B-300 Saraswati Vihar,Pitampura, New Delhi-110034 +918750008585 [email protected]

Employee State Insurance (ESI) Registration

Mandatory for all companies with > 10 employees

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Procedure
Definition
Documents
Concerns
Advantages
FAQ

ESI Registration Procedure


Complete our Simple Form

You need to fill our simple ESI registration questionnaire and submit documents.

Verification

After submitting your ESI registration documents, the details provided by you will be verified.

Submitting the Application Forms

There are different application forms to be filled and submitted. We will fill these forms using the information provided by you.

Your work is now completed

If you need further assistance regarding any other services, we will be happy to help.

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What is Employee State Insurance Corporation


Employee State Insurance Corporation (ESIC) – It is self-financing social security and health insurance scheme which gives medical benefit, maternity benefit, disablement benefit, sickness benefit, and multiple other benefits such as the free supply of physical aids, funeral expenses, and so forth. To the employees and also their family.

Units or Establishments that have at least 10 or more employees, depiction the wages of up to Rs.15,000 a month needed to be enlisted for ESIC under the ESI Act 1948. The advantages given by the scheme are supported by the commitments raised from covered employees and their employers at the fixed percentage of wages. At present, covered employees commit 1.75% of the wages to the ESIC and covered employers commit 4.75% of the wages, owed to their employees. The state government also commits 1/8th share cost of medical advantage. ESI Registration is done by LegalRaasta

All formation and Factories employing more than 10 employees are required to obligatorily apply for ESI registration inside 15 days of the ESI Act, 1948 getting relevant to them. ESI Registration can be done by LegalRaasta in Delhi NCR, Bengaluru, Mumbai, Chennai, and other Indian cities.

Choose ESI Registration because :
  • ✔   Provides complete medical care to employees
  • ✔   Includes employee’s dependants also
  • ✔   Mandatory for units with >10 employees

Documents Required For ESI Registration


Registration Certificate or Licence issued under the Shops and Establishment Acts or Factories Act.

Address Proof: Latest Rent receipt of the premises you are occupying indicating the capacity in which the premises are occupied, if applicable.

Latest building Tax/Property Tax receipt (Photocopy).

Memorandum and Articles of Association/Partnership Deed/Trust Deed depending on the entity that is applying for registration.

Photocopy of certificate of Commencement of production and/or Registration No. of CST/ST (or GST once it becomes applicable).

Copy of PAN Card

Evidence in support of the date of commencement of production/business/first sale (e.g. Copy of First Invoice).

Month wise employment position, salary, etc.

Copy of bank statement

Family Photo in Duplicate

What is included in Our ESI Package


ESI Consultation
Employer Registration
Employee Registration
Documentation

Advantages of ESI Registration


Applicability of ESIC Registration


The following establishments employing 10 or more persons attracts ESI coverage :
In some states, the minimum employees required for coverage is for 20 or more. A few State Governments have not extended scheme to include Medical & Educational Institutions.

What is ESI Registration


It is a huge social security scheme conspire intended to achieve the task of giving of social protection to the ’employees’ in the organized sector against the unspecific events of disablement, sickness, maternity, and death just because of injury continued in the course of employment and to provide medical care to the guaranteed employees and their dependents.

The plan gives complete medical care to the employees registered under the plan during the time of inadequacy for recovery of health and working capacity. It gives monetary help to remunerate for the loss of wages during the time of absence from work due to maternity, sickness, and employment injury. The plan provides medical care to the employees’ dependents also.

All formation and Factories using more than of 10 workers are needed to mandatorily apply for ESI registration inside 15 days of the ESI Act, 1948 getting pertinent to them

Concerns Related to ESIC Registration


In certain states, the minimum employees needed for inclusion is for at least 20 or more. A few State Governments have not continued scheme to include Medical & Educational Institutions.

