Employees' Provident Fund (EPF) is a social security scheme established under the Employees' Provident Funds & Miscellaneous Provisions Act, 1952, designed to provide financial security and retirement benefits to employees.
Any employee working in an establishment covered under the EPF Act and earning wages as per applicable provisions is eligible for PF membership.
PF registration becomes mandatory for establishments employing 20 or more employees. Certain establishments may also voluntarily opt for PF coverage.
Generally, both employer and employee contribute 12% of the employee's basic wages plus dearness allowance, subject to applicable provisions under the EPF Act.
UAN (Universal Account Number) is a unique identification number allotted by EPFO to every PF member. It remains the same throughout the employee's career, irrespective of job changes.
UAN (Universal Account Number) is a unique identification number allotted by EPFO to every PF member. It remains the same throughout the employee's career, irrespective of job changes.
Employees can activate their UAN through the EPFO Member Portal using their UAN, Aadhaar number, PAN, or other registered details.
Yes, employees may have multiple PF account numbers due to job changes; however, all accounts can be linked under a single UAN.
Employees can check their PF balance through:
EPFO Member Portal
UMANG Mobile App
SMS Service
Missed Call Facility
Yes, PF balances can be transferred from the previous employer's PF account to the new employer's PF account through the EPFO portal.
PF can generally be withdrawn upon retirement, unemployment (subject to applicable rules), or for specific purposes such as housing, education, marriage, and medical emergencies.
Typically:
UAN
Aadhaar
PAN
Bank Account Details
Mobile Number linked with Aadhaar
PF claims are generally processed within a few working days, subject to document verification and EPFO processing timelines.
Form 19 is used for final PF settlement and withdrawal of the Provident Fund balance.
Form 10C is used to claim withdrawal benefits or obtain a Scheme Certificate under the Employees' Pension Scheme (EPS).
Form 31 is used for partial PF withdrawal (advance) for specific purposes such as housing, medical treatment, marriage, or education.
Common reasons include:
Aadhaar mismatch
Incorrect bank details
KYC not approved
Name mismatch
Incomplete documentation
Incorrect claim submission
We provide:
PF Registration
UAN Activation & KYC Support
Monthly PF Return Filing
PF Compliance Management
PF Audit Support
PF Transfer Assistance
PF Withdrawal Guidance
PF Inspection & Notice Handling
Employer Compliance Support
We help organizations ensure complete PF compliance, timely return filing, accurate documentation, employee support, audit preparedness, and adherence to EPFO regulations, reducing compliance risks and penalties.
Yes. We provide complete assistance for PF inspections, document verification, compliance reviews, and responses to notices issued by EPFO authorities.
Outsourcing PF compliance helps businesses:
Ensure timely statutory compliance
Reduce legal and financial risks
Avoid penalties and notices
Improve accuracy in filings
Save time and administrative costs
The Employees' State Insurance Corporation (ESIC) is a social security and health insurance scheme established under the Employees' State Insurance Act, 1948, providing medical, sickness, maternity, disability, and dependent benefits to employees and their families.
Employees earning wages up to the prescribed wage limit notified by ESIC and working in covered establishments are eligible for ESIC benefits.
ESIC registration is generally mandatory for establishments employing 10 or more employees (subject to state-specific provisions and applicable regulations).
ESIC provides:
Medical Benefits
Sickness Benefits
Maternity Benefits
Disablement Benefits
Dependants' Benefits
Funeral Expenses
Unemployment Allowance under applicable schemes
An Insurance Number (Insured Person Number) is a unique identification number allotted to each employee registered under ESIC.
Once registered under ESIC, employees can access their e-Pehchan Card through the ESIC Portal.
The contribution rates are notified by ESIC from time to time. Both employer and employee contributions are deposited monthly as per applicable rates.
ESIC operates on defined contribution and benefit periods that determine employee eligibility for various benefits under the scheme.
An employee who exceeds the wage ceiling during a contribution period generally continues to be covered until the end of that contribution period, subject to ESIC rules.
Employees and eligible family members can avail medical treatment through ESIC dispensaries, hospitals, and empanelled medical institutions.
The employer must immediately report the accident to ESIC and complete the necessary accident reporting formalities within the prescribed timelines.
It is a benefit payable to an insured employee who suffers temporary disability due to an employment injury.
This benefit is provided to insured employees who suffer permanent disability due to an employment-related accident or occupational disease.
Female insured employees are entitled to maternity benefits for confinement, miscarriage, and related medical conditions as per ESIC provisions.
