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🚀 Launch of Online PF-ESIC-Gratuity Compliance Calculator Aligned with the Code on Wages, 2019 & Code on Social Security, 2020

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🚀 Launch of Online PF-ESIC-Gratuity Compliance Calculator Aligned with the Code on Wages, 2019 & Code on Social Security, 2020

 

With the implementation of the Code on Wages, 2019 and the Code on Social Security, 2020, employers across India are witnessing a paradigm shift in wage definition, employee coverability, and statutory contribution calculations. Traditional assumptions around PF, ESIC, and Gratuity compliance are no longer sufficient, and even minor misinterpretations may result in non-compliance, financial exposure, and regulatory scrutiny.

In order to support employers, HR professionals, payroll teams, and compliance consultants in this transition, HRMThread, in collaboration with PCSMGMT, has launched an Online PF-ESIC-Gratuity Compliance Calculator — a practical, user-friendly tool designed specifically for compliance verification under the new Labour Codes regime.

Why This Calculator Is a Game-Changer

The new Labour Codes introduce a uniform definition of “wages”, significantly impacting:

  • PF applicability and contribution base

  • ESIC eligibility and employee coverability

  • Gratuity calculation and long-term liability

Several employees who were earlier outside statutory coverage may now become mandatorily coverable, particularly under ESIC, due to changes in wage components and exclusions. Manual calculations or legacy payroll logic may no longer be reliable.

What the Online Calculator Helps You Achieve

The PF-ESIC-Gratuity Compliance Calculator enables establishments to:

  • ✔ Check PF and ESIC eligibility based on revised wage definitions

  • ✔ Verify ESIC coverability under Section 2(88) of the Social Security Code

  • ✔ Accurately compute PF, ESIC, and Gratuity contributions

  • ✔ Identify new inclusions or exclusions arising from Labour Code implementation

  • ✔ Strengthen statutory compliance and reduce future litigation risk

Built for Compliance, Designed for Clarity

This calculator has been developed keeping in mind the practical challenges faced by employers during implementation, and acts as a decision-support tool rather than a mere arithmetic calculator. It bridges the gap between legal provisions and payroll execution, ensuring compliance remains accurate, auditable, and defensible.

As organizations prepare themselves for deeper enforcement of the new Labour Codes, tools like this become essential to ensure correct interpretation, proactive compliance, and operational efficiency.

Calculator Link:-https://hrtools.hrmthread.com/

Post Views: 4,363

Mandatory ESIC Registration for All Educational Institutions Under the Code on Social Security, 2020: Key Directive Issued by ESIC Ahmedabad

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Mandatory ESIC Registration for All Educational Institutions Under the Code on Social Security, 2020: Key Directive Issued by ESIC Ahmedabad

The implementation of the Code on Social Security, 2020 (CoSS 2020) with effect from 21 November 2025 marks a major milestone in India’s social security reforms. By unifying and modernising several welfare legislations, the Code aims to ensure that employees across all sectors—particularly the education sector—receive comprehensive medical and financial protection.

Following the nationwide enforcement of the Code, the Regional Office, ESIC Ahmedabad has formally directed all educational institutions—aided, unaided, private schools, colleges, training centres, and affiliated institutions—to immediately register under the Employees’ State Insurance Corporation (ESIC) and enroll all eligible employees as per statutory requirements.

This directive significantly elevates the compliance responsibilities of educational institutions across the region.

1. Background: ESIC Coverage Now Mandatory for Educational Institutions

Under CoSS 2020, the definition of “establishment” has broadened substantially. Educational institutions—earlier not uniformly covered—are now explicitly recognised under the expanded scope.

As a result:

  • All teaching and non-teaching staff falling within the wage threshold must be covered.

  • Institutions are legally obligated to align with ESIC registration and contribution procedures.

  • Employees become entitled to statutory social security benefits, including medical care, maternity protection, disability benefits, and dependent support.

This shift ensures that the education sector is on par with other industries in terms of workforce protection and welfare.

2. Mandatory Compliance Requirements for Institutions

The directive issued to educational authorities highlights three immediate actions:

a) Register as an ESIC Establishment

Every school, college, or educational institution employing eligible persons must complete its statutory registration under ESIC.

b) Enroll All Eligible Employees

Both academic and administrative employees must be registered without exception, ensuring universal coverage for those who fall within the wage limit.

c) Ensure Timely Monthly Contribution Payments

Institutions must deposit contributions within prescribed timelines to enable employees to receive uninterrupted benefits such as:

  • Medical benefits

  • Sick leave and disability compensation

  • Maternity benefits

  • Dependent benefits

  • Funeral expenses

Timely compliance also protects institutions from penalties arising out of delayed payments.

3. Applicability: Institutions Required to Comply

The directive applies to all educational institutions, including:

  • Aided schools and colleges

  • Unaided and private institutions

  • Recognised and affiliated educational bodies

  • Training institutes and academies

  • Any establishment employing eligible persons

Educational authorities have also been asked to circulate the directive widely and maintain an updated list of institutions falling under their jurisdiction.

4. Why Immediate Compliance Is Crucial

Institutions must prioritise ESIC registration and coverage due to the following reasons:

  • Statutory Mandate: ESIC registration is compulsory under CoSS 2020 wherever eligibility criteria are met.

  • Risk of Financial Liability: Delayed compliance may lead to retrospective contribution demands, interest, and damages.

  • Regulatory Scrutiny: Non-compliance invites inspections, audits, and potential legal action.

