Introduction to the Payment of Gratuity Act:

Defined Payment of Gratuity Act by Image.

The Payment of Gratuity Act, holds significant importance in India as it strives to ensure social security for employees through the provision of gratuity payments.

Gratuity meaning: Gratuity refers to a one-time payment provided by an employer to an employee as a gesture of gratitude for their dedicated and commendable service upon retirement, resignation, or unfortunate demise.

Historical Context:

Historical Context and Evolution of Industrial Dispute act 1947

Requirement for Legislation: The lack of a legal framework resulted in inconsistent gratuity payments across various industries, leaving numerous workers devoid of this essential benefit.

Pre-1972: Prior to the implementation of this legislation, there were no established regulations mandating employers to provide gratuity to their employees in India.

Provisions of the 1972 Payment of Gratuity Act:

  • Employers Covered: The Act is applicable to establishments with ten or more employees in the preceding twelve months.
  • Employees Covered: All employees, including those in factories, mines, oilfields, plantations, ports, railways, and shops, are encompassed by this Act.
  • Gratuity Calculation: The calculation of gratuity is based on the employee’s salary and the duration of service as specified in the Indian Payment of Gratuity Act 1972.
  • Eligibility: An employee is entitled to gratuity payment after completing a minimum of five years of continuous service with the same employer.
  • Conditions for Payment: Gratuity is to be paid upon termination of employment due to retirement, resignation, death, or disablement from an accident or illness.
  • Timeframe for Payment: Gratuity must be disbursed within thirty days from the date it becomes due to the employee as per labour laws in India.
  • Formula: The Act payment outlines a specific formula for computing the gratuity amount based on the employee’s final salary and the years of completed service.
  • Ceiling Limit: The maximum gratuity amount payable is restricted to a specified limit, which is periodically adjusted by the government.
  • Nomination by Employees: Employees have the privilege to nominate one or more family members to receive the gratuity payment in the event of their demise.
  • Revocation and Alteration: Employees can modify or revoke their nominations at any time by providing written notice to the employer.

Adjudication of Disputes: Controlling authorities are tasked with resolving disputes related to gratuity payments.

Appointing Authorities: The payment Act authorizes the appropriate government to appoint controlling authorities to ensure labour laws compliance with its provisions.

Non-Compliance: Employers who fail to adhere to the Act’s provisions may be subject to penalties, including fines and imprisonment.

compliance of Payment of Gratuity Act

Salient features of the payment of gratuity act 1972:

The Payment of Gratuity Act provides for the payment of gratuity to employees in recognition of their long and meritorious service.

 Here are some of its salient feature objects of the payment of gratuity act 1972:

The main aim of the payment Act is to ensure that employees receive financial security and social protection after they retire, resign, or in the event of their death.

The Gratuity Form, also known as Form I, is a document used for claiming gratuity by an employee from their employer under the Payment of Gratuity Act, 1972. It’s important for both the employee and the employer to accurately fill out and maintain records of the Gratuity Form to ensure timely payment of gratuity and labour laws compliance with legal requirements. 

The Act is applicable to establishments that have employed ten or more individuals at any point during the previous twelve months. However, the relevant government has the authority to extend its application to other establishments as well.

It is typically used for submitting a Nomination by the employee under the Payment of Gratuity Act, 1972. It’s important for employees to update their nomination details in Form F whenever there is a change in their circumstances, such as marriage, divorce, or the birth of a child. This ensures that the gratuity amount is disbursed to the intended beneficiaries in the event of the employee’s demise, as per their wishes.

The Act is applicable to establishments that have employed ten or more individuals at any point during the previous twelve months. However, the relevant government has the authority to extend its application to other establishments as well.

The payment Act serves as a welfare measure for employees, offering them a financial benefit upon completion of a certain period of service. This promotes loyalty and dedication within the workforce.

An employee becomes eligible for gratuity payment if they have served the employer for a minimum of five continuous years, with certain exceptions in cases of premature termination due to death or disability.

The provisions of the Payment of Gratuity Act take precedence over any conflicting provisions in other laws or in the terms of any award, agreement, or contract.

The gratuity must be paid to the eligible employee in cash or by cheque within thirty days from the date it becomes payable. Failure to do so may result in the accrual of interest as per the Act payment.

The relevant government holds the power to exempt any establishment or category of establishments from the provisions of the payment Act, subject to specific conditions.

The Act empowers the relevant government to establish gratuity rules that require employers to obtain insurance for the payment of gratuity to their employees. This ensures the availability of funds for gratuity payments.

The Act safeguards the gratuity amount from being seized in any legal proceedings against the employee. This ensures that the gratuity is primarily intended for the employee’s welfare.

Inspections and Compliance under Payment of Gratuity Act 1972

Inspections and compliance mechanisms play a crucial role in ensuring that employers adhere to the regulations set forth in the Payment of Gratuity Act, 1972, and fulfil their obligations towards gratuity payments for their employees. By conducting inspections, reviewing records, and enforcing compliance, authorities can safeguard the rights of employees and promote adherence to the statutory requirements of the payment Act.

