Merit increments with budget guardrails and pay equity
A merit-increment planning cycle with budget guardrails, a merit matrix, compa-ratio pay equity, multi-stage approval and bulk increment-letter generation.
- Merit matrix
- Budget guardrails
- Compa-ratio equity
What compensation does in NeevHR
Merit matrix
Suggested increments by rating and compa band, so under-paid high performers get the most.
Budget guardrails
A live budget burn-down with per-manager envelopes and out-of-policy flags.
Compa-ratio equity
See where each employee sits against their grade midpoint before deciding.
Increment letters
Approve the cycle and generate increment letters into the document vault.
ESOP and RSU tracking
Record grants, vesting tranches and exercises, for HR and for the employee to read. It tracks them and flags an exercise for payroll to review. Perquisite tax and TDS are not computed.
Your wording on letters
Edit the wording of increment and promotion letters from the Documents templates, keeping the letterhead and signatory. Issued letters never change.
Cycle templates
Save a cycle's rules as a template and start the next one from it. A template keeps rules, never people or money.
How compensation works, step by step
- 1
Plan
Open a cycle with a merit matrix and budgets per manager.
- 2
Propose
Managers propose increments within guidelines.
- 3
Approve
Proposals go through approval with out-of-policy flags.
- 4
Apply
Revisions take effect on the record and increment letters are issued.
Benefits
- Budgets are visible while proposing
- Revisions become effective-dated pay changes, including arrears
- Letters are generated from the approved numbers
Who uses it
- HR and rewards
- Configure cycles and matrices.
- Managers
- Propose increments for their team.
- Leadership
- Approve within budget.
Set as rule sets by your HR admin, assigned to employee groups.
- Cycle, effective date and budget pool
- Eligibility rules
- Merit matrix
- Approval stages
Every list becomes a report; every report a chart that drills to records.
- Increment cost model
- Spend by rating
- Out-of-policy cases
Compensation does not run in a silo
Like every module, it sits on one effective-dated employee record, with India's statutory rules, configuration and governance shared across the platform.
Built for India, only India
PF, ESI, PT, LWF and TDS, gratuity, bonus and the DPDP Act 2023 are part of the core product, not an add-on. INR and the India financial year throughout.
Depth without the drag
Process discipline and statutory accuracy for growing and mid-market companies, without the cost or the multi-year rollout of a tier-one suite.
A guided go-live
Implementation time depends on employee count, data quality, integrations and payroll complexity.
Configured by your HR admin
Leave, attendance, payroll, expense and appraisal are configurable rule sets assigned to employee groups. A trained HR admin can own them, no certified consultant required.
Compensation: frequently asked questions
Are backdated increments paid as arrears?
Yes. A revision effective from an earlier date produces arrears in payroll.
Explore related modules
One platform, one employee record.
Guides and calculators
See compensation on your own data
A tailored walkthrough for your team, no generic deck.