  • Employee Welfare: Timely registration ensures that staff members receive essential welfare protections.

  • Institutional Reputation: Compliance reflects professionalism and commitment to employee well-being.

Acting early mitigates risk and ensures seamless adoption of the new regulatory environment.

5. Practical Implications for Schools and Colleges

Compliance Area Impact Under CoSS 2020
Coverage All educational institutions employing eligible persons must register.
Cost Obligations Employer and employee ESIC contributions become mandatory.
Administrative Responsibilities Monthly filings, wage reporting, and record maintenance.
Employee Benefits Comprehensive medical and financial protections.
Non-Compliance Risks Interest, penalties, legal scrutiny, and backdated liabilities.

These implications require institutions to strengthen their HR, payroll, and compliance frameworks.

6. PCS Expert Analysis

The education sector is now clearly under the ESIC coverage umbrella, signalling a strategic move towards universal social security. Institutions must respond with structured compliance measures to avoid unnecessary financial and legal exposure.

PCS recommends the following steps:

  • Conduct an immediate ESIC eligibility assessment

  • Register the institution on the ESIC portal

  • Add all eligible employees to the ESIC system

  • Train HR and payroll teams for operational compliance

  • Maintain documentary evidence for audit readiness

Prakash Consultancy Services (PCS) is already supporting numerous educational institutions in adapting to these new requirements through end-to-end ESIC registration, filing, and compliance oversight.

7. Conclusion

The ESIC Ahmedabad directive is a clear signal that educational institutions must align with the requirements of the Code on Social Security, 2020 without delay. Mandatory registration and employee coverage are essential parts of this transition, ensuring robust social security for thousands of teachers, staff members, and support personnel across the region.

By embracing compliance early, institutions can safeguard themselves from penalties, streamline operations, and reinforce their commitment to the welfare of their workforce.

Circular:- DEO Ahmedabad city_00601 (1)

Post Views: 1,124

ESIC Implements the Code on Social Security, 2020 – Expanded Definitions of “Dependant” and “Family” (Effective 21 November 2025)

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ESIC Implements the Code on Social Security, 2020 – Expanded Definitions of “Dependant” and “Family” (Effective 21 November 2025)

📌 Introduction: A Landmark Change in India’s Social Security Framework

On 21 November 2025, India moved a major step forward in modernising its social security architecture when the Central Government brought into force the Code on Social Security, 2020 through Gazette Notification No. 5143.

Following this, the Employees’ State Insurance Corporation (ESIC) issued an important clarification via its Headquarters Circular File No. N-11011/2/2025-BFT-II dated 28 November 2025, announcing revised statutory definitions of:

  • “Dependant” – Section 2(24)(c)
  • “Family” – Section 2(33)(e)

These definitions replace the earlier definitions under the ESI Act, 1948, which stands repealed. The update has significant implications on ESIC benefit eligibility, claim processing, employee declarations, and HR compliance mechanisms across India.

⭐ Why This ESIC Update Is Important? – Professional Context

This reform is not just a wording change—it transforms the benefit entitlement framework under ESIC.

The Social Security Code is designed to:

✔ Modernise ESIC benefits

✔ Expand the welfare net

✔ Recognise evolving family structures

✔ Promote gender-inclusive protection

✔ Standardise definitions across laws

These expanded definitions ensure that more dependants and family members of insured persons can now access ESIC benefits, which directly impacts:

  • Employees
  • HR teams
  • Medical superintendents
  • ESIC branch offices
  • Compliance departments
  • Organisation-wide welfare policies

1️⃣ Revised Definition of “Dependant” – Section 2(24)(c)

Under the Social Security Code, two important categories have now been added to the term “dependant”:

✔ Widower

✔ Grandparents

🔎 Deep Explanation (Professional Legal Analysis)

Under the old ESI Act, 1948, dependants were limited to spouse, minor children, infirm children, and partially to parents. However, with the enforcement of COSS 2020:

✔ A widower (husband of a deceased insured woman employee) is now officially recognised as a dependant

This is a path-breaking reform as it acknowledges:

  • The financial dependency of a husband on a working spouse
  • Rising dual-income and women-led households
  • Gender-equal social protection

It ensures the widower becomes eligible for Dependent Benefit in cases where the woman insured person dies due to employment injury or covered contingencies.

✔ Grandparents included under dependant category

This is a major welfare expansion and reflects:

  • Joint family structures in India
  • Elderly dependency on earning members
  • Societal shift towards multi-generational support

Grandparents can now legally receive ESIC Dependent Benefit, ensuring better protection for elderly citizens.

2️⃣ Revised Definition of “Family” – Section 2(33)(e)

For women employees, the definition of “family” has now expanded to include:

✔ Father-in-law

✔ Mother-in-law

🔎 Deep Explanation (Professional Legal Analysis)

This change aligns ESIC provisions with:

  • Social norms where in-laws reside in the same household
  • Women often contributing to medical expenses of in-laws
  • The need for gender-balanced medical coverage

Under the ESI Act, 1948, these relations were not eligible for medical benefits. The Social Security Code corrects this gap by ensuring:

✔ Women employees can now add in-laws to ESIC records

✔ In-laws can receive full ESIC medical benefits

✔ ESIC’s family coverage becomes more inclusive and realistic

This supports millions of female employees working in:

  • Factories
  • Retail
  • Services
  • Healthcare
  • Logistics
  • IT/ITES

🧭 Operational & HR Impact – What Employers Must Do (Detailed, Professional Advisory)

The ESIC HQ circular places clear responsibility on organizations to ensure compliance.

