HR Compliance Insights India

The Government of India launched the Pradhan Mantri Viksit Bharat Rozgar Yojana (PM-VBRY) on 15 August 2025 with the goal of boosting employment and supporting both employees and employers. With a massive outlay of ₹99,446 crore , the scheme aims to generate nearly 3.5 crore jobs over the next two years and encourage formal job creation through the Employees’ Provident Fund Organisation (EPFO) . In this blog, we break down the scheme’s features, eligibility, benefits, process, and compliance requirements so that both employees and employers can take full advantage. 🎯 Objectives of PM-VBRY Promote formal employment in India. Support first-time employees entering the job market. Incentivize employers to create and retain additional jobs. Provide financial literacy and social security through EPF. ⚙️ How the Scheme Works The scheme has two main parts : Part A – Incentive for First-Time Employees Eligible for workers who were never EPFO members before 1 Augu...

In India’s construction sector, HR compliance is critical for employer credibility, legal safety, and workforce welfare . The Maharashtra Building and Other Construction Workers Welfare Board (MBOCWW) regulates employment conditions and welfare measures under the Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act, 1996 . Every employer in Maharashtra must comply with these regulations to ensure workers’ safety, timely benefits, and smooth business operations. This guide provides a step-by-step roadmap for HR compliance , covering registration, welfare schemes, cess payments, documentation, and audits. 1️⃣ Worker Registration: The First Step for Compliance Employers must register all construction workers with the MBOCWW to avail welfare benefits. Registration ensures legal recognition and access to healthcare, financial aid, and other support. Key Points: Mandatory Registration: All construction workers must be registered. Annu...

In today’s dynamic business environment, HR compliance is a critical aspect for Micro, Small, and Medium Enterprises (MSMEs) in India. Ensuring adherence to labour laws, proper workforce management, and regulatory guidelines not only protects businesses from legal risks but also enhances productivity and employee satisfaction. The Ministry of Micro, Small & Medium Enterprises (MSME) provides comprehensive guidelines for HR compliance that every MSME must follow to remain efficient and legally secure. 1. Engagement of Professionals: Young, Senior & Consultants The MSME Ministry guidelines focus on hiring Young Professionals, Consultants, and Senior Consultants to strengthen the organizational capabilities of MSMEs. Key points include: Objective: Attract skilled professionals to support projects, improve efficiency, and implement government initiatives. Scope: Applies to all divisions, attached offices, and organizations under MSME. Roles & Responsibilities: ...

Shram Suvidha Portal complete guide 2025 – Register, get LIN & file returns under EPF, ESIC, CLRA, BOCW, ISMW. Step-by-step process explained The Shram Suvidha Portal (registration.shramsuvidha.gov.in) is a unified online platform by the Ministry of Labour & Employment, Government of India . It simplifies compliance for businesses by providing: One-time registration under multiple labour laws. Single-window return filing . Unique Labour Identification Number (LIN) for each establishment. This guide covers step-by-step instructions for: Creating an account Obtaining a Labour Identification Number (LIN) Registering under labour laws (EPF, ESIC, CLRA, ISMW, BOCW) Filing returns under each applicable act 1️⃣ Account Creation on Shram Suvidha Portal Visit Shram Suvidha Portal . Click Sign Up . Fill in details: Name Email ID Mobile number Password and Captcha Verify with OTP (sent to mobile/email). Login using your User ID &...

The Labour Bureau, Chandigarh has released the Cost of Living Index Numbers (CPI) for industrial workers for the half-year ending March 2025 . Based on this, the minimum wages in Chandigarh have been revised for the period April 1, 2025, to September 30, 2025 . This update is important for workers, employers, and HR professionals , as it ensures that wages are aligned with rising prices and inflation. 📊 What is the Cost of Living Index (CPI)? The Consumer Price Index (CPI) measures how the prices of essential goods and services change over time. For Chandigarh industrial workers, the CPI for October 2024 – March 2025 averaged 2221 points , which is 36 points higher than the previous average of 2185 points. 👉 This increase in CPI directly affects minimum wage calculations . 💰 Key Highlights of Minimum Wage Increase Each CPI point increase = ₹7 neutralization rate Total increase: ₹252 per month in minimum wages Revised Minimum Wages (April 2025 – September 2025) Unskil...

  Salary delayed? Terminated unfairly? Get justice online at samadhan.labour.gov.in                             SAMADHAN                         [Complete Guide] Are you a worker facing salary delay, illegal termination, gratuity issues, maternity benefit disputes, or wage deductions ? Do you know that the Government of India has launched a one-stop solution where you can file all these complaints online without running to offices? Welcome to the SAMADHAN Portal – samadhan.labour.gov.in , India’s official platform for resolving industrial disputes and labour claims . 🔹 What is the SAMADHAN Portal? The SAMADHAN (Software Application for Monitoring and Disposal, Handling of Industrial Disputes) portal is an initiative of the Ministry of Labour & Employment . Launched in September 2020 and upgraded in October ...

