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SEBI’s Payroll SIP Plan: Could salaries be auto-invested into mutual funds? Experts weigh in on tax and risks
SEBI’s Payroll SIP Plan: In a recent discussion on Zee Business, industry experts Mohit Gang, Chief Executive Officer of Moneyfront, and Vikas Puri, Senior Partner, Complete Circle Capital, analysed the implications of the proposal and shared insights on whether there are any tax benefits or risks associated with it.
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SEBI’s Payroll SIP Plan: A key highlight from the discussion is that whether the current consultation paper propose any tax incentives for payroll SIPs. |Image source: ChatGPT generated|
Written By: Shristi Rani
Updated: Wed, May 27, 2026
11:48 AM IST
11:48 AM IST
New Delhi, ZeeBiz WebDesk
SEBI’s Payroll SIP Plan: The Securities and Exchange Board of India’s (SEBI) consultation paper on enabling payroll Systematic Investment Plans (SIP) and permitting certain third-party payments has sparked debate among market experts, who see it as a potential breakthrough for retail investing—but also warn of operational and regulatory hurdles.
In a recent discussion on Zee Business, industry experts Mohit Gang, Chief Executive Officer of Moneyfront, and Vikas Puri, Senior Partner, Complete Circle Capital, analysed the implications of the proposal.
What is SEBI’s Payroll SIP proposal?
Under the draft framework issued by the market regulator on May 20, 2026, on 'enabling third-party payments in mutual funds in certain scenarios', employees may opt for a fixed portion of their salary to be automatically invested into mutual fund SIPs. The deduction would function similarly to provident fund (PF) contributions, where a portion of income is directly invested at source.
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According to Mohit Gang, this idea has been attempted earlier in different forms, but without regulatory backing, it failed to scale.
He noted that the new proposal could finally formalise salary-linked investing:
Employees may see a portion of their salary automatically converted into mutual fund units, depending on the selected investment basket.
However, he added that implementation will be complex due to India’s fragmented mutual fund ecosystem and multiple scheme options.
Who can offer payroll SIPs?
As per the draft proposal discussed, only:
- Listed companies
- Firms registered with EPFO (Employees’ Provident Fund Organisation)
- Companies with strong governance and compliance frameworks
would be eligible to offer payroll SIP facilities.
Vikas Puri highlighted that this narrows the universe significantly, but also improves safety and transparency.
He said listed entities typically have stronger disclosures and governance standards, which reduces risk for employee investors.
Also Read: SIP vs SWP: When to switch from investing to withdrawing? Experts explain
Will this improve financial inclusion?
Experts believe the biggest benefit lies in behavioural change rather than financial incentives.
As per Vikas Puri, many employees defer their investment because of indecisiveness and lack of discipline. This would be solved through payroll SIP, where one’s intention can translate into an automated investment.
He further added that like the EPF and NPS, an automatic deduction may facilitate wealth creation, even if there was an option for liquidity.
But there is one serious worry associated with this concept. That is, the employee would be dependent on company-induced investments and make decisions based on their advice.
What are the tax benefits?
A key highlight from the discussion is that the current consultation paper does not propose any tax incentives for payroll SIPs.
Experts suggest this could limit adoption, especially since other retirement-linked products like the National Pension System (NPS) already offer tax benefits but still face limited participation.
According to Vikas Puri, without additional incentives for both employers and employees, the scheme may struggle to gain widespread traction.
Safety, compliance, and risk concerns
Mohit Gang emphasised that while the idea is positive, execution risks remain significant.
Key concerns include:
- Anti-money laundering (AML) and KYC compliance
- Employee risk profiling before investing
- Market volatility handling (e.g., employee losses during downturns)
- Whether companies are equipped to provide investment guidance
He noted that it is still unclear whether employers will act merely as facilitators or will carry advisory responsibilities.
Debate over distributor commissions in mutual fund units
The proposal also explores replacing cash commissions for mutual fund distributors with unit-based compensation.
Mohit Gang criticised this aspect, calling it conceptually unclear:
He questioned whether distributors would prefer receiving compensation in units instead of cash, given they typically prefer liquidity and control over earnings.
Vikas Puri, however, suggested that if “skin in the game” is the objective, greater disclosure of distributor holdings might be a more transparent approach than forced unit-based payments.
Donation framework raises concerns
Another debated idea involves allowing donations in mutual fund units instead of cash.
Experts flagged this as impractical, particularly for NGOs and social organisations that depend on immediate liquidity for operations.
They argued that converting donations into market-linked instruments could create tax and redemption complexities, reducing the effectiveness of social welfare funding.
Outlook
While both experts agreed that SEBI’s proposal is directionally positive in encouraging disciplined investing, they emphasised that execution will determine success.
Mohit Gang said the framework may help expand mutual fund participation at the grassroots level, but warned that operational challenges and regulatory clarity will be critical.
Vikas Puri added that the consultation phase will likely refine eligibility norms, incentives, and compliance structures before any rollout.
For now, the proposal remains open for stakeholder feedback, with market participants expected to influence its final shape significantly.
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Shristi Rani
Shristi Rani
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