In every organization, employees have different salary structures with various components contributing to their overall salary. However, if the administrator decides to remove any previously added components, Keka offers a user-friendly solution to facilitate the deletion process.
Let us go through the steps of how to delete a component from the salary structure -
Go to the Payroll (1) section and click on Settings (2), you will be directed to the Pay Groups (3) tab.
Here, click on the Configure icon under Actions, of the relevant pay group in which you wish to make the changes.
Click on the Salary Structures tab where you will see Range Based and Custom Salary options.
First, let us go through how to delete components from a Range Based salary structure -
Go to the Range Based (1) salary structure and click on Edit Salary Structure (2).
Select the component you wish to delete. For instance, let us take the Medical Allowance salary component. So, click on Medical Allowance (1) and then click on the 3 dots (2) and select Delete Component (3).
A confirmation pop-up will appear on your screen where you will need to type CONFIRM (1) to continue with this action and click on Delete Component (2).
Now, let us go through how to delete components from a Custom Salary Structure -
Go to the Custom Salary (1) structure and click on the Edit icon (2) against the salary structure in which you wish to make the changes.
Select the component you wish to delete. Again, let us take the Medical Allowance salary component. Click on Medical Allowance (1) and then click on the 3 dots (2) and select Delete Component (3).
Once you click on Delete Component, a confirmation pop-up will appear on your screen where you need to type CONFIRM (1) to continue with this action and click on Delete Component (2).
A new version of the salary structure will be created and the corresponding amount will be added as part of Special Allowance.
We hope that you now have a better understanding of how to delete any component from a salary structure on Keka.
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