Menu
Raj Consultancy is HR & Labour law compliance outsourcing company.
Our team consist of extremely proficient and dedicated labour law expert with remarkable 25 years of experience in this field who ensures complete compliance under various labour laws. we have expanded our 7 branches in Gujarat, with more than 1000+ satisfies Clients.
Raj Consultancy is a leading professional Consultancy firm, successfully serving clients for over 12 years, with offices strategically located across multiple cities.
Raj Consultancy delivers the expertise Consultation in H.R. Management Outsourcing, EPF, ESI, Factories Act, Professional Act, Gratuity Act, Bonus Act, WC insurance and Contract Labour Act Compliances.
We help you to achieve and meet the statutory compliance under HR & Labour laws.
We ensure exceptional service and support, prioritize time efficiency, apply effective problem‑solving techniques, and consistently stay up to date with the latest industry developments, service‑business trends, and government regulations.
HR management, workers’ compensation policy administration, and biometric attendance.
It provides best services to establishment along with balancing economically.
Through strategic approaches it follows all legal compliance.
It helps in managing resource management, filing system, attendance management, performance management, skill management and this all leads to managing time efficiently.
Owner’s stress can be reduced with the valuable supervision of HR which can solve various business conflicts with ease.
Employees earning less than Rs 15,000 per month are mandatorily required to become members of the EPF. However, an employee whose monthly pay exceeds the prescribed limit of Rs 15,000 may also become a member, with the permission of the Assistant PF Commissioner, provided both the employee and the employer agree.
In recent year i.e., in 2025-26 rate of interest is 8.25%.
12% is contributed by the employee and 12% by the employer. Out of the employer’s contribution, 8.33% is allocated to the Employees’ Pension Scheme (EPS/FPF) and the remaining portion is credited to the Provident Fund (EPF).
PF registration is required as they deduct the TDS from employee’s salary.
If an employee was already enrolled in the Employees’ Provident Fund (EPF), they cannot opt out simply because their basic salary crossed the government wage ceiling (currently ₹15,000/month). In EPFO terms, the rule is “Once an EPF member, always an EPF member.”
the statutory due date to deposit PF contributions (both employee and employer shares) and file the Electronic Challan cum Return (ECR) is the 15th of the following month.
If the branch is located in a different state or under a different Regional Office jurisdiction, you can apply for a Sub-Code linked to your primary code for local administrative convenience.
TRRN stands for Temporary Return Reference Number, a unique identifier generated by the EPFO to track the status of PF challan payments. It allows employers to verify payment confirmation and download the official paid challan in PDF format without requiring a login to the EPF portal.
Opening an EPF account compulsory for employees earning a salary of Rs. 15,000 or above, although individuals at any income level can opt for it voluntarily. Employees are required to contribute a minimum of 12% of their salary, with the option to contribute more voluntarily.
Newly incorporated companies are issued a registration number under the PF and ESIC, regardless of whether or not they are eligible for coverage. However, such companies are not required to file PF or ESIC returns until they reach the threshold limit of employment under the respective Acts.
Provident fund rules are compulsory for the contractor which are doing work under their principal company which already has applied rules
NO, Company Can’t change Pan Card Number under PF code, Company can change name under PF Code.
Yes, employee can cut PF amount from their gross salary with limit or without limit of Rs 15000. But Company will only Contribute maximum Rs 1800 or 12% of Gross salary.
No, It is only by way of employment in an establishment covered under the provisions of the EPF & MP act, 1952.
If the employer of the worker or employee has been brought under the act, the membership will be given through the employer, irrespective of his place of work.
All establishments, factories, and educational institutions with 10 or more employees are mandatorily required to register under the ESI Act.
Any employee earning a gross monthly wage of up to ₹21,000 is eligible for ESIC coverage.
The ESIC scheme operates on two six-month contribution periods: the first runs from 1st April to 30th September, and the second runs from 1st October to 31st March.
An e-Pehchan Card is a digital identity document issued by the Employees’ State Insurance Corporation (ESIC) to an insured employee (Insured Person / IP). It acts as primary proof of enrollment in the ESIC scheme, allowing workers and their registered dependents to claim medical treatments at ESIC hospitals, dispensaries, and empanelled private facilities across India.