Any total deducted from compensation under the ESI Act will be esteemed to have been depended on the business by the employee to pay the contribution for which it was deducted. Non-payment or deferred payment of the Employee’s commitment subsequent to being deducted from the wages of the employee amounts to ‘Breach of trust’ and is a criminal offense condemned under Section 406 of IPC

In certain states, the base workers required for inclusion is for at least 20. A couple of State Governments have not extended the plan to incorporate Medical and Educational Institutions

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Frequently Asked Questions


An employer shall apply for FORM 01 within 15 days after the act becomes applicable to a unit or establishment.

Yes, it a is mandatory requirement for every employer who comes under this act to register their Factory/ Establishment.

Every employer covered under this act has to comply with various compliances such as deposit of monthly contribution, to file half yearly return, and report to ESIC authorities if there is any change in business activity, address, ownership, and the management, maintenance of registers, and records, etc.

No,the right to receive any benefits under this act is not transferable.

LegalRaasta provides ESI application services across India in all cities. We have done ESI registration in Mumbai, Delhi, Gurgaon, Noida, Bangalore, Chennai, Hyderabad, Ahmedabad, Kolkata, Surat, Pune, Jaipur, Lucknow, Kanpur, Nagpur, and other Indian cities.

LegalRaasta.com is one of the best online service portals to help factories and establishments to get ESI registration in India. We have 10 years of experience in the application of ESI Registration. LegalRaasta has 30+ regional offices in India and expands its network in India with 2000+ customers for ESI Registration.

Yes, it is the statutory responsibility of the employer register their Factory/ Establishment under the ESI Act within 15 days from the date when the act becomes applicable to them.

It is a 17-digit unique identification number allotted to every registered establishment. This number is generated through the ESIC portal on submission of the required information by the employer or generated on receipt of a survey report from the Social Security Officer.

Once a factory or an Establishment is covered under the Act, it continues to be covered although the number of covered employees employed at any time falls below the required limit or there is a change in the manufacturing activity.

If an employee’s wages (excluding remuneration for overtime) exceeds the wage limit prescribed by the Central Government after the beginning of the contribution period, he continues to be an employee till the end of that contribution period and therefore contribution is to be deducted and paid on the total wages earned by him.

No. Overtime is not included for calculating the wage ceiling limit for coverage of an employee. But, it is included for payment of contribution to cover the risk during the period of overtime work, and to enable receiving cash benefits at an enhanced rate also.

The contribution will be paid for an employee into a bank duly authorized by the Corporation within 21 days of the last day of the month in which the contribution is due for any wage period.

The employer needs to file monthly contributions online through the ESIC portal in respect of all its employees after registering them. The number of contributions to be paid is to be calculated by keeping a record of, employee wise, a number of days for which wages are paid & the number of wages paid respectively to calculate the number of contributions payable. The total amount of contribution (including the shares of the employees and employers) in respect of all the employees for each month must be deposited in any branch of SBI in cash or by cheque or demand draft on the generation of such a challan through ESIC portals. Contributions can be paid online through SBI internet banking too.

The supply of Goods and/or Services, That is, all the transactions, such as the sale, transfer, barter, rental, exchange, license, lease or disposal made, or agreed to be made, for consideration of taxable goods or services, are considered taxable transactions under the GST Act.

In addition to the Muster roll, wage record, and books of Account maintained under other laws, the employer is required to maintain the following records for ESI:- Accident Register in Form-11 An inspection book. The immediate employer is also required to maintain the Employee’s Register for the employees deployed to the principal employer.

These are the following reports to be submitted by the employer : Reports: Accident report in Form 12 in case any accident takes place, to the notice of the Accident. Absence verification reports such as Employee Records including attendance, wages, and books of accounts.

Registration is the process of recording information about the entry of an employee into insured employment, under the Act.

Registration of employees is necessary to identify the employee and to provide such employee the benefits under the Act which are related to the contributions paid by the employer on behalf of each of the insured persons.

On registration under the scheme, the employer can give a temporary identity certificate, affix the employee’s photo and authenticate it for the use which is valid for 3 months. This identity card functions as an identification both for claiming medical benefit at dispensary/ hospital and claiming cash benefits at the ESI Branch Office.

The scale of medical benefit includes complete medical treatment from start to finish.

