Other registrations

S L I D E 2
OUR SERVICE
01. Labour Registrations 02. ESI Registration 03. PF Registration
Our Experts will help you in providing services to the people to easily Start & Grow
their business in other registrations from Labour Registration to PF Registration.

S L I D E 3
LABOUR REGISTRATION
Labour Registration Act is a state-specific law which is varies from state to state.
Most of the State Governments have passed their own law through the legislature
assembly or some other State Government have adopted legislation on Shops and
Establishment Act.
We are providing professional services in the matter of registration of the establishment
and compliance with various provisions which may be required under respective Shops
and Establishment Act.

S L I D E 4
D I F F E R E N T T Y P E S O F A C T S F O R L A B O U R R E G I S T R A T I O N
LABOUR REGISTRATION
S h o p s & E s t a b l i s h m e n t A c t
C o n t r a c t L a b o u r A c t
B u i l d i n g & O t h e r C o n s t r u c t i o n
W o r k e r s A c t

S L I D E 5
P r i n c i p a l E m p l o y e r R e g i s t r a t i o n U n d e r
I n t e r s t a t e M i g r a n t W o r k m a n A c t
L i c e n s e t o a C o n t r a c t o r f o r E m p l o y i n g
M i g r a n t W o r k e r s u n d e r I n t e r s t a t e M i g r a n t
W o r k m a n A c t
M o t o r Tr a n s p o r t W o r k e r s A c t

S L I D E 6
SHOPS & ESTABLISHMENT ACT
Every shop and establishment needs to register itself compulsorily under this Act within 30 days of commencement
of work. As this is such a basic license, many other licenses require this as proof of a commercial business. For
example, most of the banks will require you to furnish it, if you want to open a current account.
When an entity employs people who may be casual workers, full time employees, contract based etc., to regulate
the work conditions and ensure the workers’ rights are protected, it is mandatory to get registered under the
Shops and Establishments Act, informally called Shop License.
When License Required
Who are Eligible
Individuals running a shop or having an office or
place where they are carrying out business activity
All entities having an office (and/or branch) where
any commercial activity is being carried out

S L I D E 7
C H E C K L I S T
01. Name Board Photograph of the particular shop or establishment.
02. List of Employees.
03. Copy of Rental deed or sale deed of the particular shop or establishment.
04. I.D. proof of the employer.
05. One passport size photograph of the employer.
06. Certificate of Incorporation.
07. Memorandum & Articles of Association in case of Companies.
08. Details of Employees and their Wages (In Excel Sheet).

S L I D E 8
IMPORTANT POINTS
Every Indian state has enacted certain rules and
regulations with regard to conditions of work. The
objective is to secure uniform benefits for
employees working in different establishments,
from shops, commercial establishments and
residential hotels to restaurants, theatres and
other places of public amusement or
entertainment.
OBJECTIVES
Under the Shop and Establishment
Act, every business has to seek
approval from Department of Labour
and keep up-to-date registers
regarding details of employment, fines,
deductions and advances, salaries
and holidays.
RECORDS TO BE MAINTAINED
Timeline : 15 days from the Date of Application

S L I D E 9
CONTRACT LABOUR ACT
The Contract Labour (Regulation and Abolition) Act, has been enacted by the
Indian Legislature from the year 1970.
The Act intends to prohibit the employment of contract labour in certain circumstances
and to regulate the working conditions of contract labour during employment.
Every establishment which proposes to employ contract workers for its work is
required to obtain a certificate of registration from the appropriate Government.
A contractor is a person who takes over the responsibility to produce a given result for
the establishment, other than a supply of goods or services of manufacture to such
establishment, through contract labour or the person who provides contract labour for
any work of the establishment and includes a sub-contractor.

S L I D E 1 0
APPLICABILITY & NOT APPLICABILITY
THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT APPLIES TO THE FOLLOWING ENTITIES:
It applies to any establishment in
which twenty or more workmen are
employed on any day of the of the
accounting year as contract labour.
It does not apply to the establishments
if any work not performed for more
than one-twenty days in a year.
It applies to any contractor who
employs or who employed twenty
or more workers on any day of the
accounting year.
It does not apply to the establishments
situated in the Special Economic Zone
(SEZ).
Also, it does not apply to the
establishments if any work
performed in the intermittent nature.
It does not apply to the establishments if
any work performed in the seasonal
nature for more than sixty days in a year.

