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Introduction

In the contemporary competitive job market, companies are constantly seeking innovative ways to attract and retain top talent. Employee Stock Option Plans (hereinafter ESOPs) have emerged as a popular tool, offering employees a stake in the company’s success and fostering a sense of ownership. ESOPs have become a game-changer, offering employees a chance to foster a sense of ownership in the company and to partake in its success.  But ESOPs are more than just a fancy perk in a landscape where talent reigns supreme; understanding how the process flow works, the tax implications involved in India, and the factors that influence the exercise price – the price employees pay for the stock – is crucial for both employers and employees.  

What are ESOPs?

Simply put, ESOPs are financial instruments that grant employees the right to purchase company shares at a predetermined price (also known as the exercise price) within a specified period (also known as the vesting period). These are typically structured as a performance-based equity incentive program, where employees are granted stock options as part of their compensation package.

ESOPs serve as a means to align the interests of employees with those of the company’s shareholders and can play a significant role in driving employee engagement, productivity, and long-term company performance. Additionally, ESOPs can be used as a tool for attracting and retaining top talent, as well as incentivizing employees to contribute to the company’s growth and success.

Benefits of ESOPs

ESOPs serve as a means to align the interests of employees with those of the company’s shareholders and can play a significant role in driving employee engagement, productivity, and long-term company performance. Additionally, ESOPs can be used as a tool for attracting and retaining top talent, as well as incentivizing employees to contribute to the company’s growth and success.

How do ESOPs Work?

The ESOPs work in following manner, primarily Finalizing Terms, ESOP Policy Adoption, Grant of ESOPs, Vesting of ESOPs, Exercise of ESOPs, Payment and Allotment of Shares.

1. Finalizing Terms: The company agrees on terms of ESOP policy such as grant, vesting, exercise, etc. 

2. Adoption of ESOP policy: The company through board and shareholder resolutions, adopts the ESOP policy.

3. Grant of ESOPs: The eligible employees (as determined by the ESOP policy and/or the board of the company) will be granted options through issue of grant letters. 

4. Vesting of ESOPs: In accordance with the vesting schedule set out in the ESOP policy/grant letter issued by the company, and upon completion of the milestones thereunder, the employees will be eligible to purchase the ESOPs.

5. Exercise of ESOPs: In accordance with the procedure set out in the ESOP policy and the grant letter, the employee will exercise the ESOP options.

6. Payment of Exercise Price: In accordance with the conditions set forth in the grant letter and the ESOP policy, the employee will pay the exercise price to purchase the vested ESOP options.

7. Allotment of Shares: Upon receipt of the exercise price, the company will allot the relevant shares to the name of the employee. It is important to note here that the shares given to the employees will be within the ESOP pool. Any proposed ESOPs that exceed the available pool will require that the pool first be increased. 

Please see the image below describing the process flow of ESOPs:

We have provided a brief description of the important terms used in the ESOP process flow below:

Term	Brief description
Grant date	Date on which agreement is entered into between the company and employee for grant of ESOPs by issuing the grant letter
Vesting period	The period between the grant date and the date on which all the specified conditions of ESOP should be satisfied
Vesting date	Date on which conditions of granting ESOPs are met
Exercise	The process of exercising the right to subscribe to the options granted to the employee
Exercise price	Price payable by the employee for exercising the right on the options granted
Exercise period	The period after the vesting date provided to an employee to pay the exercise price and avail the options granted under the plan

What is the eligibility criteria for the grant of ESOPs?

The grant of ESOPs by a publicly listed company is governed by the Securities and Exchange Board of India, which prescribes strict conditions within which such public companies can reward their employees with stock option grants. 

However, private companies are governed within the limited purview of the Companies Act, 2013 and the corresponding Companies (Share Capital and Debenture) Rules, 2014. Under this, the ESOPs can be granted to:

• a permanent employee of the company who has been working in India or outside India; or
• the director of the company including a whole-time director but not an independent director; or
• a permanent employee or a director of a subsidiary company in India or outside India or of a holding company.

However, the legal definition of an employee excludes the following categories of “employees”:

• an employee who is a promoter or a person belonging to the promoter group; or
• a director who either himself or through his relative or through any body corporate holds more than 10% of the outstanding equity shares of the company, whether directly or indirectly.

Note: These exceptions are not applicable to start-ups for a period of 10 years from the date of their incorporation/registration.

Tax Implication of ESOPs – Explained through an Example

The example below demonstrates on a broad level how ESOPs are typically taxed in India:

Employee Mr. A is granted ESOP of Company X (not assumed to be an eligible startup as per Section 80-IAC of Income Tax Act, 1961), which entitles him to get 1 equity share per option:

No. of Options = 100

Exercise Price = INR 10

Fair market value (FMV) of the share on exercise date = INR 500

FMV of share on the date of sale = INR 600

Assuming that all options have vested to Mr. A and are exercised in the same year, the tax liability would be as below:

On Exercise of ESOPs	On Sale of ESOPs
Number of shares = 100	Number of shares = 100
FMV = INR 500 per share	FMV = INR 600 per share
Exercise price paid by employee = INR 10 per share	FMV on date of exercise of option = INR 500 per share
Gain to employee = INR 490 per share	Gain to employee = INR 100 per share
Taxable income = INR 4,90,000 (taxable as salary income)	Taxable income = INR 1,00,000 (taxable as capital gains)

Deferred Tax Liability for Startups

In order to ease the burden of payment of taxes, employees of “eligible startups” (i.e., startups fulfilling eligibility criteria as specified under Section 80-IAC of the Income Tax Act, 1961 and obtaining an Inter-Ministerial Board Certificate) can defer the payment of tax or employers can defer the deduction of TDS for employees arising at the time of exercise of ESOPs. In other words, there is no taxable event for eligible startups on the date on which the employee exercises the options.

The tax liability will arise within 14 days from the earliest of any of the following events :
(a) after completion of 48 months from the end of relevant accounting year; or
(b) date of sale of shares by the employee; or
(c) date from when the assessee ceases to be an employee of the ESOP-allotment company.

Determining the exercise price of a stock option

The exercise price is a crucial element of a stock option and denotes the predetermined rate at which an employee can procure the company’s shares as per the ESOP agreement. This price is established at the time of granting the option and remains fixed over the tenure of the option. 

Factors Influencing Exercise Price

• Fair Market Value (FMV): This is a key benchmark. Ideally, the exercise price should be set close to the FMV of the stock on the grant date. However, there can be variations depending on the company’s life stage, liquidity, and overall ESOP strategy. The exercise price is often tethered to the prevailing market value of the company’s shares. If the existing market value exceeds the exercise price, the option is considered “in the money,” rendering it more lucrative for the employee. Conversely, if the market value falls below the exercise price, the option is “out of the money,” potentially reducing its attractiveness.

• Company Objectives: The ESOP policy outlines the rationale behind granting stock options and the intended benefits for employees. A lower exercise price can incentivize employees and align their interests with the company’s growth.

• Dilution Impact: Granting options increases the company’s outstanding shares. The exercise price should consider the dilution impact on existing shareholders. The inherent volatility in Indian stock markets significantly impacts the exercise price. Heightened volatility tends to inflate option premiums, including the exercise price, owing to the increased likelihood of significant price fluctuations in the underlying shares.

• Accounting and Legal Considerations: Indian Accounting Standards (Ind AS) and tax implications need to be factored in to ensure proper financial reporting and tax treatment. Tax consequences can vary based on the timing of the exercise and the type of ESOP. 

