Provident Fund Registration

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Registration with the Employee Provident Fund Organisation (EPFO) becomes mandatory for an employer when the number of employees reaches twenty. However, it may be taken voluntarily as well. Call us to get started.

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Provident Fund (PF) Registration

Estabishment Registration with Employers Provident Fund Organisation (EPFO) is mandatory if the number of employees exceeds 20 and may be obtained voluntarily if the employee’s number is less than twenty. Our dedicated team will help you to your company with EPFO.
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Provident Fund (PF) Registration in India

The registration of an establishment under the provident fund organisation becomes mandatory, the moment total number of employees in the organisation reaches twenty in number. To count the statutory limit of 2o even contract employees are counted apart from the employees employed through a subsidiary company. You should be very careful in determining the eligibility of your organisation for PF Enrollment. The application for the EPFO Coverage should be made within 30 days of reaching the threshold limit of the twenty.
The application for PF Registration is made online with the Digital Signature of one director or the Authorised Signatory of the company. We assist you to ascertain the coverage and applicability of the PF and file application for registration on your behalf to the PF Office, draft all documents and do a followup with the department for issuance of the registration number of the establishment.

Important Point of Provident Fund (PF) Registration

Compulsory Registration

The establishment employing 20 or more employees is required to obtain registration with the PF department within 30 days of reaching that number. This number is irrespective of salary

Voluntary Registration

The employer with the consent of its employee can also seek optional coverage for its establishment so that their employees avail the benefit of the provident fund.

Meaning of Employee for PF

Full-time employees Part-Time Employees Employees Working at Home Contract Employees / Full-time Consultants

ESIC with PF Registration

As the PF registration is required only when the number of employees reaches 20, hence ESIC registration is also necessary as is required to be obtained when the number of employee reaches 10

Documents Required For PF Registration

S.No List Of Document
Certificate of Incorporation
PAN Card
Cancelled Cheque
Address proof of establishment
Specimen Signature
Digital Signature
PAN, ID and Address Proof
Employee declaration

Provident Fund (PF) Registration Process

STEP 1 – Documentation and Digital Signature
The first step is to scan the documents to be uploaded in the prescribed DPI, followed by making of DSC of Class II for the director / partner, as the application is filed online.
STEP 2 – Establishment Registration
The employer profile is created at the EPFO Portal, this process also involves confirmation of contact details by way of OTP. This process also involves PAN verification of the establishment.
STEP 3 – DSC Registration of AR On PF Portal
After the establishment profile is verified and active, the next thing is to get the DSC of the director/AR registered on the PF Portal, Java must be correctly configured for DSC Registration.
STEP 4 – PF Application Filing
Finally, it is the time of filing the application for PF Registration. the applicant is expected to fill the data correctly and must disclose all detail. On approval, PF Number is allotted.

Frequently Asked Questions About Provident Fund Registration

The provident fund is a social security scheme having the government guarantee to its members. The provisions of the PF Act applies to the establishment based on the number of employees. Registration with the Provident Fund Organisation is mandatory for establishments employing 20 or more employees.
However, However, it can also be taken on a voluntary basis with the consent of its employees. A copy of the declaration by the majority of the employee of opting for voluntary registration is attached with the Form.
The UAN number is the short form of Universal Account Number Identification Number allotted by the EPFO to its members, this acts as an account number for the employees. The establishment needs to allot UIN number to all existing employees immediately after registration of the establishments.
Every employee of the establishment has to furnish a declaration in Form number 11, the purpose of the form 11 is to give details of the employee to the company/employer for the purpose of doing compliance of the provisions of the PF Act and schemes thereof.
Provident fund is a social security scheme, where both employers, as well as employee, contributes to the fund as a percentage of the basic wages (The term Basic Wages has been defined under section 2(b) of The Employees’ Provident Funds and Miscellaneous Act, 1952. The contribution is as under
  1. By Employee: 12% of the Basic Wages [10% in case the number of employees is less than 20]
  2. By Employer: An employer has to pay its share of contribution in the following parts
    1. Employee Provident Fund (EPF) = 3.67% (1.67% in case of fewer than 20 employees)
    2. Employee Pension Scheme = 8.33%
    3. Employee Deposit Linked Insurance (EDLI) = 0.5%
    4. Admin Charges for EPF = 0.5%
    5. Admin Charges for EDLI = Nil
    6. updated as on 01-04-2017
Section 2(b) defines the term Basic Wages. This definition is of paramount importance as all the contribution and further compliance revolves around it. A perusal of the definition shows the following
  1. Included in the term “Basic Wages”
    • All emoluments which are earned by an employee as per employment contract
  2. Excluded from the definition of “Basic Wages”
    • The cash value of any food concession;
    • Any dearness allowance
    • HRA (House Rent Allowance,
    • Overtime allowance,
    • Bonus,
    • Any presents made by the employer;
There has been widespread confusion with respect to the treatment of special allowances or other allowances which many employers used to factor in their wage structure. Different high courts have also given conflicting judgement. however, finally, the Hon’ble Supreme Court in Civil Appeal No. 6221 of 2011 settled down the controversy by passing its judgement on 28th February 2019. The final position is that any allowances which have not been specifically excluded shall form part of the Basic Wages under section 2(b) shall not be excluded. In other words, allowances which can not be attributed clearly to a specific purpose shall be part and parcel of the Basic Wages.

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