included. Choose the plan that fits your needs.
Businesses with turnover above ₹40 lakhs (goods) or ₹20 lakhs (services), all e-commerce sellers, inter-state suppliers, casual taxable persons, and reverse-charge recipients.
GST registration itself is free on the government portal. ClearlyComply's ₹999 covers expert document review, application filing, follow-up, and GSTIN delivery.
Typically 3–5 business days after complete document submission. Our experts expedite and track your application at every stage.
PAN, Aadhaar, business address proof, bank account details, and photographs. Companies additionally need Certificate of Incorporation and MOA/AOA.
Yes. GST is state-specific — a separate GSTIN per state is mandatory if you operate in multiple states. ClearlyComply offers multi-state bundle pricing.
The penalty is 10% of tax due (minimum ₹10,000). For deliberate evasion, 100% of the tax amount is levied as penalty.
Yes, GSTIN is permanent unless voluntarily surrendered or cancelled by the department. You may apply for cancellation if turnover falls below the threshold.
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Any business hiring employees should have a legally sound employment agreement in place before the joining date.
Define roles, responsibilities, CTC, notice periods, and termination clauses clearly to protect both employer and employee.
Protect your IP, client relationships, and confidential data from day one with robust non-compete and IP assignment clauses.
Companies growing their teams rapidly need standardised agreements to ensure consistency and reduce legal risk.
Healthcare, finance, pharma, and legal sectors require employment agreements with specific regulatory compliance clauses.
Executive-level hires require comprehensive agreements covering ESOP, deferred compensation, and restrictive covenants.
Outdated agreements may lack moonlighting policy, DPDPA 2023 data clauses, or updated non-compete language.
Legally compliant, India-specific employment contracts drafted by qualified advocates. 2 revision rounds included.
Share these details and our legal team will draft a comprehensive, customised employment agreement.
Designation, department, reporting structure, and key responsibilities of the role.
Total CTC, salary components (basic, HRA, allowances), and any variable pay or performance bonus.
Probation duration (typically 3–6 months) and notice period for resignation/termination.
Whether you require non-compete or non-solicitation clauses post-employment and the applicable duration.
Office location, remote/hybrid work policy, and any travel requirements for the role.
Employee stock options, signing bonus, joining bonus, clawback provisions, or moonlighting policy.
From brief to signed agreement in 48–72 hours.
Share the job title, CTC structure, notice period, non-compete requirements, and any special clauses via a short form or WhatsApp.
Our advocates draft a comprehensive employment agreement incorporating all standard and custom clauses — IP assignment, confidentiality, dispute resolution, and termination.
You review the draft within 48–72 hours. We include 2 free revision rounds to refine any clauses per your requirements.
Execute the agreement via digital signature (DigiSign/DocuSign) or print on company letterhead and physically sign.
Both parties retain signed copies. We recommend maintaining employee agreements in a secure HR folder for audit purposes.
India-specific legal drafting at transparent prices — no surprises, no hidden fees.
No waiting weeks. Receive your customised employment contract within 2–3 working days.
Agreements comply with the Industrial Disputes Act, Shops & Establishments Act, and DPDPA 2023.
Not a template — each agreement is customised for the specific role, industry, and company requirements.
Two rounds of revisions included. We refine the agreement until it perfectly meets your requirements.
Fixed price from ₹1,999. Bulk discounts for 5+ agreements. No hourly rates or surprise bills.
Direct access to your assigned advocate for questions, clarifications, and post-delivery support.
Post-employment non-compete clauses have limited enforceability in India under Section 27 of the Indian Contract Act 1872, which restricts agreements in restraint of trade. However, non-solicitation clauses (preventing poaching of clients and employees) and confidentiality obligations are generally enforceable. During employment, non-compete restrictions are fully valid. Our team drafts enforceable restrictions based on current Indian case law.
There is no statutory minimum notice period under central labour law for most employees. The notice period is contractually determined. Industry norms are 1 month for junior staff, 2–3 months for mid-level, and 3–6 months for senior/CXO roles. Some state Shops & Establishments Acts specify minimum notice periods — we account for your state's specific requirements.
If you are offering stock options, it is best to reference the ESOP scheme in the employment agreement and attach the detailed ESOP plan as a separate schedule. The employment agreement should mention the grant, vesting schedule, and cliff period at a high level, with full details in the ESOP plan document. We handle both.
Fixed-term employment has a defined end date (e.g., 1 year contract), after which the employment automatically terminates without requiring notice. Permanent employment has no end date and requires notice/severance to terminate. Fixed-term employees in India are entitled to the same benefits as permanent employees under the Industrial Relations Code 2020.
Yes. You can include a clause prohibiting moonlighting (working for another employer simultaneously) during the term of employment. This is a valid restriction under Section 60 of the Factories Act for factory workers and under employment contract terms for others. The clause should specify whether prior written approval is required for any outside work.
Join 12,000+ businesses that trust ClearlyComply. Legally sound contracts in 48–72 hours. Starting ₹1,999.
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