Below are the mandatory action points:

📍 1. Update ESIC Declaration Forms (Form-1)

HR teams must immediately allow employees to add:

  • Widower
  • Grandparents
  • Father-in-law
  • Mother-in-law

📍 2. Modify HRMS, Payroll & ERP Systems

Your systems must support:

  • New relationship categories
  • ESIC integration fields
  • Updated benefit eligibility mapping
  • Claim processing validation based on new definitions

📍 3. Reassess Pending ESIC Claims

Claims previously rejected due to relationship status may now need to be reopened.

This includes:

  • Dependent Benefit cases
  • Medical Benefit claims for in-laws
  • Death benefit eligibility

📍 4. Communicate the Update to All Employees

A formal communication must be issued, especially to:

  • Women employees
  • Employees supporting grandparents
  • Employees with dependants in joint families

📍 5. Align This with the Broader Labour Code Implementation

This ESIC update is part of the larger reform under the Four Labour Codes, which bring changes to:

  • Wage definition (50% rule)
  • PF, ESI, Gratuity applicability
  • Compliance timelines
  • Penalties under Social Security Code
  • Medical & dependent coverage
  • Benefit contribution ceilings

Companies must be ready for full compliance audits, documentation alignment, and HR restructuring.

PCS strongly recommends a Code on Social Security – ESIC Readiness Assessment for all establishments.

📘 Legal References (for documentation & audit)

  • Code on Social Security, 2020 – Section 2(24): Dependant
  • Code on Social Security, 2020 – Section 2(33): Family
  • Gazette Notification No. 5143 dated 21 November 2025
  • ESIC HQ Circular File No. N-11011/2/2025-BFT-II dated 28 November 2025

These should be archived in the organization’s Statutory Register – ESIC Compliance.

🎯 Conclusion (Professional & Impactful)

The implementation of the Social Security Code, 2020 and the revised definitions announced by ESIC mark a historic expansion in India’s social welfare system. By recognizing widowers, grandparents, and in-laws within the ESIC coverage framework, the Government has taken a progressive step aligned with the realities of modern Indian families.

Employers must now ensure immediate compliance, update internal systems, revise records, and educate employees so that eligible dependents receive their rightful ESIC protections without delay.

PCS will continue monitoring every update under the Four Labour Codes and issue timely advisories to keep organizations fully compliant.

Download the Notification:-⬇️Implementation_the_Code_on_Social_Security_2020_English_1764326385

Post Views: 2,344

🟦 EPFO Passbook Not Showing After New Portal Launch? Here’s the Complete Explanation (2025 Update)

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🟦 EPFO Passbook Not Showing After New Portal Launch? Here’s the Complete Explanation (2025 Update)

 

The Employees’ Provident Fund Organisation (EPFO) has recently rolled out its revamped Unified Portal with upgraded features, a modern interface, and a completely re-engineered ECR (Electronic Challan-cum-Return) and ledger posting system.

While this is a major reform aimed at improving transparency and accuracy of PF accounts, members across India are facing one common issue:

“My PF passbook is not showing the latest contributions.”

If your passbook for September 2025 and October 2025 is not visible or seems incomplete, this article explains the reason, the background changes, what EPFO has officially stated, and what employees should do during this transition.

🟥 Why Passbook Entries Are Not Visible? – The Real Reason

EPFO has shifted to a new back-end ledger infrastructure, which processes contributions differently than the old system. As part of the upgrade:

✅ Ledger posting is temporarily paused

✅ Contribution entries are queued for processing

✅ Passbook synchronisation is taking additional time

✅ Old “real-time posting” system has been replaced with batch posting

This means that although employers have filed the ECR and deposited contributions, the entries may not immediately reflect in the member passbook.

This is a system transition delay, not a payment delay.

🟩 What Has Changed in the New EPFO System?

EPFO has brought in several significant upgrades:

1️⃣ Revamped ECR Processing System

Challan generation and payment are now linked to the updated Wage Code structure and automated validations.

2️⃣ New Ledger Posting Architecture

The new system posts the contribution data in batches across multiple servers for accuracy and error-free reconciliation.

3️⃣ Backend Synchronisation

Old and new ledger data must be synchronised, which temporarily slows passbook updates.

4️⃣ Improved Data Validation

Employer submissions undergo additional checks before they are posted in the passbook.

Because of these backend transformations, passbook entries for Sept–Oct 2025 may become visible only after EPFO completes its internal stabilisation process.

🟦 Are Contributions Safe? Yes. Here’s Why.

Employees often worry when passbook entries do not show immediately. Rest assured:

✔ Employer has already deducted and deposited PF

✔ ECR filing is completed

✔ EPFO has acknowledged the temporary issue

✔ Passbook entries will appear automatically

There is no monetary risk. The non-visibility is purely a technical migration issue, not a compliance issue.

🟧 What Members Should Do? (Step-by-Step Guidance)

1. Do NOT panic — this is a national-level transition issue.

Everyone across India is experiencing temporary delays.

2. Check your passbook after a few days.

Entries may take 3–10 days depending on EPFO’s server load.

3. Verify with your employer whether the ECR and payment are completed.

Most organisations have already done this.

4. Avoid raising multiple grievances right now.

EPFO’s system is in stabilisation mode; duplicate grievances may not get processed.

