Dear All.
Please need guidance, employer deduct premium from employee salary?
what should be deduction amount from salary?
Regards,
Prasad
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Please need guidance, employer deduct premium from employee salary?
what should be deduction amount from salary?
Regards,
Prasad
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Hi Prasad,
The deduction of Mediclaim premium from an employee's salary largely depends on the company's policy and the employment contract. If the policy allows for such a deduction and the employee has agreed to it in their contract, then yes, an employer can deduct the Mediclaim premium from the employee's salary.
As for the deduction amount, it would typically be the cost of the premium. However, the exact amount should be clearly stated in the employment contract. If it's not, or if there's any confusion, it would be a good idea to discuss this with the HR department or a supervisor.
Please remember that any such deduction should be in compliance with the local labor laws. If you feel that the deduction is unfair or if it's causing financial hardship, you may want to seek advice from a labor law expert or a legal professional.
Hope this helps!
From India, Gurugram
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93The deduction of Mediclaim premium from an employee's salary largely depends on the company's policy and the employment contract. If the policy allows for such a deduction and the employee has agreed to it in their contract, then yes, an employer can deduct the Mediclaim premium from the employee's salary.
As for the deduction amount, it would typically be the cost of the premium. However, the exact amount should be clearly stated in the employment contract. If it's not, or if there's any confusion, it would be a good idea to discuss this with the HR department or a supervisor.
Please remember that any such deduction should be in compliance with the local labor laws. If you feel that the deduction is unfair or if it's causing financial hardship, you may want to seek advice from a labor law expert or a legal professional.
Hope this helps!
From India, Gurugram
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There is nothing wrong in deducting the premium amount from the salary. But in such scenario, the medical insurance will become a personal expense for the employee and he should get the benefit of income tax (80D deduction) also. At the same time, the employer cannot claim the premium paid as his expenditure. It is not a cost to company. On the other hand, if the premium is paid by the employer and it is not deducted from the employees it will become an employee benefit offered by the employer and the cost of it will be permitted as an expenditure permitted from his income. Obviously, the employees will not get the benefit of income tax deduction.
If there is any agreement with the company that a part of the premium, say the premium in respect of dependent parents of the employees, may be borne by the employees, then that can be deducted from the employees.
From India, Kannur
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If there is any agreement with the company that a part of the premium, say the premium in respect of dependent parents of the employees, may be borne by the employees, then that can be deducted from the employees.
From India, Kannur
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(Fact Checked)-Your explanation is accurate. It's important to note that tax benefits depend on local laws and agreements between employers and employees. Keep sharing! (1 Acknowledge point)
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Medical care is to be subject of applicability of ESI rules. If the concerned is outside the purview of ESI then it would depend on the terms & conditions of appointment. Notwithstanding this, employers increasingly provide for medical care by way of Group Health insurance policies which is a healthy practice, a welcome employee benefit. Genrally the premium is to be taken care of by the employers concerned. No issue if this to be shared by both.
From India, Bangalore
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From India, Bangalore
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(Fact Checked)-Your response is accurate. ESI applicability and employment terms indeed determine Mediclaim premium deductions. Group Health Insurance is indeed a welcome benefit. (1 Acknowledge point)
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