Comprehensive employment law compliance services. We help businesses navigate EPF, ESI, Shops and Establishment, contract labour, and multi-state compliance requirements across India.
India has one of the most comprehensive and complex labour law frameworks in the world, comprising numerous central and state-level legislations that regulate every aspect of employment. From the Employees Provident Funds Act and Employees State Insurance Act to the Shops and Establishments Acts and Contract Labour legislation, businesses operating in India must navigate a multi-layered regulatory environment to maintain full compliance. The recent consolidation of labour laws into four labour codes — Code on Wages 2019, Industrial Relations Code 2020, Code on Social Security 2020, and Occupational Safety, Health and Working Conditions Code 2020 — is expected to further reshape the compliance landscape, though implementation across states is still in progress.
Non-compliance with labour laws can result in significant penalties, including monetary fines, imprisonment of officers, prosecution proceedings, labour disputes, and reputational damage. The labour authorities in India conduct inspections and audits to ensure compliance, and any irregularity can lead to disruption of business operations. For businesses operating across multiple states, the challenge is amplified due to varying state-level requirements, registration processes, and compliance timelines that differ from one jurisdiction to another.
At ComplianceBridge Advisory, we provide end-to-end labour law compliance management for businesses of all sizes — from startups and SMEs to large corporates and multinational companies operating in India. Our team of qualified professionals handles statutory registrations, compliance filings, return submissions, record maintenance, and ongoing advisory for all central and state-level labour laws. We work proactively to identify compliance gaps, mitigate risks, and ensure that your workforce management practices are fully aligned with applicable legal requirements.
Mandatory social security contribution for eligible establishments with 20 or more employees under the EPF Act, 1952.
EPF registration is mandatory for every factory and establishment with 20 or more employees engaged in industries specified in Schedule I of the EPF Act. For establishments not covered under Schedule I, registration becomes mandatory when they employ 20 or more persons. The EPF scheme covers employees drawing monthly wages up to Rs 15,000. We handle the complete registration process including obtaining the employer code number, setting up EPF accounts, and enrolling eligible employees in the scheme.
Employers are required to deposit EPF contributions (both employer and employee share) by the 15th of the following month. Monthly Electronic Challan cum Return (ECR) must be filed through the EPFO portal. Annual returns including Form 5A, Form 10, and other prescribed returns must be filed within the prescribed timelines. We manage the complete EPF return filing cycle, ensuring timely deposit of contributions and accurate return submissions.
Comprehensive ESI compliance management for establishments with 10 or more employees earning up to Rs 21,000 per month.
The Employees State Insurance Act, 1948 provides a self-financing social security scheme covering employees earning up to Rs 21,000 per month. ESI is applicable to establishments with 10 or more employees in some states and 20 or more in others. The employer contributes 3.25% and the employee contributes 0.75% of wages to the ESI fund. We handle ESI registration, employee enrollment, and ensure compliance with all ESI Corporation requirements across applicable states.
ESI provides comprehensive benefits including medical benefits, sickness benefits, maternity benefits, disability benefits, and dependent benefits. Employers must ensure timely deposit of contributions, filing of half-yearly returns, maintenance of prescribed registers, and coordination with ESI Corporation for inspections and audits. We assist with benefit claims, objection handling, and ensure that the establishment maintains full compliance with all ESI requirements throughout the year.
State-specific compliance requirements for shops, commercial establishments, and businesses under the Shops and Establishment Acts.
Every shop and commercial establishment must be registered under the respective state Shops and Establishments Act within 30 days of commencement of business. The registration certificate must be renewed as prescribed by the state legislation. Key information required includes the name of the establishment, name of the employer, address, category of establishment, number of employees, and other details as prescribed. We handle registrations across all Indian states and union territories.
Beyond registration, shops and establishments must comply with various operational requirements including working hours (typically 8-9 hours per day, 48 hours per week), mandatory rest intervals, weekly holidays, annual leave with wages, night shift regulations, employment of women, and record maintenance. We help establishments implement compliant employment practices, maintain prescribed registers and records, and ensure adherence to all operational requirements under the applicable state legislation.
Compliance with contract labour regulations, payment of wages, minimum wages, and industrial dispute requirements.
The Contract Labour (Regulation and Abolition) Act, 1970 applies to establishments with 20 or more contract workers. Principal employers must register their establishment, and contractors must obtain a licence. Compliance requirements include payment of contract workers at least the minimum wages, provision of canteen and rest rooms where required, maintenance of prescribed registers, and ensuring that contract labour is not employed in core and permanent nature activities. We handle registration, licensing, and ongoing compliance for both principal employers and contractors.
