COMPLIANCES UNDER LABOUR LAW

By:
Amrik Singh
Sr. Officer (HR)
GAIL (India) Limited
In a Nutshell Registering
& Licensing
of Existing
and New
Audit of Display of
Contractor / Abstract
Vendor and Notices
Compliances

Compliance
of Labour
Statutory Laws
obligations Statutory
& Challans and
Responsibil Remittances
ities

Timely Maintaining
filling of Statutory
Statutory Registers
Returns and Records
WHY COMPLIANCE
MANAGEMENT?

Compliance Management
Framework
Policies & Procedure
Prevent Risk Assessment
Training & Commitment

Monitoring
Detect Audit
Ombudsperson

Investigation
Respond Communication
Improvements
CLAUSE 49 OF THE LISTING AGREEMENT
Provision Purpose
Compliance of all the Ethical conduct of affairs
applicable legal provisions, Part of Wealth Management
rules & regulation

All Directors and Officers shall take utmost care and pay attention
to comply with all applicable laws, regulations, rules and
regulatory orders in letter and in spirit.

They are also expected to acquire appropriate knowledge of the

requirements relating to their duties sufficient to enable them to
recognize potential dangers and to report to the Board or
management the possible violation of laws and regulations or code
of conduct.
COMPLIANCE UNDER LABOUR LAWS

Statutory compliance under various labour laws has to be

ensured by establishments.

It is not just limited to the statutory deposits, returns and

records to be maintained by the employer under various
labour laws, but also to represent them in case of
prosecution under various statutes.
Major Compliances
 Principal Employer has the statutory
responsibility on behalf of company to ensure
compliances under Contract Labour (Regulation &
Abolition) Act, 1970 and and Rules framed
thereunder.

Employer has the statutory responsibility on behalf

of company to ensure compliances under the Shops &
Commercial Establishment Act, 1962 and Rules
framed thereunder.
THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970
&
THE MAHARASHTRA CONTRACT LABOUR (REGULATION AND
ABOLITION) CENTRAL RULES, 1971
Sec 7: Registration &
Rule 17: Manner of making application for registration:

Apply in Form-I [see rule 17(1)] for registration in triplicate copy

along with prescribed fees
Form-II [see rule 18(1)] : Certificate of Registration
Rule 20: Amendment of Certificate of Registration
[see rule 18(3)] establishment has to intimate changes, if any, within 15
days to the Registering Officer about changes in particulars specified in
the certificate of registration
Penalty: to P.E. or his representative i.e. EIC
Imprisonment of 3 months + fine of Rs. 1000/- + fine of Rs. 100/- per day
(For continuing offence)
 Compliance to be ensured by the contractor under
The Contract Labour (Regulation And Abolition) Act, 1970
Apply in Form-IV [see rule 21] for license in triplicate copy along
with license fee [see rule 26] & security [see rule 24] (Refundable)
Application should encloses Form-V which is given by Principal
employer to contractor.

Grant/renewal of license in Form-VI [rule 23&25/29]

After obtaining a License the contractor should submit a copy
to P.E.

Intimation of Commencement/Completion of Contract Work

in Form-VI-A by Contractor [see rule 25(2)-viii]

Legal Penalty to Contractor:

Imprisonment of 3 months + fine of Rs. 1000/- + fine of Rs. 100/-
per day (For continuing offence
CONTRACT LABOUR (REGULATION AND
ABOLITION) ACT, 1970

Sec 29: Maintenance of registers and other records

Form-VIII - At All times a register of particulars of contract
labour and other records in Form-VIII [see rule 55] as
prescribed

Form-XXI [rule 63(2)] : Annual return in of PE the Registering

Officer before 15th February

Penalty to P.E./His representative on Non Compliance :

Imprisonment of 3 months + fine up to Rs. 1000/-
OBLIGATION OF PRINCIPAL EMPLOYER
Register of contractors Form-VIII

Certificate by Principal Employer Form-V

Annual return Form XXV

(on or before 15th Feb-consolidated return)

Notice of Commencement /Completion Form VI B

of Work (within 15 days of actual commencement or completion
of work)