Conclusion

In a nutshell, ESOPs have emerged as a significant instrument in India’s corporate landscape, fostering a sense of ownership and alignment between employees and companies. Understanding the key features including the process flow, tax implications and exercise price determination associated with ESOPs is paramount for companies to highlight maximized potential benefits to employees. 

Frequently Asked Questions (FAQs) about ESOPs in India

Q. How is Exercise Price determined?
A. Exercise Price can be whatever price the Company chooses at the time of issuing the grant letter. Some firms use a minimal exercise price (for example, INR 10) while others choose an exercise price depending on the company’s latest round value. The greater the difference between FMV and exercise price at the time of ESOP sale, the more money you create.

Q. How is a Vesting Schedule fixed?
A. The most typical vesting plan is uniform yearly vesting over four years, which means that after the first year of mandatory ‘cliff’ vesting, you will get 25% of the total ESOPs guaranteed to you every year for the next four years.

Q. What happens to the ESOPs when an employee leaves the Company?
A. This is typically governed by the ESOP Policy adopted by the Company. In short, unvested ESOPs are returned to the ESOP pool when an employee leaves and the employee may exercise the vested options in accordance with the ESOP Policy.

Q. Can ESOPs be subject to transfer restrictions?
A. This would again be subject to the ESOP Policy but yes, a Company can subject these shares to restrictions such as Right of First Refusal or Right of First Offer, in order to create visibility on any transfers for the Company.

Q. How is ESOP liquidity made available to employees?
A. This is again, subject to the ESOP Policy. It is important to note that employees can only profit from the ESOPs if a liquidity event (such as secondary transaction, repurchase or IPO) occurs.

Q. What are the tax benefits of ESOP for the employer?

A. ESOPs amount treated as a perquisite upon exercise of the option is considered a salary cost and is an allowable expenditure in the company’s hands. However, the company must deduct TDS on the same as per the provisions for TDS on salary.

Q. Are ESOPs part of CTC?

A. Yes, ESOPs may be included in the Cost to Company (CTC) of an employee.

Q: What is the tax treatment for ESOPs in the hands of the employee at the time of exercise?

A: The difference between the Fair Market Value (FMV) of the shares on the date of exercise and the exercise price (amount paid by the employee) is taxed as a perquisite or a part of the employee’s salary income at the time of exercise.

Q: What is the tax treatment when the employee sells or transfers the shares later on?

A: When the employee subsequently sells or transfers the shares, the difference between the actual sale considerations realized and the FMV considered at the time of exercise is treated as capital gain.

Q: Can the Fair Market Value be adjusted for indexation during subsequent sale or transfer?

A: Yes, the Fair Market Value can be adjusted for indexation if the holding period of the shares is more than 12 months for shares of listed companies and more than 24 months for shares of unlisted companies.

Q. How do I defer tax on ESOP?

A. One way to defer tax liability on perquisites related to ESOPs is to opt for an Inter-ministerial Board Certificate and defer the tax liability on perquisites till 14 days from earlier of the below events instead of date of exercise of option: (i) expiry of five years from the end of year of allotment of shares under ESOPs; (ii) date of sale of the such shares by the employee; or (iii) date of termination of employment.

Q. Is TDS applicable on ESOP?

A. Yes, the employer must deduct TDS as per the provisions for TDS on salary on the perquisite amount at the time of exercise of the option.

Introduction

As part and parcel of a transaction, companies seeking investment provide their investors with certain rights, which are contractually negotiated. These range from receiving periodic reports on the business and financials of the company to representation on the board of directors and the right to be involved in certain key decisions required to be taken by the company in the course of their growth. Such rights are typically requested by investors based on factors such as the nature of the investment (i.e., financial or strategic) and the level of insight into the business, operations and management of the company required. In such transactions, these rights (and the extent) are agreed upon and captured in a shareholders’ agreement (“SHA”) between the parties, whereas the rights and obligations pertaining to the fundraising itself are governed by the investment agreement.

 Typically, investors (especially foreign) and companies/founders agree to arbitrate any disputes arising from the investment agreement or the SHA. However, referring a dispute to arbitration is often not as clear-cut as a contractual agreement between parties. Indian courts have repeatedly been required to provide rulings on whether or not arbitration can be invoked by the parties to a SHA. This issue is complicated further by conflicting judicial precedents which have ultimately resulted in an unclear understanding of the law forming the basis of how parties can agree to arbitrate any disputes.

 In this article Dispute Resolution in the Articles of Association (AOA), we have provided an overview of the contested legal position and our suggestions for navigating the murky landscape, with the fundamental goal of ensuring the parties’ contractually documented intent is protected and legally enforceable.

Relationship between a Shareholders’ Agreement and the Articles of Association (‘AOA’)

What is the AOA?

Similar to how the constitution of India forms the basis of Indian democracy, the memorandum of association (‘MOA’) and AOA form the basis for a company’s legal existence. The MOA can be seen as the constitutional document that lays down the fundamental elements and broad scope within which the company, business, and operations will typically operate. However, it is the AOA that puts in place a ‘rulebook’, prescribing the regulations and by-laws that govern the company and in effect, enshrining and giving effect to the principles of the MOA. 

It is crucial to understand that because a company is seen as a separate legal person, the AOA is a critical document that establishes the legal relationship between the shareholders of the company inter se and with the company. In order to lay the framework for the operations of the company, an AOA will include provisions (in accordance with applicable laws) that: 

(i)    regulate internal affairs and operations of the company; 

(ii)   provide clarity on procedures the company must follow; 

(iii)  govern the issue/buyback of securities and clarify the legal rights and obligations of shareholders holding different classes of securities; and 

(iv)  legitimize the authority of the board of directors and their functions. 

It is, therefore, a reasonable presumption that any action undertaken by a company must be authorised by the AOA/MOA. Any amendment or alteration to these documents would not only require the assent of the board, but also of the shareholders (i.e., members of the company), and requires filing with the competent Registrar of Companies under the Companies Act, 2013. While these procedures are in place primarily to protect the shareholders from mischief by the company, the lengthy process involved in altering the AOA serves to highlight how essential a document it is for a company’s action to hold legal justification.  

How does the shareholders’ agreement typically become enforceable? 

Often in transaction documents, a critical mechanism that enables the enforcement of the investor rights agreed in the SHA is captured in the investment agreement, where as part of the conditions required to be satisfied upon receipt of the investment amount by the company, the company, and founders must also ensure that the AOA is suitably amended to codify the investor rights. 

However, the legal justification for this action in itself finds a conflict between two different schools regarding the enforceability of provisions from the SHA that have not been incorporated into the AOA: 

(i) The “incorporation” view – the prominent authority for this view is the ruling of the High Court of Delhi in World Phone India Pvt. Ltd. & Ors. v. WPI Group Inc. USA (the “World Phone Case”)[1], where it was held that a board resolution passed without considering an affirmative voting right granted to a shareholder under a joint venture agreement, was legally valid in light of the company’s AOA, which contained no such restriction. Relying on the decision of the Supreme Court in V.B. Rangaraj v. V.B. Gopalakrishnan (the “Rangaraj Case”)[2] and subsequent decision of the Bombay High Court in IL&FS Trust Co. Ltd. v. Birla Perucchini Ltd. (the “Birla Perucchini Case”)[3], the Delhi High Court was of the view that the joint venture agreement could not bind the company unless incorporated into the AOA. 