If your gross salary exceeds ₹21,000 (e.g., increases to ₹21,500) during the year, your ESIC deductions do not stop immediately. They will continue until the end of the ongoing 6-month contribution cycle (April–September or October–March).
Employee Share : 0.75% of your gross wages (e.g. ₹157.50 for ₹21,000).
Company Share : 3.25% of your gross wages (e.g. ₹682.50 for ₹21,000).
Yes, almost entirely. While ESIC coverage is expanding rapidly across the country, it is currently implemented in most districts (over 680+ out of 778 districts) across India.
Although the Central Government’s goal under the Social Security Code is to achieve complete 100% Pan-India coverage in all districts, a small number of remote districts are still in the process of being fully notified.
Under the statutory provisions of the Factories Act, 1948, obtaining Building Plan Approval from the competent labor authority is a prerequisite for factory registration. This multi-tiered process of layout approval, registration, and regular license renewal guarantees that manufacturing premises maintain ongoing compliance with worker safety and health regulations.
An establishment is legally required to obtain a Factory License before commencing manufacturing operations if it meets the statutory definition of a “factory” under Section 2(m):
The Factory Act covers core statutory requirements, including factory licensing, health and safety standards, employee welfare, adult working hours, youth employment restrictions, and annual leave with wages.
The “fall protection system” for factory license purposes generally means the safety arrangement used to prevent or arrest workers from falling when they work at height or near roof edges. It is usually not one single item; it can include guardrails, safety nets, lifelines, anchor points, and full-body harnesses, depending on the work area and local factory inspector requirements.
No, Only BIS (Bureau of Indian Standards) certified installed “Fall Protection System” acceptable for Factories Act licensing.
A BIS-certified fall protection system means the equipment complies with the relevant Indian Standard(s) published by BIS, and can carry the BIS Standard Mark if certified. For fall protection, this usually applies to components such as full-body harnesses, lanyards, energy absorbers, lifelines, connectors, anchorage devices, and rescue equipment under the specified IS series.
Minimum wage depends on state, area, type of work and skill of worker.
Like City, Ward Number, skill-unskill and so on.
Minimun Wage Rate in Gujarat State is 487 Rs. for Zone I, and 476 Rs. for Zone II. for further check this link click here
Minimun Wage Rate for Central is 487 Rs. for Zone I, and 476 Rs. for Zone II. for further check this link click here
On a monthly basis, individuals with a gross salary Rs 12000 or higher are required to pay Rs 200.
Gujarat Labour Welfare Fund Act 1965, Gujarat is following the Bombay Labour Welfare Fund
Rules. It is an act to provide for the constitution of a Fund for the financing of activities to promote welfare of labour in Gujarat for conducting such activities and for certain other purposes.
It is mandatory for all employees to add his/her nominee but it becomes compulsory for employee to add nominee in case of getting monthly pension or processing death case.
UAN, Password for UAN, mobile number which is register with aadhaar card, bank passbook or Cancel Cheque & aadhaar card.
Employee aadhaar card, aadhaar register mobile number, bank passbook or cancel cheque & passport size along with employee nominee’s aadhaar card & passport size photo.
If an employee’s age is less than 60 years, his\her pf amount is more than or equal to 50,000 Rs. If and Job Duration is less than 5 years then the employee is eligible for 15G.
If an employee’s age is greater than or equal to 60 years and his\her pf amount is more than or equal to 50,000 Rs. then the employee is eligible for 15H.
When an employee’s name, date of birth & gender are the same in the PF database as well as in the PAN database, the employee can update his pan-card in KYC.
1) Give a missed call on 01122901406or
2) SMS EPFOHO to 7738299899
3) Please follow this link to check EPF & EPSM
Link:-
balance.https://passbook.epfindia.gov.in/MemberPassBook/Login
You Can Apply for a Purchase of House or plot loan when you complete 5 years of Continuous job duration.
You Can Apply for a Marriage loan when you complete 7 years of Continuous job duration.
When your mobile number is linked with more than 2 UAN numbers, the passbook will not be shown to you.
Passbook will be available after 6 Hours of registration at Unified Member Portal.
On the Death of a Pension member (before receiving the pension), if there is no eligible family member, pension is payable to the nominee.
Payable to the dependent Parents, (dependent father followed by dependent mother.)