S L I D E 1 1
C H E C K L I S T
01. Name and address of the contractor.
02. Nature of Work.
03. Number of Contract Labour engaged.
04. Date of commencement of contract work.
List of Contractors including the following details
T I M E L I N E
30 days as from the date of submission of the application.

S L I D E 1 2
RESPONSIBILITIES OF EMPLOYER
To get the registration of the
Establishment.
To retrieve the expenses
involved from the contractor
through bills payable.
To engage workers only
through licensed
contractors. The notice
showing the name and
address of the Inspector in the
language of both English and
Local Language, the rate of
salary, date of payment.
The principal employer has to
choose a representative to be
present at the time of
disbursement of wages to the
contract workers.
It is the duty of such
representative has to certify
the amount paid as wages in
the wage-register.
Report the details relating to
contract labour when the
inspector requires.
To send the information
relating Annual Return (Form
XXV) to licensing authority by
15th February.
To submit returns for each
contractor within 15 days of
start or completion of work
(Form VIA).

S L I D E 1 3
RESPONSIBILITIES OF CONTRACTOR
To get approval from the
Employer.
To obtain a License from the
Licensing Authority.
To submit the monthly printed
bill to the firm for payment of
the work done by him starting
from the day of the month.
To present the Name of the
Inspector, Wages paid &
Abstract of the Act.
To maintain Muster roll,
Wages, Deductions, Overtime,
Fines, Advance, Wage slips,
Registers under Section 29.
To provide Welfare and Health
facilities such as Canteens, if
labour is above a hundred
members restrooms has to be
compulsorily provided and also
drinking water, urinals, latrines,
first aid under section 19.
To disburse the salaries in the
presence of the representative
of the employer.
To distribute employment
cards to all the workers by
three days of the start of work.

S L I D E 1 4
BUILDING & OTHER CONSTRUCTION
WORKERS ACT
This Act applies to every establishment which employs, or had employed on any day of the
preceding twelve months, ten or more building workers in any building or other construction work.
Applicability
Every employer shall,—
(a) in relation to an establishment to which this Act applies on its commencement, within a period of sixty
days from such commencement; and
(b) in relation to any other establishment to which this Act may be applicable at any time after such
commencement, within a period of sixty days from the date on which this Act becomes applicable to
such establishment.
When License required

S L I D E 1 5
C H E C K L I S T
01. Details of Construction Workers.
02. Nature of Work.
04. Notice of Commencement of Building or other construction work.
03. Date of commencement of construction work.
TIMELINE
15 days from the date of submission of the application

S L I D E 1 6
PRINCIPAL EMPL O YER REG IST RAT IO N UNDER
INT ERSTAT E MIG RANT WO RKMAN ACT
If an establishment employs five or more inter state migrant workmen in a day
during the year, then this act will apply.
Applicability
Inter State Migrant Workmen means a person for whom appointment by a contract is
given in one state for employment in any establishment situated in another state.
And also “Inter-State Migrant Workman” means any person who is recruited by or
through a contractor in one State under an agreement or other arrangement for
employment in an establishment in another State, whether with or without the
knowledge of the principal employer in relation to such establishment.

S L I D E 1 7
C H E C K L I S T
01. Name and address of the contractor.
02. Nature of Work.
03. Number of Contract Labour engaged.
04. Estimated date of commencement of contract work and date of completion.
05. Phone Number of each contractor.
06. ID and Address proof of the Principal Employer.
List of Contractors including the following details
TIMELINE
30 days from the date of submission of the application.

S L I D E 1 8
L ICENSE TO A CO NT RACTOR F O R EMPL O YING MIG RANT
WO RKERS UNDER INT ERSTAT E MIG RANT WO RKMAN
ACT
If an establishment employs five or more inter state migrant workmen in a day during
the year, then this act will apply.
Applicability
Inter State Migrant Workmen means a person for whom appointment by a contract is
given in one state for employment in any establishment situated in another state.
And also “Inter-State Migrant Workman” means any person who is recruited by or through
a contractor in one State under an agreement or other arrangement for employment in an
establishment in another State, whether with or without the knowledge of the principal
employer in relation to such establishment