The Payment of Wages Act, 1936 mandates timely payment of wages without unauthorized deductions. The Minimum Wages Act, 1948 requires payment of minimum wages as notified by the central or state government based on the nature of employment and skill level. Employers must comply with wage payment timelines (before the 7th or 10th of the month), maintain wage slips and records, and ensure that deductions are made only for purposes prescribed under the Act. We advise on minimum wage fixation, wage structure design, and compliance with all wage-related requirements.
Centralized compliance management for businesses operating across multiple Indian states with varying regulatory requirements.
Each state in India has its own Shops and Establishment Act, EPF and ESI regional offices, and varying thresholds for applicability of labour laws. We manage all state-level registrations for businesses with operations across multiple states, ensuring that each location has the required registrations, licences, and certificates. Our centralized tracking system ensures that renewal deadlines and filing obligations are met for every state where the business operates.
For businesses with multi-state operations, we provide a centralized compliance dashboard that aggregates compliance status across all locations. This includes tracking registration status, return filing deadlines, contribution payments, and inspection schedules for each state. Our reporting system provides real-time visibility into the compliance health of the entire organization, enabling proactive risk management and ensuring that no compliance obligation is missed across jurisdictions.
With the enactment of the four labour codes — Code on Wages, Industrial Relations Code, Code on Social Security, and Occupational Safety, Health and Working Conditions Code — businesses must prepare for a significant transition in the regulatory framework. We advise clients on the implications of the new codes, assist in transitioning compliance frameworks, and ensure that employment practices are aligned with the requirements of the consolidated legislation once implemented across states.
A systematic approach to ensure comprehensive labour law compliance across all your business locations.
We conduct a comprehensive compliance audit across all locations to identify gaps in EPF, ESI, Shops and Establishment, contract labour, and other applicable labour law compliance.
We handle all statutory registrations, return filings, and contribution deposits across EPFO, ESIC, state labour departments, and other applicable authorities for each location.
We assist in designing compliant employment policies, wage structures, leave policies, and operational processes that align with the applicable labour laws at both central and state levels.
We provide ongoing monitoring of regulatory changes, conduct periodic compliance reviews, and advise on the impact of new regulations on your workforce management practices.
We have deep expertise in handling labour compliance across all Indian states and union territories, understanding the nuances of each jurisdiction and ensuring consistent compliance.
From registration through annual returns and ongoing compliance management, we handle the complete lifecycle of labour law compliance for your business.
We keep clients informed about the progress of labour code implementation and prepare their compliance frameworks for the transition to the new consolidated legislation.
Our preventive approach helps identify and address compliance gaps before they become regulatory issues, protecting your business from penalties and disruptions.
Prevention of Sexual Harassment policy implementation, ICC constitution, POSH training, and annual report filing.
Annual statutory compliance management including ROC filings, board meetings, and regulatory returns.
Comprehensive Companies Act compliance including statutory registers, annual filings, and regulatory disclosures.
India has a comprehensive set of labour laws governing employment relationships. Key legislations include the Employees Provident Funds Act, 1952 (EPF), Employees State Insurance Act, 1948 (ESI), Shops and Establishments Acts (state-specific), Contract Labour (Regulation and Abolition) Act, 1970, Payment of Wages Act, 1936, Minimum Wages Act, 1948, Industrial Disputes Act, 1947, and the recently enacted labour codes.
EPF registration is mandatory for every establishment which is a factory engaged in any industry specified in Schedule I of the EPF Act and has 20 or more persons. For other establishments, EPF registration is compulsory if they employ 20 or more persons. The EPF scheme covers employees drawing wages up to Rs 15,000 per month.
ESI compliance refers to compliance with the Employees State Insurance Act, 1948, which provides medical, sickness, maternity, and other benefits to employees. ESI is applicable to establishments with 10 or more employees where the employee monthly wage does not exceed Rs 21,000. Both employer and employee contribute to the ESI fund.
Shops and Establishment Acts are state-specific legislations that regulate conditions of work. Key compliance requirements include registration within 30 days of commencement, maintenance of prescribed registers, compliance with working hours, rest intervals, holidays, leave provisions, and employment conditions. Each state has its own Act with varying requirements.
The Contract Labour (Regulation and Abolition) Act, 1970 regulates the employment of contract labour. Key requirements include registration of the principal employer, licensing of contractors, maintenance of prescribed registers, payment of wages, provision of welfare amenities, and ensuring contract labour is not employed in core activities. Establishments with 20 or more contract workers are covered.
ComplianceBridge Advisory provides comprehensive multi-state labour compliance management. We handle state-specific registrations, compliance with varying state labour laws, centralized reporting, and coordination with labour authorities across jurisdictions. Our team monitors regulatory changes at both central and state levels, ensuring consistent compliance across all locations.
Our team of qualified professionals is ready to assist you with all aspects of labour law compliance. Contact us for a comprehensive compliance review.
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