The Rangaraj Case is of particular interest in this school of thought because while the issue dealt with share transfer restrictions, the Supreme Court held that it was evident from the provisions of the erstwhile Companies Act, 1956 that the transfer of shares is a matter regulated by the AOA of the subject company and any restriction not specified in the AOA was not binding on the company or its shareholders. Crucially, the World Phone Case poses a problem in the legal interpretation of the “incorporation” view because the Delhi High Court has carried the ratio of the Rangaraj Case to a logical conclusion and observed that even where the subject company is party to an SHA, the provisions regarding management of affairs of the company cannot be enforced unless incorporated into the AOA. 

(ii)   the “contractual” view – the prominent authority for this view is the ruling of the Supreme Court in Vodafone International Holdings B.V. v Union of India (the “Vodafone Case”)[4], where the Supreme Court disagreed with the ratio in the Rangaraj Case, without expressly overruling it, and held that freedom of contract includes the freedom of shareholders to define their rights and share-transfer restrictions. This was found to not be in violation of any law and therefore not be subject to incorporation within the AOA. This has also been supported by the Delhi High Court in Spectrum Technologies USA Inc. v Spectrum Power Generation[5] and in Premier Hockey Development Pvt. Ltd. v Indian Hockey Federation[6]. In fact, in the latter case, the Delhi High Court was of the view that the subject company, being party to both an SHA and a share subscription and shareholders agreement containing an obligation to modify the AOA to incorporate the SHA, was conclusive in binding the subject company to the same despite an absence of incorporation into the AOA. 

How can this fundamental disagreement be reconciled?

It is difficult to reconcile the issues caused by conflicting rulings from the same judicial authority. Given that the circumstances of each case provide scope for situation-specific reasoning, we cannot conclusively say one view is preferred, or more appropriate, over the other. Further, where the courts have stopped short of conclusively overruling previous judgments (for instance the Supreme Court on the Vodafone Case only disagreed with the ratio of the Rangaraj Case), the result is an unclear understanding of the legal position regarding the enforceability of SHA without incorporation in the AOA.   

It is also pertinent to note that the issues in the above rulings also deal with the enforceability of certain shareholder rights that have been contractually agreed upon (such as affirmative votes or share transfer restrictions). By contrast, dispute resolution is a mechanism contractually agreed upon between the parties in the event of any dispute/breach of the SHA and cannot be characterized as a “right” of any shareholder(s), in the true sense of the word. However, in light of the conflicting principles guiding the “incorporation” and “contractual” views, the lack of clarity extends to the inclusion of dispute resolution in the AOA simply to make the intent of parties to approach arbitration, enforceable. 

Incorporation of arbitration clauses

Flowing from the “incorporation” view, the Delhi High Court, relying on the Rangaraj Case, World Phone Case, and the Birla Perucchini Case, held in Umesh Kumar Baveja v IL&FS Transportation Network[7] that despite the subject company being a party to the SHA, it was the AOA that governed the relationship between the parties and that since they did not contain any arbitration provision, the parties could not be referred to arbitration. A similar ruling was passed by the Company Law Board, Mumbai in Ishwardas Rasiwasia Agarwal v Akshay Ispat Udyog Pvt. Ltd.[8], where it was held the non-incorporation of the arbitration clause into the AOA of the subject company was fatal to the request for a reference to arbitration, despite findings that the dispute was contractual in nature and arbitrable. 

A second line of reasoning flowing from the “contractual” view has attempted to uphold the contractual intent of the parties reflected in an SHA. In Sidharth Gupta v Getit Infoservices Pvt. Ltd.[9], the Company Law Board, Delhi was required to rule on the reference to arbitration. Relying on the facts that the SHA had been incorporated verbatim into the AOA and the subject company was a party to the SHA, the Company Law Board rejected the argument from an “incorporation” view and remarked on the importance of holding shareholders “to their bargain” when significant money had been invested on the basis of the parties’ understanding recorded in the SHA. It is pertinent to note in this case, that the Company Law Board had been directed by the Supreme Court to dispose of the case without being influenced by the decisions of the Delhi High Court. This led the Company Law Board to not consider the ruling of the Delhi High Court in the World Phone Case as binding. 

An unusual third line of reasoning has also been provided by the High Court of Himachal Pradesh in EIH Ltd. v State of Himachal Pradesh & Ors.[10]. In this case, a dispute regarding a breach of AOA was referred to arbitration under the arbitration clause of the constitutive joint venture agreement to which the resultant company was not a party. The High Court held that the joint venture agreement and the AOA of the subject company were part of the same transaction, where the primary contractual relationship was contained in the joint venture agreement, and that the AOA functioned as a “facilitative sister agreement” to the same. Given the critical nature of the AOA to the internal governance of the subject company as a juristic person however, this line of reasoning where the AOA is relegated to a “sister agreement” is likely to not stand the test of a comprehensive judicial review of this issue.

Navigating the landscape and concluding thoughts

The startup growth trajectory continues to contribute significantly to the Indian economy, with funding crossing USD 5.3 billion in the first six months of 2024 and over 915 investors participating in funding deals[11]. This will see a proportional rise in investor-company disputes, and when reference to arbitration is contractually agreed but not enshrined in the SHA, this can lead to further delays at the stage of dispute resolution, where the competent court would be required to first rule on whether the reference to arbitration can even be enforced. However, the conflicting judicial precedents are only the tip of this murky iceberg; party autonomy is a fundamental guiding principle to any reference to arbitration. Where judicial precedent sets the grounds for formal incorporation into the AOA as a condition to enforcing this party intent, however, a question of whether the parties’ contractually documented intent is being ignored, is raised. 

Further, the legal basis for the “incorporation” view is itself under question. A key component from the Rangaraj Case is that the Supreme Court based its ruling on the issue of share transfer restrictions and basis the provision of Companies Act, 1956 that stated a company’s shares are “transferable in the manner provided by the articles of the company”. This position has also been questioned by a larger bench of the Supreme Court in the Vodafone Case and by academics and has been distinguished and disregarded by lower High Courts on slim grounds. Consequently, the judicial precedent has been applied to a non-share transfer context as well, forming the basis for the incorporation view on arbitration clauses.  

In conclusion, while it is our opinion that a contract-centric approach is more reflective of party intent, especially with reference to arbitration, the insistence on incorporating provisions of the SHA into the AOA would pose a potential roadblock in the event the parties are required to approach dispute resolution. Pending clarity from the judiciary on this issue, the best approach to dealing with this situation is adopting a conservative approach of incorporating dispute resolution provisions within the AOA, preventing delays in the event of a dispute between the parties. 

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[1] World Phone India Pvt. Ltd. v. WPI Group Inc. USA 2013 SCC OnLine Del 1098.

[2] V.B. Rangaraj v. V.B. Gopalakrishnan (1992) 1 SCC 160.

[3] IL&FS Trust Co. Ltd. v. Birla Perucchini Ltd. 2002 SCC OnLine Bom 1004

[4] Vodafone International Holdings B.V. v. Union of India (2012) 6 SCC 613.

[5] Spectrum Technologies USA Inc. v. Spectrum Power Generation, 2000 SCC OnLine DEL 472

[6] Premier Hockey Development Pvt. Ltd. v. Indian Hockey Federation, 2011 SCC OnLine Del 2621

[7] Umesh Kumar Baveja v. IL&FS Transportation Network, 2013 SCC OnLine Del 6436

[8] Ishwardas Rasiwasia Agarwal v. Akshay Ispat Udyog Pvt. Ltd., C.A. 328/2013 in CP 117/2013 (Compay Law Board, Mumbai Bench) (Unreported).