5. Take a screenshot of the old entries for your record.

🟫 Official Status From EPFO (As Observed Across India)

While no individual circular has been published, EPFO offices have confirmed the following through regional communications:

  • Passbook is under upgrade
  • Ledger posting is happening in phases
  • Temporary non-visibility is expected for a few days
  • All contributions deposited will reflect once the data queue is cleared

This is a standard process during major portal transitions.

🟨 How Employers Should Communicate With Employees

To avoid confusion, employers are advised to send a short clarification message:

“EPFO has upgraded to a new portal and ledger system. Due to this migration, PF passbook entries for Sept–Oct 2025 may not be visible temporarily. Your contributions are already deposited and will reflect once EPFO completes ledger posting. Kindly allow a few days for the system to update.”

This ensures transparency and avoids unnecessary member grievances.

🟦 Frequently Asked Questions (FAQ)

Q1. My PF amount is deducted but not showing in passbook. Why?

Because EPFO’s ledger is being upgraded. Contributions will reflect after synchronisation.

Q2. Should I worry about loss of PF amount?

No. Your money is safe in EPFO’s account. Only the display is delayed.

Q3. Does this affect withdrawal or transfer?

No. Withdrawals and transfers continue normally. Only the passbook view is delayed.

Q4. Does my employer need to re-submit anything?

No. Once ECR is filed and payment is made, no employer action is required.

Q5. How long will it take to reflect?

Usually 3–10 days, based on EPFO’s stabilisation timeline.

🟪 Conclusion

The new EPFO portal is a major step toward improving the Provident Fund ecosystem.
During this migration phase, temporary passbook non-visibility is normal and expected.

Employees can remain assured that:

⭐ Their contributions are deposited

⭐ ECR filing is completed

⭐ The passbook will update automatically

⭐ No financial loss will occur

This is a temporary system transition and will stabilise shortly.

Post Views: 1,575

🛠️ Haryana Minimum Wages Revised w.e.f. 1st July 2025

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🛠️ Haryana Minimum Wages Revised w.e.f. 1st July 2025

📅 Notification Date: 30th October 2025
🏢 Issued by: Labour Commissioner, Haryana
📜 Legal Reference: S.O. 8373–473 / 2025 under the Minimum Wages Act, 1948

The Government of Haryana has officially revised the minimum rates of wages across all scheduled employments, effective from 01 July 2025. The revision includes updated basic wages and an enhanced Variable Dearness Allowance (VDA) based on the latest Consumer Price Index (CPI).

Haryana-30.10.2025-revised-MW-w.e.f.-01.07.2025-1Download
Post Views: 1,462

🧾 Tripura Minimum Wages Revised (Effective 01 October 2025) – Full Sector-wise Update 🧾

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🧾 Tripura Minimum Wages Revised (Effective 01 October 2025) – Full Sector-wise Update 🧾

📅 Notification Date: 28 October 2025
🏛️ Issued By: Government of Tripura, Labour Department
📌 Effective From: 01 October 2025
🔍 CPI Increase: 63 Points (Jan–Jun 2025 Period)

📌 Introduction

The Labour Department, Government of Tripura, has revised the Variable Dearness Allowance (VDA) across all scheduled employments under the Minimum Wages Act, 1948. This change is based on a 6-monthly Consumer Price Index (CPI) increase of 63 points from January to June 2025.

This blog provides a detailed sector-wise breakdown of the revised minimum wages for various categories of workers across the state.

🧰 Sector-wise Revised Minimum Wages – Tripura (w.e.f. 01-10-2025)

1️⃣ Shops and Establishments

Category

Basic (₹/Month)

Previous VDA

Present VDA

Total (₹/Month)

Skilled

8,739

1,000.70

87.95

9,828

Semi-Skilled

7,814

894.80

78.64

8,787

Unskilled

7,123

815.65

71.69

8,010

2️⃣ Agriculture Sector

Worker Type

Total Wages (₹/Day)

Adult Daily Rated Worker

₹433

Young Daily Rated Worker

₹301

Half-Yearly Attached Worker

₹30,612/month

Annual Attached Worker (Adult)

₹51,031/month

Annual Attached Worker (Young)

₹36,456/month

🔸 Includes food, clothing, housing & other statutory perquisites.

3️⃣ Auto Rickshaw Drivers

Category

Total Wage + Allowance

Driver

₹4,093/month + ₹139/day food allowance

4️⃣ Construction & Building Operations

Category

Total Wages (₹/Day)

Highly Skilled

₹503

Skilled

₹440

Semi-Skilled

₹378

Unskilled

₹328

5️⃣ Beedi Industry

Beedi Workers (per 1,000 beedis)

Total Wage

All Workers

₹219

6️⃣ Goldsmiths

Category

Total Wages (₹/Day)

Skilled

₹524

Semi-Skilled

₹449

Apprentice

₹313

7️⃣ Hotel & Restaurant Workers

Category

Total Wages (₹/Month)

Highly Skilled

₹14,188

Skilled

₹12,695

Semi-Skilled

₹10,454

8️⃣ Private Security Guards

Category

Total Wages (₹/Month)

Skilled

₹13,267

Semi-Skilled

₹12,030

Unskilled

₹11,282

9️⃣ Petrol Pump Workers

Category

Total Wages (₹/Month)

Skilled

₹8,812

Semi-Skilled

₹8,353

Unskilled

₹7,896

🔟 Cooperative Societies (LAMPS / PACS / PMCS)

Designation

Total Wages (₹/Month)

