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Required documents


Employees’ State Insurance Scheme of India is an integrated social security scheme aimed at providing social protection to workers in the organized sector and their dependants in any contingencies related to health due to an employment injury or occupational disease. The scheme is tailored to provide full medical facilities to insured persons and their dependants, as well as, cash benefits to compensate for loss of wages or earning capacity in different contingencies. This is a national level license, whose rules and regulations remain the same PAN India.It extends to the whole of India. Any establishment employing more than 10 people is required to get registration mandatorily. The employees are head counted for applicability of this act.

FINMART assists you in obtaining the particulars about each factory/shop/establishment that can be covered under ESIC Act to allotment of ESI registration.


  • All factories excluding seasonal factories employing 10 or more persons and working with electric power.
  • All factories excluding seasonal factories employing 20 or more persons and working without electric power.
  • Shop employing 10 or more persons.

Required Documents

The following Documents are required for ESI registration. This is only an illustrative list and not an exhaustive one.

  • Registration Certificate/ License issued under Shops and Establishment Act or Factories Act.
  • Lease Deed/ Rental Agreement/ Latest Rent Bill/ Sale deed of the premises.
  • Latest building Tax/Property Tax receipt (Xerox).
  • Memorandum and Articles of Association/Partnership Deed/Trust Deed.
  • Xerox copy of certificate of commencement of production and/or Registration No. of CST/ST.
  • Statement showing Employee Strength along with the wages paid from Date of Starting the Business with Date of Joining.
  • Documents relating to the constitution of the Factory/Firm/Establishment
  • Copy of PAN of both company and director or proprietor.
  • Copy of Bank a/c and Cancelled Cheque (Proof of Bank).
  • Copy of Vat Registration/ CST Certificate and service tax registration, if any.
  • Copy of PF code.
  • List of directors/Partners with their addresses proof.
  • Evidence in support of the date of commencement of production/business/first sale or Any proof of Trial Product / Work order.



It is a comprehensive Social Security Scheme designed to accomplish the task of social, protecting the 'employees' in the organized sector against the events of sickness, maternity, disablement and death due to employment injury and to provide medical care to the insured employees and their families.
The scheme provides full medical care to the employee registered under the scheme during the period of his incapacity for restoration of his health and working capacity. It provides financial assistance to compensate the loss of their wages during the period of his abstention from work due to sickness, maternity and employment injury. The scheme provides medical care to family members also.
Registration is the process, by which every factory establishment, to which the Act applies, is identified for the purpose of the ESI Scheme, and their individual records are set up for them.
Yes, it is the statutory responsibility of the employer to register their Factory/Establishment under the ESI Act within 15 days from the date of its applicability.  In a situation where all the ten/twenty employees are drawing salary above Rupees 15,000/-, still registration is needed, but contribution, filing of returns etc. is not required. Therefore ESI registration is purely from a compliance perspective.
Factory is defined as any premises including the precincts thereof hereon ten or more persons are employed or were employed on any day of the preceding twelve months, and in any part of which, a manufacturing process is being carried on or is ordinarily so carried on, but does not include a MINE subject to the operation of Mines Act 1952, or a railway running shed.
Yes. All persons employed in the premises including the precincts thereof irrespective of their wages including casual, trainees, contract employees, part time, full time and any type of labor working for the benefit of factory/ establishment. Even the Directors employed are to be counted.

The following persons are not to be counted

  • A proprietor or a partner whether drawing salary or not.
  • A contractor lending the services of his employee.
  • An apprentice engaged for the first time under the Apprentice Act, 1961.
  • Persons employed on contract for service, e.g. legal technical, tax consultants.
  • Persons employed in branch/sales offices etc. away from the factory premises are not to be counted if their wages does not exceed the ceiling limit prescribed.
Seasonal factory means a factory which is exclusively engaged in one or more of the following manufacturing processes, namely, cotton ginning, cotton or jute pressing, decortications of groundnuts, the manufacture of coffee, indigo, lac, rubber, sugar (including gur) or tea or any manufacturing process which is incidental to or connected with any of the aforesaid processes and includes a factory which is engaged for a period not exceeding seven months in a year in any process of blending, packing or repacking of tea or coffee.

Manufacturing process defined as per Factories Act is "any process of

  • Making, altering, repairing, ornamenting, finishing, packing, oiling, washing, cleaning, breaking up, demolishing, or otherwise treating or adopting any article or substance with a view to use, sale, transport, delivery or disposal
  • Pumping of oil water, or sewages, or any other
  • Generating, transforming, or transmitting power;
  • Composing types for printing, by letter press, lithography, photogravure or other similar processes, or book binding; or
  • Constructing, reconstruction, repairing, refitting, finishing, or breaking up ships or vessel; or
  • Preserving or storing an article in cold storage; and
  • Tapping, collecting, cross matching and keeping in bottles, the blood, or whole human blood.
Any establishment employing a minimum prescribed number of 20 coverable employees for wages, will stand covered under the Act whether these employees are employed at one place or at places away from each other, as they are engaged in the activity of the same establishment. Thus, all the coverable employees including those working in branches, regd. office, sales office etc. whether situated in implemented area or not.
No. Once covered under ESI, irrespective of the strength being reduced, it will still be covered under ESI. A factory or other establishment, to which this Act applies, shall continue to be governed by its provisions even if the number of workers employed therein falls below the specified limit or the manufacturing process therein ceases to be carried on with the aid of power, subsequently.
No. TAN once allotted can be used for all type of deductions/collections.Yes. If the employees in a factory or establishment are other-wise in receipt of benefits substantially similar or superior to those provided under the ESI Act, the appropriate Government may grant exemption for a period of one year at a time prospectively in consultation with ESIC.

Any person employed for wages in or in connection with the work of a covered factory or establishment, and

  • Directly employed by the Principal employer on any work of the Factory or establishment within the premises or any place dealing with administration, purchase of raw materials, sale and distribution of the products
  • Employees of the immediate employer
  • Employed in/out of the premises on any work of the factory or establishment under the supervision of the Principal employer or his agent;
It is Rs. 15,000 per month from 1-4-2010. The wage ceiling for coverage of an employee with 'disability' is Rs. 25,000/month from 1-4-2010.
ESI follows the same rules and regulations all over India irrespective of states. The entire registration procedure can be done online in a click. The registration can be sought online based upon the availability of the documents and information. The physical presence of the client is not required. Registration can be done online and the physical documents can be sent to FINMART via post/person.
The company enjoys its separate legal entity; hence change in directorship does not affect the rights and liabilities of the company. Hence change in the director of the company will cease the director’s liability but the liability of the establishment still continues and will continue till the establishment undergoes dissolution.
Every branch falling under different jurisdictions has to get itself registered for its every branch at every location.
No. The prohibited establishments even under the situation of applicability for ESI will be relieved from taking ESI registration.
  • Free medical treatment is offered to covered employees at hospital and dispensaries run by the ESI Corporation.
  • About 7/12th of employees normal wage will be payable to him by ESI during sickness.
  • Maternity benefit for 12 weeks of which not more than 6 weeks should be preceding confinement
  • Injury during/in course of employment resulting in temporary/permanent disablement entitles the covered employee to a regular payment to substitute his lost wages.
  • Death during course of employment entitles specified dependents to a regular payment.
  • One-time payments to help meet funeral expenses
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