{"id":12976,"date":"2026-04-29T17:55:19","date_gmt":"2026-04-29T12:25:19","guid":{"rendered":"https:\/\/www.tankhapay.com\/blog\/?p=12976"},"modified":"2026-05-01T17:39:18","modified_gmt":"2026-05-01T12:09:18","slug":"esic-eligibility-criteria","status":"publish","type":"post","link":"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/","title":{"rendered":"ESIC Eligibility Criteria for Employer &#038; Employee (2026)"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_78 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#What_Is_ESIC_and_Why_Does_Eligibility_Matter\" >What Is ESIC and Why Does Eligibility Matter?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#How_Salary_Structure_Affects_ESIC_Eligibility\" >How Salary Structure Affects ESIC Eligibility<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#ESIC_Eligibility_Criteria_and_How_It_Works\" >ESIC Eligibility Criteria and How It Works<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Establishment-Level_Eligibility\" >Establishment-Level Eligibility\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#2_ESI_Criteria_Employee-Level_Wage_Limit\" >2. ESI Criteria: Employee-Level Wage Limit<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#3_ESIC_Eligibility_Criteria_for_Employee_What_%E2%80%9CWages%E2%80%9D_Includes\" >3. ESIC Eligibility Criteria for Employee: What &#8220;Wages&#8221; Includes<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Who_All_are_Eligible_for_ESIC\" >Who All are Eligible for ESIC?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Permanent_Employees\" >Permanent Employees<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Contract_and_Casual_Workers\" >Contract and Casual Workers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Fixed-Term_Employees\" >Fixed-Term Employees<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Trainees_and_Apprentices\" >Trainees and Apprentices<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Directors_Receiving_Remuneration\" >Directors Receiving Remuneration<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Gig_and_Platform_Workers_The_New_Frontier\" >Gig and Platform Workers (The New Frontier)<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#ESIC_Qualification_What_Does_the_%E2%80%9CContribution_Period%E2%80%9D_Mean\" >ESIC Qualification: What Does the &#8220;Contribution Period&#8221; Mean?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#ESI_Benefits_Eligibility_What_Covered_Employees_Get\" >ESI Benefits Eligibility: What Covered Employees Get<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Maternity_Benefit\" >Maternity Benefit<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Disablement_Benefit\" >Disablement Benefit<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Dependants_Benefit\" >Dependants&#8217; Benefit<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Unemployment_Allowance_RAJIV_GANDHI_SHRAMIK_KALYAN_YOJANA\" >Unemployment Allowance (RAJIV GANDHI SHRAMIK KALYAN YOJANA)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Funeral_Expenses\" >Funeral Expenses<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Post-Retirement_Medical_Benefit\" >Post-Retirement Medical Benefit<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#ESIC_Family_Members_Eligibility_Who_Is_a_%E2%80%9CDependent%E2%80%9D\" >ESIC Family Members Eligibility: Who Is a &#8220;Dependent&#8221;?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#ESIC_Out_of_Coverage_Rules_When_Does_an_Employee_Exit_the_Scheme\" >ESIC Out of Coverage Rules: When Does an Employee Exit the Scheme?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Wage_Exceeds_the_Ceiling_Mid-Year\" >Wage Exceeds the Ceiling Mid-Year<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Establishment_Falls_Below_Employee_Threshold\" >Establishment Falls Below Employee Threshold<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Exempted_Establishments\" >Exempted Establishments<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Excluded_Employment_Categories\" >Excluded Employment Categories<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Contribution_Rates_What_Employers_and_Employees_Pay\" >Contribution Rates: What Employers and Employees Pay<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#The_2026_Shift_How_New_Labour_Codes_Change_ESIC_Eligibility\" >The 2026 Shift: How New Labour Codes Change ESIC Eligibility<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#The_Old_Problem_%E2%80%9CSalary_Splitting%E2%80%9D_to_Avoid_ESIC\" >The Old Problem: &#8220;Salary Splitting&#8221; to Avoid ESIC<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#The_New_Rule_50_Wage_Floor\" >The New Rule: 50% Wage Floor<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#ESIC_Registration_A_Quick_Checklist_for_Employers\" >ESIC Registration: A Quick Checklist for Employers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-33\" href=\"https:\/\/www.tankhapay.com\/blog\/esic-eligibility-criteria\/#Key_Takeaways\" >Key Takeaways<\/a><\/li><\/ul><\/nav><\/div>\n<p class=\"ai-optimize-6 ai-optimize-introduction\"><span style=\"font-weight: 400;\">If you have ever asked the question \u201cWho is eligible for ESIC?\u201d and got a vague answer such as \u201cemployees earning up to \u20b921,000\u201d, you have only just begun. In reality, the eligibility for <a href=\"https:\/\/www.tankhapay.com\/blog\/esic-complete-guide\/\" target=\"_blank\" rel=\"noopener\"><b>ESIC<\/b><\/a> is much more layered than a single salary figure. Moreover, with the new Labour Codes coming into force from November 2025 in India, the game has quietly but significantly shifted.<\/span><\/p>\n<p class=\"ai-optimize-7\"><span style=\"font-weight: 400;\">This guide breaks it all down from the foundational ESI criteria to the brand-new wage definition that&#8217;s pulling thousands of previously excluded employees into the coverage net.<\/span><\/p>\n<h2 class=\"ai-optimize-8\"><span class=\"ez-toc-section\" id=\"What_Is_ESIC_and_Why_Does_Eligibility_Matter\"><\/span><b>What Is ESIC and Why Does Eligibility Matter?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-9\"><span style=\"font-weight: 400;\">Before getting into the ESIC eligibility criteria, let&#8217;s quickly get the context right.<\/span><\/p>\n<p class=\"ai-optimize-10\"><span style=\"font-weight: 400;\">ESIC (Employees&#8217; State Insurance Corporation) is a statutory organisation established under the Ministry of Labour &amp; Employment, Government of India. It administers the ESI (Employees&#8217; State Insurance) Scheme, a self-financed, comprehensive social security programme that protects workers and their families against financial hardship arising from sickness, maternity, disability, workplace injuries, and death.<\/span><\/p>\n<p class=\"ai-optimize-11\"><span style=\"font-weight: 400;\">In short, ESIC works as a safety insurance, and as an employer, your decision to cover your employee under the ESIC scheme directly determines if they can walk into an ESI hospital, claim cash benefits during illness, or receive maternity pay without your company bearing\u00a0additional costs.