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Karnataka Labour Welfare Fund (Amendment) Act, 2025

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Karnataka Labour Welfare Fund (Amendment) Act, 2025

The Karnataka Labour Welfare Fund (Amendment) Act, 2025 has come into force with effect from 7 January 2026, pursuant to Notification No. DPAL 82 SHASANA 2025 issued by the Government of Karnataka.

This amendment marks a significant expansion of the Act’s applicability, coupled with a shift towards digitised and streamlined compliance mechanisms. Employers operating in Karnataka are required to immediately reassess coverage and ensure compliance under the revised framework.

Key Highlights of the Amendment

1. Expanded Coverage Threshold

  • The applicability threshold has been substantially reduced.

  • The Act now applies to establishments employing 10 or more employees, as against the earlier threshold of 50 or more employees.

  • This change brings a large number of SMEs and mid-sized establishments within the ambit of the Labour Welfare Fund.

2. Enhanced Employer Compliance Obligations

  • Covered employers are required to:

    • Register under the Karnataka Labour Welfare Fund, where not already registered

    • Deduct and contribute Labour Welfare Fund contributions for all eligible employees

    • Maintain appropriate records and ensure timely compliance

Failure to comply may expose employers to statutory penalties and enforcement action during inspections or audits.

3. Introduction of Online Payment Modes

To facilitate ease of compliance, the amendment formally recognises digital modes of contribution payment, including:

  • Net Banking

  • NEFT

  • RTGS

  • UPI

This move aligns the Labour Welfare Fund framework with the Government’s broader digital governance and compliance simplification initiatives.

4. Immediate Effect

  • The amendment is effective immediately from 7 January 2026.

  • There is no transition or grace period specified in the notification.

  • Employers are therefore expected to take prompt corrective and compliance action.

What Employers Should Do Now

✔ Review current employee strength establishment-wise in Karnataka
✔ Identify coverage under the revised 10-employee threshold
✔ Complete registration under the Labour Welfare Fund, if newly covered
✔ Align payroll systems for correct deduction and contribution
✔ Switch to approved online payment modes for contributions

Compliance Advisory

 

Employers who were earlier outside the scope of the Act must treat this amendment as a priority compliance item. Early action will help avoid last-minute non-compliance risks, interest, or penalties.

Notification :- LWF-KARNAKATA

Post Views: 142

Delhi Shops and Establishments (Amendment) Bill, 2026 Applicability, Working Hours, Overtime, Night Shift for Women & Employer Compliance Obligations

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Delhi Shops and Establishments (Amendment) Bill, 2026 Applicability, Working Hours, Overtime, Night Shift for Women & Employer Compliance Obligations

The Delhi Shops and Establishments (Amendment) Bill, 2026 marks a significant shift in labour law compliance for businesses operating in Delhi. Issued vide Circular No. F. No. 21/8/DSAE(A)/2026/LAS-VIII/Legn./16203 dated 9 January 2026, the Bill proposes structural changes to working hours, overtime limits, night-shift employment of women, and employer safety responsibilities.

These amendments seek to modernise workplace regulations while balancing business flexibility with employee welfare and safety.

📌 Effective Date:
The provisions of the Bill shall come into force only from the date notified by the Government of NCT of Delhi in the Official Gazette.

Legal Framework and Background

The Bill proposes amendments to the Delhi Shops and Establishments Act, 1954, which governs conditions of employment in shops, commercial establishments, offices, and service organizations across Delhi.

The proposed changes are aligned with evolving workforce patterns, extended business hours, and enhanced focus on women’s safety and dignity at the workplace.

1. Applicability Threshold Increased to 20 Employees

What is the Change?

  • The Act will now apply to shops and establishments employing 20 or more employees

  • Earlier threshold: 10 or more employees

Compliance Impact

  • Establishments employing 10 to 19 employees may no longer be covered under the Delhi Shops Act

  • Employers must reassess:

    • Registration status

    • Statutory leave and working hour obligations

    • Record-keeping and inspection exposure

2. Extended Daily Working Hours – Up to 10 Hours

Proposed Amendment

  • Maximum daily working hours increased to 10 hours

  • This includes rest intervals and meal breaks

Employer Responsibility

  • Shift scheduling must remain humane

  • Overtime rules continue to apply beyond prescribed limits

 

3. Weekly and Quarterly Working Hour Limits Introduced

New Limits

  • Maximum weekly working hours: 60 hours

  • Maximum overtime: 144 hours in a quarter

Why This Is Important

  • Introduces a quarterly compliance framework

  • Requires accurate:

    • Attendance tracking

    • Payroll computation

    • Overtime reconciliation

 

4. Flexible Overtime Provisions with Quarterly Cap

The Bill provides greater flexibility in overtime deployment by allowing more overtime hours per week, subject to the overall quarterly ceiling of 144 hours.

