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Krishanu Majumdar
Dear Experts,

I am an employer, registered under ESIC/EPFO. I am outsourcing some labourers through a contractor and I shall pay directly the contractor.

What are the statutory compliances under ESIC/EPFO for my contractor that should be maintained?

Thanks & Regards

From India, Kolkata
Freelancer In Hr &indirect Taxes For
Ceo-usd Hr Solutions


Dear Krishanu,

Hope the contractor you have engaged has PF & ESIC Code to compliance. If it is not then the compliance has to be made in your organization's code.

Every month before processing the contractor's invoice, check the compliance status not only through challan, but also at the PF & ESIC site after obtaining user's ID and password from the contractor.

If you pay GST to the contractor, that will also be required to check along with PTAX for complete compliance.

Thanks & Regards,

S K Bandyopadhyay ( WB, Howrah)

From India, New Delhi
The Employees State Insurance Corporation (ESIC) maintains a cash and medical benefits scheme for employees earning Rs 21,000 or less per month. Any non-seasonal factory or establishment that consists of 10 or more employees is covered under the Employees' State Insurance Act 1948.

The PF is a compulsory contributory fund for employees' future after retirement or death. Any company with 20 or more employees must be EPFO-compliant. You may also read the following article which gives you overview of labor laws:

From India, Hyderabad

Compliances for vendors Includes Maintenance of all statutory compliance as under Contract Labour (Regulation & Abolition) Central Rules, 1971 An Act.
In General compliance are required to be maintained by vendor but as principal employer to vendor you have to have close monitoring of compliances in respect of -
1) CLRA Act - obtaining labour license as per stipulatedno of manpower on contract.
2) Compliance Under ESIC
3)Compliance under EPF
4)Compliance under PTRC
5) Compliance underLWF
6)Leave with wages act
7)Bonus Act
8)Compliance under Maternity Act (If Hiring Females on contract)
9) Compliance Under Migrant Workers Act.
10) Compliance Under Minimum wges Act.
11)Over time compliance
12)Compliance Under Payment of Gratuity Act.
13)Compliance Under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”) (If Hiring Females on contract)

From India, Vadodara
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