Notice under Rule 81(1) showing the rates of wages, wage

period, date of payment of wages, date of payment of unpaid
wages and name and address of Inspectors having jurisdiction
have been displayed in English, in Hindi, or in Marathi in
conspicuous places.
Penalty of Non-Compliance: Imprisonment of 3 months + fine of
Rs. 1000/- (or Both)
+ fine of Rs. 100/- per day (For continuing offence)
OBLIGATION OF CONTRACTOR
Application for License Form-IV
License Form-VI
Notice of Commencement /Completion Form VI A
of Work (within 15 days of actual
commencement or completion of work)
Renewal of license Form VII
Identity Card Form X
Display of Act and Rules under rule 60
Muster Roll, Register of Wages, Registers of Overtime, Advances,
Deduction, Fines to be maintained by the Contract under the Payment of
Wages Act and Rules made thereunder or the Minimum Wages Act and
Rules made thereunder if covered under those Act. Otherwise contractor
has to maintain Muster-cum-wage register, attendance-cum-wage slip
under the Maharashtra Minimum Wages Rules, 1963

Penalty of Non-Compliance: Imprisonment of 3 months + fine of Rs.

1000/- (or Both) + fine of Rs. 100/- per day (For continuing offence)
 Building and Other Construction
Workers Act 1996
Applies to every establishment which employs or had employed ten or
more workers directly or through a Contractor / Subcontractor In any
Building or Construction work
Not applicable to building or construction work to which Factories
Act, 1948 or Mines Act, 1952 applies
Schedule of submission /
S. No. Particulars
maintenance
Within 60 days from the commencement
1 Valid BOCW Registration
of the project
Worker has an exposure of more than 90
2 Registration of Workers
days age limit 18-60 years
Maintenance of BOCW
3 Daily basis
Beneficiary Register
The BUILDING & OTHER CONSTRUCTION
WORKERS WELFARE CESS ACT , 1996

The purpose is - To collect the Cess on Cost of construction

incurred , for use of the Welfare of Construction workers
who are registered with the respective act.
Cess act prescribes payment of Cess @ 1 %
 Documents required for obtaining BOCW Registration

Form-I (Triplicate) i.e. application

Registration fee
PF Challan
Work Order LOI
List of Director
MOA
Pan Card Copy
Payment of Minimum Wages
A minimum wage is the lowest hourly, daily or monthly
remuneration that employers may legally pay to workers.

Minimum wage is the wage that is able to provide not only for
bare physical needs but also for preservation of efficiency of
worker plus some measure of education, health and other things.

The minimum wage must be paid irrespective of the extent of

profits, the financial condition of the establishment or the
availability of workmen at lower wages.

The minimum wage gives employers a guideline as to the legal

minimum amount paid to employees.
Compliances for the Minimum Wages Act, 1948
Sec 12: Payment of minimum rates of wages
Every contractor must pay minimum rates of wages to every contract
employee/worker employed by him in the scheduled employment

Sec 14: Overtime

@ twice the minimum rates of wages for every working hour in
excess the normal working hours

Penalty
Imprisonment for a term upto 6 months or fine which may extend to
Rs.500 or both.

Plus under Contract Labour Act

Imprisonment which may extend to 3 months or fine of Rs. 1000/-
(or Both)
fine of Rs. 100/- per day (For continuing offence)
Fixation of Minimum Wages
The appropriate government to fix minimum rates of wages in
Scheduled Employment as the provision of The Minimum
Wages Act, 1948

In case of Industry where Central Government is Appropriate

Government, the Minimum wages are fixed by Central
Government.

In case of Industry where State Government is Appropriate

Government, the Minimum wages are fixed by State
Government.

Ministry Of labour and Employment, Govt. of India vide its

Gazette notification, dated September 18,2008 Employment in
Watch and Ward i.e. Security Services has been declared as
Scheduled Employment.
Payment of minimum rate of wages
Minimum Wages are revised half yearly and notified for
a period from Apr-to-Sep and from Oct-to-Mar.

In case rate of Minimum Wages is Different for Sate and

Central, the rate whichever is higher as notified from
time to time as per the city classification should be paid.

Accordingly, We have to revise the rate of Payment to

Contract Workers/Employees.

Its the overall responsibility Principal Employer.