[9] Sidharth Gupta v. Getit Infoservices Pvt. Ltd., C.A.128/C-II/2014 in CP No. 64(ND)/2014 (Company Law Board, New Delhi Bench) (Unreported).

[10] EIH Ltd. v. State of Himachal Pradesh, Arb Case 60/2005 (H.P. H.C.) (Unreported).

[11] https://inc42.com/buzz/at-5-3-bn-indian-startup-funding-stays-flat-yoy-in-h1-2024/#:~:text=According%20to%20Inc42’s%20’H1%202024,the%20first%20half%20of%202024.

Business Overview

A health-tech company operating a digital clinic under the brand name ‘Proactive For Her’, providing a digital platform to offer accessible, personalized, and confidential healthcare solutions for women.

 

Project Undertaken

• Review of accounting records and tax filings on a monthly basis
• Compliance assistance for fundraising

 

How We Helped?

Review of Accounts and Tax Filing:

• Treelife conducted a thorough review of the monthly accounting books to ensure accuracy and completeness, helping the company maintain precise financial records.
• We ensured GST payments and returns were filed timely and accurately, reducing the risk of non-compliance and potential penalties for the company.
• Our team streamlined and regularized tax returns, annual filings, and other statutory compliances according to applicable due dates, ensuring the company met all regulatory requirements promptly.

Fundraising (Compliance Advisor):

• Treelife provided compliance advisory services for the company’s fundraising efforts, ensuring that all financial records and compliance requirements were up-to-date.
• We assisted with the timely updating of accounting entries and filings, completing requisite regulatory compliances efficiently.
• Our involvement ensured a reduction in the turnaround time (TAT) for payments and MIS processing, facilitating smoother financial operations and improved investor confidence.

By leveraging our expertise in financial and compliance advisory, Treelife enabled ‘Proactive For Her’ to maintain accurate financial records, meet all compliance requirements, and support its fundraising activities. Our comprehensive support helped the company focus on its core mission of providing accessible and personalized healthcare solutions while ensuring robust financial and compliance management.

Treelife played a pivotal role in helping an Indian private limited company transition to a US-headquartered structure. By setting up an LLP in India and guiding the investment process under the ODI route, we ensured compliance with FEMA and income-tax regulations. Our strategic approach enabled the company to raise funds from foreign investors and expand globally with minimal tax implications.

 

Business Overview

Indian individual promoters had established a private limited company in India and sought to expand their business globally. They aimed to raise funds from foreign investors and transition to a US-headquartered structure.

 

Project Undertaken

• Setting up an LLP in India
• Investment in a newly incorporated US entity under the ODI route
• Acquisition of Indian entity shares by the US entity from the promoters

 

Structure Mechanics:

• Indian individual promoters set up an LLP in India.
• The LLP makes investments in a newly incorporated US entity under the ODI route.
• The US entity acquires the shares of the Indian entity from the promoters, adhering to FEMA and income-tax regulations.
• A benchmarking study is undertaken for all ongoing transactions between the US entity and the Indian entity.

 

Parameters:

• The gift structure used under the erstwhile ODI rules was no longer possible, as Indian resident founders can now receive gifts of shares from their relatives.
• Recently revamped ODI rules by RBI do not permit a foreign company to set up an Indian subsidiary where the Indian promoters control such a foreign company.
• Any transaction between the offshore company and its Indian subsidiary needs to be benchmarked from a transfer pricing perspective.
• Minimal income-tax implications and adherence to FEMA pricing norms.

 

Facts:

• Indian promoters aimed to expand their business globally and raise funds from foreign investors.
• They sought to move to a US-headquartered structure to facilitate this expansion.

By strategically structuring the investment and ensuring compliance with the latest ODI rules and FEMA pricing norms, Treelife enabled the company to achieve its global expansion goals. Our financial advisory services provided the necessary support to navigate complex regulatory landscapes and optimize tax implications, ensuring a smooth transition for the company’s international growth.

In just a few weeks, Treelife transformed the financial infrastructure of an innovative SaaS company. We set up efficient accounting systems, ensured seamless bookkeeping, and provided critical fundraising support. Discover how our strategic approach reduced their operational burden and enhanced their financial management.

 

Business Overview

An innovative insurance-tech company using technology and innovation to transform the traditional insurance model. The company offers a cloud-based platform that connects distributors to the insurance ecosystem.

 

Project Undertaken

• Setting up systems for HR, accounting, and payroll
• Ongoing bookkeeping, tax compliance, and payments
• Fundraising and due diligence support

 

How We Helped?

Setting Up:

• Treelife took ownership and set up the entire accounting system for the company from inception using Zoho Books and Zoho Payroll.
• Assisted in migrating from Zoho Payroll to Keka, ensuring a smooth transition.
• Effective implementation of software and processes reduced the time and effort required by the founders.

Bookkeeping and Accounting:

• Timely updating of accounting entries and filing, ensuring compliance with regulatory requirements.
• Completion of requisite regulatory compliances, reducing TAT for payments and MIS processing.

Fundraising & Vendor Due Diligence:

• Represented the company during the due diligence process conducted by investors, assisting them in understanding the business model and transaction workflow.
• Submitted data in the requisite formats and seamlessly resolved queries from the diligence team regarding finance and tax-related areas promptly.

By leveraging our expertise in financial management, Treelife significantly improved the company’s operational efficiency and supported its growth journey. Our comprehensive services ensured that the company was well-prepared for investor scrutiny and ongoing financial challenges.

IFSCA listing regulations requires debt securities to adhere to international standards/principles to be labelled as “𝐠𝐫𝐞𝐞𝐧”, “𝐬𝐨𝐜𝐢𝐚𝐥”, “𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐢𝐥𝐢𝐭𝐲” 𝐚𝐧𝐝 “𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐢𝐥𝐢𝐭𝐲-𝐥𝐢𝐧𝐤𝐞𝐝” 𝐛𝐨𝐧𝐝.

As of September 30, 2024, the IFSC exchanges boasted a listing of approximately USD 14 billion in ESG-labelled debt securities, a significant chunk of the total USD 64 billion debt listings in a short period. This rapid growth highlights the growing appetite for sustainable investments among global investors.

Certain investors, particularly institutional ones like pension funds and socially responsible investment (SRI) funds, explicitly state in their investment mandates that they can only invest in ESG-labeled securities. To encourage and promote ESG funds, the IFSCA has waived fund filing fees for the first 10 ESG funds registered at GIFT-IFSC, to incentivise fund managers to launch ESG-focused funds.

However, this rapid growth also comes with a significant risk of “greenwashing” where companies or funds exaggerate or falsely claim their environmental and sustainability efforts.

𝐖𝐡𝐚𝐭 𝐢𝐬 “𝐆𝐫𝐞𝐞𝐧𝐰𝐚𝐬𝐡𝐢𝐧𝐠”?

However, with this rapid growth comes a significant risk: greenwashing. Greenwashing occurs when companies or funds exaggerate or fabricate their environmental and sustainability efforts to project a greener image and attract investors. It’s essentially a deceptive marketing tactic that undermines the true purpose of sustainable investing.