S L I D E 1 9
C H E C K L I S T
01. Copy of Certificate of Registration granted to the Principal Employer.
02. Form No.VI issued by the Principal Employer.
03. Estimated date of Commencement and Completion of Contract work.
04. Copy of agreement or work order entered in between the Principal Employer and contractor.
05. Joint Undertaking both by Principal Employer and Contractor stating for payment of notified minimum
wages to the contract labour engaged by them.
TIMELINE

S L I D E 2 0
MOTOR TRANSPORT WORKERS ACT
It applies to every motor transport undertaking employing five or more motor
transport workers.
Applicability
Every employer of a motor transport undertaking to which this Act applies
shall have the undertaking registered under this Act.
An application for the registration of a motor transport undertaking shall be made by the
employer to the prescribed authority in such form and within such time as may be
prescribed.
Where a motor transport undertaking is registered under this Act, there shall be issued
to the employer a certificate of registration containing such particulars as may be
prescribed.

S L I D E 2 1
C H E C K L I S T
01. Permit obtained for first vehicle from Road Transport Authority.
02. I.D. and address proof of the employer.
03. Details of Routes the vehicles will be operating such as Source,
Destination, Kms, etc., if more than Five Routes, then upload in a separate
document.
TIMELINE

S L I D E 2 2
ESI REGISTRATION
ESIC stands for Employees’
State Insurance Corporation.
ESI is a self-financing health
insurance and social security
scheme mainly established for
employees earning Rs. 21000
or less per month.
Enacted by the legislature,
Employees’ State Insurance
Act, 1948, has introduced
several schemes to provide
various medical as well as
cash benefits to employees
and their family.
As per the provisions of Employees’
State Insurance Act, 1948, it is
mandatory for all the companies with
ten or more than ten employees to
obtain ESIC registration.
ESI is established under the
Ministry of Labour and
Employment, Government of
India.

S L I D E 2 3
CONTRIBUTIONS OF ENTITIES TO THE ESI
Whether it’s an employee or employer, both are
required to contribute to ESI to be eligible for
availing the benefits provided under the scheme.
C o n t r i b u t i o n s
Employees
Employers
The contributions made by them are
as follows:
Contribution of Employees
Employees need to contribute 1.75% of their salary to
the government. However, from 1st July 2019, the ESI
contribution will reduce to 0.75%.
Contribution of Employers
The total contribution from employers should be 4.75%,
which is going to be reduced to 3.25% from 1st July 2019.

S L I D E 2 4
FOR WHICH ESTABLISHMENTS, ESI REGISTRATION IS MANDATORY?
Medical Institutions,
Educational Institutions
(Private).
Newspaper
Establishments.
Roadside Motor
Transport
Establishments.
Hotels or restaurants
providing services but not
involved in any manufacturing
activity.
Shops, Cinemas.
The Act have enlisted above some establishments for
which ESI registration is obligatory.

S L I D E 2 5
BENEFITS OF OBTAINING ESIC REGISTRATION IN INDIA
Medical benefits to the employee and his/her family members
Maternity benefits to pregnant women (paid leaves)
In any year, if the employee has any certified illness lasting for a
maximum of 91 days, then he will be provided with sickness
benefits at the rate of 70%.
If the employee dies during the working hour, then 90% of his/her
salary would be given to his/her dependent every month.
The same applies in the case of any disability.
Medical expenses for old age care, Funeral Expenses.
ESIC was introduced to provide several benefits to the employees working under specific establishments.

S L I D E 2 6
DOCUMENTS REQUIRED FOR ESIC REGISTRATION
01. Copy of PAN, Copy of GST Registration(If Any).
02. Form 1- Employer’s Registration.
03. List of employees along with their date of joining and rate of salary.
04. MOA & AOA of the company, Certificate of Incorporation.
05. Partnership deed, applicable in case of Partnership.
06. Copy of Factory/Shops & Establishment Act Registration.
07. Latest bank statements, 2 passport-sized photographs.
08. Declaration form of each employee, Copy of any other registrations as required.
09. Digital Signature Certificate(DSC) Class II of Employer.

