An employee died during his LOP. He was critically ill. Can it be updated in PF portal as "Death in Service". What about his Benefits from PF (EDLI/Pension)
From India, Hyderabad
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5From India, Hyderabad
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LOP does not mean that the employee was not in service. It is only an arrangement for leave when the employee falls short of paid leave. If the date of exit shown in the PF records is after the date of death, the dependents of the deceased employee will receive all the benefits like EDLI and Pension. Therefore, do not put the date just after the date of death as the date of Exit. Please remember that if you put even the same date of death, the application for EDLI will be rejected, stating that the death occurred not while in service but after the exit from service. Therefore, put the date succeeding the date of death as the exit date.
From India, Kannur
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From India, Kannur
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Thanks Madhu. So if the date of death is on 5th Sep 2023 then DOE should be put 6th Sep 2023.
From India, Hyderabad
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From India, Hyderabad
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Hi, DOE should be 5th Sep,2023 only. When the employee is deceased on 5th Sep,2023 itself how come you remove by the closing hours of 6th Sep,2023?
From India, Madras
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From India, Madras
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If you mark the exit on 5th Sept, the EPF will definitely reject the claim for EDLI, saying that death did not occur while in service. It is appropriate in the case of an employee joining another organization on the date immediately following the exit from the previous company, but in the event of death, it should be the date following the date of death. I have had a lot of correspondence with EPFO regarding this matter from my past experience. That is why I am suggesting never to input the same date of exit in cases of death.
From India, Kannur
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From India, Kannur
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Mr. Madhu,
I don't think 6.9.23 will be appropriate. The employment contract between the Employer and Employee comes to an end on the date of death of the employee. In such a situation, how can LWD be after the death date? We have processed a few claims wherein the LWD was marked to match the death date of the employee only.
From India, Madras
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I don't think 6.9.23 will be appropriate. The employment contract between the Employer and Employee comes to an end on the date of death of the employee. In such a situation, how can LWD be after the death date? We have processed a few claims wherein the LWD was marked to match the death date of the employee only.
From India, Madras
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Mr. Lakshmi Narayanan,
This is because the death may happen after the working hours, i.e., after the last working day, or after the employee has been marked exit. In the case of an employee joining another organization on the succeeding day itself, it is true that we should put the last working day as the exit day. But in all other cases, it is safer to put the next day as the date of exit. And if you are so confident, you can put the date of death as the date of exit and then do N number of correspondence to prove that he was in service until the date of death and immediately on hearing the news of his death, we exited him, without going into deep that a day means 24 hours starting from midnight at 12:01 and ending at midnight at 12 etc., and until the time of death, only we had a legal contract with the employee and since the death had happened during the day, say at 11 am, he would cease to become an employee after the remaining hours of the day and therefore, his death could only be considered as death while in service etc.....
Akheel, I have given a practical solution from my own experience, and you may keep the marking of exit pending and take proper advice and act accordingly.
From India, Kannur
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This is because the death may happen after the working hours, i.e., after the last working day, or after the employee has been marked exit. In the case of an employee joining another organization on the succeeding day itself, it is true that we should put the last working day as the exit day. But in all other cases, it is safer to put the next day as the date of exit. And if you are so confident, you can put the date of death as the date of exit and then do N number of correspondence to prove that he was in service until the date of death and immediately on hearing the news of his death, we exited him, without going into deep that a day means 24 hours starting from midnight at 12:01 and ending at midnight at 12 etc., and until the time of death, only we had a legal contract with the employee and since the death had happened during the day, say at 11 am, he would cease to become an employee after the remaining hours of the day and therefore, his death could only be considered as death while in service etc.....
Akheel, I have given a practical solution from my own experience, and you may keep the marking of exit pending and take proper advice and act accordingly.
From India, Kannur
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PF benefits.doc