<\/span><\/p>\n<p class=\"ai-optimize-12\"><span style=\"font-weight: 400;\">Moreover, misinterpreting the ESIC qualification criteria incorrectly leads to non-compliance, penalties, and, most importantly, denies workers the benefits they are entitled to.<\/span><\/p>\n<h2 class=\"ai-optimize-13\"><span class=\"ez-toc-section\" id=\"How_Salary_Structure_Affects_ESIC_Eligibility\"><\/span><b>How Salary Structure Affects ESIC Eligibility<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-14\"><span style=\"font-weight: 400;\">Here&#8217;s something most HR articles and compliance blogs haven&#8217;t addressed directly:<\/span><\/p>\n<p class=\"ai-optimize-15\"><span style=\"font-weight: 400;\">For many years, a large number of employers have been keeping the basic pay on the lower side to avoid ESIC liability. In simple terms, if allowances (HRA, conveyance, and special allowance) were inflated and basic pay + DA were kept below \u20b921,000, the employee technically fell outside ESIC coverage. The employee lost benefits, the employer saved on contributions.<\/span><\/p>\n<p class=\"ai-optimize-16\"><span style=\"font-weight: 400;\">As per the new wage code under Section 2(88), wages must account for at least 50% of remuneration.<\/span><\/p>\n<p class=\"ai-optimize-17\"><span style=\"font-weight: 400;\">An employee earning \u20b940,000 per month, with only \u20b910,000 listed as &#8220;basic&#8221;, can now have \u20b920,000 treated as wages, bringing them squarely within ESIC&#8217;s \u20b921,000 threshold.<\/span><\/p>\n<p class=\"ai-optimize-18\"><span style=\"font-weight: 400;\">This is the story most companies haven&#8217;t yet fully processed. Let&#8217;s now map out all the ESI eligibility for employees from scratch, because this context matters enormously.<\/span><\/p>\n<h2 class=\"ai-optimize-19\"><span class=\"ez-toc-section\" id=\"ESIC_Eligibility_Criteria_and_How_It_Works\"><\/span><b>ESIC Eligibility Criteria and How It Works<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-20\"><span style=\"font-weight: 400;\">While checking for ESIC eligibility criteria, it may appear quite simple. However, ESIC works on a structured framework. Eligibility is not only based on the individual employee but also on the organisational membership to the ESIC programme.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-21\" aria-level=\"1\">\n<h3 class=\"ai-optimize-22\"><span class=\"ez-toc-section\" id=\"Establishment-Level_Eligibility\"><\/span><b>Establishment-Level Eligibility\u00a0<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-23\"><span style=\"font-weight: 400;\">However, for any employee to benefit from ESIC coverage, the organisation employing him\/her must first qualify. In other words, ESIC can be likened to a double-key lock that has to be opened by two keys. For instance, if the organisation does not qualify, an employee earning \u20b910,000\/month will not be eligible for ESIC coverage.<\/span><\/p>\n<p class=\"ai-optimize-24\"><span style=\"font-weight: 400;\">Under Sections 1(3) and 1(5) of the ESI Act, 1948, the scheme is applicable to:<\/span><\/p>\n<div class=\"table-responsive\">\n<table class=\"table-class\">\n<tbody>\n<tr>\n<th>\n<p class=\"ai-optimize-25\"><b>Type of Establishment<\/b><\/p>\n<\/th>\n<th>\n<p class=\"ai-optimize-26\"><b>Employee Threshold<\/b><\/p>\n<\/th>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-27\"><span style=\"font-weight: 400;\">Non-seasonal factories (using power)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-28\"><span style=\"font-weight: 400;\">10 or more persons<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-29\"><span style=\"font-weight: 400;\">Non-seasonal factories (without power)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-30\"><span style=\"font-weight: 400;\">10 or more persons<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-31\"><span style=\"font-weight: 400;\">Shops, commercial establishments<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-32\"><span style=\"font-weight: 400;\">10 or more persons<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-33\"><span style=\"font-weight: 400;\">Hotels and restaurants<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-34\"><span style=\"font-weight: 400;\">10 or more persons<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-35\"><span style=\"font-weight: 400;\">Road motor transport undertakings<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-36\"><span style=\"font-weight: 400;\">10 or more persons<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-37\"><span style=\"font-weight: 400;\">Newspaper establishments<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-38\"><span style=\"font-weight: 400;\">10 or more persons<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-39\"><span style=\"font-weight: 400;\">Private educational institutions<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-40\"><span style=\"font-weight: 400;\">10 or more persons<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-41\"><span style=\"font-weight: 400;\">Private medical institutions<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-42\"><span style=\"font-weight: 400;\">10 or more persons<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-43\"><span style=\"font-weight: 400;\">Cinemas and preview theatres<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-44\"><span style=\"font-weight: 400;\">10 or more persons<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-45\"><span style=\"font-weight: 400;\">Maharashtra &amp; Chandigarh (all categories)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-46\"><span style=\"font-weight: 400;\">20 or more persons<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<h4 class=\"ai-optimize-47\"><b>How is the employee count calculated?<\/b><\/h4>\n<p class=\"ai-optimize-48\"><span style=\"font-weight: 400;\">The headcount for determining ESIC applicability includes <\/span><i><span style=\"font-weight: 400;\">all persons employed on the premises and its precincts<\/span><\/i><span style=\"font-weight: 400;\">, not just those on the permanent rolls. That means:<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-49\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Permanent workers<\/span><\/li>\n<li class=\"ai-optimize-50\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Contractual and casual workers<\/span><\/li>\n<li class=\"ai-optimize-51\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Trainees (who do not come under the Apprentices Act)<\/span><\/li>\n<li class=\"ai-optimize-52\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Part-time workers<\/span><\/li>\n<li class=\"ai-optimize-53\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Directors rendering services and drawing salaries<\/span><\/li>\n<li class=\"ai-optimize-54\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Even employees who may be personally exempted from contributing (for example, those who earn more than \u20b921,000) can also be included in the headcount<\/span><\/li>\n<\/ul>\n<p class=\"ai-optimize-55\"><span style=\"font-weight: 400;\">So a company with 6 permanent staff, 3 contract workers, and 2 trainees has 11 people and is firmly within ESIC&#8217;s ambit, even if most of them earn above the wage ceiling.