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🏛️ EPFO 3.0 – New EPF Withdrawal Rules Explained (October 2025)
Liberalised Partial Withdrawals | Vishwas Scheme 2025 | Digital Reforms for Ease of Living

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🏛️ EPFO 3.0 – New EPF Withdrawal Rules Explained (October 2025)<br>Liberalised Partial Withdrawals | Vishwas Scheme 2025 | Digital Reforms for Ease of Living

📅 Date: 13th October 2025
📍 Venue: New Delhi
👤 Chaired by: Dr. Mansukh Mandaviya, Hon’ble Union Minister for Labour & Employment and Youth Affairs & Sports
🗂️ Event: 238th Meeting of the Central Board of Trustees (CBT), Employees’ Provident Fund Organisation (EPFO)

🔹 Overview

The Central Board of Trustees (CBT) of the Employees’ Provident Fund Organisation (EPFO) held its 238th meeting on 13th October 2025, chaired by Dr. Mansukh Mandaviya, Union Minister for Labour & Employment and Youth Affairs & Sports.

Also present were Vice-Chairman Sushri Shobha Karandlaje, Co-Vice-Chairperson Ms. Vandana Gurnani, Mr. Ramesh Krishnamurthi (Secretary, Labour & Employment), and the Central Provident Fund Commissioner.

During the meeting, the Board approved several transformative policy changes, reflecting EPFO’s ongoing commitment to ease of living for members, ease of compliance for employers, and transparent governance.

🔹 1. Liberalised & Simplified Partial Withdrawals

The Board approved simplified and liberalised provisions for EPF withdrawals, combining 13 complex rules into one streamlined framework.

✅ Key Highlights

Category

Coverage

New Rule / Limit

Earlier Rule

Essential Needs

Illness, Education, Marriage

– Education withdrawals allowed up to 10× of monthly wages.
– Marriage withdrawals up to 5× (earlier combined limit of 3).

Multiple sub-clauses; separate service periods & documents.

Housing Needs

Purchase, construction, or repayment of home loan

Members can withdraw up to 100% of eligible balance (employee + employer share).

Capped at 90% with several forms and declarations.

Special Circumstances

Calamities, unemployment, epidemic, closure of establishment

Members can apply without specifying reasons.

Required declaration with detailed justification.

🔍 Service Condition & Auto-Settlement

  • Service Requirement: Uniformly reduced to 12 months.
  • Minimum Balance: 25% of corpus must remain for continuous interest accumulation (8.25% p.a.).
  • Automation: 100% system-based auto-settlement of partial claims to ensure instant disbursal.

📊 Impact:
These changes remove administrative bottlenecks, reduce rejection rates, and simplify access for over 7 crore active members.

🔹 2. Revised Timeline for Final Withdrawals

Type of Settlement

Earlier Period

Revised Period

Premature Final EPF Settlement

2 months

12 months

Final Pension Withdrawal (EPS-95)

2 months

36 months

This ensures members maintain their accounts for a longer period, optimising retirement corpus accumulation while enabling access in genuine need-based situations.

🔹 3. Vishwas Scheme – Rationalised Penal Damages

To reduce litigation and encourage voluntary compliance, EPFO has launched the Vishwas Scheme, rationalising the penal damages under Section 14B of the EPF & MP Act, 1952.

⚖️ Context

As of May 2025, EPFO reported:

  • Outstanding penal damages: ₹2,406 crore
  • Over 6,000 litigation cases pending in High Courts, CGITs, and the Supreme Court
  • Around 21,000 potential cases under e-proceedings portal

Historically, damage rates ranged from 5%–25% per annum (and up to 37% before 2008). These punitive rates led to massive litigation.

🧾 Key Provisions of Vishwas Scheme

Default Duration

Revised Damages

Earlier Rate

≤ 2 months

0.25% per month

Flat 1%

≤ 4 months

0.50% per month

Flat 1%

> 4 months

1.00% per month

Flat 1%

🔸 Applicability

The scheme covers:

  • Pending litigation under Section 14B (CGIT, High Courts, Supreme Court)
  • Finalised but unpaid 14B orders
  • Pre-adjudication notices awaiting final order

📆 Validity

  • Operative for 6 months, extendable by another 6.
  • Compliance under the scheme will abate all pending cases automatically.

💬 Benefit:

  • Predictable penalty regime.
  • Reduced legal expenditure and disputes.
  • Faster recovery of dues and improved trust in EPFO’s processes.

🔹 4. Doorstep Digital Life Certificate (DLC) for Pensioners

EPFO has approved a MoU with India Post Payments Bank (IPPB) to provide doorstep Digital Life Certificate (DLC) services for EPS-95 pensioners.

Feature

Description

Cost

₹50 per certificate – fully borne by EPFO

Beneficiaries

All EPS-95 pensioners (urban and rural)

Delivery Mode

Through IPPB’s postmen and Gramin Dak Sevaks

Integration

With Centralised Pension Payment System (CPPS)

🎯 Impact: Pensioners, especially in remote locations, can now verify life certificates from home — ensuring uninterrupted pension continuity and improved convenience.