Maintenance of registers and records
Under Sec 18 of the Minimum Wages Act, 1948 and Rule 26 of
the Minimum Wages (Central) Rules, 1950

Muster Roll in Form V

Wage register in Form X
Wage slip to issued in Form XI to the employees

Penalty
Fine which may extend to Rs.500
 RESPONSIBILITY FOR PAYMENT OF WAGES
Under Section-12 of Contract Labour (Regulation And Abolition) Act, 1970
(1) A contractor shall be responsible for payment of wages to each worker
employed by him as contract labour and such wages shall be paid before the
expiry of such period as may be prescribed.
(2) Every principal employer shall nominate a representative duly authorized
by him to be present at the time of disbursement of wages by the contractor
and it shall be the duty of such representative to certify the amounts paid as
wages in such manner as may be prescribed.
(3) It shall be the duty of the contractor to ensure the disbursement of wages in
the presence of the authorized representative of the principal employer.
(4) In case the contractor fails to make payment of wages within the prescribed
period or makes short payment, then the principal employer shall be liable
to make payment of wages in full or the unpaid balance due, as the case may
be, to the contract labour employed by the contractor and recover the
amount so paid from the contractor either by deduction from any amount
payable to the contractor under any contract or as a debt payable by the
contractor.
 COMPLIANCES UNDER
PAYMENT OF WAGES ACT, 1936
Sec 4 Fixation of wage-periods: wage periods shall not exceeding one month.

Sec 5 Time of Payment of Wages: Before the 7th day after the last day of the
wage period where less than 1000 employees and before 10th day in other
cases.

Sec13-A: Maintenance of registers and records

Details of persons employed, the work performed, wages paid as prescribed
and has not destroyed the same before a period of three years after the date of
last entry made therein.
Bills of the contractor to be passed on the basis of these records
EIC must stamps the register & signs on it.
Legal Penalty: fine between Rs200-1,000 and on subsequent conviction with
imprisonment of not be less than 1 month but which may extend to 6 months
and with fine not be less than Rs.500 but which may extend to Rs.3000.
Comparison of Wages under diff. Acts
Click here
Wages under The Minimum Wages Act, 1948
Wages under The Payment of Wages Act, 1936
Wages under Employees Provident Fund and
Miscellaneous Provisions Act, 1952
Wages under The Minimum Wages Act, 1948
Wages under Contract Labour Act, 1970

Payments considered as Wages under ESI Act

[Click here]
Social Security in India
Article 43 of the Constitution speaks of state's responsibility to
provide social security to the citizens of this country.

Principal Social Security Laws of India

Employees Provident Fund and Miscellaneous Provisions Act, 1952
Employees State Insurance Act, 1948
Workmens Compensation Act, 1923
Maternity Benefit Act, 1961
Payment Gratuity Act, 1972
 Employees Provident Fund and
Miscellaneous Provisions Act, 1952
Details information please visit http://www.epfindia.com

The Act aims at providing social security and timely monetary

assistance to industrial employees and their families when they
are in distress and/or unable to meet family and social obligations
and to protect them in old age, disablement, early death of the
bread winner and in some other contingencies.
Compliance Management
Employees Provident Fund and
Miscellaneous Provisions Act,

EMPLOYEES PROVIDENT FUND

SCHEME
1952

EMPLOYEES PENSION SCHEME

EMPLOYEES DEPOSIT LINKED

INSURANCE SCHEME
 Rates of Contribution

SCHEME EMPLOYEES EMPLOYERS CENTRAL

GOVTS
Provident Fund 12% (12-8.33) % Nil
Scheme
Insurance 0.5% Nil
Scheme EDLI NIL
Pension Scheme NIL 8.33% of Max. 1.16%
of Rs. 15000/-

Additional 1.11% as Administrative Charges by the

Employer
 Payment of Contribution

The employer shall pay the contribution payable to the

EPF, and Employees Pension Fund in respect of the
member of the Employees Pension Fund employed by
him directly by or through a contractor.