Compliance Reminder

  • Overtime wages must be paid at statutory rates

  • Excess overtime beyond limits may result in penalties and inspection objections

 

5. Night Shift Employment for Women Employees

One of the most progressive features of the Bill is the regulated permission to employ women in night shifts, subject to consent and safety safeguards.

Permissible Night Shift Timings

Season Permitted Timing
Summer (April–September) 9:00 PM to 7:00 AM
Winter (October–March) 8:00 PM to 8:00 AM

Mandatory Conditions

  • Written consent of women employees

  • No coercion or adverse employment action

  • Adequate safety and welfare arrangements

 

6. Employer Liability for Women’s Safety at Workplace

Employers engaging women during night shifts must provide:

  • CCTV surveillance

  • Adequate security personnel

  • Safe pick-up and drop transportation

  • Secure workplace infrastructure

Failure to comply may expose employers to statutory penalties, prosecution, and reputational risk.

 

7. Prohibition on Night Employment of Children

The Bill strictly prohibits employment of children or young persons during night hours, reinforcing child labour protections under existing labour laws.

SEO Keywords: child labour night shift prohibition, Shops Act child employment

8. Mandatory POSH Compliance Reinforced

Employers must comply with the Prevention of Sexual Harassment of Women at Workplace Act, 2013.

Key POSH Obligations

  • Constitution of Internal Committee (IC)

  • POSH policy implementation

  • Employee awareness and training

  • Safe and harassment-free workplace

Non-compliance may result in dual liability under POSH law and Shops Act provisions.

 

Employer Compliance Checklist – Action Points

✔ Review employee headcount and applicability
✔ Update working hour and overtime policies
✔ Implement quarterly overtime tracking systems
✔ Draft women night-shift consent and safety SOPs
✔ Strengthen POSH compliance and documentation
✔ Prepare for enforcement upon Gazette notification

Conclusion

The Delhi Shops and Establishments (Amendment) Bill, 2026 introduces a new compliance architecture for employers by extending working hour flexibility while simultaneously imposing heightened safety, monitoring, and governance obligations.

Employers operating in Delhi should proactively realign HR policies, payroll systems, and compliance frameworks to avoid regulatory exposure once the amendments are notified and enforced.

Notification:-Delhi Shop Act Amendment

Post Views: 256

Rajasthan Shops & Commercial Establishments (Amendment) Ordinance, 2025

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Rajasthan Shops & Commercial Establishments (Amendment) Ordinance, 2025

The Government of Rajasthan has issued the Rajasthan Shops and Commercial Establishments (Amendment) Ordinance, 2025, introducing several important changes that directly affect working hours, overtime limits, weekly holidays, and age-related employment provisions.

These amendments are intended to modernise labour regulation, provide operational flexibility to businesses, and at the same time strengthen safeguards against child labour. For employers, HR teams, and compliance professionals, understanding these changes is essential to remain fully compliant and audit-ready.

This article explains the amendments in a clear, practical, and easy-to-understand manner.

🔍 Background of the Amendment

The Ordinance was promulgated on 17 December 2025 under Article 213 of the Constitution, as the Rajasthan Legislative Assembly was not in session. It amends certain provisions of the Rajasthan Shops and Commercial Establishments Act, 1958 and has come into force with immediate effect.

The amendments mainly focus on:

  • Working hours and overtime flexibility

  • Weekly holiday provisions

  • Minimum age for employment

  • Employment of apprentices and young persons

✅ Key Changes Explained in Simple Terms

1️⃣ Minimum Age of Apprentice Increased to 14 Years

Earlier position

An apprentice could be engaged from the age of 12 years.

Now (after amendment)

The minimum age has been increased to 14 years.

What this means for employers:

  • No apprentice below 14 years can be engaged

  • Age verification becomes essential

  • Records must reflect compliance during inspections

This change strengthens child labour protection and aligns the law with present-day social and legal expectations.

2️⃣ Daily Working Hours Increased from 9 to 10 Hours

Earlier rule:

Employees could work up to 9 hours per day.

Revised rule:

Shops and commercial establishments may now engage employees for up to 10 hours per day.

Practical impact:

  • Greater flexibility in shift planning

  • Helpful for retail, service, hospitality, logistics and support operations

  • Rest intervals and overtime rules continue to apply

This amendment recognizes modern business realities while keeping safeguards intact.

3️⃣ Overtime Limit Increased to 144 Hours

Earlier overtime ceiling:

Only 50 hours were permitted.

Revised ceiling:

Overtime can now extend up to 144 hours.

Why this matters:

  • Businesses can lawfully manage peak workload periods

  • Seasonal and high-demand sectors benefit significantly

  • Overtime must still be paid as per statutory rates

This is one of the most employer-friendly changes introduced under the Ordinance.