🔹 5. EPFO 3.0 – Comprehensive Digital Transformation

EPFO has adopted a Core Banking + Cloud Native + API-First architecture called EPFO 3.0, focusing on automation, transparency, and real-time service delivery.

🚀 Key Modules Launched

Module

Description

Impact

Re-engineered ECR Filing

Simplified 4-step workflow (Upload → Validate → Generate → Pay). Real-time checks and integrated challan management.

Faster reconciliation, reduced rejections, automated validations.

Re-engineered User Management

Enables creation of new offices via system (not possible since 2017).

Strengthens district-level service coverage.

Upgraded e-Office (v7)

Enhanced document management and file tracking.

Faster approvals and reduced backlog.

SPARROW for APAR

Online appraisal system for officers/staff.

Promotes transparency and efficiency.

💡 Benefits of EPFO 3.0

  • Instant claim processing
  • 24×7 availability
  • Multilingual user interface
  • Seamless payroll-linked contributions
  • Improved data integrity & faster grievance redressal

🔹 6. Financial Governance – Appointment of Fund Managers

The CBT approved appointment of four Fund Managers to handle EPFO’s debt portfolio for 5 years.

This follows recommendations from the Selection Committee and Investment Committee, comprising CBT members, senior officials, and an external investment expert.

🎯 Goal: Strengthen portfolio diversification, prudent asset management, and maximise member returns on EPF savings.

🔹 7. Additional Announcements

🔸 PM-Viksit Bharat Rozgar Yojana (PM-VBRY)

  • Announced by Hon’ble Prime Minister on 15th August 2025.
  • Outlay of ₹99,446 crore; aims to create 3.5 crore jobs (Aug 2025–Jul 2027).
  • August 2025 performance:
    • 79,098 establishments under Part B (employer side)
    • 6 lakh first-time employees under Part A
    • 16.78 lakh UANs created using Face Authentication Technology (FAT).

🔸 Global Recognition

India honoured with ISSA Award 2025 at the World Social Security Forum, Malaysia, for expanding social security coverage from 19% (2015) to 64.3% (2025).
India also gains a seat on the ISSA Bureau, enabling leadership in international social-security collaboration.

🔸 India–UK DCC Agreement

Allows Indian employees on short-term deputation to continue contributing to their home-country PF accounts for up to 36 months – avoiding double contributions.

🔸 Operational Efficiency

  • Interest @ 8.25% credited to all members by July 2025 — the earliest ever.
  • Launch of Passbook Lite and Online Annexure-K for seamless account transfer visibility.
  • Establishment of new zonal and regional offices to bring EPFO services closer to workers nationwide.

🧾 8. Summary of Key Highlights

Focus Area

Key Decision

Impact

Member Convenience

Simplified 100% EPF withdrawals

Faster, paperless claim settlement

Employer Relief

Vishwas Scheme for penal damages

Litigation-free compliance environment

Pensioner Support

Doorstep DLC via IPPB

Ease of living for EPS-95 pensioners

Technology Reform

EPFO 3.0 Digital Framework

Automation, real-time processing

Governance & Finance

Appointment of fund managers

Prudent investment and transparency

Social Security Expansion

PM-VBRY & ISSA recognition

3.5 crore jobs + global leadership

🧭 9. Conclusion

The 238th CBT meeting marks a transformational milestone for the EPFO.
From liberalised withdrawals to graded penalties, and from digital automation to doorstep pensioner services — every reform moves India’s social-security framework towards efficiency, equity, and empowerment.

💬 Dr. Mansukh Mandaviya stated:

“EPFO’s reforms reflect the Government’s commitment to ensure ease of living for members, ease of compliance for employers, and transparent governance for all.”

238th meeting of Central Board of Trustees (CBT), EPFDownload
Post Views: 22,434

📢 Jharkhand Government Revises Minimum Wages for Contract Workers – Effective from 1st April 2025

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📢 Jharkhand Government Revises Minimum Wages for Contract Workers – Effective from 1st April 2025

The Government of Jharkhand, through the Labour, Employment, Training and Skill Development Department, has issued an official notification revising the minimum wage rates payable to contract workers under the Contract Labour (Regulation & Abolition) Rules, 1972.

This revision will take effect from 1st April 2025, in accordance with the provisions of Section 13(iii) of the Minimum Wages Act, 1948, which empowers the State Government to revise minimum wage rates periodically based on changes in the cost of living index.

🏛️ Reference Details

  • Notification No.: श्रम/प्रशा-1127
  • Date of Issue: 28.06.2024
  • Effective From: 01.04.2025
  • Issuing Authority: Labour, Employment, Training and Skill Development Department, Government of Jharkhand
  • Subject: Revision of minimum wages for contract workers due to increase in consumer price index (महँगाई भत्ता)

📊 Revised Minimum Wages for Contract Workers (Effective 01.04.2025)

Category of Worker

Existing Basic Wages (as on 28.06.2024)

Revised DA / CPI Increase (as on 01.04.2025)

Total Revised Wages (₹ / Month)

Unskilled (अकुशल)

₹12,203.36

₹854.23

₹13,057.59

Semi-Skilled (अर्ध-कुशल)

₹12,784.72

₹894.93

₹13,679.65

Skilled (कुशल)

₹16,853.20

₹1,179.72

₹18,032.92

Highly Skilled (अति-कुशल)

₹19,467.76

₹1,362.74

₹20,830.50

🧾 Key Highlights

✅ The revised rates are applicable to all establishments engaging contract labour in the State of Jharkhand.
✅ The revision reflects the increase in the cost of living (महँगाई भत्ता) from the last notified period dated 28.06.2024.
✅ The order applies uniformly across all districts and industrial sectors where the Contract Labour (Regulation & Abolition) Act, 1970 is applicable.
✅ The updated wage rates ensure parity with inflation and promote fair compensation for workers engaged under contractors.

