Is Pf Applicable For Non Indian Employee Too? - XLS Download

Dear All,
My company has hired a Japanese Faculty member as an Employee with monthly salary with regular deduction as any Indian employee,
I would like to know:
1. Is Provident Fund applicable for a non Indian employee??
2. What do other companies do in this matter?
3. What is the salary structure for non Indian employees then??
Thanks in advance, appreciate your help.
Regards
Anuradha

Hi!
Yes as long as he/she is serving in this country the laws of that country will be applicable to him/her.
Regards,
Shyamali

Dear Anuradha
P.F. has to be deducted for all employees irrespective of whether they are foriegn national. All employees who work in india and are paid salary have to contribute towards P.F. Companies in chennai follow this pattern. P.F. is deducted on their basic & da (if applicable) and on food allowance if paid as a part of salary.
Regards
Anand.

dear radha
whom ever it may be if a person is stepping inside a concern he is inside the rules of the company and law, moreover according to the act pf,esi benefits are compulsory to the employees if he s going to work in a long time. for contract employees the condition is different,,
regards
ram

Dear Anu,
I work for an MNC and we give them a maximum of 2 yr Contract to them.
They are called as specialist consultant.
The payment is consolidated.
PF is not applicable if they have their social security in their country.
Regards
Raghu

Dear All,
Thanks a lot for you input.
I can go ahead and issue a Appointment letter of the new employee.
One more issue..
We have many Female Software professionals working as "Software Consultants"
1. Is Maternity Leave / Benefits applicable for them too as other women employees?
2. What does other Software Companies do in this matter?
3. Does it depend on the company to give this as benefit?
Please let know ASAP..
Thanks again for your help! :D
Regards
Anuradha

There is no need for covering the expatriate employees under the PF scheme, if they are covered by the social security scheme in their country even if their salaries are paid by the local company.
Thier salary structure would depend on whether the company is an MNC and there is a policy on expatriate salaries.
Regards,
Govardhan

Dear Anuraadha,

First please decide on the basis of the following:

1) P.F Act extends to the whole of India and is applicable if the employee is engaged in any organisation within India. It does not matter whether the parent company or it's employee's citizenship is from another country. Similarly any Indian Company along with it's employees operating outside India will be guided by Laws of the Country.

For example: Infosys operating in US is guided by US Labour Laws, similarly IBM opearting in India is guided by Indian Labour Laws.

2) As for Maternity Benefit, if located in India and covered by the Act it applies. One request please convince your Management to put Maternity Benefits even if it is not applicable or covered irrespective of countries, because it is one of the few legislature which gives and protects women from exploitation.

As a general rule always remember, an organisation is guided by the law of the country/region/state where it is located unless specified otherwise.

Regards,

SC

Name an Expatriate who makes Basic less than 150$ US. This must be bonded labour from Combodia.
Rather than looking for deducting PF of expats, the C.A. of your company should be concentrating on paying income tax for them because they are earning their wages from INDIA.
I don't know about payment of Wages laws for expatriates in INDIA.
If anyone can please put the same on this forum for reference or e-mail me at [Login to view]

i attache one break up for u.
We can add LTA. Sodhexo to reduce his tax burden.
Pl take a look