If a contractor defaults on payment of contributions then

the Principal Employers shall deposit the amount of
contribution alongwith the damage charges and penal
interest for the period of default and recover the same
from the contractor.
 PF Compliance
Ensure the compliance of 36-B of The Employees Provident Fund
Scheme, 1952.
36-B. Duties of contractors
Every contractor shall, within 7 days of the close of every month, submit
to the principal employer a statement showing the recoveries of
contributions in respect of employees employed by or through him along
with the copy of challan.
EPFO had Launched an online application for receipt of Electronic
Challan cum Return (ECR) [Clicke here]
EPFO has made it mandatory to submit online return and challan
using e-sewa and eReturn Tool for Employers.
ECR and Online Challan will be accepted as a proof of submission of
contribution by contractors for contract workers employed by him
Role & Responsibility of Contractor
Monthly Returns
Online Filing monthly PF returns with the EPFO within 15 days of
the close of each month, Submit a copy of ECR and Online challan
with Bill
1. Provide list of new employees joined in the establishment during the
preceding month & are qualified to become member in fund (Form-5)
2. Provide list of employees leaving service during the preceding month
(Form-10)
3. Employer should file 'Nil' returns if there is no new employee or no
employee leaving the service during the preceding month
4. Provide the total no. of members last month, new members joined and
existing members resigned in the preceding month & total no. of present
subscribers to be fund (Form-12A)

ECR serves the purpose of All four Points mentioned above.

Damages

Plus Penal interest on P.F. Dues @ 12%

 Penal Provision
Liable to be arrested without warrant being a cognizable
offence.
Defaults by employer in paying contributions or
inspection/administrative attracts damages
charges attract imprisonment upto 3 years and fines upto
Rs.10,000 (S.14).
For any retrospective application, all dues have to be paid by
employer with damages upto 100% of arrears (plus with
penal interest on amount due).

Example: 7-A
 Employees
State Insurance Act, 1948

Details information please visit

http://esic.nic.in
Coverage under the ESI Act, 1948
APPLICABILITY

Under Section 2(12) the Act is applicable to non-seasonal factories employing 10

or more persons.

Under Section 1(5) of the Act, the Scheme has been extended to shops, hotels,
restaurants, cinemas including preview theatres, road-motor transport
undertakings and newspaper establishments employing 20* or more persons.

Further under section 1(5) of the Act, the Scheme has been extended to Private
Medical and Educational institutions employing 20* or more persons in certain
States/UTs.

*Note: 14 State Govts. / UTs have reduced the threshold limit for coverage of
shops and other establishments from 20 to 10 or more persons. Remaining
State Governments/UTs are in the process of reducing the same.

The existing wage limit for coverage under the Act is Rs. 15,000/- per
month (w.e.f. 01/05/2010).
 ESI Scheme
All employees to insured under the ESI Scheme and provisions of
the Employees' State Insurance Act, 1948

Contribution & Benefit Period

1. Employees Contribution 1.75% of the Wages
2. Employers Contribution 4.75% of the Wages
Contribution towards the scheme on a monthly basis.

Contribution Period Benefit Period

1st April to 30th September 1st January to 30th June
1st October to 31st March 1st July to 31st Dec.

Half Yearly Return in Form-6

Form-3 Declaration to be submitted in 7 Days of Joining
 Employees Benefits under
Employees State Insurance Corporation

Under ESI Scheme, the comprehensive and need based

package of Social Security Benefits in Cash and kind
include the following:
1) Medical Benefit
2) Sickness Benefit
3) Maternity Benefit
4) Disablement Benefit
5) Dependent Benefit
6) Funeral Benefit ( Upto Rs.10000/-)
Principal Employer Vs Immediate Employer
Principal Employer e.g. GAIL
Immediate Employer e.g. Contractor providing security
services

Registration of Employers [Section 2A of the ESI Act]

The first step in the process is the obtaining of particulars about
each coverable factory/shop/establishment, and its identification
by allotment of a number i.e. Code No. by the R. O.

Subsequent step is the registration of employees of covered

factories by the R. O/L. O. and identifying them by allotment of a
number i.e., insurance number, and setting up of necessary
records for recording the benefits for which the insured
employee may be entitled under the Scheme according to
eligibility.
Registration of Employees
1. Temporary Identification Certificate (TIC): TIC which
is valid for 3 months and can be revalidated till a permanent
Identity Card is issued
2. Permanent Identity Card for Insured Persons (IPs) and a
separate Family Identity Card for families [past practice now
discontinued]
3. Combined Identity Cards (form 4) in place of separate
card for IPs and families [made within 3 months ]
4. Certificate of Employment - If an IP or a member of his
family requires medical care before his TIC is received back
from Ro / SRO / LO, he can obtain a Certificate of
employment from his employer on Form ESIC-86
How to check ESI Compliance
Visit http://www.esic.nic.in and visit the portal for
IP/Employer login on the left side menu
To check compliance in respect of
Employees
To check compliance in respect of
Contractors User Id and Password is
required
The employees Compensation Act 1923
Earlier called as
Workmens Compensation Act 1923

*only if not covered under ESI Act

OBJECTIVES
To provide compensation for workmen in cases of industrial accidents/
occupational diseases resulting in disablement or death.

