About ESI Registration
Employee state insurance act 1948 was enacted to provide various monetary and medical benefits to employees of factories and establishments.
Employees and their dependants can be benefited in case of death, after death Sickness, Pregnancy, Disability, old age etc., if registered under the ESI scheme. We help in getting your organisation registered under ESI act 1948 and upkeep the monthly compliance that is required ensuring 100% error free compliance.
- Shops and establishments
- Factories (Software companies are also considered as factories as per the court’s ruling)
- Restaurants or Hotels
- Road Motor Transport Establishments;
- Newspaper establishments (which is not covered under the factory act)
- Private Educational Institutions
- Registration under ESI act 1948
- Generation of IP number for un registered employees
- Linking of IP of already registered employees
Frequently Asked Questions
- Attracts Talent: Employees’ State Insurance Scheme is a Social Security Scheme tailored to provide Socio-economic protection to the ’employees’ against the events of sickness, maternity, disablement and death due to employment injury and to provide medical care to the insured employees and their families. Getting registered under the same will enable the establishment to attract best available talent
- Motivates Employees: Contributing certain proportion of money by employer on a monthly basis towards the social welfare of employee will motivate her/him to perform more and will aid in the general growth of organisation
- Statutory Compliance: Getting registered will ensure statutory compliance and avoid unnecessary penal actions and penalties by the law enforcement agencies
- Medical Care to self: The scheme provides full medical care to the employee during the period of his sickness, restoration of his health and working capacity
- Financial assistance: The scheme provides financial assistance to compensate the loss of his/ her wages during the period of his abstention from work due to sickness, maternity and employment injury
- Medical Care to Family: The scheme provides medical care to nominated family members also
The Factory or Establishment to which the Act applies is to be registered by logging into ESIC Portal within 15 days from the date of its applicability. Details like factory/Establishment name, Address Principal employer’s name, Bank Account, PAN, Address, other contact details, employee details etc. needs to be submitted. The employer trying to register would get a user ID and a password to his/her mail ID with which can log in to portal. Post successful registration a 17 digit code number is generated.
Set my biz will send you a questionnaire along with the necessary documents that are required for registration.
No, once the scheme becomes applicable to the establishment it stays that way throughout the life of it despite fall in the count of employees below the mandatory count or change in the nature of business of the establishment.
If the wages of an employee exceeds Rs. 21,000 in a month, can he be treated as not covered and deduction of contribution from his wages is stopped?
If the wages of an employee (excluding remuneration for overtime work) exceeds the wage limit prescribed by the Central Government after start of contribution period, he continues to be an employee till the end of that contribution period and the contribution is to be deducted and paid on the total wages earned by him.
Employees covered under the ESI Act, are required to pay contribution towards the scheme on a monthly basis. A contribution period means a Six month time span from 1st April to 30th September and 1st October to 31st March.
Due date to file the ESI returns falls on 15th day of succeeding month.
For ESI compliance the employer has to maintain following records:
- Muster roll, wage record and books of Account maintained under other laws.
- Accident Register in new Form-11 and
- An inspection book.
- The immediate employer is also required to maintain the Employees’ Register for the employees deployed to the principal employer