⚖️ Legal Basis

This revision has been made under:

  • Rule 25(2)(v)(b) of the Contract Labour (Regulation & Abolition) Rules, 1972, and
  • Section 13(iii) of the Minimum Wages Act, 1948, which empowers the Government to enhance wages linked to the Consumer Price Index (CPI).

The notification thus ensures that wages of contract workers keep pace with inflation and uphold the principle of “equal pay for equal work.”

🏢 Impact on Employers

Employers and contractors operating within Jharkhand must:

  1. Revise wage structures for all categories of contract workers effective 01.04.2025.
  2. Update wage registers (Form XVII) and display updated wage rates on notice boards at work premises.
  3. Ensure that no worker is paid below the prescribed minimum wage, failing which action may be taken under the Minimum Wages Act, 1948.

📆 Implementation Timeline

Action

Deadline / Effective Date

Responsibility

Notification Issue

28 June 2024

Government of Jharkhand

Effective Date of New Rates

01 April 2025

All Employers & Contractors

Wage Revision Implementation

From April 2025 Salary Cycle

HR / Payroll Departments

💬 Conclusion

The Jharkhand Minimum Wage Revision (April 2025) demonstrates the State’s proactive stance in safeguarding the welfare of its workforce. Employers are advised to comply strictly with the revised rates to avoid any penalties and ensure alignment with statutory labour laws.

This update ensures that workers across Jharkhand receive fair, inflation-adjusted compensation, strengthening both compliance and employee welfare in the state.

Jharkhand – Miniumum Wages – 26-9-2025Download
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🏛️ Employees’ Enrolment Campaign 2025 (EPFO Amnesty Scheme): Big Relief for Employers from 1st November 2025

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🏛️ Employees’ Enrolment Campaign 2025 (EPFO Amnesty Scheme): Big Relief for Employers from 1st November 2025

📅 Notification: G.S.R. 749(E) dated 10th October 2025
📜 Issued By: Ministry of Labour & Employment, Government of India
👷‍♂️ Effective Period: From 1st November 2025 to 30th April 2026
⚖️ Reference: Employees’ Provident Funds & Miscellaneous Provisions Act, 1952

🌟 Introduction

The Ministry of Labour & Employment has introduced a special amnesty window titled “Employees’ Enrolment Campaign, 2025 (EEC 2025)” under the Employees’ Provident Funds Scheme, 1952.

This scheme provides employers — whether covered or uncovered under EPFO — a one-time opportunity to voluntarily enrol un-enrolled employees and regularise pending PF compliance for the period 1st July 2017 to 31st October 2025, with nominal damages of ₹100 and a waiver of the employee’s share of contribution.

📘 Legal Reference

The campaign is notified through G.S.R. 749(E) dated 10 October 2025, by inserting Paragraph 82B in the EPF Scheme, 1952.
It is issued under the powers conferred by Section 5 read with Section 7(1) of the EPF & MP Act, 1952.

🔹 Key Highlights of Employees’ Enrolment Campaign 2025

Particulars

Details

Scheme Name

Employees’ Enrolment Campaign, 2025 (EEC 2025)

Effective Dates

1 November 2025 to 30 April 2026

Coverage Period

1 July 2017 to 31 October 2025

Eligible Employers

All establishments, covered or not covered under EPFO

Eligible Employees

Employees who joined between 1 July 2017 – 31 October 2025, are alive and employed on the date of declaration

Damages

₹100 only (one-time)

Employee Share

Waived if not deducted earlier

Interest u/s 7Q

Payable on employer share

Admin Charges

Payable

Declaration Portal

Online via EPFO Portal

Linked Scheme

Pradhan Mantri-Viksit Bharat Rojgar Yojana (PMVBRY)

🧾 Step-by-Step Compliance Process

1️⃣ Create UAN using UMANG App

Employers must ensure Face Authentication UAN creation for each eligible employee through the UMANG Application before declaration.

2️⃣ Generate and File ECR

Prepare an Electronic Challan-cum-Return (ECR) for the declared employees, covering:


  • Employer’s share contribution

  • Interest under Section 7Q

  • Applicable administrative charges

  • ₹100 damages (one-time only)

3️⃣ Make Online Declaration

Submit the declaration under Employees’ Enrolment Campaign, 2025 via the EPFO portal, linking it with the relevant TRRN/ECR.

4️⃣ Continue Regular Compliance

From the month of declaration, the employer must continue regular monthly compliance under EPF, EPS, and EDLI schemes.