COVERAGE
Persons employed in factories, mines, plantations, railways and other
establishments mentioned in Schedule II of the Act.

It does not include those in clerical capacity, in railways factories,

mines, plantations, mechanically propelled vehicles, loading and
unloading work on a ship, construction, maintenance and repairs of
roads and bridges, electricity generation, cinemas, catching or trading
of wild elephants, circus, and other hazardous occupations

ELIGIBLITY
The benefits are payable in respect of work-related injuries to the
workers dependents not covered by the ESI Act.
 Workmen's Compensation Act, 1923 or
Employees' Compensation Act 1923
If not covered under ESI Act
Employers Liability : To pay compensation to the employee on
death or personal injury, resulting into total or partial disablement or
occupational disease, caused to an employee arising out of and during
the course of employment.
All Employees to be Ensured

Amount of Compensation
In case of Death = 50% of the monthly wages of the deceased workman
multiplied by the relevant factor or an amount of
Rs. 1,20,000/-, whichever is more.
In case of permanent total disablement = 60% of the monthly wages of
the injured workman multiplied by the relevant factor or an amount of
Rs. 1,40,000/-, whichever is more.
Liability Calculation:
Employees/ Workmen's Compensation
Act

Maximum Liability = (60 % of Rs. 8000/-) X

(Relevant
Factor 226.38) at 18 Years of Age
= Rs. 10,86,624.00/-

The Contractor must have to obtain Employees/Workmen

Compensation Insurance Policy with the above value as sum
assured for extending legitimate social security benefits in case of
miss-happening during the tenure of contract.
 The Payment of Bonus Act, 1965

Section 8: Eligibility for bonus- Every employee shall be

entitled to be paid by his employer in an accounting year,
bonus, in accordance with the provisions of this Act, provided
he has worked in the establishment for not less than thirty
working days in that year.

Section10: Payment of minimum bonus- a minimum bonus

which shall be 8.33% of the salary or wage earned by the
employee during the accounting year or one hundred rupees,
whichever is higher, whether or not the employer has any
allocable surplus in the accounting year
The Payment of Bonus Act, 1965
Section 11: Payment of maximum bonus-
a maximum of 20%

Section 11: Payment of maximum bonus- All amounts payable

to an employee by way of bonus under this Act shall be paid
in cash by the employer.
(a) Where there is a dispute regarding payment of bonus
pending before any authority under Sec.22, within a
month from the date on which the award becomes
enforceable or the settlement comes into operation, in
respect of such dispute;
(b) In any other case, within a period of eight months
from the close of the accounting year
Maternity Benefit Act, 1961
OBJECTIVES
To provide for Maternity protection before and after
child birth.

Applicability to every factory or establishment in

which 10 or more persons are or were employed on
any day of the preceding twelve months.

Eligibility for Maternity Benefit: Has to work for 80

days in the preceding 12 months immediately
preceding the date of her expected delivery.
 The Maternity Benefit Act, 1961
There is no wage limit for coverage provided the woman is not
covered by the ESI Act.

Eligible for 12 weeks maternity benefit of which not more than

six weeks shall precede the date of her expected delivery.

Maternity benefit is paid at the rate of the average daily wage

for the period of her actual absence. The average daily wage
means the average of the womans wages payable to her for
the days on which she has worked during the period of three
calendar months immediately preceding the date from which
she absents herself.
The Maternity Benefit Act, 1961
Where a woman has delivered a child and dies during her delivery
or during the period immediately following the date of her
delivery for which she is entitled for the maternity benefit, leaving
behind in either case the child, the employer shall be liable for the
maternity benefit for that entire period but if the child also dies
during the said period, then for the days upto and including the
date of the death of the Child.
6 weeks leave with wages for tubectomy and two weks
immediately following the day of an tubectomy.
Nursing breaks Two times in the course of daily work till the
child attains 15 months.
Prohibition from dismissal for absence during pregnancy.
However, for Misconducts, forfeiting of Maternity Benefit and
Medical bonus permissible.
Payment of Gratuity Act,
1972
OBJECTIVES
To provide for payment of gratuity on ceasing to hold office.
It is payable at the time of termination of his services either
on superannuation
on retirement or resignation
on death or disablement due to accident or disease
retrenchment.

