Salary is the cornerstone of any employment agreement. It is the compensation that employees receive monthly for their work. Salary is usually disbursed through payroll at month-end. However, emergency situations may prompt employees to request for a salary advance.
In a survey conducted by OpenWave 80% of employees said they would use a salary advance scheme if offered.
A salary advance is when a company pays a portion of an employee’s expected monthly salary before the usual payday. Advance salary is not optional for any company. Every employee has a right to get salary advance. The amount advanced is deducted from the employee’s final or net salary.
A host of collective agreements outline the maximum percentage an employee can request for an emergency advance of salary. Typically, this is capped at 90% of the salary earned for work completed. Some companies may even allow advances for anticipated work.
In most companies, employees are required to request for a salary advance from their respective managers or from HR.
Getting a salary advance is a service that employees greatly appreciate because it offers several advantages:
Among the many reasons for salary advance, the main one could be that employees are undergoing some financial crunch at a particular moment. Providing the option for advance on salary helps them navigate unexpected expenses, reducing financial strain.
By supporting employees during challenging times, such as unforeseen financial difficulties, the company contributes to a better work atmosphere. When their issues are taken care of, employees can focus better on their work with a stress-free mind. This also boosts their productivity.
Offering this benefit demonstrates the company’s commitment to employee well-being and productivity, in turn, fostering loyalty.
Alongside retaining talent, offering perks like salary advances can make the company more attractive to prospective employees.
By prioritizing employee welfare and providing benefits like emergency salary advance, the company enhances its brand image, setting itself apart from competitors.
Before using the benefits of advance salary employees need to understand the vital elements of salary advance like – eligibility, interest, etc. Here are some important areas to understand:
Employees in India seeking an advance on salary typically need to meet certain criteria, commonly adhered to by most companies. These include successful completion of the probation period, no outstanding company-sponsored loans and no history of salary advances taken within the past six months.
Employees or their legal representatives, with proper authorization, can request a salary advance. It is usually directed to the HR department.
Salary advance does not have interest. Since it represents earnings already accrued by the employee, the company cannot levy interest charges.
The advanced amount is deducted from the employee’s payroll and noted in the “deductions” section as “Advanced amount”.
A written request is necessary for salary advance. It should include details such as company information, request date, employee details, explicit request for the advance and the requested amount.
Although not specifically regulated, prompt payment is advisable to maintain the nature of the advance. In India, this could be typically within 24 hours to 3 working days.
In this case, flexible payment terms can be negotiated between the company and employees to ensure financial preparedness for unforeseen circumstances.
Employees need to mention the need and reasons for a salary advance and submit a formal salary advance application, ensuring compliance with company policies. The HR department or supervisor will then guide through the necessary paperwork and formalities, with the approved amount disbursed through payroll.
It is crucial to understand the difference between a salary advance and a salary advance loan. With salary advance, employees request amounts already earned, which are deducted from their subsequent payroll at month-end.
In contrast, salary advance loans typically involve longer repayment periods. For instance, an employee may request an advance equivalent to 15 days’ work. However, they may opt to repay it over three months or upon receiving bonuses or other additional payments.
Given below is a typical salary advance policy that is commonly practiced in Indian companies. Understanding these steps will make it easier to manage and conduct the process.
Salary advance can help employees manage unforeseen challenges and ensure their financial stability. This is where a payroll management software can help in easily managing salary advance. It facilitates seamless management of all salary advance-related operations. It empowers you to maintain comprehensive records, facilitate requests and approvals and customize criteria for advanced salary disbursement. What do you think about salary advance? Would you like to avail this benefit? Let us know in the comments below.
The editorial team at Akrivia HCM is comprised of subject matter experts and seasoned content writers, bringing together their expertise and passion to offer new perspectives from the domain of Human Resources, including the wide range of sub-topics it has. Driven by a shared vision, the team is committed to sharing insightful content on how organizations can steer through the complexities of human resource management and work towards building a better workforce.