💸 Financial Benefits Under the Scheme

Component

Payable by Employer

Remarks

Employer Share

✅ Yes

For entire past period from date of joining

Employee Share

❌ Waived

If not deducted earlier

Interest (u/s 7Q)

✅ Yes

On employer’s share only

Admin Charges

✅ Yes

As applicable

Damages

💰 ₹100 only

One-time lump sum for all three schemes

⚙️ Damages Table – New Table-2 under Para 32-A

Period of Default

Rate of Damages

1 July 2017 – 31 October 2025

₹100 (one-time, lump sum)

⚠️ Important Conditions


  • Multiple declarations are not allowed.

  • All eligible employees must be declared in a single submission.

  • Declarations made with false information or suppression of facts will be void ab initio and attract penal action.

  • Cases concluded under Section 7A / Para 26B / Para 8 before the scheme date will not be reopened.

  • No suo-motu action by EPFO against employers who submit declaration and undertaking confirming no dues.
  • Period before 1 July 2017 is not covered under this campaign.

🤝 Linkage with Pradhan Mantri-Viksit Bharat Rojgar Yojana (PMVBRY)

✅ Eligibility for PMVBRY Benefits

Employers who register under EEC 2025 or declare additional employees will also be eligible for PMVBRY benefits, subject to scheme conditions.

Part

Benefit Description

Part A

Applies to new employees joining after declaration or inquiry conclusion.

Part B

Applies after six months from declaration or inquiry conclusion — valid up to 31 July 2027. Additional employees declared under EEC 2025 will be added to the employer’s baseline count.

Adjustment Clause

If PMVBRY benefits already availed, future dues will be adjusted or recovered accordingly.

🧩 Impact for Employers

✅ Advantages


  • Legal regularisation of past PF omissions since 2017.

  • Waiver of employee share if not deducted.

  • Fixed ₹100 damage — huge saving compared to normal rates.

  • No penalty or prosecution if declared truthfully.

  • Eligibility to claim PMVBRY incentives for new hires.

⚠️ Precautions


  • Ensure correct employment data before declaration.

  • Generate valid UANs through Face Authentication (UMANG).

  • Maintain proof of wages, attendance, and employment continuity.

📅 Validity Period

Commences: 1 November 2025
Ends: 30 April 2026

Employers should utilise this six-month golden
opportunity to cleanse old PF records and align with EPFO compliance
before routine inspections resume.

 

EEC, EPFO, 2025Download
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🏥 Updated ESIC SST Tie-Up Hospitals in Maharashtra (Mumbai Region) – September 2025 Notification

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🏥 Updated ESIC SST Tie-Up Hospitals in Maharashtra (Mumbai Region) – September 2025 Notification

The Employees’ State Insurance Corporation (ESIC) has released the updated list of Super Speciality Treatment (SST) tie-up hospitals in Maharashtra through its Regional Office Mumbai, effective 01 September 2025.

This ESIC SST tie-up list for Maharashtra ensures that insured employees and their dependents can avail cashless treatment facilities in empanelled super speciality hospitals across the state, including Mumbai, Pune, Nagpur, Nashik, Aurangabad, and other cities.

🔑 Key Highlights – ESIC Maharashtra Hospital Update

  • 📅 Effective Date: 01.09.2025
  • 🏢 Issued by: Regional Office Mumbai (ESIC Maharashtra Region)
  • 🏥 Coverage: ESIC empanelled hospitals for super speciality treatment (SST)
  • 💳 Facility: Cashless treatment for ESIC insured employees and dependents
  • 📍 Cities Covered: Mumbai, Pune, Nagpur, Nashik, Aurangabad, and others

📌 Why the Updated ESIC Hospital List is Important

The updated ESIC SST hospitals list in Maharashtra 2025 provides employees with access to quality medical care. This list is critical for:

  1. ✅ Employees & Dependents – Easy access to ESIC empanelled hospitals for cardiology, nephrology, oncology, neurosurgery, gastroenterology and other super specialities.
  2. ✅ Employers & HR Managers – Ensures correct information is shared with employees to avoid treatment delays.
  3. ✅ Compliance Officers – Helps meet ESIC statutory obligations under the ESI Act, 1948.

🏥 ESIC Tie-Up Hospitals in Maharashtra (Representative List – Sept 2025)

📍 City / Region

🏥 ESIC Empanelled Hospital

🌐 Super Speciality Services

💳 Facility

Mumbai

ESIC Tie-Up Hospital, Andheri

Cardiology, Orthopaedics

Cashless

Pune

Super Speciality Hospital, Shivajinagar

Oncology, Nephrology

Cashless

Nagpur

ESIC SST Medical Institute

Neurosurgery, Urology

Cashless

Nashik

ESIC Hospital, Panchavati

Gastroenterology, Nephrology

Cashless

Aurangabad

ESIC Empanelled City Hospital

Multi-Speciality

Cashless

👉 Note: This is an indicative table. For the complete official list of ESIC SST tie-up hospitals in Maharashtra (as on 01.09.2025), refer to the official notification issued by RO Mumbai.

👷 Guidance for Employees & Employers

  • Employees should carry their ESIC Pehchan Card / e-Pehchan Card while availing treatment.
  • Employers must circulate the updated ESIC SST hospital list Maharashtra 2025 among employees.
  • HR/Admin should display the list on company notice boards for worker awareness.
  • For emergency admissions, contact the ESIC Regional Office Mumbai helpdesk or the ESIC desk at the hospital.