Generally:
PAN Card
GST Registration (if applicable)
Address Proof
Employee Details
Bank Details
Business Registration Documents
Failure to comply with ESIC provisions may result in penalties, interest, damages, inspections, and legal proceedings as per the Act.
We provide:
ESIC Registration
Employee IP Registration
Monthly ESIC Compliance
Contribution Management
Accident Reporting Assistance
Benefit Claim Guidance
ESIC Audit Support
Inspection & Notice Handling
Compliance Documentation Support
We help businesses maintain complete ESIC compliance by ensuring timely registration, accurate employee onboarding, monthly contribution filing, documentation management, and support during inspections and audits.
Yes. We provide end-to-end support for ESIC inspections, compliance reviews, notice replies, documentation verification, and liaison support.
Outsourcing ESIC compliance helps organizations:
Ensure timely compliance
Avoid penalties and interest
Maintain accurate employee records
Improve operational efficiency
Receive expert guidance on ESIC regulations
Focus on core business activities
Yes. Eligible family members of insured employees can avail medical benefits as per ESIC rules and eligibility criteria.
The e-Pehchan Card is the identity card issued to insured persons and their family members for availing ESIC medical facilities.
Employers must register eligible employees on the ESIC portal and generate their Insurance Number and e-Pehchan Card.
Employers should maintain:
Employee Registers
Wage Records
Attendance Records
Contribution Records
Accident Registers
Inspection Documents
ESIC contributions are required to be deposited monthly within the prescribed due dates.
Minimum Wages Compliance ensures that employees are paid wages not less than the minimum rates prescribed by the Central or State Government for their category of employment.
All employers covered under applicable labour laws must pay employees at least the minimum wages notified for their industry, occupation, skill category, and geographical area.
Minimum wages are fixed by the Government based on factors such as skill level, nature of work, industry, and location. These rates are revised periodically.
Yes. Employers must ensure that employee wages are updated whenever the Government revises minimum wage rates.
The Payment of Wages Act, 1936 ensures that employees receive their wages on time and protects them from unauthorized deductions by employers.
Employers must pay wages within prescribed time limits, maintain wage and attendance records, make only authorized deductions, and ensure transparency in wage payments.
Permissible deductions may include Provident Fund (PF), ESIC, Professional Tax, Income Tax (TDS), and authorized recoveries as per law.
The Payment of Bonus Act, 1965 provides for the payment of statutory bonus to eligible employees and ensures that employees share in the profits and growth of the organization.
The minimum bonus payable is 8.33% of eligible wages and the maximum bonus payable is 20%, subject to the provisions of the Act.
Gratuity is a statutory retirement benefit paid by an employer to an employee as a token of appreciation for long and continuous service, as governed by the Payment of Gratuity Act, 1972.
An employee becomes eligible for gratuity after completing five years of continuous service with the same employer, subject to the provisions of the Act.
Gratuity is generally calculated using the following formula:
"Gratuity"=(15×"Last Drawn Salary" ×"Completed Years of Service" )/26
Gratuity becomes payable upon retirement, resignation, superannuation, death, or permanent disablement, subject to applicable provisions.
We provide Appointment Letter Drafting, HR Policy Development, Employee Documentation, Exit & Separation Documentation, Performance Management Support, Employee Record Management, and HR Audit Support.
Appointment letters clearly define employment terms, roles, responsibilities, compensation, and company policies, helping maintain transparency between employers and employees.
HR Policy Development involves creating structured workplace policies and procedures that support compliance, consistency, and effective workforce management.
Proper employee documentation helps organizations maintain accurate records, ensure legal compliance, and support HR and statutory processes.
Employee Record Management involves maintaining and updating employee records, employment documents, attendance data, and other HR-related information.
Performance Management Support helps organizations establish performance evaluation processes, employee development plans, and performance monitoring systems.
Exit & Separation Documentation includes resignation processing, full and final settlement documentation, relieving letters, experience certificates, and employee exit records.
HR Audit Support helps organizations review HR processes, employee records, policies, and documentation to identify compliance gaps and improve HR effectiveness.
Shops & Establishment Compliance includes registration, renewal, amendment support, and maintenance of employee records as required under the Shops & Establishment Act.
Maternity Benefit Compliance ensures that eligible women employees receive maternity leave and related benefits as prescribed under the Maternity Benefit Act, 1961.
Equal Remuneration Compliance ensures equal pay for equal work and promotes fair employment practices without gender-based discrimination.
Professional Tax Compliance includes Professional Tax registration, return filing, tax payment compliance, and maintenance of related records.
Labour Welfare Fund Compliance involves contribution support, record maintenance, and return filing as required under applicable Labour Welfare Fund regulations.