EPF and ESIC process review
Social security code
Code on Social Security compliance with payroll and employee-data control.
Social-security compliance relies on accurate coverage, wage data and benefit administration.
Corporate compliance / IndiaCode on Social Security Compliance
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Overview
We review EPF, ESIC, gratuity, maternity and allied social-security processes against the Code on Social Security framework, current schemes and applicable rules.
The Code is in force from 21 November 2025, but employer implementation still requires scheme-specific coverage, wage, contribution, benefit and record mapping.
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Scope of support
What we can support.
Employee-category and coverage mapping
Wage-definition impact review
Gratuity and maternity interface
Contract-worker social-security oversight
Registers, returns and records
Inspection / notice preparedness
Implementation roadmap for notified changes
Delivery model
Keep social-security compliance aligned with payroll and employee-benefit data.
The exact requirement depends on establishment type, state, workforce profile and applicable law. Our work is structured around documented inputs, review, execution and closure.
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Reconcile payroll and contribution data
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Identify coverage and classification exceptions
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Review contractor social-security evidence
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Prepare controlled implementation triggers
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Who it is for
For employers with EPF, ESIC and broader employee-benefit obligations.
Suitable for corporate employers, factories, contractor-intensive businesses and payroll teams.
Corporate enquiry
Need support with Code on Social Security compliance?
Common questions
Social Security Code readiness with payroll and employee-data control: practical questions
What does this support usually include?
The scope is mapped to the establishment type, state, workforce profile and applicable law, then translated into registrations, filings, records, reviews or corrective actions as relevant.
Can this be coordinated across multiple states?
Yes. Multi-state requirements can be coordinated centrally while keeping state-specific registrations, forms, due dates and evidence separate.
What information is normally required to begin?
Typically the establishment master, workforce data, existing registrations, payroll or attendance inputs where relevant, prior filings and current statutory records.