⚖️ Compliance Note

Providing access to ESIC super speciality treatment hospitals is a statutory requirement under the ESI Act, 1948. Employers who fail to inform employees about ESIC tie-up hospitals may face compliance gaps during inspections.

📍 Conclusion

The updated ESIC tie-up hospital list in Maharashtra (effective September 2025) ensures insured employees and their families have access to cashless super speciality healthcare across the state.

This update strengthens ESIC’s role in providing affordable healthcare and compliance-driven benefits to the workforce.

👉 Employers, HR managers, and compliance officers must ensure they download and circulate the official ESIC Maharashtra hospital list 2025 (RO Mumbai update) to employees without delay.

Updated_List_of_SST_tie_up_Hospital_in_Maharashtra_Region_on_01_09_2025_1756699114Download
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📰 Madhya Pradesh Minimum Wages Notification (Oct 2025 – Mar 2026) | Latest VDA Revision 💰👷‍♀️👷‍♂️

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📰 Madhya Pradesh Minimum Wages Notification (Oct 2025 – Mar 2026) | Latest VDA Revision 💰👷‍♀️👷‍♂️

The Government of Madhya Pradesh has released a notification on 01 October 2025 revising the Minimum Wages & Variable Dearness Allowance (VDA) for employees working in 67 scheduled employments under the Minimum Wages Act, 1948.

This revision is effective from 01 October 2025 to 31 March 2026. The change is due to a 1-point increase in the All India Consumer Price Index (AICPI), resulting in a ₹25/- monthly hike in VDA across all worker categories.

🔹 Applicability 🏢

✔️ Covers 67 Scheduled Employments in Madhya Pradesh
✔️ Applies to Unskilled, Semi-Skilled, Skilled & Highly Skilled workers
✔️ Enforceable under the Minimum Wages Act, 1948
✔️ Employers must ensure no worker is paid below these rates

📊 Revised Minimum Wages in Madhya Pradesh (01 Oct 2025 – 31 Mar 2026)

🧑‍🏭 Worker Category

📑 Basic Wages (₹/Month)

📑 Basic (₹/Day)

💸 VDA (₹/Month)

💸 VDA (₹/Day)

💰 Total Wages (₹/Month)

💰 Total (₹/Day)

✅ Rounded Daily Rate

👷 Unskilled

9,575

368.27

2,575

99.04

12,150

467.31

₹467

👷‍♂️ Semi-Skilled

10,571

406.58

2,575

99.04

13,146

505.62

₹506

🏗️ Skilled

12,294

472.85

2,575

99.04

14,869

571.89

₹572

🛠️ Highly Skilled

13,919

535.35

2,575

99.04

16,494

634.39

₹634

🔹 Key Highlights 📌

✨ Uniform VDA Increase – ₹25/- added to all worker categories
✨ Unskilled Workers – ₹12,150/month or ₹467/day
✨ Highly Skilled Workers – ₹16,494/month or ₹634/day
✨ Strict Enforcement – Any payment below these wages = violation of Minimum Wages Act, 1948 🚨

🔹 Compliance Advice for Employers 🏭

⚡ Update payroll systems from October 2025 onward
⚡ Revise wage registers, payslips & statutory filings
⚡ Communicate changes to contractors/vendors to avoid gaps
⚡ Maintain compliance to prevent penalties & inspections

✅ Conclusion 🎯

The Madhya Pradesh Government’s October 2025 wage revision brings only a nominal hike of ₹25/- in VDA, but ensures inflation-linked protection for workers. Employers must strictly implement revised wages for Oct 2025 – Mar 2026 to stay compliant.

MP MW rate 1.10.25 shortDownload
Post Views: 7,239

📢 EPFO Circular 2025: Mandatory Display of Form 5A Extract at Establishments

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📢 EPFO Circular 2025: Mandatory Display of Form 5A Extract at Establishments

Introduction

The Employees’ Provident Fund Organisation (EPFO) has issued a new compliance directive dated 6th October 2025 under the Employees’ Provident Funds Scheme, 1952. As per this notification, all employers covered under the EPF Act must ensure prominent display of the extract of Form 5A at their establishments. This move is aimed at enhancing transparency, accountability, and employee awareness.

This update is highly relevant for HR managers, compliance officers, and business owners looking for latest EPFO compliance requirements 2025.

🔑 What is Form 5A in EPFO?

Form 5A is an Employer’s Registration Form under the EPF Act. It captures essential details about an establishment, including:

  • Establishment’s EPF Code Number
  • Registered Name of the Employer
  • Date of Coverage under the EPF Act
  • Primary and branch office addresses
  • Regional PF Office jurisdiction

The Form 5A extract serves as a ready reference for both employees and EPFO inspectors during compliance verification.

📜 Key Highlights of the Circular

1. Where to Display?

Employers must prominently display the extract of Form 5A:

  • At the entrance of the establishment, OR
  • On the official website and mobile application of the establishment.

