Hi all,
I work in a small size company based on healthcare industry. previously we had below30 employees, but now our company is growing.
Please guide me with the HR compliances that the company should follow when the employee increases to more than 30.
From India, Mumbai
I work in a small size company based on healthcare industry. previously we had below30 employees, but now our company is growing.
Please guide me with the HR compliances that the company should follow when the employee increases to more than 30.
From India, Mumbai
There is no special compliances for companies having thirty employees other those applicable to establishments with 20 employees. When the number of employees becomes 50, obviously, certain other compliances like Standing Order, provisions relating to lay off, retrenchment etc of the ID Act will become applicable to the company. Therefore, if you are covered by ESI Act, EPF &MP Act, Bonus Act, Maternity Benefits Act, Payment of Gratuity Act etc and have set up Grievance Committee as per ID Act and Internal Committee for Prevention of Sexual Harassment against Women at workplace then you are legally complaint.
From India, Kannur
4242From India, Kannur
Sure, here are some of the HR compliances that your company should follow when the employee increases to more than 30:
Employment contracts: All employees must have signed valid employment contracts that outline their terms of employment, including job responsibilities, compensation, benefits, and termination provisions.
Statutory compliance: Comply with various statutory requirements, such as obtaining and maintaining necessary licenses and registrations, adhering to labor laws, and following applicable industrial and employment laws.
Minimum wages and payment of wages: Ensure that employees are paid at least the minimum wages mandated by the state government and that their wages are paid within the specified timeframes.
Provident Fund (PF): Register your company for the Employees' Provident Fund (EPF) and ensure that all eligible employees are enrolled and their contributions are deposited on time.
Employee State Insurance (ESI): Register your company for the Employees' State Insurance (ESI) and ensure that all eligible employees are enrolled and their contributions are deposited on time.
Maternity benefits: Provide maternity benefits to female employees as per the Maternity Benefit Act, 1961.
Paternity benefits: Provide paternity benefits to male employees as per the Paternity Benefit Act, 2017.
Workplace safety and health: Comply with all applicable workplace safety and health regulations, such as the Factories Act, 1948 and the Occupational Safety and Health Act, 1987.
Data privacy and security: Protect the personal data and privacy of your employees as per the Personal Data Protection Bill, 2019.
Non-discrimination: Do not discriminate against employees on the basis of race, religion, caste, sex, disability, or any other protected characteristic.
These are just some of the HR compliances that your company should follow. It is important to consult with an HR expert to get specific advice on the compliances that apply to your company.
In addition to the above, here are some other things to keep in mind when your company grows to more than 30 employees:
You will need to set up a formal HR department or hire an HR consultant to help you manage your HR compliances.
You will need to develop and implement employee policies and procedures.
You will need to track employee performance and conduct regular performance reviews.
You will need to manage employee benefits and compensation.
You will need to handle employee relations issues, such as disputes, grievances, and terminations.
Growing your company is a great achievement, but it also comes with new challenges. By taking steps to ensure HR compliance, you can protect your company and your employees.
From India, Dombivali
Employment contracts: All employees must have signed valid employment contracts that outline their terms of employment, including job responsibilities, compensation, benefits, and termination provisions.
Statutory compliance: Comply with various statutory requirements, such as obtaining and maintaining necessary licenses and registrations, adhering to labor laws, and following applicable industrial and employment laws.
Minimum wages and payment of wages: Ensure that employees are paid at least the minimum wages mandated by the state government and that their wages are paid within the specified timeframes.
Provident Fund (PF): Register your company for the Employees' Provident Fund (EPF) and ensure that all eligible employees are enrolled and their contributions are deposited on time.
Employee State Insurance (ESI): Register your company for the Employees' State Insurance (ESI) and ensure that all eligible employees are enrolled and their contributions are deposited on time.
Maternity benefits: Provide maternity benefits to female employees as per the Maternity Benefit Act, 1961.
Paternity benefits: Provide paternity benefits to male employees as per the Paternity Benefit Act, 2017.
Workplace safety and health: Comply with all applicable workplace safety and health regulations, such as the Factories Act, 1948 and the Occupational Safety and Health Act, 1987.
Data privacy and security: Protect the personal data and privacy of your employees as per the Personal Data Protection Bill, 2019.
Non-discrimination: Do not discriminate against employees on the basis of race, religion, caste, sex, disability, or any other protected characteristic.
These are just some of the HR compliances that your company should follow. It is important to consult with an HR expert to get specific advice on the compliances that apply to your company.
In addition to the above, here are some other things to keep in mind when your company grows to more than 30 employees:
You will need to set up a formal HR department or hire an HR consultant to help you manage your HR compliances.
You will need to develop and implement employee policies and procedures.
You will need to track employee performance and conduct regular performance reviews.
You will need to manage employee benefits and compensation.
You will need to handle employee relations issues, such as disputes, grievances, and terminations.
Growing your company is a great achievement, but it also comes with new challenges. By taking steps to ensure HR compliance, you can protect your company and your employees.
From India, Dombivali
Mr Pocket HRM, whatever you have explained above are applicable to an establishment employing 20 employees also. The question was all about the coverage of Acts to those establishments which have 30 employees and the compliances when it increases beyond 30 employees. Employment contracts, developing policies and procedures, managing compensation, performance evaluation etc are available to all establishments irrespective of number of employees.
From India, Kannur
From India, Kannur
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
HR Satutory Compliances.ppt