The September 2025 EPF judgments by Supreme Court and High Courts have clarified key issues such as principal employer liability, contractor compliance, damages, retrospective contributions, and criminal liability for non-filing. This guide breaks down the latest EPF case laws in simple language to help employers, HR professionals, and compliance officers stay legally safe. Here’s a clear breakdown of these rulings, their legal principles, and what they mean for organizations. 1. Principal Employer’s Liability for Contractor Workers Key Point: The principal employer is not liable for provident fund dues of workers engaged through contractors who have independent PF code numbers . Case Law: M/s. MRF Limited v. EPFO and Anr. , 2025 LLR 1031 (Madras High Court). Legal Principle: Contractors with independent PF registration are responsible for depositing contributions for their workers. Principal employers must, however, conduct due diligence by verifying PF filings of cont...

 The Employees’ State Insurance Corporation (ESIC) has unveiled the much-awaited Amnesty Scheme 2025 , a progressive initiative aimed at easing compliance, reducing litigation, and fostering a cooperative social security environment. Announced during the 196th ESIC Corporation Meeting in Shimla under the leadership of Union Minister Dr. Mansukh Mandaviya , the scheme will be effective from October 1, 2025, to September 30, 2026 . Why the Amnesty Scheme 2025 Matters India’s social security framework has long been burdened with compliance complexities and pending litigations. As of March 31, 2025 , nearly 27,000 cases were stuck in various courts, creating prolonged disputes between employers and ESIC. The Amnesty Scheme directly addresses this backlog, offering businesses a fair and structured pathway to resolve disputes without lengthy court battles. Key Features of the Amnesty Scheme 2025 The scheme provides a win-win solution for both ESIC and employers: Ad-hoc Asse...

 The Maharashtra government’s new labour law amendment (2025) has triggered a heated debate across industries. With the cabinet’s approval to extend working hours in shops, IT companies, and factories , questions around employee rights, work-life balance, and fair treatment are louder than ever. Key Highlights of the Maharashtra Labour Law Amendment 2025 Work Hours Extended Shops, establishments, and IT sector companies can now increase the daily shift from 9 to 10 hours . In factories, the workday may stretch up to 12 hours , with double overtime wages , subject to employee consent. Overtime Limit Raised Maximum overtime has been increased to 144 hours per quarter , up from earlier caps of 100–125 hours. Applicability Narrowed Only establishments with 20+ employees will be covered, reducing compliance from 8.5 million units to about 56,000. Work-Life Balance Provisions A 30-minute break after every 6 hours of work (instead of 5 hours earlier)...

Third Pregnancy Is No Bar to Maternity Benefits: A Landmark Ruling In a powerful judgment that strengthens women’s rights at the workplace, the Madras High Court has ruled that maternity leave and benefits cannot be denied simply because it is a woman’s third pregnancy . The ruling sends a clear message: maternity benefits exist to protect maternal health and dignity—not to regulate the number of children a woman chooses to have. The Case That Sparked the Debate The case centered on B. Ranjitha , a junior assistant at Ulundurpettai court, who sought maternity leave from August 18, 2025, to August 17, 2026 . Her request was denied by a district judge on the grounds that it was her third confinement , as benefits were allegedly restricted to only two pregnancies. Ranjitha challenged this decision in the High Court, calling it unfair and unconstitutional. What the High Court Said A division bench of Justices R. Suresh Kumar and Hemant Chandangoudar quashed the district court’s order, s...

  Karnataka High Court Declares OLA Drivers as “Employees” Under PoSH Act  The gig economy has transformed how India works — offering flexibility for workers and efficiency for businesses. But with this flexibility comes legal uncertainty. A recent Karnataka High Court (HC) ruling has sparked heated debate: the Court classified OLA’s driver-partners as employees under the Sexual Harassment of Women at Workplace (PoSH) Act . This decision could reshape how gig workers are viewed in Indian labor law. Let’s break it down. What Did the Court Say? The HC held that OLA’s driver-partners are employees for the limited purpose of the PoSH Act. This means: OLA must compensate a victim in a sexual harassment case involving one of its drivers. OLA cannot escape PoSH obligations by claiming drivers are independent contractors. This is a landmark move — until now, gig workers like OLA and Uber drivers were considered self-employed. Why Is the Ruling Controversial? The he...