<\/span><\/p>\n<h4 class=\"ai-optimize-56\"><b>What counts as &#8220;premises&#8221;?<\/b><\/h4>\n<p class=\"ai-optimize-57\"><span style=\"font-weight: 400;\">The ESI Act defines premises broadly. Multiple buildings used for one continuous manufacturing or business process, even if located at a distance from each other, can constitute a single &#8220;premises&#8221;. The area ordinarily accessible and adjacent to the main structure is also included. This matters for businesses with warehouses, annexes, or satellite offices.<\/span><\/p>\n<ol>\n<li class=\"ai-optimize-58\"><b> Once covered, always covered (mostly)<\/b><\/li>\n<\/ol>\n<p class=\"ai-optimize-59\"><span style=\"font-weight: 400;\">Once an establishment comes under the ESI scheme, it will remain in that category until the government allows the company an exemption from it, even if at some point it falls below the prescribed limit for the time being. It is pertinent, especially in regard to seasonal companies or those that have a volatile workforce.<\/span><\/p>\n<ol>\n<li class=\"ai-optimize-60\"><b> Seasonal establishments are an exception<\/b><\/li>\n<\/ol>\n<p class=\"ai-optimize-61\"><span style=\"font-weight: 400;\">Factories that operate for fewer than 7 months in a year and are classified as &#8220;seasonal&#8221; are outside mandatory ESIC coverage. However, the appropriate government may extend coverage to them through a separate notification.<\/span><\/p>\n<h3 class=\"ai-optimize-62\"><span class=\"ez-toc-section\" id=\"2_ESI_Criteria_Employee-Level_Wage_Limit\"><\/span><b>2. ESI Criteria: Employee-Level Wage Limit<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"ai-optimize-63\"><span style=\"font-weight: 400;\">Once the establishment qualifies, it goes to the employee filter. But not all employees within an ESIC establishment automatically fall under ESIC, but rather it is based on their monthly earnings.<\/span><\/p>\n<p class=\"ai-optimize-64\"><b>The Wage Ceiling<\/b><\/p>\n<div class=\"table-responsive\">\n<table class=\"table-class\">\n<tbody>\n<tr>\n<th>\n<p class=\"ai-optimize-65\"><b>Category of Employee<\/b><\/p>\n<\/th>\n<th>\n<p class=\"ai-optimize-66\"><b>Monthly Wage Ceiling for ESIC Coverage<\/b><\/p>\n<\/th>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-67\"><span style=\"font-weight: 400;\">Regular employees<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-68\"><span style=\"font-weight: 400;\">\u20b921,000 per month<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-69\"><span style=\"font-weight: 400;\">Persons with Disability (PwD)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-70\"><span style=\"font-weight: 400;\">\u20b925,000 per month<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-71\"><span style=\"font-weight: 400;\">Daily wage workers (earning \u2264 \u20b9137\/day)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-72\"><span style=\"font-weight: 400;\">Covered, but exempt from employee contribution<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<p class=\"ai-optimize-73\"><span style=\"font-weight: 400;\">The \u20b921,000 wage ceiling has been in effect since January 1, 2017, when it was revised upward from \u20b915,000. There has been no further revision since, though the new Labour Code framework is expected to functionally expand coverage without technically changing the ceiling.<\/span><\/p>\n<h4 class=\"ai-optimize-74\"><b>What happens when an employee&#8217;s salary crosses \u20b921,000 mid-year?<\/b><\/h4>\n<p class=\"ai-optimize-75\"><span style=\"font-weight: 400;\">It is one of the least understood criteria for eligibility under ESI. The criterion states that if the earnings of an individual rise above \u20b921,000 in the midst of a contribution period, they will not automatically become ineligible for coverage. The person remains eligible for coverage until the end of that contribution period.<\/span><\/p>\n<p class=\"ai-optimize-76\"><span style=\"font-weight: 400;\">For example, if an employee gets a salary hike in July that takes them to \u20b923,000, but the contribution period runs from April to September, both the employer and employee must continue ESIC contributions through September. Coverage exists only from October 1, when the new contribution period begins.<\/span><\/p>\n<p class=\"ai-optimize-77\"><b>The reverse also applies:<\/b><span style=\"font-weight: 400;\"> if a new employee joins mid-period and their salary is \u20b919,000, they are covered for the rest of that contribution period and the following benefit period, even if they get a hike before the period ends.<\/span><\/p>\n<ol>\n<li class=\"ai-optimize-78\"><b> Daily wage workers and the \u20b9137 threshold<\/b><\/li>\n<\/ol>\n<p class=\"ai-optimize-79\"><span style=\"font-weight: 400;\">If employees&#8217; average daily wage is \u20b9137 or less, then they will be exempted from the employee&#8217;s contribution of 0.75%. However, and this is very important for the employer to understand, the employer&#8217;s contribution of 3.25% will be applicable. This makes sure that even low-wage earners are covered by the ESIC scheme.<\/span><\/p>\n<ol>\n<li class=\"ai-optimize-80\"><b> No age-based restriction on coverage<\/b><\/li>\n<\/ol>\n<p class=\"ai-optimize-81\"><span style=\"font-weight: 400;\">Unlike some other benefit schemes, ESI Eligibility for Employees does not impose any minimum or maximum age limit for coverage. A 55-year-old employee earning \u20b918,000 is just as eligible as a 22-year-old fresher earning the same. Age simply doesn&#8217;t factor into individual ESI eligibility.<\/span><\/p>\n<ol>\n<li class=\"ai-optimize-82\"><b> PwD employees, a special carve-out worth noting<\/b><\/li>\n<\/ol>\n<p class=\"ai-optimize-7\">Moreover, the \u20b925,000 ceiling for employees with disabilities not only raises the threshold but also reflects the policymaker\u2019s intent to ensure that individuals with disabilities, who often face higher medical expenses and job insecurity, do not lose social protection merely because their salaries are slightly higher. Additionally, it is important to note that before April 2016, no wage ceiling applied to employees with disabilities.<\/p>\n<h3 class=\"ai-optimize-84\"><span class=\"ez-toc-section\" id=\"3_ESIC_Eligibility_Criteria_for_Employee_What_%E2%80%9CWages%E2%80%9D_Includes\"><\/span><b>3. ESIC Eligibility Criteria for Employee: What &#8220;Wages&#8221; Includes<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"ai-optimize-85\"><span style=\"font-weight: 400;\">If there&#8217;s one area of ESIC compliance where even experienced payroll teams get it wrong, it&#8217;s the definition of &#8220;wages&#8221;. What counts as wages determines whether an employee crosses the \u20b921,000 threshold and, therefore, whether they&#8217;re covered. Getting this wrong in either direction has consequences: over-deduction erodes employee trust, and under-coverage invites compliance action.<\/span><\/p>\n<h4 class=\"ai-optimize-86\"><b>What is included in wages for ESIC purposes?