Offer employees a simple, portable NPS account with an easy payroll-led contribution process.
Corporate NPS connects employee retirement readiness with a practical, tax-efficient workplace benefit.
Under Section 80CCD(2), employer contributions to an employee’s Tier-I NPS are deductible up to 14% of salary, and may also count as a business expense — subject to conditions.
Your employer’s NPS contribution is deductible under Section 80CCD(2) — up to 14% of Basic + DA — and it stays available even under the new tax regime, where most other deductions fall away. It sits over and above the ₹1.5 lakh 80C limit and the extra ₹50,000 under 80CCD(1B) on your own contributions.
Your Permanent Retirement Account Number (PRAN) is issued once and valid for life. Change jobs and the same account simply continues under the new employer — no closing, reopening or transfer paperwork — so the corpus keeps compounding across your entire career.
Contributions are deducted straight from payroll every month, so saving happens automatically before the money can be spent. That steady, long-horizon habit — investing across market ups and downs — is one of the biggest drivers of a healthy final corpus.
Log in to the eNPS / CRA portal anytime to see your balance, statement and returns. You choose Active or Auto Choice, set your equity, corporate-debt and government-securities mix within the limits, and pick your Pension Fund Manager — full control over how the money is invested.
The employer’s contribution can be claimed as a business expense under Section 36(1)(iva) of the Income-tax Act, within the prescribed limits, lowering the organisation’s taxable profit while it funds employees’ retirement.
Choose the model that fits you — employer-only, a matching or fixed employer share, or employee-driven with an employer top-up — and vary it by grade or cadre. The scheme flexes to your compensation philosophy and budget.
NPS is a ready, PFRDA-regulated framework, so there is no separate superannuation or pension trust to set up or administer. Employees are onboarded through a Point of Presence (PoP) and contributions are remitted online — minimal overhead for HR and payroll.
A structured retirement benefit strengthens your Employee Value Proposition and supports long-term retention at a low, predictable cost. Because it is portable and employee-owned, staff value it as a genuine benefit rather than a lock-in.
Tax benefits are subject to the Income-tax Act, applicable limits, contribution structure and the employee’s tax regime. Current provisions should be verified before implementation.
Corporate NPS is an employer-facilitated retirement solution that allows eligible employees to contribute to their individual NPS accounts through the organisation’s payroll process.
Suitable for employers seeking to add a structured retirement benefit for eligible employees.
Each employee contributes to an individual PRAN that remains linked to the subscriber.
Contributions may be facilitated through payroll under the organisation’s adopted policy.
The same PRAN can generally continue when the employee changes organisation or location.
The organisation can define who contributes and how contributions are facilitated, subject to the applicable NPS and tax rules.
The employer may contribute to eligible employees’ NPS accounts as part of the organisation’s benefits policy.
Employees may contribute through payroll and may also continue contributions under the applicable NPS process.
Employer contribution to Tier-I NPS may qualify for deduction under Section 80CCD(2), including under the new tax regime, subject to prescribed limits.
A clear four-step rollout keeps responsibilities visible for HR, payroll and employees.
Confirm eligibility, contribution structure, effective date and internal ownership.
Complete the required corporate and authorised-signatory documentation.
Support KYC, PRAN creation or mapping and employee communication.
Validate payroll files, contribution uploads and reconciliation before launch.
Corporate NPS can generally complement other retirement benefits, subject to the organisation’s policy and the prevailing regulatory framework.
The contribution structure may allow the employer, the employee or both to contribute, depending on the organisation’s adopted policy.
The individual PRAN is designed to remain portable, allowing the employee to continue the same NPS account through the relevant process.
Eligible employees can be onboarded through the organisation’s chosen NPS service process and then mapped to the payroll contribution workflow.