Inspections under the Payment of Gratuity Act rules:

  1. Appointment of Inspectors: Inspectors may be appointed by the relevant government under Section 13 of the Act to oversee compliance with its provisions. These inspectors are typically officials from the labour department or other authorized bodies.
  2. Powers of Inspectors: Inspectors are empowered to inspect establishments covered by the payment Act to ensure compliance. They have the authority to enter any premises during working hours, conduct inspections, and scrutinize relevant records and documents.
  3. Verification of Records: Inspectors verify records pertaining to gratuity payments, including the calculation of gratuity amounts, eligibility criteria, and payment timelines.

Payment of Gratuity compliance:

  1. Eligibility and Calculation: Employers must adhere to the eligibility criteria and calculation methods outlined in the Act when determining gratuity payments for eligible employees. It is their responsibility to accurately calculate gratuity amounts based on the employee’s salary and length of service.
  2. Timely Payment as per labour laws in India: Employers are required to ensure timely payment of gratuity to eligible employees upon retirement, resignation, death, or disablement due to accident or illness. Gratuity payments must be disbursed within thirty days from the date they become due to the employee.
  3. Maintenance of Records: Employers must maintain accurate records of gratuity payments, which should include information about eligible employees, calculation methods, payment dates, and other relevant details. These records need to be regularly updated and accessible for inspection by authorized personnel.

Penalties for Non-Compliance:

  • Fines and Prosecution: Employers who fail to comply with the provisions of the Payment of Gratuity Act may be subject to penalties such as fines and legal actions. The severity of the penalties may vary based on the nature of the violation as outlined in the Act.
  • Legal Liability: Non-compliance with the Payment of Gratuity Act could result in legal liabilities for employers, including potential claims for unpaid gratuity amounts by affected employees. Employers may also be required to compensate employees for any financial losses resulting from non-compliance with the Act.

Important Sections in the payment of gratuity act 1972:

 This section presents the definitions of important terms utilized throughout the Act, including “continuous service,” “employee,” “employer,” “family,” “gratuity,” and “retirement.”

The section pertains to the eligibility of an employee for gratuity payment in India. It specifies that an employee is eligible if they have completed a continuous service of five years, with certain exceptions mentioned in the Act.

Section 4 1 of the payment of gratuity act 1972: Section 4(1) of the Payment of Gratuity Act, 1972, ensures that employees who have completed a minimum period of service are entitled to receive gratuity payments from their employers, thereby providing a financial security net for employees upon retirement or resignation.

This section provides the formula for determining the amount of gratuity that should be paid to an employee. It takes into account the employee’s last drawn salary and the number of years of completed service.

Section 8 specifies the mode and timeframe for the payment of gratuity to eligible employees. It mandates that gratuity must be paid in cash or by cheque within 30 days from the date it becomes payable.

This section empowers the appropriate government to establish rules that require employers to obtain insurance for the purpose of gratuity payment to their employees.

Section 12 safeguards the gratuity amount from being seized in any legal proceeding against the employee. It ensures that gratuity is primarily intended for the welfare of the employee and cannot be claimed by creditors.

 Section 13 grants the appropriate government the authority to exempt any establishment or category of establishments from the provisions of the Act, subject to certain conditions.

This section declares that the provisions of the Payment of Gratuity Act shall prevail over anything inconsistent contained in any other enactment or in the terms of any award, agreement, or contract.

The Payment of Gratuity calculator :

The Payment of Gratuity Act, 1972, outlines a specific method for determining the gratuity payment owed to eligible employees. This method involves considering the employee’s last salary and the duration of their service.

Gratuity calculation formula:

Gratuity = (Last drawn salary × 15/26) × Number of years of completed service

Here are the key components of the formula:

  • Last drawn salary refers to the basic salary and dearness allowance (if applicable) received by the employee at the time of their employment termination.
  • 15 26 in gratuity calculation: The fraction 15/26 represents 15 days’ wages for each year of completed service. The Act defines a month as consisting of 26 working days.
  • The number of years of completed service is rounded off to the nearest whole number. Any fraction of a year beyond six months is considered as one year.
  • Also gratuity calculator for private employees

To simplify the calculation process, you can follow these steps:

Payment of Gratuity Act India image
  1. Determine the employee’s last drawn salary, which includes the basic salary and dearness allowance.
  2. Calculate the total number of years of completed service.
  3. Apply the formula mentioned above to calculate the gratuity amount owed to the employee.
  4. Gratuity calculator online
  5. Also a gratuity calculation for private employees by this formula.

The Tax on gratuity in India:

It received by an employee in India is taxable under the Income Tax Act, 1961

Gratuity received by government employees is fully exempt from income tax.

For employees covered under the Payment of Gratuity Act, 1972, gratuity is tax-exempt up to ₹20 lakhs. Any amount exceeding this limit is taxable.

The tax exemption is based on the least of the actual gratuity received, 15 days’ salary for each year of service, or ₹20 lakhs.

Employees not covered by the Act, like those in small establishments, have different tax treatment. Their gratuity is taxable as per the Income Tax Act, 1961.

Employers must deduct tax at source if the gratuity exceeds the exempted limit.

Tax treatment varies for public sector, non-covered government, and non-government employees. Specific circumstances and provisions apply.

Summary of Payment of Gratuity Act:

The Payment of Gratuity Act, 1972, plays a vital role as a social security measure for employees in India, ensuring they receive financial benefits upon retirement, resignation, or termination. By establishing a statutory framework for gratuity calculation and payment, the Act aims to enhance employee welfare and promote social justice in the country.

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