<\/b><\/h4>\n<p class=\"ai-optimize-87\"><span style=\"font-weight: 400;\">Under the ESI Act, &#8220;wages&#8221; have a specific meaning. The following components are treated as wages and are factored into <a href=\"https:\/\/www.tankhapay.com\/blog\/esi-calculation\/\" target=\"_blank\">ESIC contribution calculations<\/a>:<\/span><\/p>\n<div class=\"table-responsive\">\n<table class=\"table-class\">\n<tbody>\n<tr>\n<th>\n<p class=\"ai-optimize-88\"><b>Wage Component<\/b><\/p>\n<\/th>\n<th>\n<p class=\"ai-optimize-89\"><b>Included in ESIC Wages?<\/b><\/p>\n<\/th>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-90\"><span style=\"font-weight: 400;\">Basic Salary<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-91\"><span style=\"font-weight: 400;\">Yes<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-92\"><span style=\"font-weight: 400;\">Dearness Allowance (DA)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-93\"><span style=\"font-weight: 400;\">Yes<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-94\"><span style=\"font-weight: 400;\">House Rent Allowance (HRA)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-95\"><span style=\"font-weight: 400;\">Yes<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-96\"><span style=\"font-weight: 400;\">City Compensatory Allowance<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-97\"><span style=\"font-weight: 400;\">Yes<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-98\"><span style=\"font-weight: 400;\">Night Shift Allowance<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-99\"><span style=\"font-weight: 400;\">Yes<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-100\"><span style=\"font-weight: 400;\">Overtime Wages<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-101\"><span style=\"font-weight: 400;\"> Yes (included in wages for contribution, but not for determining coverage threshold)<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-102\"><span style=\"font-weight: 400;\">Incentives are paid at regular intervals<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-103\"><span style=\"font-weight: 400;\">Yes<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-104\"><span style=\"font-weight: 400;\">Production or attendance bonuses (if payable under contract)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-105\"><span style=\"font-weight: 400;\">Yes<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-106\"><span style=\"font-weight: 400;\">Meal Allowance \/ Food Allowance<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-107\"><span style=\"font-weight: 400;\"> Yes (if paid in cash)<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-108\"><span style=\"font-weight: 400;\">Uniform Allowance (if paid in cash)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-109\"><span style=\"font-weight: 400;\">Yes<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<h4 class=\"ai-optimize-110\"><b>What is NOT included in wages for ESIC purposes?<\/b><\/h4>\n<p class=\"ai-optimize-111\"><span style=\"font-weight: 400;\">Not every payout to an employee counts as \u201cwages\u201d under ESIC. Here\u2019s a quick look at the components that are specifically kept outside its scope and why they don\u2019t qualify.<\/span><\/p>\n<div class=\"table-responsive\">\n<table class=\"table-class\">\n<tbody>\n<tr>\n<th>\n<p class=\"ai-optimize-112\"><b>Component<\/b><\/p>\n<\/th>\n<th>\n<p class=\"ai-optimize-113\"><b>Excluded<\/b><\/p>\n<\/th>\n<th>\n<p class=\"ai-optimize-114\"><b>Reason<\/b><\/p>\n<\/th>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-115\"><span style=\"font-weight: 400;\">Annual bonus (statutory or ex-gratia)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-116\"><span style=\"font-weight: 400;\">Excluded<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-117\"><span style=\"font-weight: 400;\">Not part of contractual salary terms<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-118\"><span style=\"font-weight: 400;\">Gratuity<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-119\"><span style=\"font-weight: 400;\">Excluded<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-120\"><span style=\"font-weight: 400;\">Post-employment benefit<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-121\"><span style=\"font-weight: 400;\">Retrenchment compensation<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-122\"><span style=\"font-weight: 400;\">Excluded<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-123\"><span style=\"font-weight: 400;\">One-time settlement, not recurring wage<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-124\"><span style=\"font-weight: 400;\">Encashment of leave<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-125\"><span style=\"font-weight: 400;\">Excluded<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-126\"><span style=\"font-weight: 400;\">Leave is time off, not service wages<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-127\"><span style=\"font-weight: 400;\">Travelling allowance for official duty<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-128\"><span style=\"font-weight: 400;\">Excluded<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-129\"><span style=\"font-weight: 400;\">Reimbursement of expenditure<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-130\"><span style=\"font-weight: 400;\">Daily allowance (for outstation duties)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-131\"><span style=\"font-weight: 400;\">Excluded<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-132\"><span style=\"font-weight: 400;\">Expense reimbursement<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-133\"><span style=\"font-weight: 400;\">Employer&#8217;s PF contribution<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-134\"><span style=\"font-weight: 400;\">Excluded<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-135\"><span style=\"font-weight: 400;\">Statutory employer cost, not employee wage<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-136\"><span style=\"font-weight: 400;\">Gifts, souvenirs (non-cash)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-137\"><span style=\"font-weight: 400;\">Excluded<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-138\"><span style=\"font-weight: 400;\">Not wages by nature<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-139\"><span style=\"font-weight: 400;\">Gratuity paid at the time of death<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-140\"><span style=\"font-weight: 400;\">Excluded<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-141\"><span style=\"font-weight: 400;\">Compassionate payment<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<ul>\n<li class=\"ai-optimize-142\" aria-level=\"1\"><b>The overtime nuance often missed<\/b><\/li>\n<\/ul>\n<p class=\"ai-optimize-143\"><span style=\"font-weight: 400;\">Overtime wages are included in &#8220;wages&#8221; for the purpose of calculating ESIC contributions, but they are explicitly excluded when determining whether an employee crosses the \u20b921,000 coverage threshold. This means if an employee&#8217;s regular salary is \u20b919,000 but they earn \u20b94,000 in overtime, taking their total to \u20b923,000 in a given month, they are still covered under ESIC (because their regular wages don&#8217;t exceed \u20b921,000). However, that month&#8217;s ESIC contribution will be calculated on the full \u20b923,000.