No Tags Found!


Anonymous
19

EDLI Scheme

One of the organizations opted to take a policy from LIC to meet the statutory obligations. However, they did not seek exemption from the EPFO. Now, EPFO is demanding contributions with penalties/demurrage since the beginning.

What remedy is available to the employer who never had any malafide intentions?

Regards,

From India, Delhi
Acknowledge(0)
Amend(0)

The organization had opted for a scheme with LIC but did not purchase it. Even if it was bought, they did not inform the EPFO. Without informing the EPFO, how can they know that you have a better scheme than their EDLI? This implies that the fault lies with you. Therefore, you will be required to pay interest and damages as claimed by the EPFO. There is no way around this; it is the cost of your gross negligence, and you will have to bear it on your own.
From India, Kannur
Acknowledge(0)
Amend(0)

EPFO has the liberty to recover the damages.
While taking the LIC policy, you have to inform the PF Office and obtain an approval letter from them by submitting all the necessary documents. You must also complete a separate compliance process for it. The same applies if you wish to restart EDLI.

From India, New+Delhi
Acknowledge(0)
Amend(0)

Before taking the EDLI policy from LIC, you need to obtain written exemption from EPFO, duly convincing them that you have a better scheme than theirs for the benefit of employees. It is clearly mentioned in the scheme. Since you have not complied with statutory provisions, EPFO is right as per the law to demand from you all the arrears with interest of the EDLI contribution. You may only request a waiver, but ultimately, EPFO will have the final say.
From India, Mumbai
Acknowledge(0)
Amend(0)

CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.







Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2025 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.