Hi Everyone, I am working in a software company, and until April, we were deducting ESI from those employees whose salary was less than 10,000. But now, we are going to start providing mediclaim to all our employees. As far as I know, mediclaim and ESI both serve as health insurances. Now, my question is:
1) As we are going to provide them mediclaim, can mediclaim replace ESI?
2) Are we still liable to pay them ESI? If not, can you tell me the process to close this ESIC? So that we can come out of ESI and instead provide them medical insurance only.
Looking forward to your replies!
Thanks,
Meenakshi
From India, Delhi
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31) As we are going to provide them mediclaim, can mediclaim replace ESI?
2) Are we still liable to pay them ESI? If not, can you tell me the process to close this ESIC? So that we can come out of ESI and instead provide them medical insurance only.
Looking forward to your replies!
Thanks,
Meenakshi
From India, Delhi
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We too are facing the same problem in our company. As per the ESI Act, ESI is compulsory for all employees who are earning ₹15,000 and below. Therefore, we have decided to provide mediclaim only for those employees who are earning more than ₹15,000. Employees earning ₹15,000 and below are entitled to ESI benefits, while those earning above ₹15,000 are eligible for mediclaim. Please suggest this to your management.
Thanks.
Regards
From India, Madras
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Thanks.
Regards
From India, Madras
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Hi everyone,
Can anyone explain briefly, please? Is there no connection between ESI and mediclaim? Are we still liable to pay employees ESI and mediclaim both? Seniors, please respond. Waiting for your valuable reply.
Thanks & regards,
Meenakshi
From India, Delhi
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Can anyone explain briefly, please? Is there no connection between ESI and mediclaim? Are we still liable to pay employees ESI and mediclaim both? Seniors, please respond. Waiting for your valuable reply.
Thanks & regards,
Meenakshi
From India, Delhi
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1)There is no relation between ESI & Mediclaim.... 2) ESI can not be replaced by mediclaim, 3) Mediclaim can be done for the employees who salary is more than 15000. Regards rash
From India, Mumbai
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From India, Mumbai
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Employers are bound to provide health insurance for employees, and that is the primary objective of the ESIC Act. When you want to cover your employees, you have to provide coverage over and above the ESIC coverage. This means the facilities you provide through mediclaim should be equal to or above those of ESIC.
For example, I have attached a document that outlines the benefits provided under ESIC coverage. If you are going to provide benefits other than ESIC, they should be at par with or above these benefits.
Hope you might get some clarity.
Regards,
Charan
From United States, Palo Alto
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For example, I have attached a document that outlines the benefits provided under ESIC coverage. If you are going to provide benefits other than ESIC, they should be at par with or above these benefits.
Hope you might get some clarity.
Regards,
Charan
From United States, Palo Alto
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Sorry please find the attached document Regards, Charan
From United States, Palo Alto
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From United States, Palo Alto
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Understanding ESI and Mediclaim in the Workplace
Hi Everyone, I am working in a software company, and until April, we were deducting ESI for those employees whose salary was less than 10,000. Now, we are going to start providing mediclaim to all our employees. As far as I know, mediclaim and ESI are both health insurances. Now, my questions are:
1) As we are going to provide them mediclaim, can mediclaim replace ESI?
2) Are we still liable to pay them ESI? If not, can you tell me the process to close this ESIC so that we can switch to providing only medical insurance?
Looking forward to your replies!
Thanks, Meenakshi
ESI: A Comprehensive Social Security Legislation
ESI is a compulsory social security legislation for employees to provide not only full medical care to the employees and their family members, but it also provides a package of other cash benefits during abstention from work of an employee due to sickness, maternity, and employment injury. It provides permanent disablement benefit for life in case of any residual disability due to employment injury. Dependents' benefit is admissible to the dependents in case of the death of an employee due to employment injury. The ESI (Amendment) Act, 2010 provides these benefits in case of commuted accidents while coming for duty or returning home after work.
Medical Benefits Under ESI
Medical benefits include provisions for artificial appliances like artificial limbs, crutches, wheelchairs, cervical calipers, spectacles, wigs, etc. as part of treatment. Mediclaim does not cover all these benefits. Therefore, you have to continue ESI for all those earning wages up to and including 15,000/- p.m. (from 1-5-2010). You can opt for mediclaim only for those earning above 15,000/- p.m. as they are not covered under ESI.
Exemption from ESI
Exemption: If an employer is providing similar or superior benefits compared to those provided under ESI to all employees, including temporary and casual employees, then that employer is eligible for exemption from ESI under Section 87 of the ESI Act. An application in the prescribed format is to be submitted for such exemption to be granted by the Government. This exemption is given prospectively for not more than a year at a time.
Regards, Ramana Murty, Hyderabad
From India, Hyderabad
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Hi Everyone, I am working in a software company, and until April, we were deducting ESI for those employees whose salary was less than 10,000. Now, we are going to start providing mediclaim to all our employees. As far as I know, mediclaim and ESI are both health insurances. Now, my questions are:
1) As we are going to provide them mediclaim, can mediclaim replace ESI?
2) Are we still liable to pay them ESI? If not, can you tell me the process to close this ESIC so that we can switch to providing only medical insurance?
Looking forward to your replies!
Thanks, Meenakshi
ESI: A Comprehensive Social Security Legislation
ESI is a compulsory social security legislation for employees to provide not only full medical care to the employees and their family members, but it also provides a package of other cash benefits during abstention from work of an employee due to sickness, maternity, and employment injury. It provides permanent disablement benefit for life in case of any residual disability due to employment injury. Dependents' benefit is admissible to the dependents in case of the death of an employee due to employment injury. The ESI (Amendment) Act, 2010 provides these benefits in case of commuted accidents while coming for duty or returning home after work.
Medical Benefits Under ESI
Medical benefits include provisions for artificial appliances like artificial limbs, crutches, wheelchairs, cervical calipers, spectacles, wigs, etc. as part of treatment. Mediclaim does not cover all these benefits. Therefore, you have to continue ESI for all those earning wages up to and including 15,000/- p.m. (from 1-5-2010). You can opt for mediclaim only for those earning above 15,000/- p.m. as they are not covered under ESI.
Exemption from ESI
Exemption: If an employer is providing similar or superior benefits compared to those provided under ESI to all employees, including temporary and casual employees, then that employer is eligible for exemption from ESI under Section 87 of the ESI Act. An application in the prescribed format is to be submitted for such exemption to be granted by the Government. This exemption is given prospectively for not more than a year at a time.
Regards, Ramana Murty, Hyderabad
From India, Hyderabad
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Clarification on Employee Medical Coverage
1. Is it mandatory to cover employees under medical coverage who are not covered under ESIC, i.e., those earning above ₹15,000?
2. If so, where can the statute stating the same be referred to?
Please suggest.
Regards,
From India, Mumbai
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1. Is it mandatory to cover employees under medical coverage who are not covered under ESIC, i.e., those earning above ₹15,000?
2. If so, where can the statute stating the same be referred to?
Please suggest.
Regards,
From India, Mumbai
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Dear Meenakshi, please keep in mind that Mediclaim cannot replace the ESI. If your employees are earning a salary up to ₹15,000 per month, you are still liable to contribute towards ESI. Mediclaim has certain benefit caps (benefit limits), whereas ESI does not have any benefit limits. For more details, you can refer to the ESI clause or visit the nearest ESI dispensary. However, if you want an exemption from ESI, your company must provide equal or better facilities to your employees, and a presentation needs to be made in front of ESIC officials.
From India, Surat
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From India, Surat
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