<\/span><\/p>\n<p class=\"ai-optimize-144\"><span style=\"font-weight: 400;\">This distinction is commonly misread in payroll systems that automatically exclude an employee from ESIC the moment their gross pay crosses \u20b921,000 in any given month, that&#8217;s incorrect.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-145\" aria-level=\"1\"><b>The new 50% wage rule under Labour Codes (2025 onwards)<\/b><\/li>\n<\/ul>\n<p class=\"ai-optimize-146\"><span style=\"font-weight: 400;\">Under the Code on Social Security, 2020, wages (basic + DA) must constitute at least 50% of total remuneration. If allowances push the total compensation beyond the point where basic pay + DA is less than 50% of gross, the excess allowances are reclassified as wages. This directly impacts whether an employee is considered as earning &#8220;within&#8221; the \u20b921,000 threshold \u2014 even if their gross salary looks higher on paper. See the detailed breakdown in the 2025\u20132026 update section of this guide.<\/span><\/p>\n<h2 class=\"ai-optimize-147\"><span class=\"ez-toc-section\" id=\"Who_All_are_Eligible_for_ESIC\"><\/span><b>Who All are Eligible for ESIC?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>&nbsp;<\/p>\n<p class=\"ai-optimize-148\"><span style=\"font-weight: 400;\">ESIC coverage isn\u2019t limited to just full-time employees. The scheme extends to multiple categories of workers, depending on their wages and the nature of employment within a covered establishment.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-149\" aria-level=\"1\">\n<h3 class=\"ai-optimize-150\"><span class=\"ez-toc-section\" id=\"Permanent_Employees\"><\/span><b>Permanent Employees<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-151\"><span style=\"font-weight: 400;\">An employee of any covered establishment who earns \u20b921,000\/month or less is eligible for ESIC. Medical facilities under ESIC start immediately from Day 1, without waiting.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-152\" aria-level=\"1\">\n<h3 class=\"ai-optimize-153\"><span class=\"ez-toc-section\" id=\"Contract_and_Casual_Workers\"><\/span><b>Contract and Casual Workers<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-154\"><span style=\"font-weight: 400;\">Employees hired under a contract who are working in or in relation to the activities of any factory or establishment will be eligible. Even if they are paid by another company, the responsibility still lies with the main employer.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-155\" aria-level=\"1\">\n<h3 class=\"ai-optimize-156\"><span class=\"ez-toc-section\" id=\"Fixed-Term_Employees\"><\/span><b>Fixed-Term Employees<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-157\"><span style=\"font-weight: 400;\">Under the new Labour Codes, fixed-term employees are explicitly brought under social security coverage. They are eligible for all ESIC benefits on par with permanent employees.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-158\" aria-level=\"1\">\n<h3 class=\"ai-optimize-159\"><span class=\"ez-toc-section\" id=\"Trainees_and_Apprentices\"><\/span><b>Trainees and Apprentices<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-160\"><span style=\"font-weight: 400;\">Apprentices engaged under the Apprentices Act, 1961, are excluded from ESIC coverage. However, trainees on regular company rolls (not under the Act) are counted.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-161\" aria-level=\"1\">\n<h3 class=\"ai-optimize-162\"><span class=\"ez-toc-section\" id=\"Directors_Receiving_Remuneration\"><\/span><b>Directors Receiving Remuneration<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-163\"><span style=\"font-weight: 400;\">Directors who render services and receive remuneration from the company are counted toward the headcount and may be covered if their remuneration falls within the wage ceiling.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-164\" aria-level=\"1\">\n<h3 class=\"ai-optimize-165\"><span class=\"ez-toc-section\" id=\"Gig_and_Platform_Workers_The_New_Frontier\"><\/span><b>Gig and Platform Workers (The New Frontier)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-166\"><span style=\"font-weight: 400;\">The Code on Social Security, 2020, officially includes gig workers in the ambit of the social security system. Although inclusion under the ESIC scheme is not automatic for gig workers at present, the legislative framework exists. In relation to &#8220;aggregators&#8221;, the question of contributions to welfare funds is getting sorted out.<\/span><\/p>\n<h2 class=\"ai-optimize-167\"><span class=\"ez-toc-section\" id=\"ESIC_Qualification_What_Does_the_%E2%80%9CContribution_Period%E2%80%9D_Mean\"><\/span><b>ESIC Qualification: What Does the &#8220;Contribution Period&#8221; Mean?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-168\"><span style=\"font-weight: 400;\">ESIC operates on a <\/span><b>contribution period and benefit period<\/b><span style=\"font-weight: 400;\"> cycle. Understanding this is critical, because eligibility for cash benefits isn&#8217;t just about being enrolled.<\/span><\/p>\n<div class=\"table-responsive\">\n<table class=\"table-class\">\n<tbody>\n<tr>\n<th>\n<p class=\"ai-optimize-169\"><b>Contribution Period<\/b><\/p>\n<\/th>\n<th>\n<p class=\"ai-optimize-170\"><b>Corresponding Benefits Period<\/b><\/p>\n<\/th>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-171\"><span style=\"font-weight: 400;\">April 1-September 30<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-172\"><span style=\"font-weight: 400;\">January 1- June 30 (of next year)<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-173\"><span style=\"font-weight: 400;\">October 1-March 31<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-174\"><span style=\"font-weight: 400;\">July 1-December 31 (of next year)<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<p class=\"ai-optimize-175\"><span style=\"font-weight: 400;\">For most cash benefits (like sickness benefits), an employee must have contributed for at least 78 days in a contribution period to become eligible during the corresponding benefit period.<\/span><\/p>\n<p class=\"ai-optimize-176\"><span style=\"font-weight: 400;\">Medical benefit, however, starts from Day 1,\u00a0 no minimum contribution is required.<\/span><\/p>\n<h2 class=\"ai-optimize-177\"><span class=\"ez-toc-section\" id=\"ESI_Benefits_Eligibility_What_Covered_Employees_Get\"><\/span><b>ESI Benefits Eligibility: What Covered Employees Get<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-178\"><span style=\"font-weight: 400;\">Once an employee meets the ESIC eligibility criteria, here&#8217;s what they (and their family) are entitled to:<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-179\" aria-level=\"1\"><b>Medical Benefits<\/b><\/li>\n<\/ul>\n<p class=\"ai-optimize-180\"><span style=\"font-weight: 400;\">Firstly, full medical care from Day 1 of insurable employment, for both the insured employee and their family. Importantly, there is no cap on medical expenditure under the scheme. Treatment can be availed at any of ESIC&#8217;s hospitals, dispensaries, or empanelled private facilities.