MD / Manager

₹11,402 to ₹14,512

Accountant / Clerk

₹8,293 to ₹11,402

Helper / Peon

₹6,427

1️⃣1️⃣ Mechanical Works

Category

Total Wages (₹/Month)

Highly Skilled

₹21,826

Skilled

₹10,484

Semi-Skilled

₹9,069

Unskilled

₹8,804

1️⃣2️⃣ Public Motor Transport

🔹 Wages differ based on type of vehicle, duty, and designation (Drivers, Conductors, Cleaners, Clerks, Ticket Checkers).
🔸 Example:

  • Heavy Vehicle Driver: ₹17,570/month
  • Conductor: ₹8,219/month
  • Clerk: ₹5,259/month
  • Cleaner: ₹4,199/month

1️⃣3️⃣ Private Teaching Institutions / Coaching Classes

Role

Total Wages (₹/Month)

High School Headmaster

₹17,665

Primary Teacher

₹11,391

Clerical Staff

₹12,739

Helper / Group-D Staff

₹8,505

⚖️ Statutory Notes

  • CPI Reference Period: Jan–Jun 2025 (63 Points)
  • Minimum Wages Act, 1948 applies
  • VDA is mandatory and must be revised every 6 months
  • Overtime: Paid at double the ordinary wage rate
  • Gender Neutrality: Equal pay for equal work for men & women
  • EPF Contribution: Must be based on revised wages (where applicable)

📤 PCS Compliance Tip:

📋 Ensure your October 2025 payroll reflects the revised VDA-linked wage structure.
🛡️ Failure to implement revised wages can attract penalties under Section 22 of the Minimum Wages Act.
📌 Need help with sector-wise wage sheet updates, notifications, or compliance posters for display at site?
📞 Contact Prakash Consultancy Services (PCS) today!

🔗 Source:

[Tripura Labour Department Gazette Notification – Dated 28 October 2025]
(Based on multiple notifications under F.22(…) series)

Tripura-28.10.2025-Minimum-Wages-Notification-Oct-2025Download
Post Views: 890

🔏 EPFO Launches NewBrowser-Independent DSC Utility for Employers – Effective 10 October 2025

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🔏 EPFO Launches NewBrowser-Independent DSC Utility for Employers – Effective 10 October 2025

🔏 EPFO Launches New Browser-Independent DSC Utility for Employers – Effective 10 October 2025

📢 Say goodbye to browser compatibility issues and hello to seamless digital signing!

🗞️ Introduction: A Digital Leap for Compliance with EPFO

The Employees’ Provident Fund Organisation (EPFO) has rolled out a new Digital Signing Service (DSC) exclusively for employers using the Unified Portal. Effective from 10th October 2025, this game-changing utility eliminates browser dependencies and enhances digital security 🔐.

🎯 Targeted Purpose:
For now, this DSC utility is primarily designed for:

  • 📝 Approving Joint Declaration Forms (especially for Higher Pension under EPS)
  • ✅ Employer-side approvals requiring DSC authentication

✨ Key Highlights of the New EPFO DSC Utility

🔍 Feature

🚀 Details

💻 Platform Independence

Works on Chrome, Firefox, and Microsoft Edge

⚙️ One-Time Installation

No recurring downloads after initial setup

🔐 USB Token Authentication

Secure signing using DSC USB tokens only

🪟 Supported OS

Windows 8.1, 10, 11 – 64-bit architecture only

⚡ Faster Signing

Optimised signing process for employer modules

🏢 Where It Applies

Unified Employer Portal – for digitally signing pension-related forms

🖥️ System & Technical Requirements 📋

🔧 Before you begin, ensure the following are available on your system:

🔧 Hardware & Software

✅ Minimum Requirement

💽 Operating System

Windows 8.1 / 10 / 11 (64-bit only)

🌐 Supported Browsers

Mozilla Firefox, Google Chrome, Microsoft Edge

📦 Port

Port 60015 must be open on your local machine

🔑 DSC Requirement

Valid Class 3/Type 2 DSC token with appropriate certificate authorities

📥 How to Download and Install the EPFO DSC Utility

📌 Available only via EPFO Unified Portal login (Employer Interface)

🛠️ Step-by-Step Installation Guide:

1️⃣ Login to EPFO Unified Portal (Employer)
2️⃣ Navigate to the DSC-required service (e.g., Joint Declaration – Higher Pension)
3️⃣ Download EPFO_DSC_Signer_1.0.0.exe
4️⃣ Run the installer → Click “More Info” → “Run Anyway”
5️⃣ Accept the license agreement and complete the wizard
6️⃣ After setup, double-click DSC Service Icon on the desktop
7️⃣ Ready! The utility will now run in the background to support EPFO signing services 🧩

📍 Note: Install only once, unless a version upgrade is notified.

🌐 Browser Setup Instructions 🔐

After installation, you must import the dscCA2023 certificate into your browser’s Trusted Root Certification Authorities section.