IFSCA’s Consultation Paper: Mitigating Greenwashing

Recognizing the threat of greenwashing, the IFSCA has released a consultation paper seeking public comment on a draft circular titled “Principles to Mitigate the Risk of Greenwashing in ESG labelled debt securities in the IFSC.” This circular outlines principles that companies and funds issuing ESG-labelled debt securities on the IFSC platform must adhere to.

Refer link for consultation paper: https://ifsca.gov.in/ReportPublication?MId=8kS3KLrLjxk= 

Karnataka, a state in India known for its vibrant tech industry, has recently unveiled its Global Capability Centres (GCC) Policy 2024-2029. This ambitious policy aims to solidify Karnataka’s position as a leading hub for GCCs in India and propel the state’s tech ecosystem to even greater heights.

What are Global Capability Centres (GCCs)?

For those unfamiliar with the term, GCCs are specialized facilities established by companies to handle various strategic functions. These functions can encompass a wide range of areas, including:

• Information Technology (IT) services
• Customer support
• Research and development (R&D)
• Analytics

By setting up GCCs, companies can streamline operations, reduce costs, and tap into a pool of talented professionals. This allows them to achieve their global objectives more efficiently.

Why is Karnataka a Major Hub for GCCs?

India is a powerhouse for GCCs, boasting over 1,300 such centers. Karnataka takes the lead in this domain, housing nearly 30% of India’s GCCs and employing a staggering 35% of the workforce in this sector. Several factors contribute to Karnataka’s attractiveness for GCCs:

• Vast Talent Pool: Karnataka is home to some of India’s premier educational institutions, churning out a steady stream of highly skilled graduates in engineering, technology, and other relevant fields.
• Cost-Effectiveness:India offers a significant cost advantage for setting up and operating GCCs, compared to other global locations.

Key Highlights of Karnataka’s GCC Policy 2024-2029

The recently unveiled GCC Policy outlines a series of ambitious goals and initiatives aimed at propelling Karnataka to the forefront of the global GCC landscape. Here are some of the key highlights:

• Establishment of 500 New GCCs: The policy sets a target of establishing 500 new GCCs in Karnataka by 2029. This aggressive target signifies the government’s commitment to significantly expanding the state’s GCC footprint.
• Generating $50 Billion in Economic Output: The policy envisions generating a staggering $50 billion in economic output through GCCs by 2029. This substantial economic contribution will be a boon for Karnataka’s overall development.
• Creation of 3.5 Lakh Jobs: The policy aims to create 3.5 lakh (350,000) new jobs across Karnataka through the establishment and operation of new GCCs. This significant job creation will provide immense opportunities for the state’s workforce.
• Centre of Excellence for AI in Bengaluru: Recognizing the growing importance of Artificial Intelligence (AI), the policy proposes establishing a Centre of Excellence for AI in Bengaluru. This center will focus on driving research, development, and innovation in the field of AI, fostering a robust AI ecosystem in Karnataka.
• AI Skilling Council: The policy acknowledges the need to equip the workforce with the necessary skills to thrive in the AI-driven future. To address this, the policy proposes the creation of an AI Skilling Council. This council will be responsible for developing and delivering AI-related training programs, ensuring Karnataka’s workforce is well-prepared for the jobs of tomorrow.
• INR 100 Crore Innovation Fund: The policy establishes an INR 100 crore (approximately $12.3 million) Innovation Fund. This fund will support joint research initiatives between academia and GCCs, fostering a collaborative environment that fuels innovation and technological advancements.

The GCC Policy has a clear and ambitious goal: for Karnataka to capture 50% of India’s GCC market share by 2029. Read more about the policy here.

In recent years, a significant number of Indian startups have chosen to incorporate their businesses outside India, primarily in locations like Delaware, Singapore  and other global locations. This trend, known as “flipping,” offered advantages like easier access to foreign capital and tax benefits. However, the tide is starting to turn. We’re witnessing a growing phenomenon of “reverse flipping,” where these startups are now shifting their bases back to India.

This shift back home is driven by several factors, including a booming Indian market, attractive stock market valuations, and a desire to be closer to their target audience – Indian customers. To further incentivize this homecoming, the Ministry of Corporate Affairs (MCA) has recently introduced a significant policy change.

MCA Streamlines Cross-border Mergers for Reverse Flipping

The MCA has amended the Companies (Compromises, Arrangements, and Amalgamations) Rules, 2016, to streamline the process of cross-border mergers. This move makes it easier for foreign holding companies to merge with their wholly-owned Indian subsidiaries, facilitating a smooth transition for startups seeking to return to their roots.

Key Takeaways of the Amended Rules

Here’s a breakdown of the key benefits for startups considering a reverse flip through this streamlined process:

• Fast-Track Mergers: The Indian subsidiary can file an application under Section 233 read with Rule 25 of the Act. This rule governs “fast-track mergers,” which receive deemed approval if the Central Government doesn’t provide a response within 60 days.
• RBI Approval: Both the foreign holding company and the Indian subsidiary need prior approval from the Reserve Bank of India (RBI) for the merger.
• Compliance with Section 233: The Indian subsidiary, acting as the transferee company, must comply with Section 233 of the Companies Act, which outlines the requirements for fast-track mergers.
• No NCLT Clearance Required: This streamlined process eliminates the need for clearance from the National Company Law Tribunal (NCLT), further reducing time and complexity.

The Road Ahead

The MCA’s move represents a significant positive step for Indian startups looking to return home. This policy change, coupled with a thriving domestic market, is likely to accelerate the trend of reverse flipping. This not only benefits returning companies but also strengthens the overall Indian startup ecosystem, fostering innovation and entrepreneurial growth within the country.

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As we are witnessing NIFTY 50’s 52-week high, it’s a moment to reflect on the extraordinary journey this index has taken since its inception in 1996. Launched with an index value of 1000, NIFTY 50 has steadily grown, reaching an impressive 25,940.40 by September 2024—marking a growth of approximately 2,494%. This performance solidifies its place as a cornerstone of the Indian stock market.

A Benchmark of Indian Financial Growth

The NIFTY 50 index, short for National Stock Exchange Fifty, represents the performance of the top 50 companies listed on the NSE. It serves as a key benchmark for mutual funds, facilitates derivatives trading, and is a popular vehicle for index funds and ETFs. Over the last 28 years, it has been a testament to the robustness of the Indian economy, demonstrating the potential of long-term investment in the stock market.

A Comparison Across Asset Classes

Over the years, NIFTY 50 has outshined other traditional asset classes like gold, silver, and real estate. While these assets have held their value, particularly in times of economic volatility, NIFTY 50 has consistently delivered superior returns.

• NIFTY 50: A ₹1000 investment in NIFTY 50 in 1996 would have grown to ₹25,790.95 by 2024, reflecting a 12.31% CAGR.
• Gold: A similar investment in gold would have appreciated to ₹14,193.80, giving a 10.72% CAGR.
• Silver: Investing ₹1000 in silver in 1996 would be worth ₹12,591.89 today, with a 10.30% CAGR.
• Real Estate: A standard 9.3% CAGR would take ₹1000 to ₹10,903, reflecting real estate’s slower but steady growth in India.

These figures showcase how NIFTY 50 has not only matched but outpaced traditional safe-haven assets. While gold and silver offer reliability during economic uncertainty, they cannot compete with the compounding returns offered by the stock market.

Sectoral Shifts Reflecting India’s Growth

The sectoral composition of NIFTY 50 has evolved significantly. In 1995, Financial Services contributed just 20% of the index. Fast forward to 2024, and they now dominate with 32.6%. The rise of Information Technology, which was non-existent in 1995, grew to 20% by 2005 but has slightly reduced to 14.17% today. This shift from manufacturing and resource-based sectors to services and technology highlights India’s transformation into a modern, service-driven economy.