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-181\" aria-level=\"1\"><b>Sickness Allowance<\/b><\/li>\n<\/ul>\n<ul>\n<li class=\"ai-optimize-182\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">70% of salary for 91 days in a year when sick<\/span><\/li>\n<li class=\"ai-optimize-183\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Should have contributed at least 78 days within 6 months<\/span><\/li>\n<li class=\"ai-optimize-184\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Furthermore, ESIC extends sickness allowance up to 2 years at 80% of salary for any one of 34 long-term or cancerous illnesses<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li class=\"ai-optimize-185\" aria-level=\"1\">\n<h3 class=\"ai-optimize-186\"><span class=\"ez-toc-section\" id=\"Maternity_Benefit\"><\/span><b>Maternity Benefit<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<ul>\n<li class=\"ai-optimize-187\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Full salary for 26 weeks maternity leave<\/span><\/li>\n<li class=\"ai-optimize-188\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Can be extended by 1 week upon medical advice<\/span><\/li>\n<li class=\"ai-optimize-189\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Should have contributed for 70 days within the last two contribution periods<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li class=\"ai-optimize-190\" aria-level=\"1\">\n<h3 class=\"ai-optimize-191\"><span class=\"ez-toc-section\" id=\"Disablement_Benefit\"><\/span><b>Disablement Benefit<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<ul>\n<li class=\"ai-optimize-192\" style=\"font-weight: 400;\" aria-level=\"1\"><b>Temporary Disablement:<\/b><span style=\"font-weight: 400;\"> 90% of wages, payable from Day 1 of employment injury, no minimum contribution needed<\/span><\/li>\n<li class=\"ai-optimize-193\" style=\"font-weight: 400;\" aria-level=\"1\"><b>Permanent Disablement:<\/b><span style=\"font-weight: 400;\"> 90% of wages as a monthly payment for life, based on the extent of earning capacity lost (certified by a Medical Board)<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li class=\"ai-optimize-194\" aria-level=\"1\">\n<h3 class=\"ai-optimize-195\"><span class=\"ez-toc-section\" id=\"Dependants_Benefit\"><\/span><b>Dependants&#8217; Benefit<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-196\"><span style=\"font-weight: 400;\">In case of death due to an employment injury, the family receives 90% of wages per month, shared among dependants. This is a lifelong benefit.<\/span><\/p>\n<h3 class=\"ai-optimize-197\"><span class=\"ez-toc-section\" id=\"Unemployment_Allowance_RAJIV_GANDHI_SHRAMIK_KALYAN_YOJANA\"><\/span><b>Unemployment Allowance (RAJIV GANDHI SHRAMIK KALYAN YOJANA)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"ai-optimize-198\"><span style=\"font-weight: 400;\">In case of the loss of employment on account of closure of establishment, retrenchment, and permanent incapacity:<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-199\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">50% of salary for a period of 2 years<\/span><\/li>\n<li class=\"ai-optimize-200\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Medical attention during unemployment period<\/span><\/li>\n<li class=\"ai-optimize-201\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Training costs under ESIC<\/span><\/li>\n<li class=\"ai-optimize-202\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Qualification criteria: At least 3 years of insurable employment<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li class=\"ai-optimize-203\" aria-level=\"1\">\n<h3 class=\"ai-optimize-204\"><span class=\"ez-toc-section\" id=\"Funeral_Expenses\"><\/span><b>Funeral Expenses<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-205\"><span style=\"font-weight: 400;\">To ease the immediate financial burden during a difficult time, ESIC offers support for last rites. A lump sum of \u20b915,000 is provided to the family or person who performs the last rites.\u00a0<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-206\" aria-level=\"1\">\n<h3 class=\"ai-optimize-207\"><span class=\"ez-toc-section\" id=\"Post-Retirement_Medical_Benefit\"><\/span><b>Post-Retirement Medical Benefit<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-208\"><span style=\"font-weight: 400;\">Retired insured persons and permanently disabled employees, along with their spouses, can continue to receive ESIC medical benefits on payment of a <\/span><b>nominal annual premium of \u20b9120<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2 class=\"ai-optimize-209\"><span class=\"ez-toc-section\" id=\"ESIC_Family_Members_Eligibility_Who_Is_a_%E2%80%9CDependent%E2%80%9D\"><\/span><b>ESIC Family Members Eligibility: Who Is a &#8220;Dependent&#8221;?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-210\"><span style=\"font-weight: 400;\">A lot of employees get confused at this stage. The ESI scheme extends benefits not just to the insured worker but to their dependent family members. Here&#8217;s who qualifies:<\/span><\/p>\n<div class=\"table-responsive\">\n<table class=\"table-class\">\n<tbody>\n<tr>\n<th>\n<p class=\"ai-optimize-211\"><b>Family Member<\/b><\/p>\n<\/th>\n<th>\n<p class=\"ai-optimize-212\"><b>Condition for Eligibility<\/b><\/p>\n<\/th>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-213\"><span style=\"font-weight: 400;\">Spouse<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-214\"><span style=\"font-weight: 400;\">No additional condition required<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-215\"><span style=\"font-weight: 400;\">Children (legitimate or adopted)<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-216\"><span style=\"font-weight: 400;\">Up to age 25; no age limit if physically\/mentally challenged<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-217\"><span style=\"font-weight: 400;\">Widowed mother<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-218\"><span style=\"font-weight: 400;\">Wholly dependent on the insured person<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-219\"><span style=\"font-weight: 400;\">Parents<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-220\"><span style=\"font-weight: 400;\">Wholly dependent, no other means of income<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-221\"><span style=\"font-weight: 400;\">Minor brothers\/sisters<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-222\"><span style=\"font-weight: 400;\">Wholly dependent, no parents alive<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-223\"><span style=\"font-weight: 400;\">Widowed daughter-in-law<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-224\"><span style=\"font-weight: 400;\">Wholly dependent<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-225\"><span style=\"font-weight: 400;\">Minor children of a pre-deceased son<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-226\"><span style=\"font-weight: 400;\">Wholly dependent<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-227\"><span style=\"font-weight: 400;\">Grandchildren<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-228\"><span style=\"font-weight: 400;\">Wholly dependent, parents deceased<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<p class=\"ai-optimize-229\"><b>Key point:<\/b><span style=\"font-weight: 400;\"> &#8220;Wholly dependent&#8221; means the family member has no independent income or income that is substantially less than what is required for their sustenance. There&#8217;s no income ceiling defined in absolute terms, it&#8217;s assessed contextually.