🔸 For Mozilla Firefox:

  • Navigate: Settings → Privacy & Security → View Certificates → Authorities → Import
  • Locate: C:\Program Files (x86)\DSC Service\1.0.0\
  • ✅ Trust the CA to identify websites

🔸 For Google Chrome & Microsoft Edge:

  • Navigate: Settings → Privacy & Security → Manage Certificates
  • Under Trusted Root Certification Authorities → Import Certificate
  • ✅ Import from: C:\Program Files (x86)\DSC Service\1.0.0\
  • ✅ Follow prompts → Finish → Confirmation popup ✔

📌 How to Use the New DSC for EPFO Services

  1. 🔑 Login to Employer Unified Portal
  2. Navigate to DSC Enabled Menu (e.g., Higher Pension Joint Declaration)
  3. Select action: Approve/Reject
  4. Plug in your DSC USB Token 🔌
  5. Choose the signatory name → Click Sign PDF
  6. Enter DSC PIN
  7. ✅ Success message will confirm the signing
  8. 📂 Verify the document to ensure the correct digital signature is applied

🧯 Common Error: CRL Verification Timeout ⏳

If you face “CRL verification timeout” errors, it’s usually due to:

🧱 CRL URL Blocked by Network Firewall
🌐 Internet not reaching the CRL (Certificate Revocation List) servers
🛠️ Solution:

  • Identify the CRL URL from your certificate details
  • Open it via your browser
  • If unreachable, request your IT/Admin team to whitelist the URL 🔓

🎯 Why This DSC Update Is Important for Employers

🚀 With EPFO’s increasing push towards paperless digital governance, this DSC utility:

  • 💼 Streamlines Pension on Higher Wages processing
  • 📊 Reduces turnaround time for approval workflows
  • 🔐 Enhances data integrity via secure signing standards
  • 🌍 Enables cross-browser compatibility for all employers across India

📣 Final Words: Don’t Delay — Act Before You Miss the Deadline!

The new DSC process is mandatory from 10th October 2025. Start your configuration early to avoid last-minute hassles. Compliance delayed is compliance denied! ⚠️

✅ “Simplify Compliance. Secure the Future.”
🛡️ PCS – Your Compliance Partner for PF, ESIC, LWF & Beyond!

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🗳️ Public Holiday in Daman on 3rd November 2025 for Bye-Election

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🗳️ Public Holiday in Daman on 3rd November 2025 for Bye-Election

Declared Under Section 25 of the Negotiable Instruments Act, 1881

The Administration of Dadra & Nagar Haveli and Daman & Diu, vide notification from the Collector, Daman District, has declared Monday, 3rd November 2025, as a public holiday on account of the bye-election to the Parliamentary Constituency No. 1 – Daman & Diu.

This order ensures that every eligible voter working in government offices, public sector undertakings, and private establishments in the Union Territory is able to participate in the democratic process without loss of pay or leave benefits

Daman Election Holiday

.

📅 Key Notification Details

  • Occasion: Bye-Election to Lok Sabha Constituency No. 1 – Daman & Diu
  • Date of Poll: Monday, 3 November 2025
  • Holiday Type: Public Holiday (under Section 25 of the Negotiable Instruments Act, 1881)
  • Applicable Area: Entire Daman District
  • Issuing Authority: Collector, Daman District
  • Reference Law: Representation of the People Act 1951 and Negotiable Instruments Act 1881

⚖️ Legal Background

📘 Section 25 of the Negotiable Instruments Act, 1881

The Collector’s declaration makes 3 November 2025 an official public holiday, meaning all banks, financial institutions, government offices, and most private establishments will remain closed in Daman.

📙 Section 135B of the Representation of the People Act, 1951

This section mandates that every person employed in any business, trade, or industrial undertaking shall be granted a paid holiday on polling day so they can cast their vote. Employers cannot impose any deduction or penalty for absence on that day.

🧾 Applicability for Employers and Employees

The notification applies to:

  • All government departments and offices, including local bodies.
  • Industrial, commercial, and private establishments situated in Daman.
  • Contract, daily-rated, and casual employees in both government and private sectors.

If an establishment must continue operations for safety, security, or essential reasons, it must adjust working hours so every voter can exercise their right to vote without loss of wages.

🏢 Employer Action Points

  1. Declare 3 November 2025 as Paid Holiday for all employees eligible to vote.
  2. Display a Notice on the Notice Board quoting this order.
  3. Ensure Contractors and Outsourced Staff are covered and paid accordingly.
  4. Maintain Payroll Evidence – notification copy, attendance sheet marked “Election Holiday”, and communication to contractors.
  5. Avoid Leave Deduction or Wage Loss for any employee availing the holiday.

🗂️ Sample Compliance Entry for Payroll Records

Date

Event

Action Taken

Remarks

03-11-2025

Bye-Election Holiday – Daman

Marked as Paid Holiday (Election Holiday)

Circular displayed and filed under Sec. 25 N.I. Act

🗳️ Civic Importance

The bye-election offers residents of Daman & Diu an opportunity to choose their representative in the Lok Sabha. The administration’s holiday declaration underscores the importance of free and fair participation, ensuring that no employee is deprived of the chance to vote due to work obligations.

📣 Summary at a Glance

Particulars

Details

Region

Daman District, UT of Dadra & Nagar Haveli and Daman & Diu

Election Type

Bye-Election to Lok Sabha Constituency No. 1

Date of Polling

3 November 2025 (Monday)

Type of Holiday

Public Holiday under Section 25 of N.I. Act, 1881

Authority

Collector, Daman District

Purpose

Facilitate voting for all eligible citizens

🏁 Conclusion

All establishments in Daman District must observe Monday, 3 November 2025 as a Public Holiday in accordance with the Collector’s order and the provisions of the Negotiable Instruments Act and Representation of the People Act.

This ensures statutory compliance and promotes active participation in India’s democratic process.