S L I D E 2 7
IMPORTANT POINTS
An ESI code is a 17 digit unique identification number allotted
to all the registered establishments and units.
Employers need to apply for Form 01 within 15 days after the
act applies to the establishment or the unit
Every employer who falls in the certain categories as discussed
above is mandatorily required to obtain ESIC registration.
All Employers who are having ESI Registration required to file ESI
Returns half yearly – within 42 days from the end of half Financial
Year

S L I D E 2 8
EPF REGISTRATION
Employees’ Provident Fund
(EPF) is a scheme that runs
under the Employees’ Provident
Funds and Miscellaneous
Provisions Act, 1952. The
EPFO (Employees’ Provident
Fund Organization) is the
concerned governing body
which regulates the EPF
Scheme.
EPF is more like a benefit
offered to employees by the
employer at the time of their
retirement. Therefore, every
employer who has 20 more
employers working in his/her
organization needs to obtain
EPF registration mandatorily.
Both the employer and employee
have to make PF contribution in an
equal ratio. The total PF contribution
made by the employer and
employee should be 12%.
The employer has to make a PF
contribution of 12% of the basic
salary plus dearness allowance
and retaining allowance. An
equal contribution is required for
the employee as well.

S L I D E 2 9
ELIGIBILITY CRITERIA FOR EPF REGISTRATION FOR EMPLOYERS IN INDIA
If the number of employees is
less than 20, the establishment
can also choose voluntary
registration. But the deduction, in
this case, would be 10%.
Any establishment with less than 20
employees has received a notice for
compulsory registration for not less
than two months
For any other establishments with 20 or
more employees or class of such
establishments which the Central
Government may specify through a
notification in the Official Gazette
The factory which
contains 20 or more
employees.
In order to obtain EPF registration, the employer must
fulfill the criteria as listed above:

S L I D E 3 0
BENEFITS OF HAVING PF REGISTRATION
Pension Coverage:
Covering Financial Risks:
Emergency Fund:
Apart from employees’ contribution, the employer
too adds an equal amount of EPF, which is
inclusive of the Employee Pension Scheme
(EPS). Hence, EPF helps in saving the right
amount of pension money.
If the employee falls ill or die or retire, PF can
help his dependents by covering the financial
risk in such cases.
In case of any mishaps, weddings, or
emergency, EPF can be of great help.

S L I D E 3 1
Employee Deposit Linked Insurance Scheme:
Single Account:
Long-Term Goals:
Every individual with a PF account can avail the benefits of
this scheme. It requires 0.5% of the salary deduction.
Even if the employee changes his
organization, he/she can carry on the same
account in other organizations as well.
The provident funds could result quite helpful
if carried for the long term. It can be useful
while buying a property, etc.

S L I D E 3 2
DOCUMENTS REQUIRED FOR EPF REGISTRATION
01. PAN card of the company or firm or society or trust, Copy of the cancelled cheque.
02. Certificate of Registration, applicable for Partnership Firms, Proprietorship, LLP, Private and Public Limited Companies.
03. Partnership Deed, in case of the Partnership Firm.
04. PAN card of the Directors or Partners or Proprietor, DSC of Employer.
05. Copy of AADHAR Card or Voter ID card of the Director/Proprietor.
06. MOA and AOA of the company, MOA and Bye-laws of the Society and Trust.
07. Certificate of GST registration, if applicable.
08. First sale bill, First purchase bill of machinery and raw material.
09. Salary of the employees, Date of joining of the employee along with the date of birth and father’s name.
10. List of the monthly strength of the employees count, Name of the bankers and the Bank’s address.

S L I D E 3 3
IMPORTANT POINTS
Apart from the employees’
contribution to the EPF scheme,
employers also contribute which
goes to the Employee Pension
Scheme (EPS). Therefore, if you
hold a PF account, you will surely
get it as a pension when you
retire.
The PF contribution rate for both
employees and employers is
12% of the salary.
The employer is supposed to
contribute 12% of the basic
wages in addition to dearness
allowance and retaining
allowance.
However, if the employees’ count
in the organization is less than
20, then the PF contribution rate
is 10%.

S L I D E 3 4
PROVIDENT FUND PAYMENTS AND
RETURNS
Provident Fund is a social security system that was introduced for the
purpose of encouraging savings among employees, so as to benefit them
during the course of their retirement.
Contributions are made by the employer and the employee on a monthly
basis. PF contributions can only be withdrawn by the employee at the time
of his/her retirement, barring a few exceptions.
All employers having PF Registration are responsible to file returns on a monthly
basis. The filing of returns must be completed by the 25th of each month.
All employers having PF Registration, then the collected PF contribution payment to be
made to the government by 15th of each month.

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