<\/span><\/p>\n<p class=\"ai-optimize-230\"><b>No separate registration or premium is needed for dependants.<\/b><span style=\"font-weight: 400;\"> Their coverage is an automatic extension of the insured person&#8217;s coverage.<\/span><\/p>\n<p>&nbsp;<\/p>\n<h2 class=\"ai-optimize-231\"><span class=\"ez-toc-section\" id=\"ESIC_Out_of_Coverage_Rules_When_Does_an_Employee_Exit_the_Scheme\"><\/span><b>ESIC Out of Coverage Rules: When Does an Employee Exit the Scheme?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-232\"><span style=\"font-weight: 400;\">Understanding ESIC out-of-coverage rules is just as important as knowing who qualifies. Here&#8217;s when an employee exits ESI coverage:<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-233\" aria-level=\"1\">\n<h3 class=\"ai-optimize-234\"><span class=\"ez-toc-section\" id=\"Wage_Exceeds_the_Ceiling_Mid-Year\"><\/span><b>Wage Exceeds the Ceiling Mid-Year<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-235\"><span style=\"font-weight: 400;\">For instance, if an employee&#8217;s wages cross \u20b921,000 after a contribution period has already started (e.g., they receive a mid-year hike), they remain covered until the end of that contribution period. In other words, coverage doesn&#8217;t stop the month their salary crosses the ceiling. The employer must continue to deduct and deposit contributions until the period ends.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-236\" aria-level=\"1\">\n<h3 class=\"ai-optimize-237\"><span class=\"ez-toc-section\" id=\"Establishment_Falls_Below_Employee_Threshold\"><\/span><b>Establishment Falls Below Employee Threshold<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-238\"><span style=\"font-weight: 400;\">Generally, an organisation becomes ineligible for ESIC when its number of employees falls below 10 (or 20 in some states). But when an organisation is under the ESIC ambit, it cannot just come out of it.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-239\" aria-level=\"1\">\n<h3 class=\"ai-optimize-240\"><span class=\"ez-toc-section\" id=\"Exempted_Establishments\"><\/span><b>Exempted Establishments<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-241\"><span style=\"font-weight: 400;\">The appropriate government may grant an exemption to an establishment if employees are already receiving benefits &#8220;substantially similar or superior&#8221; to those under the ESI Act. Notably, this exemption is granted for <\/span><b>one year at a time<\/b><span style=\"font-weight: 400;\"> and must be renewed before expiry.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-242\" aria-level=\"1\">\n<h3 class=\"ai-optimize-243\"><span class=\"ez-toc-section\" id=\"Excluded_Employment_Categories\"><\/span><b>Excluded Employment Categories<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-244\"><span style=\"font-weight: 400;\">These employees have been excluded from ESIC benefits:<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-245\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Under the Apprentices Act of 1961, apprentices employees<\/span><\/li>\n<li class=\"ai-optimize-246\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Miners working under the Mines Act<\/span><\/li>\n<li class=\"ai-optimize-247\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees of Railways eligible under the Railway scheme equivalent to ESI<\/span><\/li>\n<li class=\"ai-optimize-248\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Seasonal workers in factories<\/span><\/li>\n<li class=\"ai-optimize-249\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Service contractors (consultants, freelancers)<\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h2 class=\"ai-optimize-250\"><span class=\"ez-toc-section\" id=\"Contribution_Rates_What_Employers_and_Employees_Pay\"><\/span><b>Contribution Rates: What Employers and Employees Pay<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-251\"><span style=\"font-weight: 400;\">ESIC contributions are shared between the employer and employee at prescribed rates, calculated as a percentage of wages, as outlined below.<\/span><\/p>\n<div class=\"table-responsive\">\n<table class=\"table-class\">\n<tbody>\n<tr>\n<th>\n<p class=\"ai-optimize-252\"><b>Contributor<\/b><\/p>\n<\/th>\n<th>\n<p class=\"ai-optimize-253\"><b>Rate<\/b><\/p>\n<\/th>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-254\"><span style=\"font-weight: 400;\">Employer<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-255\"><span style=\"font-weight: 400;\">3.25% of wages<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-256\"><span style=\"font-weight: 400;\">Employee<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-257\"><span style=\"font-weight: 400;\">0.755 of wages<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-258\"><span style=\"font-weight: 400;\">Total<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-259\"><span style=\"font-weight: 400;\">4% of wages<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<p class=\"ai-optimize-260\"><span style=\"font-weight: 400;\">For employees with daily wages of <\/span><b>\u20b9137 or less<\/b><span style=\"font-weight: 400;\">, the employee contribution is <\/span><b>zero<\/b><span style=\"font-weight: 400;\">, but the employer still pays their 3.25%. This ensures that even the lowest-paid workers remain under coverage without any deduction from their wages.<\/span><\/p>\n<p class=\"ai-optimize-261\"><b>Contribution deadline:<\/b><span style=\"font-weight: 400;\"> 15th of the following calendar month. Both shares (employer + employee) are deposited together.<\/span><\/p>\n<h2 class=\"ai-optimize-262\"><span class=\"ez-toc-section\" id=\"The_2026_Shift_How_New_Labour_Codes_Change_ESIC_Eligibility\"><\/span><b>The 2026 Shift: How New Labour Codes Change ESIC Eligibility<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-263\"><span style=\"font-weight: 400;\">Here&#8217;s the critical update that most blogs haven&#8217;t fully dissected:<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-264\" aria-level=\"1\">\n<h3 class=\"ai-optimize-265\"><span class=\"ez-toc-section\" id=\"The_Old_Problem_%E2%80%9CSalary_Splitting%E2%80%9D_to_Avoid_ESIC\"><\/span><b>The Old Problem: &#8220;Salary Splitting&#8221; to Avoid ESIC<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-266\"><span style=\"font-weight: 400;\">As a matter of fact, before November 2025, there existed the method of maintaining a relatively lower figure of basic plus dearness allowance so as to avoid ESIC applicability. For instance, an employee having an aggregate gross salary of \u20b935,000, where basic wages are \u20b99,000, was ineligible for ESIC coverage.