Daman Election HolidayDownload
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🏥 ESI Act Implemented in Nine Districts of Nagaland from 1 November 2025

Prakash Consultancy Services
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🏥 ESI Act Implemented in Nine Districts of Nagaland from 1 November 2025

📜 Introduction

The Ministry of Labour and Employment has officially notified the extension of the Employees’ State Insurance (ESI) Act, 1948 to additional districts of Nagaland, marking another milestone in the nationwide expansion of social-security benefits for workers.

With effect from 1 November 2025, the Act will apply to the entire areas of the following nine districts:

Tuensang, Mon, Phek, Kiphire, Peren, Longleng, Shamator, Noklak and Meluri.

This notification ensures that eligible employees and employers operating in these districts become part of the ESIC social-security network, gaining access to medical, sickness, maternity, disablement, dependants’, and other benefits under the Act.

⚖️ Legal Basis

The Government has invoked the following provisions of the Employees’ State Insurance Act, 1948 (Act No. 34 of 1948):

  • Sections 38 to 43 – Compulsory insurance and contribution obligations.
  • Sections 45A to 45H – Assessment of contributions, inspection, and penalties for non-compliance.
  • Sections 46 to 75 – Benefits (medical, sickness, maternity, disablement, dependants’, funeral, etc.).
  • Section 76 (2) to (4) – Constitution and powers of ESI Courts.
  • Sections 82 and 83 – Bar of jurisdiction and protection to officers for acts done in good faith.

These sections collectively operationalise the core functioning of the ESI scheme—mandatory registration, contributions, benefits, and dispute-resolution mechanisms.

🌍 Districts Covered Under the Notification

Sr No

District Name

Applicability Area

Effective Date

1

Tuensang

Entire District

1 Nov 2025

2

Mon

Entire District

1 Nov 2025

3

Phek

Entire District

1 Nov 2025

4

Kiphire

Entire District

1 Nov 2025

5

Peren

Entire District

1 Nov 2025

6

Longleng

Entire District

1 Nov 2025

7

Shamator

Entire District

1 Nov 2025

8

Noklak

Entire District

1 Nov 2025

9

Meluri

Entire District

1 Nov 2025

🧾 Key Provisions for Employers

From 1 November 2025, every establishment situated in these districts must –

  1. Register the Establishment
    • Apply online via the ESIC portal and obtain an ESI Code Number.
    • Register all eligible employees (earning up to the prescribed wage limit).
  2. Commence Monthly Contributions
    • Deduct 0.75 % (employee share) and pay 3.25 % (employer share) of gross wages.
    • File ECR (Electronic Challan-cum-Return) and make payment before the due date.
  3. Display Statutory Notices
    • Exhibit ESIC information at the workplace in English and the local language.
  4. Maintain Registers and Records
    • Keep employee attendance, wage, and contribution records available for inspection.
  5. Ensure Contract Labour Coverage
    • Principal employers must verify that contractors register and deposit ESI contributions for their workers.
  6. Update Payroll and Compliance Calendars
    • Incorporate ESI parameters from the wage period commencing on or after 1 November 2025.

💠 Benefits to Employees and Insured Persons

The extension of the ESI Act guarantees access to the following benefits:

Benefit Type

Description

Medical Benefit

Full medical care for insured persons and dependants through ESIC dispensaries and hospitals.

Sickness Benefit

Cash compensation during certified illness (70 % of wages for up to 91 days).

Maternity Benefit

For female insured persons during confinement or miscarriage.

Disablement Benefit

Financial assistance for temporary or permanent disablement due to employment injury.

Dependants’ Benefit

Monthly pension to dependants of a deceased insured person.

Funeral Benefit

Lump-sum funeral expenses to the family of a deceased insured person.

🧮 Compliance Timeline

Activity

Due Date

Registration of Establishment

Before 1 Nov 2025

Employee Registration

Before first ESI-liable wage payment

ECR Filing and Payment

By 15th of the following month

Display of Notices

Within 30 days of applicability

Half-yearly Return (if applicable)

Within 42 days after contribution period

🏢 Who Is Covered?

  • All factories and establishments employing 10 or more persons in the notified districts.
  • Certain categories may also be covered as shops, restaurants, hotels, cinemas, road-transport, educational or medical institutions, as per previous ESIC notifications in the State.
  • Wage ceiling for coverage remains ₹21,000 per month (₹25,000 for employees with disabilities).

❓ Frequently Asked Questions

Q1. From which date will ESI deduction start in Nagaland districts?
👉 From the first wage period commencing on or after 1 November 2025.

Q2. Does this apply to contract employees too?
✅ Yes. Principal employers must ensure coverage for contract and outsourced workers.

Q3. What if the establishment fails to register in time?
⚠️ Non-registration or non-payment may lead to interest, damages, and penal prosecution under Sections 85 and 85A of the ESI Act.

Q4. Can existing employees be registered after 1 Nov 2025?
Yes—but contributions and benefits will be counted prospectively. Timely registration is advised to avoid liability.

📈 Impact on Nagaland’s Workforce

This expansion of the ESI network is a progressive step towards universal social-security coverage for workers in India’s North-East region.
Employers gain structured medical support for their staff, while employees and families receive comprehensive health protection at nominal contribution rates.

🏁 Conclusion

The notification effective from 1 November 2025 brings nine districts of Nagaland under the ESI umbrella, ensuring that more workers enjoy medical and social security benefits.
Employers should immediately initiate registration and update their HR systems to align with the new requirements.

