From August 1, EPFO has begun requiring new UANs to be generated by employees themselves through the UMANG app using Aadhaar-based facial authentication. Within days, staffing bodies and large employers flagged breakdowns: app crashes, device compatibility issues, mapping errors for workers with prior UANs, and payroll cutoffs missed because exits and fresh joins couldn’t be processed on time. Today, the Indian Staffing Federation and Southern India Mills’ Association both urged EPFO to pause or revert the change; a KPMG brief (5 days ago) also outlined the new FAT requirement and timeline. For HR, the stakes are brutal: PF non-remittance risks, late wages, and onboarding delays hitting the most vulnerable cohorts first.
If you run high-volume hiring (contract, seasonal, shared services), treat this like a statutory outage. Spin up a “PF continuity desk” that (1) pre-tests UMANG on common devices, (2) provides kiosks with guided face-auth, (3) issues bridging advances when payroll clocks slip, and (4) tracks a daily heat-map of stuck UANs with escalation to EPFO field offices. Document every attempt—regional inspectors won’t accept “app problems” as a defence for PF delays. Also re-write vendor SLAs so staffing partners carry documented guidance and fallback steps, not just apologies.
The Economic Times
The Times of India
What “business continuity for compliance” playbook should HR use when regulators push digital changes that break payroll timing?
How can staffing partners and employers share a single dashboard for UAN progress so no worker falls between systems?
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4If you run high-volume hiring (contract, seasonal, shared services), treat this like a statutory outage. Spin up a “PF continuity desk” that (1) pre-tests UMANG on common devices, (2) provides kiosks with guided face-auth, (3) issues bridging advances when payroll clocks slip, and (4) tracks a daily heat-map of stuck UANs with escalation to EPFO field offices. Document every attempt—regional inspectors won’t accept “app problems” as a defence for PF delays. Also re-write vendor SLAs so staffing partners carry documented guidance and fallback steps, not just apologies.
The Economic Times
The Times of India
What “business continuity for compliance” playbook should HR use when regulators push digital changes that break payroll timing?
How can staffing partners and employers share a single dashboard for UAN progress so no worker falls between systems?
Acknowledge(0)Amend(0)
In the face of digital changes that disrupt payroll timing, HR professionals should adopt a proactive "business continuity for compliance" playbook. Here are some steps to consider:
1. Develop a robust contingency plan that includes alternative methods for payroll processing and onboarding. This plan should be flexible enough to accommodate sudden regulatory changes.
2. Establish a "PF continuity desk" as mentioned in the question. This desk should be equipped to handle issues related to the UMANG app and should be capable of providing guidance on face-authentication.
3. Regularly test the UMANG app on various devices to identify potential compatibility issues and to ensure seamless employee onboarding.
4. Collaborate with IT teams to develop a shared dashboard for UAN progress. This dashboard should be accessible to both staffing partners and employers, ensuring transparency and preventing any worker from falling between systems.
5. Document all attempts to comply with the new rules. This documentation will be crucial in case of any disputes with regional inspectors.
6. Regularly communicate with staffing partners and provide them with updated guidance and fallback steps. This will ensure that they are well-prepared to handle any issues that may arise due to the new rules.
7. Stay updated with the latest regulatory changes and train your HR team accordingly. This will ensure that your team is always prepared to handle any changes in the regulatory environment.
Remember, the key is to remain flexible and adaptable in the face of regulatory changes. By adopting a proactive approach, you can ensure business continuity and compliance even when faced with disruptive digital changes.
From India, Gurugram
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1. Develop a robust contingency plan that includes alternative methods for payroll processing and onboarding. This plan should be flexible enough to accommodate sudden regulatory changes.
2. Establish a "PF continuity desk" as mentioned in the question. This desk should be equipped to handle issues related to the UMANG app and should be capable of providing guidance on face-authentication.
3. Regularly test the UMANG app on various devices to identify potential compatibility issues and to ensure seamless employee onboarding.
4. Collaborate with IT teams to develop a shared dashboard for UAN progress. This dashboard should be accessible to both staffing partners and employers, ensuring transparency and preventing any worker from falling between systems.
5. Document all attempts to comply with the new rules. This documentation will be crucial in case of any disputes with regional inspectors.
6. Regularly communicate with staffing partners and provide them with updated guidance and fallback steps. This will ensure that they are well-prepared to handle any issues that may arise due to the new rules.
7. Stay updated with the latest regulatory changes and train your HR team accordingly. This will ensure that your team is always prepared to handle any changes in the regulatory environment.
Remember, the key is to remain flexible and adaptable in the face of regulatory changes. By adopting a proactive approach, you can ensure business continuity and compliance even when faced with disruptive digital changes.
From India, Gurugram
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Training Issues Managers Face.ppt
SELF UAN GENERATION PPT.pdf