<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-267\" aria-level=\"1\">\n<h3 class=\"ai-optimize-268\"><span class=\"ez-toc-section\" id=\"The_New_Rule_50_Wage_Floor\"><\/span><b>The New Rule: 50% Wage Floor<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<\/li>\n<\/ul>\n<p class=\"ai-optimize-269\"><span style=\"font-weight: 400;\">Section 2(88) of the Code on Social Security, 2020 provides that wages comprising of Basic plus DA should form at least 50% of remuneration. All allowances that would increase the remuneration above the 50% mark become wages.<\/span><\/p>\n<p class=\"ai-optimize-270\"><b>Practical Example:<\/b><\/p>\n<div class=\"table-responsive\">\n<table class=\"table-class\">\n<tbody>\n<tr>\n<th>\n<p class=\"ai-optimize-271\"><b>Scenario<\/b><\/p>\n<\/th>\n<th>\n<p class=\"ai-optimize-272\"><b>Old Wage Calc<\/b><\/p>\n<\/th>\n<td>\n<p class=\"ai-optimize-273\"><b>New Wage Calc<\/b><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-274\"><span style=\"font-weight: 400;\">Total CTC: \u20b940,000\/month<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-275\"><span style=\"font-weight: 400;\">Basic: \u20b910,000 \u2192 Not covered<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-276\"><span style=\"font-weight: 400;\">50% of \u20b940,000 = \u20b920,000 \u2192 Covered<\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p class=\"ai-optimize-277\"><span style=\"font-weight: 400;\">Total CTC: \u20b944,000\/month<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-278\"><span style=\"font-weight: 400;\">Basic: \u20b912,000 \u2192 Not covered<\/span><\/p>\n<\/td>\n<td>\n<p class=\"ai-optimize-279\"><span style=\"font-weight: 400;\">50% of \u20b944,000 = \u20b922,000 \u2192 Not covered<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<p class=\"ai-optimize-280\"><span style=\"font-weight: 400;\">In addition, this implies that workers making gross salaries up to about \u20b942,000 can now come under the ESIC scheme despite no changes in the nominal salary limit of \u20b921,000.<\/span><\/p>\n<p class=\"ai-optimize-281\"><b>What employers need to do:<\/b><span style=\"font-weight: 400;\"> Audit existing salary structures against the new wage definition. <\/span>Therefore<span style=\"font-weight: 400;\">, employers must now enroll employees whose \u201cwages\u201d fall at or below \u20b921,000, even if their gross CTC is higher.<\/span><\/p>\n<h2 class=\"ai-optimize-282\"><span class=\"ez-toc-section\" id=\"ESIC_Registration_A_Quick_Checklist_for_Employers\"><\/span><b>ESIC Registration: A Quick Checklist for Employers<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-283\"><span style=\"font-weight: 400;\">Furthermore, if you qualify as an establishment for ESIC registration, the following should be performed:<\/span><\/p>\n<ol>\n<li class=\"ai-optimize-284\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Registration of your establishment on the ESIC employer portal within 15 days of qualifying<\/span><\/li>\n<li class=\"ai-optimize-285\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Register all eligible employees (those earning \u2264 \u20b921,000) at the time of joining<\/span><\/li>\n<li class=\"ai-optimize-286\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Generate ESIC cards (insurance cards) for enrolled employees and their dependants<\/span><\/li>\n<li class=\"ai-optimize-287\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Deduct employee contribution (0.75%) from monthly wages<\/span><\/li>\n<li class=\"ai-optimize-288\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Deposit total contribution (employer + employee) by the 15th of the following month<\/span><\/li>\n<li class=\"ai-optimize-289\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">File half-yearly returns through the ESIC portal<\/span><\/li>\n<\/ol>\n<p class=\"ai-optimize-290\"><b>Documents required for registration:<\/b><\/p>\n<ul>\n<li class=\"ai-optimize-291\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Registration certificate under Factories Act or Shops &amp; Establishments Act<\/span><\/li>\n<li class=\"ai-optimize-292\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">PAN of the establishment<\/span><\/li>\n<li class=\"ai-optimize-293\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Details of employees and their wages<\/span><\/li>\n<li class=\"ai-optimize-294\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Bank account details<\/span><\/li>\n<li class=\"ai-optimize-295\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Address proof of the establishment<\/span><\/li>\n<\/ul>\n<h2 class=\"ai-optimize-296\"><span class=\"ez-toc-section\" id=\"Key_Takeaways\"><\/span><b>Key Takeaways<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"ai-optimize-297\"><span style=\"font-weight: 400;\">The ESIC eligibility framework is both a compliance obligation and a genuine employee benefit. Thus, the two shouldn&#8217;t be treated as separate conversations. To summarise, here&#8217;s a quick recap:<\/span><\/p>\n<ul>\n<li class=\"ai-optimize-298\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Firstly, establishments with at least 10+ workers (majority of states) should register with ESIC.<\/span><\/li>\n<li class=\"ai-optimize-299\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees drawing up to \u20b921,000 per month (\u20b925,000 for PWD) are automatically insured.<\/span><\/li>\n<li class=\"ai-optimize-300\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Medical benefit starts from Day 1, no minimum contribution required<\/span><\/li>\n<li class=\"ai-optimize-301\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Cash benefits (sickness, maternity, disablement) require a minimum contribution over a period<\/span><\/li>\n<li class=\"ai-optimize-302\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Additionally, family members, such as spouses, children, and dependent parents, are automatically covered<\/span><\/li>\n<li class=\"ai-optimize-303\" style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ESIC now covers all 740 districts in India, geography is no longer a limitation<\/span><\/li>\n<\/ul>\n<p class=\"ai-optimize-304\">Therefore<span style=\"font-weight: 400;\">, the next logical step for HR personnel, the payroll department, and business owners is not just understanding the rules and regulations. Instead, it is to make sure that the payroll system aligns with these requirements and that the salary structure complies with the new 50% wage regulation.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<div class=\"tmnf_excerpt\">If you have ever asked the question \u201cWho is eligible for ESIC?\u201d and got a vague answer such as \u201cemp\u2026<\/div>","protected":false},"author":6,"featured_media":12982,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[148,23,268],"tags":[288],"class_list":["post-12976","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-glossary","category-social-security","category-statutory-compliance","tag-esic-eligibility-criteria"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.2 (Yoast SEO v26.5) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>ESIC Eligibility Criteria for Employer &amp; 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