Resilience Through Market Challenges

NIFTY 50’s journey has not been without challenges. The index has weathered multiple crises, including the Dot-com bubble (2000-2002), Sub-prime crisis (2007-2008), Demonetization (2016), and the COVID-19 pandemic (2020). Despite these hurdles, NIFTY 50 has shown resilience, rebounding stronger each time and proving to be a robust long-term investment option.

Conclusion

As NIFTY 50 celebrates 28 years of excellence, its consistent returns and ability to outperform other asset classes make it a dominant force in India’s financial markets. For investors looking to balance risk and reward, NIFTY 50 remains a reliable choice, reflecting the strength and potential of India’s growing economy.

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The Union Budget 2024 marks a significant milestone in India’s economic journey. This Budget underscores the Government’s commitment to maintaining fiscal prudence while driving substantial investments in critical sectors. Despite global economic challenges, the Indian economy has fared well, maintaining stability and growth. For 2024-25, the fiscal deficit is expected to be 4.9% of GDP, with a target to reduce it below 4.5% next year. Inflation remains low and stable, moving towards the 4 percent target, with core inflation (non-food, non-fuel) at 3.1 percent.

The theme of the Budget focuses particularly on employment, skilling, MSMEs, and the middle class. This budget outlines the roadmap to Viksit Bharat 2047 focusing on  nine priority areas to generate ample opportunities for all: productivity and resilience in agriculture, employment and skilling, inclusive human resource development and social justice, manufacturing and services, urban development, energy security, infrastructure, innovation and R&D, and next-generation reforms.

The Budget introduces several pivotal reforms aimed at simplifying tax structures, incentivizing investments, and promoting sustainable growth. The abolition of angel tax, reduction in corporate tax rates for foreign companies, and comprehensive review of the Income-tax Act, 1961 in the coming days are expected to bolster the startup ecosystem and attract international investments.

The subsequent sections of this Budget document provide an in-depth analysis and key highlights related to personal taxation, business reforms, investment opportunities, and developments in GIFT-IFSC. Personal taxation changes include revised income tax slabs, increased deductions, and adjustments in Taxes Collected at Source (TCS) and Taxes Deducted at Source (TDS) regulations. Business reforms cover the abolition of the angel tax, reduction in corporate tax rates for foreign companies, and measures to enhance ease of doing business. Investment opportunities are improved through rationalization of the capital gains tax regime, changes in holding periods and tax rates, and amendments related to buyback taxation and Securities Transaction Tax (STT) rates. GIFT-IFSC developments include tax exemptions for Retail Schemes and Exchange Traded Funds (ETFs), removal of surcharges on specified income, and other measures. These sections provide a comprehensive overview of the Union Budget 2024’s measures to support individuals, businesses, and investors, and to enhance India’s position as an attractive destination for global investment and financial activities.

The Union Budget 2024 is a balanced and forward-looking document, reflecting the Government’s resolve to steer the economy towards sustainable growth, innovation, and inclusiveness. This detailed presentation analysis aims to provide a comprehensive analysis of the Budget’’s key highlights, policy changes, and their implications for various sectors of the economy.

Overview 

Key Macroeconomic Indicators from Budget 2024 

Key indicators	Budget 2024-25	Budget 2023-24
Total Receipts (other than borrowings)	⬆️INR 32.07 lakh crore	INR 27.2 lakh crore
Net Tax Receipts	⬆️INR 25.83 lakh crore	INR 23.3 lakh crore
Total Expenditure	⬇️INR 48.21 lakh crore	INR 45 lakh crore
Fiscal Deficit (as % of GDP)	⬇️4.9%	5.90%
Gross Market Borrowings	⬇️INR 14.01 lakh crore	INR 15.4 lakh crore
Net Market Borrowings	⬇️INR 11.63 lakh crore	INR 11.8 lakh crore

Notes: 1. Inflation: Low, stable and moving towards the 4 per cent target, 2. Core inflation (non-food, non-fuel): 3.1 per cent

Key Policy Highlights – Budget 2024

1. Employment and Skilling

• Provides wage support and incentives for first-time employees and job creation in manufacturing, along with employer reimbursements for EPFO contributions. Expected to benefit 2.1 crore youth, 30 lakh manufacturing jobs, and incentivize 50 lakh employees.
• Internships for 1 crore youth in 500 top companies over 5 years, with INR 5,000 monthly allowance along with one-time assistance of INR 6,000. Companies eligible to cover training costs and 10% of internship costs from their CSR funds.

2. MSMEs and Manufacturing

• Credit Guarantee and Support: The Credit Guarantee Scheme facilitates term loans for machinery and equipment purchases without collateral, covering up to INR 100 crore per applicant. Additionally, a new mechanism will ensure continued bank credit to MSMEs during stress periods, supported by a Government-promoted fund.
• New Assessment Model for MSME Credit: Public sector banks to develop new credit assessment models based on digital footprints rather than traditional asset or turnover criteria.

3. Ease of Doing Business (Tax and Compliance)

• Angel Tax Abolished: Abolishment of angel tax for all classes of investors to boost the startup ecosystem and entrepreneurial spirit.
• Income Tax Reforms: Comprehensive review of the Income-tax Act, 1961 in the coming days to reduce disputes and litigation.
• Variable Capital Company (VCC) Structure: Legislative approval sought for providing an efficient and flexible mode for financing leasing of aircrafts and ships and pooled funds of private equity through a ‘variable company structure’.
• Stamp Duty Reduction: Encouraging states to moderate high stamp duty rates and consider further reductions for properties purchased by women.
• Foreign Direct Investment (FDI) and Overseas Investment: The rules and regulations for FDI and Overseas Investments will be simplified to facilitate foreign direct investments, nudge prioritization, and promote opportunities for using Indian Rupee as a currency for overseas investments.

4. Space Economy and Technology

• A venture capital fund of INR 1,000 crore to expand the space economy by five times in the next decade. 
• Full exemption of customs duties on 25 critical minerals and reduction on two others to support sectors like space, defense, and high-tech electronics.

5. Services

• Development of  Digital Public Infrastructure (DPI) applications at population scale for productivity gains, business opportunities, and innovation by the private sector. Planned areas include credit, e-commerce, education, health, law and justice, logistics, MSME services delivery, and urban governance.
• An Integrated Technology Platform will be set up to improve the outcomes under the Insolvency and Bankruptcy Code (IBC) for achieving consistency, transparency, timely processing, and better oversight for all stakeholders.

6. Others

• Urban Land Related Actions: Land records in urban areas will be digitized with Geographic information system (GIS) mapping. An IT-based system for property record administration, updating, and tax administration will be established. These will also facilitate improving the financial position of urban local bodies.

9 Pillars to Viksit Bharat 2047 and Policy Initiatives

To drive India’s growth and development, the Union Budget 2024 outlines nine strategic pillars that form the foundation for the nation’s economic agenda, aiming towards Viksit Bharat 2047. These pillars encompass key sectors and initiatives aimed at enhancing productivity, fostering innovation, and ensuring inclusive development. Each pillar is supported by targeted policy measures designed to create opportunities, boost investments, and address critical challenges. The following sections detail these pillars and the corresponding policy initiatives.