2. Mandatory Details to Include

The following fields must be visible:
1️⃣ EPF Code
2️⃣ Registered Name
3️⃣ Date of Coverage
4️⃣ Number of Branches & Primary Branch Address
5️⃣ Regional Office

3. Deadline for Compliance

Employers are required to complete this compliance within 15 days of the order, i.e., by 21st October 2025.

4. Penalties for Non-Compliance

Failure to comply may attract legal action under the Employees’ Provident Funds & Miscellaneous Provisions Act, 1952. Employers may face penalties, inspections, or prosecution for violation of statutory duties.

⚖️ Why This Matters for Employers

This directive will now form a standard inspection checkpoint for EPFO field officers. By making Form 5A details public, establishments can:

  • Build employee trust and awareness of EPF coverage
  • Avoid inspection-related disputes
  • Ensure seamless compliance during audits
  • Strengthen their reputation as a statutory compliant organisation

📌 Action Plan for Employers

To ensure compliance with the EPFO’s 2025 directive:

  1. Prepare a Display Board – Place it at the entrance of the main office/factory.
  2. Update Digital Platforms – Upload Form 5A details on your website and mobile app.
  3. Keep Compliance Evidence – Maintain photos of display boards and screenshots of website uploads.
  4. Train HR/Compliance Teams – Ensure timely updates during future inspections.

Conclusion

The new EPFO directive on Form 5A is a significant step towards improving workplace compliance and transparency. Employers must act quickly to avoid penalties and demonstrate their commitment to statutory compliance under the EPF Act.

📅 Remember the deadline: 21st October 2025. Ensure your establishment is ready for inspection with a Form 5A display board and digital presence today.

Para78(3)_Circular_07102025Download
Post Views: 5,325

Delhi Minimum Wages (October 2025 – March 2026): Latest Update

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Delhi Minimum Wages (October 2025 – March 2026): Latest Update

Delhi Minimum Wages (October 2025 – March 2026): Latest Update

Keeping track of Delhi Minimum Wages is critical for employers, HR professionals, contractors, and workers. The Government of India, through the Office of the Chief Labour Commissioner (Central), has revised the Variable Dearness Allowance (VDA) linked to the Consumer Price Index – Industrial Workers (CPI-IW). The revised rates are effective from 1st October 2025 to 31st March 2026.

🔑 Key Highlights

  • Effective Period: 01 October 2025 – 31 March 2026
  • Applicable To: Agriculture, Construction, Mines, Sweeping & Cleaning, Watch & Ward, Loading & Unloading, and Stone Mines.
  • CPI-IW Base: 2016 = 100; Average = 413.42 (increase of 11.33 points)
  • Area Classification: Area A, B, and C (as per 19 January 2017 notification)
  • Compliance Requirement: Contractors and employers must update wage structures accordingly.

📊 Delhi Minimum Wages 2025-26 (Per Day)

1. Agriculture Sector

Category

Area A

Area B

Area C

Unskilled

₹514

₹470

₹465

Semi-Skilled / Unskilled Supervisory

₹562

₹516

₹475

Skilled / Clerical

₹610

₹562

₹515

Highly Skilled

₹675

₹628

₹562

2. Construction / Building Operations

Category

Area A

Area B

Area C

Unskilled

₹805

₹674

₹541

Semi-Skilled / Unskilled Supervisory

₹893

₹760

₹632

Skilled / Clerical

₹981

₹893

₹760

Highly Skilled

₹1,065

₹981

₹893

3. Sweeping & Cleaning

Category

Area A

Area B

Area C

All Workers

₹805

₹674

₹541

4. Watch & Ward

  • Without Arms: A – ₹981, B – ₹893, C – ₹760
  • With Arms: A – ₹1,065, B – ₹981, C – ₹893

5. Mines

Category

Above Ground

Below Ground

Unskilled

₹541

₹674

Semi-Skilled

₹674

₹805

Skilled

₹805

₹938

Highly Skilled

₹938

₹1,049

6. Stone Mines (Piece Rate Examples)

  • Soft Soil Excavation: ₹545
  • Rock Excavation: ₹1,083
  • Breaking/Crushing (per 2.832 m³): ₹1,372 – ₹3,323

📌 Why This Matters for Employers

  1. Statutory Compliance – Paying below notified minimum wages attracts penalties under the Minimum Wages Act, 1948.
  2. Payroll Adjustments – HR teams must update salary registers, wage slips, and ECR filings.
  3. Contractor Management – Principal employers must ensure contractors implement revised wages in bills.
  4. Audit Preparedness – Proper records help during Labour Department inspections and PF/ESIC audits.

✅ Conclusion

The Delhi Minimum Wages (Oct 2025 – Mar 2026) notification ensures fair wages for workers across multiple sectors. Employers and contractors must act immediately to incorporate these changes into their payroll systems, contracts, and compliance documents. Staying updated with these changes helps avoid penalties and ensures smooth statutory compliance.

📢 Stay tuned to PCS Blog for the latest labour law updates, compliance tips, and minimum wage notifications across India.

Delhi Minimum Wages Oct-2025 to Mar 2026Download
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Maharashtra Shops & Establishments Amendment 2025: Key changes in working hours, overtime rules, and registration threshold for businesses

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Maharashtra Shops & Establishments Amendment 2025: Key changes in working hours, overtime rules, and registration threshold for businesses

📌 Introduction

The Maharashtra Government has introduced the Maharashtra Shops & Establishments (Amendment) Ordinance, 2025, effective 1st October 2025. This update to the Maharashtra Shops & Establishments Act, 2017 is one of the most important labour law updates in India 2025.

