Dear Seniors,
One employee who is above 60 years has recently joined our company. Is he eligible for PF deduction? We are saying we cannot deduct, but he is saying he wants his PF to be deducted. Please help.
Thanks & Regards,
Shilpi Kar
From India, Mumbai
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One employee who is above 60 years has recently joined our company. Is he eligible for PF deduction? We are saying we cannot deduct, but he is saying he wants his PF to be deducted. Please help.
Thanks & Regards,
Shilpi Kar
From India, Mumbai
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Hi Shilpi, First of all, if u can clarify what is the retirement age in your company? Based on the answer, then I can comment on this issue. Amitava 9830990154
From India, Calcutta
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5From India, Calcutta
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Hi Shilpi,
In that case, you have two options. One is to hire the person on a consultant basis, in which case there will be no PF deduction (he will not be on your company's payroll). If the employee wants to contribute towards PF, in that case, his full contribution will be towards PF (if he doesn't withdraw his full amount from the PF Department), and there will be no deduction towards the Pension fund. If you have any other queries, let me know.
Thanks,
Mahendra
Sr. Executive HR
Dr. LalPathLabs
09899649446
From India, New Delhi
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In that case, you have two options. One is to hire the person on a consultant basis, in which case there will be no PF deduction (he will not be on your company's payroll). If the employee wants to contribute towards PF, in that case, his full contribution will be towards PF (if he doesn't withdraw his full amount from the PF Department), and there will be no deduction towards the Pension fund. If you have any other queries, let me know.
Thanks,
Mahendra
Sr. Executive HR
Dr. LalPathLabs
09899649446
From India, New Delhi
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Dear Shilpi,
It is not a question of the normal retirement age for that particular person, who has been appointed at the age of 60. Here, you will have to see the conditions prescribed in his appointment letter, whether he has been appointed as a consultant or on a regular basis to go beyond the 60th year of the normal retirement age with a special resolution of the company board. If he has been appointed as a regular employee, the terms of his retirement would also be outlined in the board resolution or the appointment letter beyond the age of 60 years. In that case, you will have to deduct PF subscription in fulfillment of the rule of the law.
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of Management & Educational Consultants
New Delhi
From India, Delhi
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It is not a question of the normal retirement age for that particular person, who has been appointed at the age of 60. Here, you will have to see the conditions prescribed in his appointment letter, whether he has been appointed as a consultant or on a regular basis to go beyond the 60th year of the normal retirement age with a special resolution of the company board. If he has been appointed as a regular employee, the terms of his retirement would also be outlined in the board resolution or the appointment letter beyond the age of 60 years. In that case, you will have to deduct PF subscription in fulfillment of the rule of the law.
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of Management & Educational Consultants
New Delhi
From India, Delhi
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PF deduction is nothing to do with the status of the employee. Whether a person is casual, temporary, or confirmed or on a contractual basis, he needs to be covered provided:
1. If his Basic plus DA is 6500 or less.
2. If his age is less than 58 years.
Condition 1 can be diluted by companies and extend the benefit to all employees. Once it is diluted, then companies cannot restrict this to select individuals.
Condition 2 can be diluted on a case-to-case basis. A person taken on a contract basis after 58 can be extended this benefit. However, Pension will not be applicable, and the entire deduction shall be credited to the PF account.
It is purely based on individual contract. If an employee, whether appointed on a contract basis or on confirmed rolls, if the appointment letter says that he would be covered for PF, then you need to extend the benefit. If there is no mention, the employee cannot seek any remedy as PF Act does not cover them and there is no violation by the company. He can raise this issue only under the Contract Act. If he can prove that there was some mention somewhere, then he is eligible. Otherwise, he will not be covered.
T. Sivasankaran
From India, Chennai
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1. If his Basic plus DA is 6500 or less.
2. If his age is less than 58 years.
Condition 1 can be diluted by companies and extend the benefit to all employees. Once it is diluted, then companies cannot restrict this to select individuals.
Condition 2 can be diluted on a case-to-case basis. A person taken on a contract basis after 58 can be extended this benefit. However, Pension will not be applicable, and the entire deduction shall be credited to the PF account.
It is purely based on individual contract. If an employee, whether appointed on a contract basis or on confirmed rolls, if the appointment letter says that he would be covered for PF, then you need to extend the benefit. If there is no mention, the employee cannot seek any remedy as PF Act does not cover them and there is no violation by the company. He can raise this issue only under the Contract Act. If he can prove that there was some mention somewhere, then he is eligible. Otherwise, he will not be covered.
T. Sivasankaran
From India, Chennai
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Sorry to correct you, coverage of employees under PF, ESI, etc., employment laws does not depend on their individual contract. If an employee is appointed on a contract basis or permanent, then he shall be covered under all applicable employment laws, even if an organization enters into a contract with only a two-line agreement "you are appointed as so on so," whether on contract or permanent, then he automatically will be covered if fulfilling other conditions. It does not matter whether there is a specific clause in respect of "PF or other Employment laws applicability." It becomes applicable as soon as someone joins the organization, and the company shall be responsible for all these.