COVERAGE: Factories, mines, oil-fields, plantations, railway

companies, shops and establishments and also to other
establishments to which the law is extended

ELIGIBLITY : Five year continuous service is required for entitlement

of gratuity.

BENEFITS
15 days wages for every completed year of service or part thereof in
excess of 6 months subject to a maximum of Rs.10,00,000/-.
The seasonal employees are entitled to gratuity at a rate of 7 days
wage for each season.
 DEATH GRATUITY
(1) Gratuity shall be payable to an employee on the termination of his employment after he
has rendered continuous service for not less than five years, - (a) on his superannuation, or
(b) on his retirement or resignation, or
(c) on his death or disablement due to accident or disease : Provided that the completion of
continuous service of five years shall not be necessary where the termination of the
employment of any employee is due to death or disablement :
Provided further that in the case of death of the employee, gratuity payable to him shall be
paid to his nominee or, if no nomination has been made, to his heirs, and where any such
nominees or heirs is a minor, the share of such minor, shall be deposited with the controlling
authority who shall invest the same for the benefit of such minor in such bank or other
financial institution, as may be prescribed, until such minor attains majority.

Gratuity will be payable only on the cases of death during the currency of contract
and will be reimbursed to the contractor on submission of copy of proof on
disbursement of gratuity.
What minimum an HR, F&A executive
should so?
Take Copy of Labour License from Contractor before start
working with contract labour
Obtain PF Code and Check PF Compliance on EPFO
portal
Obtain EIC Code, if applicable and Check ESI Compliance
on ESIC portal
Obtain a copy of Insurance under WC/EC Act, if ESI is not
applicable.
Ensure Attendance register & Salary Register with salary
slip of Contract labourer available with the company
(Minimum wages to be paid )
What minimum an HR, F&A executive
should so?
Take copies of PF/ESIC paid challans from Contractor &
preserve them for future departmental Audit ( As a
principle employer if contractor does not pay then
company will be liable)
Maintain Labour License Expiry register of all contractor
working in the company to avoid legal obligations on
organization
How to resolve such issues, avoid their
occurrence and ensure compliances
HR Manager / HR Executive is responsible for ensuring
all compliances related to Labour Laws

HR Manager/ HR Executive has to ensure compliances

assigned to him and provide necessary information &
assistance to EIC

Dealing Manager or Engineer In-charge has to ensure

compliances related to Payment of Wages, Minimum
Wages, PF Deduction, Bonus, Maternity, etc.
What happens in the event of
Non-Compliance?
Fines

Penalties

Lawsuit

Loss of credibility

Loss of contract

Show cause notice to Directors / CMD

Closure of business

Future business
 Concept of fair wages
Sr.
Component of Wages and Social Security Quantum
No.
Basic Wages (A) = Minimum Wages as notified by the Central or State
1 A
Government whichever is higher
2 Contribution towards EPF/EPS/EDLI and Admn. Charges @13.61% of A

Contribution towards ESI or Policy under Employees Compensation @4.75% of A*

3
Act 1923 (incase ESIC non applicable) +Rate at Sl.No.8

Leave with wages (8 CL + 3 Gazetted Holiday+ 4 Festival Holiday + 15

4 @8.33% of A
Privileged/Earned Leave)
5 Uniform/ Safety Kits @6% of A
6 Annual Bonus @8.33% of A
7 Payment of Gratuity on Death @ 4.81% of A
8 Compensatory Off/ Overtime @14.4% of A
4 x [50% of
9 Displacement Allowance (ISMW ACT)
A(twice)]
Sleeper Train
10 Journey Allowance [ISMW ACT]
Fare
Definition of Wages under The Minimum
Wages Act, 1948
wages means all remuneration capable of being expressed in terms of
money which would if the terms of the contract of employment express
or implied were fulfilled be payable to a person employed in respect of
his employment or of work done in such employment and includes
house rent allowance but does not include