The amendment focuses on:

  • 📉 Reducing compliance burden for small businesses,
  • 📈 Ease of Doing Business in Maharashtra,
  • ⏰ Flexibility in daily working hours, and
  • 💰 Stronger overtime rules for employees.

For every shop, restaurant, retail outlet, and office in Maharashtra, this is a critical statutory compliance update.

🔑 Key Amendments under Maharashtra Shops Act 2025

Provision

Old Rule (Before 2025 Amendment)

New Rule (2025 Amendment)

Registration Threshold

Registration required for 10 or more employees

Registration mandatory only for 20 or more employees. Shops & establishments with less than 20 only need business intimation

Daily Working Hours

Maximum 9 hours per day

Increased to 10 hours per day, subject to 48 hours per week

Weekly Hours

Capped at 48 hours per week

No change – remains 48 hours per week

Spread-Over of Work

10.5 hours maximum per day

Extended to 12 hours per day

Continuous Work without Break

5 hours continuous work allowed

Increased to 6 hours continuous work before rest interval

Overtime Limit

Maximum 125 hours per quarter

Raised to 144 hours per quarter with double wages

Women Employees (Night Shift)

Permitted with safety & transport

No change – safety, security, and transport remain mandatory

🎯 Why the Amendment Matters

The Maharashtra Shops & Establishments Amendment 2025 is designed to reduce compliance hurdles and improve labour law compliance in Maharashtra.

Key objectives:

  • 📉 Reduce compliance for shops with less than 20 employees.
  • 📈 Provide operational flexibility with 10-hour daily limit and 12-hour spread-over.
  • 💰 Protect workers with formal overtime up to 144 hours per quarter.
  • 🚀 Strengthen Ease of Doing Business reforms Maharashtra 2025.

👉 Trending search keywords: Maharashtra labour law amendment 2025, Shops & Establishments Act changes, daily working hours labour law Maharashtra, overtime rules Maharashtra 2025.

📋 Employer Compliance Checklist 2025

Compliance Area

What Employers Must Do

Employee Count & Registration

Registration mandatory if 20 or more employees. If less than 20, provide only business intimation.

Working Hours

Ensure no employee works beyond 10 hours daily or 48 hours weekly.

Spread-Over

Daily spread-over not to exceed 12 hours.

Rest Intervals

Provide a break after 6 hours continuous work.

Overtime Rules

Overtime ceiling is 144 hours per quarter, with double wages paid.

Registers & Records

Maintain statutory registers for attendance, wages, overtime, and leave.

Women Night Shift Rules

Provide safe transport, security, and Labour Dept. intimation.

Wages & Payments

Ensure compliance with minimum wages Maharashtra 2025 and issue payslips.

Display & Notices

Display updated labour law notices on working hours and weekly offs.

⚠️ Key Challenges for Employers

  • Implementing 10-hour workdays without breaching weekly limits.
  • Monitoring overtime compliance (144 hours/quarter).
  • Updating policies for women employees in night shifts.
  • Maintaining error-free wage registers and overtime records for inspections.

📈 Impact on Businesses & Employees

  • 🏪 Retail Shops & Malls: Flexibility for extended working hours and 24×7 operations.
  • 🍴 Restaurants & Hospitality: Better capacity to manage late-night demand.
  • 👩‍💼 Employees: More opportunities for legal overtime earnings.
  • 📉 Small Businesses: Reduced paperwork as registration threshold increases from 10 to 20 employees.

📌 Conclusion

The Maharashtra Shops & Establishments Amendment Ordinance, 2025 is a game-changer in labour law reforms. It balances the needs of Ease of Doing Business with the protection of workers’ rights.

✅ Employers must:

  • Update shift rosters for 10 hours daily and 12 hours spread-over,
  • Track overtime up to 144 hours per quarter,
  • Verify staff strength for registration compliance (20+ employees), and
  • Maintain complete labour law records.

📢 Final Word: This labour law update Maharashtra 2025 is a progressive step. Employers should act now to update compliance systems and HR policies to stay legally secure.

Maharashtra Shops Amendment Ordinance 2025Download
Post Views: 4,540

🌃 Maharashtra Allows Shops & Restaurants to Operate 24×7 – Key Compliance Insights for Businesses

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🌃 Maharashtra Allows Shops & Restaurants to Operate 24×7 – Key Compliance Insights for Businesses

📌 Introduction

In a significant move, the Government of Maharashtra has clarified that shops and restaurants can now remain open 24 hours a day, 7 days a week under the Maharashtra Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2017.

This update brings Mumbai and other major cities in Maharashtra in line with the global trend of building a “night economy”, encouraging employment opportunities, boosting tourism, and offering more convenience to consumers. However, for employers, this also means stricter compliance obligations under labour laws.