Decoding Tax in Budget 2024 

The subsequent part of this Budget document is broken down into 4 primary sections providing in-depth tax analysis including:

• Personal – Individuals including founders, team members, etc.

• Investment – Primarily taxation norms around capital gains.

• Business – Startups and other businesses.

• GIFT-IFSC – Proposed amendments for IFSC units.

These sections provide a comprehensive overview of the Union Budget 2024’s measures to support global investment and financial activities.

I. Personal

• Revision of slab rates for individuals under new tax regime

Proposed changes in personal income tax slabs for individuals (highlighted below) resulting in a tax saving of up to INR 17,500 excluding surcharge and cess under new tax regime.

Existing Slabs (INR)	Proposed Slabs (INR)	Tax Rate
0-3,00,000	0-3,00,000	NIL
3,00,001-6,00,000	3,00,001-7,00,000	5%
6,00,001-9,00,000	7,00,001-10,00,000	10%
9,00,001-12,00,000	10,00,001-12,00,000	15%
12,00,001-15,00,000	12,00,001-15,00,000	20%
>15,00,000	>15,00,000	30%

Note : Full tax rebate available for taxable income upto of INR 7,00,000

Treelife Insight: 

We have prepared a tax calculator to explore potential tax savings here. 

 

Increase in tax deductions under new tax regime

• Standard deduction for salaried employees is proposed to be increased to INR 75,000 from
  INR 50,000.
• Cap of deduction against income from family pension for pensioners increased to INR 25,000 from INR 15,000.
• Deduction for employer’s contribution to NPS increased from 10% to 14% even for employees other than Central or State Government employees.

TCS collected from minors

TCS collected from minors can only be claimed as credit by the parent in whose income the minor’s income is clubbed. This amendment is effective from January 1, 2025.

Credit for TCS and all TDS for salaried employees

It is proposed to allow employees to club their TCS and TDS (other than salaries) for the purpose of computing TDS to be deducted from salary. 

Treelife Insight:

TCS is usually collected on foreign travel, LRS remittances, purchase of cars beyond a limit. This will help salaried employees effectively manage tax cash flows.

Income classification of rent on residential house

It has been clarified that income from letting out of a residential house to be classified under the heading “Income from house property” and not “business income”.  

Increase in limits for applicability of Black Money Act, 2015 for disclosure of foreign income and asset in the Income Tax Return (ITR)

Penal provisions under section 42 and 43 of the Black Money Act, 2015 proposed to not apply in case of non-reporting of foreign assets (other than immoveable property) with value less than
INR 20,00,000 (increased from earlier threshold of INR 5,00,000).

Quoting of Aadhaar Enrolment ID in ITRs discontinued 

Quoting of Aadhaar Enrolment ID proposed to be no longer allowed in place of Aadhaar number for ITRs filed after October 1, 2024.

II. Investment

1. Rationalization of Capital Gains Tax Regime 

Capital gains tax regime is proposed to be rationalized with effect from July 23, 2024 as summarized below:

Rationalization of Holding Period: 

Type of Asset	Period to qualify as Long term
All listed securities	12 months
All other assets (including immovable property)	24 months

Change in Tax Rates:

Long term capital assets

Type of Asset	Residents		Non-residents
	Current	Proposed	Current	Proposed
Listed equity shares and units of equity oriented mutual fund	10%	12.5%	10%	12.5%
Unlisted equity shares	20%	12.5%	10%	12.5%
Unlisted debentures and bonds	20%	Applicable rates	10%	Applicable rates
Units of REITs & InvITs	10%	12.5%	10%	12.5%
Immovable property	20%	12.5%	20%	12.5%

Notes:   

1. Exemption available under LTCG has been increased to INR 125,000.
2. No indexation benefit available for LTCG however forex fluctuation benefit available to NR on sale of unlisted shares.
3. Indexation available for unlisted shares on March 31, 2018 and sold in Offer for Sale (OFS)

Short term capital assets

Type of Asset	Residents		Non-residents
	Current	Propose	Current	Proposed
Listed equity shares and units of equity oriented mutual fund	15%	20%	15%	20%
Others	No change – taxable at applicable rates

Treelife Insight: 

Mandatory classification of income on sale debentures (including CCDs / NCDs)  and bonds as short term capital gains is a big move and could impact the Real Estate investors where such instruments are widely used. It will be interesting to see how such investors will react to this increase in tax rates.

Reduction in tax rates for long term capital gains on unlisted equity shares should give an impetus to PE / VC funds investing in startups as the lower tax rate will ultimately lead to an increase in the IRR for investors. 

Reducing the period of holding for immovable properties to 24 months and reducing the long term capital gains tax rate to 12.5% will be looked at positively.

2. Change in taxation of buyback 

Currently, buyback distribution tax is levied on the company at ~23% on the distributed income. It is proposed to tax the buyback proceeds in the hands of the shareholders as “dividend income” at applicable tax rates. The cost of acquisition of shares being bought back to be claimed as a capital loss (depending on holding period).

This amendment is proposed to be effective from October 1, 2024

Treelife Insight: 

This will deter companies from offering buybacks as there is a significant tax outflow for the shareholders under the proposed regime. Further there could be timing mismatch between the claiming of loss and payment of tax on buyback proceeds resulting in cash outflow for the shareholders.

3. Increase in STT rates

STT rates for futures and options proposed to be increased with effect from to be effective from October 1, 2024:

	Current	Proposed
Options	0.0625%	0.1%
Futures	0.0125%	0.02%

III. Business

1. Abolition of Angel Tax

Angel tax i.e. section 56(2)(viib) of the Income-tax Act, 1961 proposed to be abolished with effect from April 01, 2024

Treelife Insight:

• This is a big and welcome move for the startup ecosystem which should significantly boost investor confidence, especially foreign investors which were bought under the ambit of angel tax recently
• This amendment is prospective in nature and thus, past tax disputes to still continue
• Gift tax i.e. section 56(2)(x) for recipient of shares continues to apply
• Differential equity pricing structures will now evolve with this relief
• It may be interesting to see if investors insist on ‘merchant banker’ valuation reports under section 56 (2) (x)  in small equity fundings which materially affect startups.

2. Reduction in corporate tax rate for foreign companies

Tax rates for foreign companies proposed to be reduced from 40% to 35%.

3. Clarification for taxes withheld outside India 

It is clarified that taxes withheld outside India are to be included for the purposes of calculating total income. 

4. Increase in limit of remuneration to working partners of a firm allowed as deduction

Existing Structure	Allowable Remuneration	Proposed	Allowable Remuneration
on the first INR 3,00,000 of the book profit or in case of a loss	INR 1,50,000 or at the rate of 90 % of the book profit, whichever is more	on the first INR 6,00,000 of the book profit or in case of a loss	INR 3,00,000 or at the rate of 90 % of the book profit,  whichever is more
on the balance of the book-profit	60%	on the balance of the book-profit	60%

5. Miscellaneous 

• Equalisation levy of 2% proposed to be abolished with effect from August 1, 2024 
• Vivaad Se Vishwas Scheme proposed to be introduced
• Time limit for issue of notice for initiation of re-assessment reduced from maximum 10 years from end of assessment year to 5 years and 3 months from end of assessment year.
• Insertion of section 74A , an approach that consolidates the dealing with discrepancies irrespective of fraud and simplifying the procedural aspects under the CGST Act (on recommendations of GST Council) from FY 2024-25 as under 

• Limitation period stands at 42 months (from the due date of furnishing the annual return for the financial year) for the purpose of issuance of notice (earlier it was 36 months in case of no allegation of fraud or suppression and 60 months in case of allegation of fraud or suppression)
• Time period of 12 months for purposes of passing order (beyond 42 months as aforesaid) extendable by 6 months with approval.