the value of - (a) any house accommodation supply of light water

medical attendance or (b) any other amenity or any service excluded by
general or special order of the appropriate government;
any contribution paid by the employer to any person fund or provident
fund or under any scheme of social insurance;
any traveling allowance or the value of any traveling concession;
any sum paid to the person employed to defray special expenses entailed
on him by the nature of his employment; or
any gratuity payable on discharge;
 Definition of Wages under The Payment of
Wages Act, 1936
wages means all remuneration (whether by way of salary allowances or otherwise)
expressed in terms of money or capable of being so expressed which would if the
terms of employment express or implied were fulfilled by payable to a person
employed in respect of his employment or of work done in such employment and
includes
(a) any remuneration payable under any award or settlement between the parties or
order of a court;
(b) any remuneration to which the person employed is entitled in respect of overtime
work or holidays or any leave period;
(c) any additional remuneration payable under the terms of employment (whether
called a bonus or by any other name);
(d) any sum which by reason of the termination of employment of the person
employed is payable under any law contract or instrument which provides for the
payment of such sum whether with or without deductions but does not provide for
the time within which the payment is to be made;
(e) any sum to which the person employed is entitled under any scheme framed
under any law for the time being in force, but does not include [continued]
[continued] but does not include
(1) any bonus (whether under a scheme of profit sharing or otherwise)
which does not form part of the remuneration payable under the terms
of employment or which is not payable under any award or settlement
between the parties or order of a court;
(2) the value of any house-accommodation or of the supply of light
water medical attendance or other amenity or of any service excluded
from the computation of wages by a general or special order of the State
Government;
(3) any contribution paid by the employer to any pension or provident
fund and the interest which may have accrued thereon;
(4) any travelling allowance or the value of any travelling concession;
(5) any sum paid to the employed person to defray special expenses
entailed on him by the nature of his employment; or
(6) any gratuity payable on the termination of employment in cases
other than those specified in sub-clause (d).
Definition of Wages under Employees Provident
Fund and Miscellaneous Provisions Act, 1952
basic wages means all emoluments which are earned by an
employee while on duty or on leave or on holidays with wages in
either case in accordance with the terms of the contract of
employment and which are paid or payable in cash to him but
does not include :

(i) the cash value of any food concession;

(ii) any dearness allowance (that is to say all cash payments by

whatever name called paid to an employee on account of a rise in
the cost of living) house-rent allowance overtime allowance
bonus commission or any other similar allowance payable to the
employee in respect of his employment or of work done in such
employment;

(iii) any presents made by the employer;

Definition of Wages under ESI Act
wages means all remuneration paid or payable in cash to an
employee, if the terms of the contract of employment, express or
implied, were fulfilled and includes any payment to an employee in
respect of any period of authorised leave, lock-out, strike which is not
illegal or layoff and] other additional remuneration, if any, paid at
intervals not exceeding two months], but does not include
(a) any contribution paid by the employer to any pension fund or
provident fund, or under this Act ;
(b) any travelling allowance or the value of any travelling concession ;
(c) any sum paid to the person employed to defray special expenses
entailed on him by the nature of his employment ; or
(d) any gratuity payable on discharge ;
Definition of Wages under Contract
Labour Act, 1970
wages shall have the meaning assigned to it in clause (vi)
of section 2 of the Payment of Wages Act, 1936 (4 of 1936)

Payments considered as Wages under ESI Act

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Payments considered as Wages under ESI Act
WAGES NOT WAGES

a) Suspension Allowance/Subsistence Allowance a) Washing allowance if the sum is paid

is wages to defray special expenses entailed by the
nature of employment is not wages.

b) Overtime allowance is wages for payment of b) Annual Bonus is not wages if the
contribution only but not for determination of periodicity of the payments is more than
employee u/s 2(9) of the Act. 2 months.

c) Inam is wages when it is paid for special skill c) Incentive Bonus: Incentive Bonus is
or higher responsibilities or where the employer not wages if the periodicity of the
has no right to withdraw or revise it payments is more than 2 months.