🔑 Key Highlights of the Government Clarification

  • ✅ 24×7 Operations Permitted: Shops and restaurants can function without restrictions on timing.
  • ❌ Exception: Only outlets serving liquor remain excluded.
  • ✅ Business Advantage: Retailers, hoteliers, and restaurants gain operational flexibility, creating scope for higher revenues and more employment.
  • ✅ Industry Welcome: Associations such as the Retailers Association of India and the Federation of Hotel & Restaurant Associations of India have welcomed this clarification.

⚖️ Employer Compliance Obligations under the 2017 Act

While the permission for 24×7 shops in Maharashtra is progressive, businesses must ensure strict adherence to compliance norms:

1. Duty Hours & Weekly Offs

  • Employees must not be made to work beyond prescribed duty hours.
  • Weekly holidays are mandatory, and overtime must be paid as per law.

2. Wages & Record Maintenance

  • Timely payment of wages as per the Payment of Wages Act.
  • Proper registers for attendance, overtime, salary, and leave must be maintained and produced during inspections.

3. Women Employees & Night Shifts

  • Safety and transport arrangements must be ensured for women working at night.
  • Prior intimation and approval may be required from the Labour Department or DISH when employing women beyond permissible hours.

4. Health & Safety Measures

  • Fire safety, first aid, and sanitation facilities must be in place.
  • Coordination with civic authorities is critical for garbage disposal, late-night cleanliness, and emergency management.

⚠️ Practical Challenges Ahead

Even though the law permits round-the-clock functioning, practical challenges continue:

  • Police authorities may still insist on early closure citing law-and-order concerns 🚔.
  • Civic challenges such as waste management 🚮 and fire safety 🔥 need strict monitoring.
  • Ensuring safe transportation and security for employees, particularly women 🛡️, is a statutory responsibility.

📈 Impact on Businesses & the Economy

  • 🏪 Retail Sector: Extended operations may attract more footfall and improve sales.
  • 🍴 Hospitality Industry: Restaurants, cafés, and eateries will benefit from late-night demand.
  • 👩‍💼 Employment: More job opportunities for staff across shifts.
  • ✈️ Tourism Boost: Strengthens Maharashtra’s image as a global business and leisure hub.

📌 Conclusion

The Maharashtra 24×7 shops and restaurants law is a landmark reform that promotes business growth while aligning with global practices. However, compliance obligations under the Maharashtra Shops and Establishments Act, 2017 remain crucial.

Employers must ensure that employee welfare, labour law compliance, and safety measures are not compromised while leveraging this opportunity.

🔎 For businesses in retail and hospitality, this is the right time to revisit internal shift policies, safety measures, and statutory registers to stay fully compliant while enjoying the benefits of round-the-clock operations.

Maharashtra Shop 24×7Download
Post Views: 1,406

📢 Bihar Minimum Wages Revised from 1st October 2025 – Latest Update

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📢 Bihar Minimum Wages Revised from 1st October 2025 – Latest Update

The Government of Bihar has officially revised the minimum wages for all scheduled employments with effect from 1st October 2025. This revision has been notified under Section 3 & 5 of the Minimum Wages Act, 1948, and is based on the Special Allowance (VDA) linked to the Consumer Price Index (CPI).

This change impacts employers across manufacturing, factories, shops, commercial establishments, and other scheduled employments in Bihar. Employers must update their payroll systems to comply with the revised wage rates to avoid penalties and ensure statutory compliance.

📊 Bihar Minimum Wages Rates (w.e.f. 01.10.2025)

Category of Worker

Daily VDA (₹)

Old Wages (₹/Day)

New Wages (₹/Day)

Approx. Monthly Wages (₹)*

Unskilled

4

424

428

11,128

Semi-Skilled

4

440

444

11,544

Skilled

5

536

541

14,066

Highly Skilled

6

654

660

17,160

*Calculated on 26 working days/month (as generally considered for minimum wage calculations).

✅ Key Highlights

  • Effective Date: 1st October 2025
  • Applicable To: All scheduled employments in Bihar
  • Basis of Revision: Variable Dearness Allowance (VDA) linked to CPI
  • Impact: Increase in daily wages ranging from ₹4 to ₹6 per day
  • Compliance: Employers must update wage registers, payroll, and salary slips as per revised rates

🔍 Why This Matters for Employers

  • Statutory Compliance: Non-adherence can lead to penalties, interest, and legal action under the Minimum Wages Act, 1948.
  • Payroll Adjustments: HR and payroll teams must revise Basic Wages + VDA in salary structures.
  • Bonus & Gratuity Impact: Since these benefits are linked to minimum wages, the revised rates will influence annual bonus calculations and gratuity liabilities.
  • Contract Labour: Contractors engaged in Bihar must ensure that revised rates are implemented for all workers.

📌 Conclusion

The Bihar Minimum Wages (Oct 2025 – March 2026) revision ensures workers’ wages are aligned with inflationary trends. Employers are advised to implement these changes immediately and maintain compliance.

For businesses operating in Bihar, it is crucial to update wage records, issue revised appointment letters (if necessary), and train payroll teams on the updated structure.

📢 Stay tuned with Prakash Consultancy Services (PCS) for timely updates on Minimum Wages Notifications, Labour Laws, EPF, ESIC, PT, and LWF across India.

TheBiharMinimumWageNotificationOct2025Download
Post Views: 3,791
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