4️⃣ Weekly Holiday Rule Modified (Five Days to Six Days)

Earlier provision:

A weekly holiday was required after five working days.

Revised provision:

A weekly holiday is now required after six working days.

Practical meaning:

  • Establishments can operate for six consecutive days

  • One compulsory weekly off remains mandatory

  • Removes long-standing ambiguity around weekly closure rules

This change provides better operational clarity without compromising employee rest.

5️⃣ Revised Definition of “Young Person” (14–18 Years)

Earlier definition:

Young persons were defined as those aged 12 to 15 years.

Revised definition:

Young persons are now defined as 14 to 18 years.

Why this matters:

  • Brings consistency across age-related provisions

  • Ensures clearer interpretation during inspections

  • Aligns with modern child protection standards

6️⃣ Minimum Age for Employment Raised to 14 Years

Earlier:

Employment was permitted from 12 years of age.

Now:

The minimum legal age for employment is 14 years.

Employer responsibility:

  • Do not engage anyone below 14 years

  • Maintain valid age proof documents

  • Ensure compliance during labour inspections

📊 Quick Snapshot – Key Amendments at a Glance

Subject Earlier Provision Amendment (2025)
Apprentice age 12 years 14 years
Daily working hours 9 hours 10 hours
Overtime limit 50 hours 144 hours
Weekly holiday After 5 days After 6 days
Young person age group 12–15 years 14–18 years
Minimum employment age 12 years 14 years

⚖️ Why This Amendment Is Important for Employers

The Rajasthan Shops and Commercial Establishments (Amendment) Ordinance, 2025 represents a balanced reform, aiming to:

✔ Improve ease of doing business
✔ Provide realistic working-hour flexibility
✔ Reduce interpretational disputes
✔ Strengthen child labour safeguards
✔ Align legacy law with modern employment practices

For employers, the key takeaway is timely compliance and internal alignment.

📌 Compliance Advisory for Employers

To stay fully compliant, employers in Rajasthan should:

  • Update HR policies and employee handbooks

  • Revise shift and duty-hour structures

  • Review overtime calculations and limits

  • Ensure age-verification documents are maintained

  • Update statutory registers under the Shops Act

  • Train HR and payroll teams on revised provisions

  • Prepare for inspections with updated documentation

🧾 Final Note

The Rajasthan Shops and Commercial Establishments (Amendment) Ordinance, 2025 marks an important step towards modern, flexible, and balanced labour regulation. While it offers operational freedom, it also places greater responsibility on employers to ensure lawful and ethical employment practices.

 

Early compliance will help avoid disputes, penalties, and inspection challenges.

Notification :- NotificationoftheRajasthanShopsandCommercialEstablishmentsAmendmentOrdinance2025

Post Views: 446

Nidhi Aapke Nikat 2.0 – EPFO Camp Venue Details for 29 December 2025 | Year-End Grievance Redressal Drive

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Nidhi Aapke Nikat 2.0 – EPFO Camp Venue Details for 29 December 2025 | Year-End Grievance Redressal Drive

As the year 2025 comes to a close, the Employees’ Provident Fund Organisation (EPFO) is organizing a special year-end outreach and grievance redressal drive under “Nidhi Aapke Nikat 2.0” on 29 December 2025.

This initiative allows employees, pensioners and employers to resolve pending EPF and EPS issues before the end of the calendar year, ensuring smoother compliance and a fresh start for New Year 2026.

📅 Date: 29 December 2025


⏰ Time: 10:30 AM to 4:30 PM
📍 Mode: Physical camps at notified venues

This year-end edition of the camp focuses on clearing pendency before the closure of the calendar year 2025.

🧾 Services Available During the Camp

🔹 For Employees & Pensioners

  • PF grievance redressal

  • UAN activation & Aadhaar linking

  • Correction of personal and service details

  • Claim status & settlement support

  • Pension (EPS) related guidance

  • Digital Life Certificate support

🎊 Year-End Message & New Year Greetings

As December 2025 marks the close of another compliance year, this special Nidhi Aapke Nikat 2.0 camp provides an excellent opportunity to resolve pending matters and begin 2026 with clarity, confidence and compliance.

✨ Prakash Consultancy Services (PCS) wishes all employers, HR professionals, employees and pensioners a very Happy, Healthy & Prosperous New Year 2026 in advance! ✨

May the coming year bring growth, transparency and hassle-free statutory compliance for all.

📘 For regular updates on EPFO, ESIC, Labour Laws, Notifications & Compliance advisories, visit:
👉 https://blog.pcsmgmt.com

Venue Details :- Nidhi Aapke Nikat December 2025

📲 Follow PCS for trusted professional updates and insights.

Post Views: 441

🚀 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: 4,799

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: 1,523

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: 3,177

🟦 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.

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🛠️ 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
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🧾 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
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