d) 'Lay Off' pay is wages. d) Production Bonus is not wages

provided periodicity of the payment is
more than 2 months.
Payments considered as Wages under ESI Act
WAGES NOT WAGES

e) House Rent Allowance is wages.
e) Inam is not wages where the employer
has right to withdraw at his discretion
and where there is scheme of Inam in
writing but still employer might be
making payment under the head Inam
on the basis of some understanding
between the parties and the periodicity
of payment is beyond 2 months.

f) Night Shift/Heat/Gas/Dust Allowance is f) Annual Commission is not wages.

wages.

g) Conveyance Allowance is wages which arises g) Service Charges is not wages when it
out of contract of employment from 1.4.02 as per is collected as tips.
Hqrs. letter dated 21.3.02
Payments considered as Wages under ESI Act
WAGES NOT WAGES

h) Medical Allowance is wages when it is not re- h) Salary drawn by the

imbursed. proprietor/partners and contractor
himself.

i) Newspaper Allowance is wages when it is not i) Ex-gratia payment in lieu of annual

re-imbursed. bonus

j) Education Allowance is wages when it is not j) Payment made towards Saving

re-imbursed. Scheme is not wage

k) Drivers Allowance is wages. k) Hamalies or collies employed at a

particular time outside factory premises
are not employee.
Payments considered as Wages under ESI Act
WAGES NOT WAGES

l) Food, Meal, Tiffin and Lunch allowance is L) Expenditure on annual servicing of

wages when it arises out of contractual machines (contract for service), no
agreement. contribution payable.

m) Gazetted Allowance is wages m) Commission to Dealers/Agents, no

contribution payable

n) Wages and Dearness Allowance for un- n) Payment made to institutions having
substituted holidays is wages separate legal entity no contribution
payable

o) Interim Relief is wages. o) Service Contract with organization for

annual maintenance of machinery /
equipments as part of service contract
will not attract ESI contribution.
Payments considered as Wages under ESI Act
WAGES NOT WAGES

p) Attendance Bonus is wages provided the p) Payment made to the Lawyers,

periodicity is not more than 2 months Engineers, Counselor and Chartered
Accountant is not wages.

q) Hamalies or collies at a particular time in the q) Payment made to Rickshwaw-pullers,

premises of the employer is employee and Hathairy pullers and truck operators
contribution is payable. (including loading and unloading charges
when the loaders / unloaders are the
employee and truck operators are not
employee u/s 2(9) and no contribution
is payable.
Payments considered as Wages under ESI Act
WAGES
r) Short period contract for service electrician,
carpenters, plumbers, repair work if the work is
done within the factory premises, contribution is
payable in respect of employees.
NOT WAGES
r) The following items will not form part
of wage either for the purposes of u/s.
2(9) or u/s 2(22) of the ESI Act.
1) Payment made on account of
unavailed leave at the time of discharge
(2) Commission on advertisement
secured for newspaper if not paid to the
regular employees (3) Fuel Allowance /
Petrol Allowance (4) Entertainment
Allowance (5) Shoes Allowance (6)
Payment made on account of gratuity /
discharge / retirement (7) Payment
made on encashment of leave.
Payments considered as Wages under ESI Act
WAGES

s) The following items may be considered as Wages :- (1) Matinee allowance paid to the
cinema employee (2) Shift allowance (3) Location allowance paid in addition to D.A. to
meet the high house rent (4) Compensatory allowance (5) Cash handling allowance paid to
Cashier (6) Supervisory allowance (7)Additional pay paid to training staff (8) Charge
allowance (9) Steno/typist allowance (10) Plant allowance (11) Computer allowance (12)
Gestetner/Photo copies/printers allowance (13) Personal /special allowance (14) Machine
allowance (15) Canvassing allowance (16) First aid allowance (17) Personal allowance for
skill, efficiency or past good records (18) Area allowance for high cost living (19) Ex-gratia
payment if payment is made within an interval of 2 months.
(20) Conveyance all w.e.f. 01.04.02 (21) Food/Tiffin/Meal all w.e.f. 06.05.03
Coverage of workers engaged by the outside agencies / job contractors in connection with
the work of the principal employer outside the premises. For the purpose of verification
and inspection, the details in respect of these employers/ employees should be furnished
by the Principal Employer in proforma prescribed in Annexure-I.
THANK YOU!