To Everyone,
As we all know the minimum wage in Delhi increased from October 1, 2023, and skilled category worker wages now exceed the ESIC cap (i.e., Rs. 21000/-).
Please let me know what your organization is planning for the health care of its workers and their families when an employee isn't covered by ESIC.
Regards,
Ravinder Rawat
From India, Delhi
4As we all know the minimum wage in Delhi increased from October 1, 2023, and skilled category worker wages now exceed the ESIC cap (i.e., Rs. 21000/-).
Please let me know what your organization is planning for the health care of its workers and their families when an employee isn't covered by ESIC.
Regards,
Ravinder Rawat
From India, Delhi
I think most of the SMEs will tell the workers to make their own arrangements.
Larger companies with employee focus will take group mediclaim.
However, anyone looking at ESG compliance will need to provide it or lose their score.
Just curious, are companies in delhi remaining competitive if the min wages has crossed 21k a month?
From India, Mumbai
Larger companies with employee focus will take group mediclaim.
However, anyone looking at ESG compliance will need to provide it or lose their score.
Just curious, are companies in delhi remaining competitive if the min wages has crossed 21k a month?
From India, Mumbai
Hi Rawatravi,
Here are some possible steps your organization could take:
Explore Private Health Insurance:
Your organization could consider offering private health insurance plans to employees who are not covered by ESIC. This can provide coverage for medical expenses and ensure that employees have access to quality healthcare.
Subsidized Health Plans: You might want to explore the possibility of providing subsidies or contributions towards the premiums of private health insurance plans for employees in this category.
Health and Wellness Programs:
Invest in health and wellness programs to promote a healthy lifestyle among your employees. This could include initiatives like gym memberships, nutrition workshops, stress management sessions, and more.
Medical Reimbursement:
Consider providing a reimbursement plan for medical expenses incurred by employees who are not covered by ESIC. This could include expenses for doctor's visits, prescription medications, and other necessary medical treatments.
Telemedicine Services:
Provide access to telemedicine services, which can be a convenient and cost-effective way for employees to consult with healthcare professionals remotely.
Health Clinics on-site:
If feasible, consider setting up on-site health clinics or partnering with nearby healthcare providers to offer discounted services to your employees.
Educational Initiatives:
Conduct workshops or seminars on healthcare topics to educate employees about preventive care, healthy living, and how to navigate the healthcare system effectively.
Employee Assistance Program (EAP):
Implement an EAP that offers counseling and support services for employees and their families, which can include mental health support.
Flexible Spending Accounts (FSAs) or Health Savings Accounts (HSAs):
These accounts allow employees to set aside pre-tax dollars for qualified medical expenses. Offering such accounts can be a valuable benefit.
Regular Communication:
Keep employees informed about the available healthcare options, benefits, and resources. Clear communication can help them make informed decisions about their healthcare.
Please note that the specific approach your organization takes will depend on factors such as budget, company size, industry, and the needs and preferences of your employees.
Thanks
From India, Bangalore
Here are some possible steps your organization could take:
Explore Private Health Insurance:
Your organization could consider offering private health insurance plans to employees who are not covered by ESIC. This can provide coverage for medical expenses and ensure that employees have access to quality healthcare.
Subsidized Health Plans: You might want to explore the possibility of providing subsidies or contributions towards the premiums of private health insurance plans for employees in this category.
Health and Wellness Programs:
Invest in health and wellness programs to promote a healthy lifestyle among your employees. This could include initiatives like gym memberships, nutrition workshops, stress management sessions, and more.
Medical Reimbursement:
Consider providing a reimbursement plan for medical expenses incurred by employees who are not covered by ESIC. This could include expenses for doctor's visits, prescription medications, and other necessary medical treatments.
Telemedicine Services:
Provide access to telemedicine services, which can be a convenient and cost-effective way for employees to consult with healthcare professionals remotely.
Health Clinics on-site:
If feasible, consider setting up on-site health clinics or partnering with nearby healthcare providers to offer discounted services to your employees.
Educational Initiatives:
Conduct workshops or seminars on healthcare topics to educate employees about preventive care, healthy living, and how to navigate the healthcare system effectively.
Employee Assistance Program (EAP):
Implement an EAP that offers counseling and support services for employees and their families, which can include mental health support.
Flexible Spending Accounts (FSAs) or Health Savings Accounts (HSAs):
These accounts allow employees to set aside pre-tax dollars for qualified medical expenses. Offering such accounts can be a valuable benefit.
Regular Communication:
Keep employees informed about the available healthcare options, benefits, and resources. Clear communication can help them make informed decisions about their healthcare.
Please note that the specific approach your organization takes will depend on factors such as budget, company size, industry, and the needs and preferences of your employees.
Thanks
From India, Bangalore
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Minimum+wage 11 -01-10-2015-Del hi-dt.16.10.15. pdf