New HR Manager Dilemma: Should Our Firm Opt for ESI or Mediclaim Benefits?

We are a distribution firm, and I have recently joined as the HR Manager. Please suggest whether I should propose the firm to avail ESI facility or Mediclaim.

Thanks,
Devika Das

All the best for your new assignment. ESI is mandatory (Social Security Act), and mediclaim is an optional employee welfare benefit. Therefore, ESI has to be compulsorily implemented, while the decision regarding mediclaim rests with the management.

If the employees in your firm are more than 10, then ESIC becomes mandatory. Kindly get your firm registered with ESIC. Mediclaim, though, is not mandatory. However, you can initiate this in your firm. Explain to the management the benefits of this and convince them.

As Ms. Arti Shah has rightly said, ESIC is mandatory if the employee strength is more than 10. If not, it is not mandatory, so one can opt for the other option of Mediclaim. Even if you are registered under ESIC, any employee who is not covered under ESIC or is beyond the coverage can opt for Mediclaim.

Please note that for Rs. 15,000.00, ESI is not applicable. Kindly correct me if I am wrong.

Regards, Hrkapati

ESI is covered under the Social Security Act, which is mandatory for all organizations with a workforce of at least 10 employees. However, those earning more than Rs. 15,000/- in gross salary per month are not eligible for ESI benefits.

Thank you.

Another thing, Devika. If you are new and not aware of ESI, please contact the local ESI office to register your organization. You cannot take ESI like Mediclaim. The procedure is different.

Hi Devika and all HR members, I am sharing this just for your knowledge.

Expansion of ESI Scheme Coverage

In a bid to widen the social security safety net, the Labour Minister, Mr. Sis Ram Ola, has announced that people drawing a salary up to Rs. 25,000 shall be covered under the ESI Scheme. Currently, the benefit is available to people drawing a salary up to Rs. 15,000 only. According to the information available, the decision was made on Thursday, 19th September 2013. The move would impact the take-home salary of employees currently in the salary bracket of Rs. 15,000 to Rs. 25,000. Furthermore, it would have an impact on increasing the ESI contribution as well as compliance for the employers.

Regards,
Raj
Sr. HR Professional

You can order a copy of the ESI Act and its procedures from the nearest branch of the ESI Organisation and go through it. You will understand the coverage and benefits available to employees under the scheme and then decide for yourself after convincing your higher-ups.

In addition, Mediclaim is also available as an option. You can discuss this with any nearby Insurance Companies to learn about their offerings. Then decide if the scheme suits your organization.

You can opt for both schemes or choose either of the two.

Seeking Guidance on ESI Facilities for Employees

I am working as an HR Manager in Bishnupur/Bankura and have more than 20 employees, but they still do not have access to ESI facilities. When I approached our senior management, they informed me that there is no ESI hospital facility in the Bishnupur/Bankura area. Kindly guide me on the best approach to take for the employees. Can I apply for a medical claim facility?

Regards,
Awadhesh Gupta

Abhay, this is the gross salary. ESI is always calculated on the gross salary. You can touch base for further clarifications.

Regards

You need to check first whether your establishment is coming under the notified area of ESIC or not. If it falls under the notified area and you have 10 or more employees working and are covered under ESI, you need to implement the ESIC Scheme. There is no exception to it.

If it does not fall under the notified area, you will be covered under the Workmen Compensation Act 1923. This coverage is available in the market as a WC Policy with most insurance companies. You can add mediclaim to the WC Policy as a rider as well.

Thanks,

Regards,
Mritunjay Nath Sahu
GM(HR)

All the best for your new assignment. ESI is mandatory (as per the Social Security Act), and mediclaim is an optional employee welfare benefit. Therefore, ESIC contributions have to be made compulsorily, while the decision regarding mediclaim rests with the management.

By appreciating the clear statement of Bhavika, I would like to bring the matter to the knowledge of all new entries. Please go through the ESI Act and communicate with your local ESI Office; they are eager to explain everything to an employee or employer. Please do not neglect it. I do not want my friends to face the situation that I had faced. Please register and start contributions.

Thank you.

I second the suggestion given by Mritunjay Nath Sahu. He has given you the right direction. You have to apply for Workmen Compensation. As per law, WC can be over and above ESI, and where there are no ESI hospitals, it becomes mandatory.

As he has rightly said, many insurance companies offer WC. There is a separate commissioner available for WC. All the best, cover your employees.

Regards,
Awadesh Gupta

Hi Venkatesh, The wise thing is to opt for ESI. It is not only mandatory, but in the future, the limit is going to be increased to ₹25,000/-. In any firm, an HR manager will not have the authority to go against mandatory sections. You have to work within the act limits. Your decisions should not create new problems for the organization. Good luck!

Best regards

Many people tend to mistake the Employees' Compensation Act (earlier Workmen's Compensation Act) with Mediclaim policies. If the area of your establishment is not covered under ESI facilities, then the WC policy comes into the picture as per the Employees' Compensation Act. Mediclaim facility is a totally different subject, which is an optional facility extended to the employees either at their cost or the company's cost. In the era of the CTC regime, many companies cover their employees and their dependents with Mediclaim policies, and the premium charges are included in their CTC.