No. There are no qualifying conditions or contributory conditions attached for claiming disablement or Dependants benefit. Even if he meets with an employment-related injury on the very first day or on any day before he completes his first contribution period, the benefit can be claimed.

Dependent are also entitled to full medical care as and when needed, to artificial limbs, artificial appliances, etc. as a part of medical treatment. The medical benefit is also admissible to the dependents during the period the employee is claiming the unemployment allowance. If he dies during this period, his family continues to receive the medical benefit until the completion of those twelve months. Reimbursement of expenditure incurred on the funeral of the deceased employee. In case of the death of the insured employee due to employment injury, the widow, widowed mother, and children are entitled to Dependants’ benefit. Any benefit due to the insured employee at the time of death is paid to the nominee.

So long as the establishment employs a minimum prescribed number of persons it will continue to be covered under the Act whether these employees are employed at one place or at places separate from each other, as they are engaged in the organized activity of the same establishment. Thus, all the persons including those working in branches, registered. office, and sales office, etc. irrespective of location are to be counted.

1. Principal Employer is :
  • In the case of a factory, these: –
  • Owner
  • Occupier
  • Managing Agent of the owner or occupier
  • Legal representatives on the behalf of a deceased owner or occupier
  • Manager of a factory.
  • In the case of Establishments belonging to or under the control of Government of India

2. The Authority Specified 3. The Head of the Department (In the absence of a specified Authority).
In the case of other establishments: Person responsible for the supervision and control of the establishment.

Immediate Employer can be any or all of those enumerated below : One who executes any work inside the premises of the principal employer of a factory or an establishment. One who executes the work in a factory or establishment outside the premises supervised by the principal employer or his agent. One who gives on hire the services of his employees to the principal employer of a factory or establishment. A Contractor

Any person employed for wages in or in connection with a factory or establishment, and:
A. Directly employed by the Principal employer, in a Factory or establishment within the premises or elsewhere, or any part, department or branch of the factory or establishment.
B. Employees of the immediate employer:
Being employed in the premises on any work of the factory or establishment Being employed outside the premises on the work in a factory or establishment outside the premises supervised by the principal employer or his agent. Employees lent or let on hire to the principal employer on any work of the factory. Paid Directors of a company.
But the following are Excluded :
An Apprentice An employee receiving wages above the ceiling limit for coverage prescribed by the Central Government. Member of the Indian Armed Forces

The financial year from April to March has been divided into two six-monthly contribution periods i.e. 1st April to 30th September and 1st October to 31st March of the next year. The relevant period of benefit corresponding to each period of contribution commences three months after the end of that contribution period i.e. Jan to June and July to December (The calendar year has been divided into two six-monthly benefits periods).

If an e-The scale of medical benefit includes a complete medical treatment from start to finish. an employee requires medical treatment and is absent from work for medical reasons, Sickness benefit is paid for the period of absence after it is confirmed by the Authorised Medical Officer, for a period not more than 91 days in two consecutive benefit periods (say one year) @ 70% of standard benefit rate, subject to payment of contribution for not less than 78 days in the corresponding contribution periods.

Disablement is a condition resulting from employment injury, which may render the employee temporarily incapable of doing his work and necessitate medical treatment (temporary disablement). It may reduce his earning capacity (permanent partial disability) or it may completely deprive the employee of his ability to do any work (permanent total disability).

It is a personal injury to an employee caused by an accident or an occupational disease arising out of and in the course of his employment within or outside India.

Dependants’ benefit is a monthly pension paid to the dependents of an employee who dies as a result of an employment-related injury or occupational disease.

Maternity benefit is cyclical payments to an insured female employee for a specified period of absence from work, due to confinement, miscarriage, or sickness out of pregnancy, premature birth of child or miscarriage, or confinement. The amount of maternity benefit is equal to the standard benefit rate.

A lump sum amount not more than Rs.10000/- appropriated towards expenditure on the funeral of a deceased employee, is paid either to the eldest surviving member of the family or if he is without family or not living with his family at the time of death, then to the person who performs the funeral of the deceased employee.

Means average daily wages calculated by dividing the total wages paid during the contribution period by the number of days for which these wages were paid.

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