ESI Registration for Employees - Quick & Hassle-Free Process

Legal Provisions of ESI

Registration Requirement

It is the statutory responsibility of the employer under Section 2A of the Act read with Regulation 10-B, to register their Factory/Establishment under the ESI Act within 15 days from the date it crosses the employee threshold of 10.

Contribution

The total contribution for a subscriber is 5 percent, which is split between the employer at 4 percent and the employee at 1 percent of their salary (basic plus allowances).

Employees Covered

The employees covered under this scheme are whose monthly wage does not exceed INR 21,000.

Due Date of Contribution

Contribution shall be paid in respect of an employee in a bank duly authorized by the Corporation within 15 days of the last day of the calendar month in which the contribution falls due for any wage period.

Benefits of Employees

Registration under this ESI Scheme ensures availability of a wide range of medical, monetary and other benefits to the employees. These facilities help in improving and boosting the health, morale, performance, and retention and progress of employees.

Maternity Benefits to Women

The ESI scheme provides maternity benefits at the rate of full wage subject to an insured woman’s contribution for at least 80 days in the preceding two consecutive contribution periods.

Process of ESI Registration

The Ministry of Labour & Employment has developed a unified Web Portal 'Shram Suvidha' portal for registration under The Employees Provident Funds And Miscellaneous Provision's Act (EPF) Act-1952. User is required to register himself on the same.

After Employer Registration, DSC Registration is required for submitting a fresh application for EPF Registration.

The application needs to be filled where all the basic details are required to be entered such as Name of Entity and PAN etc.

After filling the application, final submission is made on the portal. Thereafter, registration certificate is issued by the department.

Who should get this registration?

ESI Registration is required when a company/firm/organisation employs 10 or more persons, with individual wage/salary falling under the threshold limit of INR 21,000 per month. After registration, ESIC gives recognition to the employing entity and its employees through allotting a seventeen-digit unique identification code.

Why should you get this registration?

Medical benefits and facilities to employees and their families.
Sickness benefits in the form of salary @70% in case of certified sickness lasting for a maximum of 91 days in a year.
Maternity benefits to pregnant women employees in the form of paid leaves for three months.
90% of salary of deceased employee paid to his/her dependents every month in case of death of an employee caused by any occupational hazard.
Old age care medical expenses met.
Disability to work paid @90% of the monthly salary of the concerned employee.

Documents/ Details required for ESI Registration

Registration Certificate

Registration Certificate obtained either under the Factories Act or under the Shops and Establishment Act.

Certificate of Incorporation

Certificate of Incorporation in case of Company; Partnership Deed in case of Partnership.

List of shareholders and directors

List of shareholders and directors of the company.

Memorandum and Articles

Memorandum and Articles of Association in case of the company.

Cancelled Cheque

Cancelled Cheque of Bank Account of the Company.

Address Proof

Address Proof, PAN Card, and updated Bank Statement of the business entity.

Register Containing Attendance

Employees PAN Card

PAN Card of all the employees working in the entity.

Compensation Details

Compensation Details of all the employees.

List of all the employees

List of all the employees working in the establishment.

What Our Clients Say

Discover why businesses love working with Startup Movers!

Really happy with the professional way in which the work has been done (y). Worked with other CA’s previously, Startup movers were the best one- whom we worked with

Jani Pasha
CEO - Lokal App

Excellent service at affordable prices. They are very punctual and work really hard to get the job done.

Mr. Puranjay Singh
CEO - Mystery Monks

These guys are really good particularly their secretarial part. Very professional very prompt.

Nikhil
Cofounder - Finbox

Excellent!!…. Excellent!..
Startup Movers helped us with our company incorporation & re-correction was done quickly and everything that goes with it has done good.

Karishma
CEO - Cavaxion

The best part about working with StartUp Movers is that they understand the DNA of a startup very well, and are flexible in their approach. This makes them very compatible partners for any start-up.

Chetan Kapoor
Edulever

I have had great experience with Shivani. Right now the only structured department in my organisation is Finance, grateful to the team of startup movers.

Kirti Goel
COO, P-Tal

These guys are very professional and perfect in their areas of expertise. They know their customers’ pain point very well. From company registration to compliances, they have delivered the best. For an early stage startup, these guys act as a “Virtual CFO”.

Nav Agarwal
Pep.live

Working with the Startup Movers team has been extremely great in all aspects. These guys are the best at the best affordable prices in the market.

Nikhil Kumar Parmar
Datapeace AI

We wanted to setup employee benefit plans such as ESOP for our startup and startup movers team were the perfect fit to do those policy drafting and helping with the correct statutory filing. They have framed the policy as a perfect fit for our requirement and in very timely manner.

Ankur Arora
Idan Motor

Since the start of my entrepreneurship journey, Start-up Movers have been managing our Secretarial Compliance (including fundraising compliances), and financial compliance (such as GST, TDS, PF/ ESI, PT) The team has been phenomenal. They are well-versed with all MCA rules and regulations.

Ankur Goyal
Seamless

So far

Achievements

10 +

Years of Experience

3000 +

Startups Served

80 +

Team of Experts

3 +

Unicorns Produced

Frequently asked questions

Everything you need to know about the product and billing.

Yes. The exemption is permissible from the operation of provisions of the Act subject to the condition that the employees in a covered factory or establishment are otherwise in receipt of benefits substantially similar or superior to those provided under the ESI Act. The appropriate Government may grant exemption to such factory or establishment for a period of one year at a time prospectively in consultation with ESI Corporation. An exempted application unit has to apply for renewal three months before the date of expiry of the prior exemption.

An employer who fails to pay the contribution within the limit prescribed under Regulation 31, shall be liable to pay simple interest at the rate of 12% per annum in respect of each day of delay or default in payment of contribution.

Following entities are covered for getting the ESIC Registration done basis the notification issued by the Government under Section 1(5) of the Act:

Shops
Restaurants or Hotels engaged in sales
Cinemas
Road Motor Transport Establishments
Newspaper Establishments, not covered under Factories Act
Private Educational Institutions

Once a factory or an Establishment is covered under the Act, it continues to be covered notwithstanding the fact that the number of persons/ coverable employees employed therein at any time falls below the required limit or there is a change in the manufacturing activity.

In case the wages of an employee are increased from a retrospective date resulting in crossing the wage limit prescribed, its effect on coverage of that employee is only after expiry of the Contribution period during the currency of which such increase is announced or declared. The contribution on enhanced wages is also payable from the month in which such increase is announced. There is no need to pay the contribution on the arrears for the period prior to the month of declaration/ announcement/ agreement.

Any sum deducted by the Principal employer from wages under the ESI Act shall be deemed to have been entrusted to him by the employee for the purpose of paying the contribution in respect of which it was deducted as per Section 40 (4) of the ESI Act,1948. Non-payment or delayed payment of the Employee’s contribution deducted from the wages of the employee amounts to ‘ Breach of trust’ and is punishable under IPC 406, 409 and also an offence u/s 85 of ESI Act.

For ESI compliance the employer has to maintain following records:

Muster roll, wage record and books of Account maintained under other laws.
Accident Register in new Form-11.
An inspection book.
The immediate employer is also required to maintain the Employees’ Register for the employees deployed to the principal employer.

ESI Registration