Hi, A factory having about 425+ employee on roll. establishment has its own epf no under the act.
My query is
a) if they hire contractor to supply 5 labours a day. does contractor need to have his own epf no ?
b) if establishment calls an international labour for six months job in india? what are the formalities to be done by establishment under EPF act.
Appreciate if your answers supported by sec of act/ circular/ rule?

From India, Visnagar
Pl.check whether the contractor has other commitments for supply of labour for other such principal employers. Most probably they will have other contracts also like yours, in which case they may be subjected to EPF formalities. However, in order to avert future complications better ask him to register for EPF to employees they are supplied to your estt.
W.r.t. employing international workers, please browse EPFO website for proper guidelines. Copy of one circular issued w.r.t. international workers is attached for your guidance.

From India, Bangalore

Attached Images
File Type: jpg EPF& EPS FOR INTERNATIONAL WORKER.Notification.jpg (2.63 MB, 83 views)

In reply to the first query - if a contractor is engaging 5 employees per day, is it necessary to have EPFO coverage of the contractor. My views are as follows:-
1. Contractor may or may not supply contract labour to other places for which the contractor should have one PF code ( If total no. of employees in the payroll of said contractor is 20 or more)- it is always better.
2. But the issue is the organization has 425+ employee i.e the organization is covered under PF and ESI . Therefore, who ever works whether directly or through contractor will also be covered under PF & ESI whether the contractor is engaging only 5 employees. In case contractor has no PF or ESI code, compliance has to be done through PE's code.
Please go through the definition of employee under PF & ESI Act and your doubt will be clear.
S K Bandyopadhyay (Howrah, WB)
+91 98310 81531

From India, New Delhi

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR.Comô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server