🪪 Reference

  • Notification: Employees’ State Insurance (ESI) Act, 1948 – Implementation in Nine Districts of Nagaland
  • Issuing Authority: Ministry of Labour & Employment, Government of India
  • Effective Date: 1 November 2025
ESI Act Implemented in Nine Districts of Nagaland from 1 November 2025Download
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🏥 Implementation of the Employees’ State Insurance Act, 1948 in Meghalaya

Prakash Consultancy Services
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🏥 Implementation of the Employees’ State Insurance Act, 1948 in Meghalaya

Effective from 1st November 2025)

The Ministry of Labour and Employment, Government of India, through its latest Gazette Notification dated 17th October 2025, has extended the provisions of the Employees’ State Insurance Act, 1948 (ESI Act) to several districts of Meghalaya, marking a major step in expanding the reach of social security benefits in the North-Eastern region.

📅 Effective Date of Implementation

The Central Government has appointed 1st November 2025 as the date from which specific provisions of the ESI Act shall come into force in the following districts of Meghalaya:

  • West Garo Hills
  • South Garo Hills
  • North Garo Hills
  • East Garo Hills
  • South West Garo Hills
  • West Jaintia Hills

This expansion brings all industrial, commercial, and eligible establishments within these districts under the ESI coverage.

⚖️ Provisions Enforced

From 1st November 2025, the following provisions of the Employees’ State Insurance Act, 1948 shall be applicable in the notified areas:

Section Numbers

Description

Sections 38 to 43

Compulsory insurance for employees and contribution by employer & employee

Sections 45A to 45H

Determination and recovery of contributions

Sections 46 to 75

Benefits payable to insured persons and their dependants (sickness, maternity, disablement, etc.)

Section 76 (2)–(4)

Constitution and jurisdiction of Employees’ Insurance Courts

Sections 82 & 83

Powers to make rules and remove difficulties

🏢 Applicability & Coverage

1️⃣ Establishment Coverage

  • All factories and establishments (industrial or commercial) employing 10 or more persons using power, or 20 or more persons without power, as per ESI Act definitions.
  • The Act applies irrespective of wages to determine coverage; however, employee contributions are applicable only for employees earning wages up to ₹21,000 per month (₹25,000 for employees with disabilities).

2️⃣ Employee Eligibility

  • Every employee whose wages (excluding overtime) do not exceed the prescribed ceiling will be covered.
  • Employers must ensure proper registration of all such eligible employees on the ESIC portal.

💼 Employer’s Action Points

Employers operating in the above-mentioned districts must take the following actions to ensure timely compliance from November 2025:

Step

Action

Deadline / Remarks

1

Register establishment on the ESIC Portal (if not already registered)

Before 1st November 2025

2

Obtain ESI Employer Code from the Regional Office

One-time registration

3

Register all eligible employees with valid Aadhaar and bank details

Before first wage cycle in November 2025

4

Start deducting employee contribution @0.75% and pay employer contribution @3.25% of wages

From wage month of November 2025

5

File Monthly Contribution (MC) Return

By 15th December 2025 (for Nov-2025)

6

Display ESI Notice (Form-1) at the establishment

Mandatory display under the Act

7

Maintain prescribed registers, attendance, and wage records

For inspection and audit purposes

🧾 Benefits to Insured Employees

Once registered under the ESI scheme, insured persons and their dependants become entitled to a wide range of medical and cash benefits, including:

Benefit Type

Description

Medical Benefit

Full medical care to insured employees and their dependants from ESI dispensaries/hospitals

Sickness Benefit

Cash compensation at 70% of wages for certified sickness

Maternity Benefit

Paid leave for confinement, miscarriage, or sickness arising out of pregnancy

Disablement Benefit

Monthly pension for temporary or permanent disablement due to employment injury

Dependants’ Benefit

Monthly pension to dependants in case of death due to employment injury

Funeral Expenses

₹15,000 (or as revised) towards funeral cost of the deceased insured person

🏛️ Administrative Jurisdiction

The implementation will fall under the administrative supervision of the ESIC Regional Office, Guwahati, and its Local Office network. Employers in Meghalaya may coordinate with their nearest ESIC Office for code allotment, branch office linkage, and dispensary mapping.

📢 Key Compliance Reminder

✅ The first ESI Contribution for the notified Meghalaya districts shall become due for the wage month of November 2025, and must be deposited by 15th December 2025 along with the Monthly Contribution filing on the ESIC portal.

Failure to comply may attract penalties under Section 85 of the ESI Act, including fines and prosecution.

🌐 Summary Table

Parameter

Details

Act

Employees’ State Insurance Act, 1948

Notification Date

17th October 2025

Effective Date

1st November 2025

Applicable Areas

Six districts – West/North/East/South/South-West Garo Hills and West Jaintia Hills

Employer Contribution

3.25% of wages

Employee Contribution

0.75% of wages

First Return Due Date

15th December 2025

Wage Ceiling for Coverage

₹21,000 (₹25,000 for PwDs)

🧭 PCS Compliance Insight

With this extension, the ESI Act coverage now expands deeper into the North-Eastern region, ensuring social security for a larger workforce.
Employers in the newly notified areas should immediately begin groundwork for registration, record preparation, and employee onboarding to avoid last-minute non-compliance.

PCS recommends initiating a pre-implementation compliance audit in October 2025 to verify readiness for ESIC deductions, portal setup, and wage register updates.

✍️ Disclaimer

This article is intended for informational purposes only. Employers are advised to refer to the official Gazette notification dated 17th October 2025 and consult with compliance professionals for case-specific applicability.

Implementation of the Employees’ State Insurance Act, 1948 in MeghalayaDownload
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