From India, Delhi
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From India, Delhi
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As per the Employees' Provident Funds and Miscellaneous Provisions Act, 1952, an employee automatically ceases to be a member of EPS (Employees Pension Scheme) after turning 58 years old. However, you can still deposit the Provident Fund amount (excluding the Pension Fund amount).
An employee can continue to be a member of the PF but cannot be a member of the Pension Fund after turning 58 years old. Please review the Contract/Offer/Appointment Letter of the employee, and if there is no clause regarding PF, you should not enroll them in the PF. If you still wish to enroll them only under PF (excluding the Pension Fund), you may do so with a written request from the employee concerned and approval from the authorized reporting officer of your esteemed organization.
Thank you.
Soumya
From Korea, Seoul
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An employee can continue to be a member of the PF but cannot be a member of the Pension Fund after turning 58 years old. Please review the Contract/Offer/Appointment Letter of the employee, and if there is no clause regarding PF, you should not enroll them in the PF. If you still wish to enroll them only under PF (excluding the Pension Fund), you may do so with a written request from the employee concerned and approval from the authorized reporting officer of your esteemed organization.
Thank you.
Soumya
From Korea, Seoul
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As per the Employees' Provident Funds and Miscellaneous Provisions Act, 1952, an employee automatically ceases to be a member of EPS (Employees Pension Scheme) after 58 years. However, you can still deposit the Provident Fund amount (including the Pension Fund amount).
An employee can be a member of PF but cannot be a member of the Pension fund after 58 years.
From India, Pune
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An employee can be a member of PF but cannot be a member of the Pension fund after 58 years.
From India, Pune
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Dear esskrr,
I have mentioned the same. Please read once again my reply. I never said the coverage can be based on status. There is no correction. In fact, you have also expressed the same viewpoint.
T. Sivasankaran
From India, Chennai
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I have mentioned the same. Please read once again my reply. I never said the coverage can be based on status. There is no correction. In fact, you have also expressed the same viewpoint.
T. Sivasankaran
From India, Chennai
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After reading the earlier communication, the following comments are noted:
In the PF Act, the clause regarding age is not mentioned. The age of 58 years is only applicable for the Employee Pension Fund (EPF). In this case, we need to refer to the terms of his appointment order. Furthermore, if he is appointed as a consultant but is working full-time with the organization, the PF Act is applicable as he is exclusively employed by your organization.
Devang Shah Personnel Officer Gujarat State Electricity Corp. Ltd. KLTPS, Panandhro M- 09909940504
From India, Surat
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In the PF Act, the clause regarding age is not mentioned. The age of 58 years is only applicable for the Employee Pension Fund (EPF). In this case, we need to refer to the terms of his appointment order. Furthermore, if he is appointed as a consultant but is working full-time with the organization, the PF Act is applicable as he is exclusively employed by your organization.
Devang Shah Personnel Officer Gujarat State Electricity Corp. Ltd. KLTPS, Panandhro M- 09909940504
From India, Surat
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The retirement age is different, and the willingness to contribute towards the PF subscription is also different. We should not underestimate the survival age. In this regard, he has the full right to protect and secure the rest of his life. So there must be a provision and clause to contribute towards PF subscription, and he must be supported.
Thanks,
Ranjit Kumar
HR Officer
From India, Alappuzha
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Thanks,
Ranjit Kumar
HR Officer
From India, Alappuzha
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Hai. Can anybody confirm that a person working in temporary basis will get pf benefit? Is it compulsory to deduct pf from contract labours?
From India, Madras
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From India, Madras
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Hi Shilpi,
You need to pay the complete 24% in one single account, i.e., PF. Hope you know that PF has two components: 1. PF 2. Pension. 12% of the employee's contribution goes to the PF account. The employer's 12% contribution is broken down into 3.67% for PF and 8.33% for Pension, making up the total 12% employer PF contribution.
If any employees are 58 years old or above, then the 12% employee contribution will remain the same. However, in the employer's contribution, the Pension account contribution will be diverted to the PF account. In the PF statement, the pension contribution for this employee should be marked as zero.
For any further clarification, please feel free to reach me at
.
Regards,
Gopal
From India, Madras
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You need to pay the complete 24% in one single account, i.e., PF. Hope you know that PF has two components: 1. PF 2. Pension. 12% of the employee's contribution goes to the PF account. The employer's 12% contribution is broken down into 3.67% for PF and 8.33% for Pension, making up the total 12% employer PF contribution.
If any employees are 58 years old or above, then the 12% employee contribution will remain the same. However, in the employer's contribution, the Pension account contribution will be diverted to the PF account. In the PF statement, the pension contribution for this employee should be marked as zero.
For any further clarification, please feel free to reach me at
Regards,
Gopal
From India, Madras
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PF-Know Employees Provident Fund-CHART-L-4. doc
EMPLOYEES' PROVIDENT FUND & MISC PROVISIONS ACT '1952.ppt
EMPLOYEES' PROVIDENT FUND & MISC PROVISIONS ACT '1952 [Compatibility Mode].pdf