6. Clarificatory amendments related to TDS

Section 194-IA (TDS on sale of immovable property) – Proposed to add a proviso to clarify that the threshold limit of INR 50 lakhs is to be checked on the total value of the property and not on amount paid to each individual seller (with effect from October 1, 2024).

Excluding sums paid under section 194J from section 194C (Payments to Contractors) –Earlier, taxpayers used to deduct TDS under section 194C even if the payment was liable to TDS under section 194J because there was no specific mutually exclusive clause while defining the word “work”. It is proposed to amend the definition of “work” under section 194C to specifically exclude any sum referred to in section 194J (with effect from October 1, 2024)

 

7. Rationalization of TDS/TCS rates

Section	Old rates	Proposed new rates
Section 194D – Payment of insurance commission (in case of resident person other than company)	5%	2% (with effect from April 1, 2025)
Section 194DA – Payment in respect of life insurance policy	5%	2% (with effect from October 1, 2024)
Section 194G – Commission etc on sale of lottery tickets	5%	2% (with effect from October 1, 2024)
Section 194H – Payment of commission or brokerage	5%	2% (with effect from October 1, 2024)
Section 194-IB – Payment of rent by certain individuals or HUF	5%	2% (with effect from October 1, 2024)
Section 194M – Payment of certain sums by certain individuals or Hindu undivided family	5%	2% (with effect from October 1, 2024)
Section 194-O – Payment of certain sums by e-commerce operator to e-commerce participant	1%	0.1% (with effect from October 1, 2024)
Section 194F – Payments on account of repurchase of units by Mutual Fund or Unit Trust of India	20%	Proposed to be omitted (with effect from October 1, 2024)
New Section 194T – Payment of salary, remuneration, interest, bonus or commission by partnership firm to partners	NA	10% on various payments made to partners – salary, remuneration, interest, bonus or commission (with effect from April 1, 2025)
New Section 193 – Interest paid exceeding on Floating Rate Savings (Taxable) Bonds (FRSB) 2020 with effect from October 1, 2024	NA	10% (threshold – exceeding INR 10,000) (with effect from October 1, 2024)
Section 206(7) – Interest on late payment of TCS	1% per month or part of the month	1.5% per month or part of the month  (with effect from April 1, 2025)

 

8. Procedural changes related to TDS proposed:

1. Time limit to file belated TDS/TCS return in order to not-attract penal provisions to be reduced from 1 year to 1 month from the due date of filling of such TDS/TCS returns (Section 271H) – with effect from April 1, 2025.
2. Provision to include levy of TCS at 1% on Luxury goods of value exceeding INR 10 lakhs. (Section 206C(1F)) List of such luxury goods are yet to be notified.  – with effect from January 1, 2025
3. Exemption from prosecution if the payment of TDS is made before the due date of filing of TDS return as applicable for such TDS payments (Section 276B)  – with effect from October 1, 2024
4. Applications for Lower tax deductions / collection at source can be made in respect of TDS/TCS u/s 194Q and 206C respectively – with effect from October 1, 2024.
5. Non revision of the TDS / TCS filings post 6 years of the end of the financial year in which the returns are to be filed. – with effect from April 1, 2025.
6. Fixation of time limit for deeming an assessee in default as under –
   1. 6 years from the end of FY in which credit given / payment was made.
   2. 2 years from the end of FY in which the correction statement is filed – with effect from April 01, 2025.
7. Nil / Lower Tax rates for certain class of notified persons (Class of persons yet to be notified) – with effect from October 1, 2024.

IV. GIFT-IFSC

1. Tax exemptions extended to Retail Schemes and ETFs

Proposed to amend the definition of ‘Specified Fund’ under Section 10(4D) to  include Retail Schemes and ETFs launched in GIFT-IFSC thereby extending the beneficial tax regime applicable for CAT III AIFs to GIFT-IFSC to Retail Schemes and ETFs

Treelife Insight: 

Relevant only for Inbound Funds setup by pooling money from non-resident investors as the condition that units (other than Sponsor / Manager units) to be held by non-resident investors continues to apply.

 

2. No surcharge on income for Specified Fund

Surcharge rate on interest and dividend income proposed to be removed for Specified Fund set-up in GIFT-IFSC even if setup as other than Trust

 

3. Section 68 provisions no longer applicable to Venture Capital Funds            (VCFs)

Section 68 dealing with unexplained cash credits allows the tax officer to seek an explanation to provide the source of its funds used for making investment / offer loans to companies subject to these provisions. It is proposed to amend the definition of ‘venture capital funds’ to include VCFs in GIFT-IFSC thereby exempting them from questioning by the tax officer under section 68.

 

4. Finance Companies exempted from complying with ‘Thin       capitalisation’ norms

Exemption from ‘Thin Capitalisation’ norms prescribed under section 94B for Bank and NBFCs extended to Finance Companies in GIFT-IFSC

Treelife Insight:

Finance companies in GIFT-IFSC, especially those engaged in treasury functions, lending or borrowing from non-residents should benefit from the removal of the cap on the deduction for interest expenditure, which was previously limited to 30% of EBITDA for that financial year.

5. Exemption on specified income from Core Settlement Fund setup by recognised clearing corporations

Proposed to amend the definition of ‘recognised clearing corporations’ under Section 10(23EE) to  include ‘recognised clearing corporations’ setup in GIFT-IFSC, thereby, exempting any specified income of Core Settlement Guarantee Fund, set up by such corporations.

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Labour legislations in India find their basis in the Constitution, through the fundamental rights (specifically, the Rights to Equality; to Freedom; and against Exploitation) and the directive principles of state policy (contained in Articles 38, 39, 41, 42, and 43). It is therefore critical for startups to understand that labour laws in India are fundamentally welfare legislations, imposing significant compliance responsibility on employers as a result of a socialist outlook seeking to protect the dignity of human labour.

The labour law framework in India is intricate, often leading to confusion due to the dual roles of the central and state governments. For example, while central laws like the Industrial Employment (Standing Orders) Act, 1946, dictate terms of employment, state-specific Shops and Establishments Acts also prescribe similar conditions but with variations, necessitating detailed assessments to determine applicable compliances.

Moreover, the enforcement of many central laws is managed by state authorities, leading to inconsistencies in application across different states. For instance, the enforcement of the Payment of Gratuity Act, 1972 varies by state, leading to discrepancies in legal compliance across regions. For example, in Karnataka, Telangana, and Andhra Pradesh, specific gratuity requirements are mandatory, but not in other states.

The landscape’s complexity is exacerbated by the legal definitions of terms like “workman” and “employee” (often used interchangeably in common parlance) which differ significantly across laws and affect the applicability of protections and remedies. For instance, where the Minimum Wages Act, 1948 specifically identifies employment which would be protected by the provisions of the act, the Industrial Disputes Act, 1947 prescribes exclusionary criteria to identify persons who cannot seek remedy from the labour courts under the act.

To address these structural issues, the Government of India has proposed a complete overhaul of the labour laws in India. The proposed Labour Codes are the product of a long drawn process initiated around 2016, and aiming to simplify and reduce ambiguities in law enforcement across states, making it easier for startups to understand and comply with labour regulations, thereby fostering a more straightforward regulatory environment conducive to business operations and growth.