Employee Provident Fund (EPF) Compliance: Key Rules, Contributions, and Benefits in India

Employee Provident Fund (EPF) is a significant social security scheme in India that aims to provide financial security and retirement benefits to employees. As an employer, understanding EPF compliance is crucial to ensure legal adherence and employee welfare. In this blog, we will delve into the key rules, contributions, and benefits associated with EPF in India, providing you with a comprehensive guide to EPF compliance.

  1. Understanding Employee Provident Fund (EPF):
  • Definition and Purpose: The EPF is a mandatory contribution-based retirement scheme established by the Employees’ Provident Fund and Miscellaneous Provisions Act, 1952. Its purpose is to provide financial security and retirement benefits to employees.
  • Applicability: EPF is applicable to establishments employing 20 or more employees, while voluntary coverage is available for establishments with fewer employees.
  • Statutory Provisions: EPF compliance is governed by the Employees’ Provident Fund Scheme, 1952, and the Employees’ Provident Funds and Miscellaneous Provisions Act, 1952.
  1. EPF Contributions:
  • Employer Contribution: Employers are required to contribute 12% of the employee’s basic wages, dearness allowance, and retaining allowance to the EPF.
  • Employee Contribution: Employees also contribute 12% of their basic wages and dearness allowance to the EPF.
  • Calculation of Contributions: EPF contributions are calculated based on the employee’s eligible wages subject to a specified wage ceiling, which is currently set at Rs. 15,000 per month.
  1. EPF Benefits and Withdrawals:
  • Retirement Benefits: EPF provides employees with a retirement corpus, which includes contributions made by both the employer and the employee, along with accumulated interest.
  • Employee Withdrawals: Employees can withdraw their EPF funds under specific circumstances such as retirement, resignation, unemployment, or medical emergencies.
  • Tax Implications: EPF contributions and interest earned are tax-exempt, subject to certain conditions. However, premature withdrawals may attract tax liabilities.
  1. EPF Compliance for Employers:
  • Registration and Enrollment: Employers must register with the Employees’ Provident Fund Organisation (EPFO) and enroll eligible employees within the specified timeframe.
  • Monthly Reporting and Deposits: Employers must report and deposit EPF contributions on a monthly basis through the EPFO’s online portal.
  • EPF Audits and Inspections: The EPFO conducts audits and inspections to ensure compliance with EPF regulations. Employers should maintain accurate records and be prepared for such inspections.
  1. EPF Online Services and Initiatives:
  • Digital Initiatives: The EPFO has introduced various online services, including online registration, e-passbook, UAN (Universal Account Number) activation, and electronic transfer of EPF claims, to facilitate compliance and ease administrative processes.
  • Unified Portal: The EPFO’s unified portal enables employers and employees to access multiple EPF services, such as filing returns, managing member accounts, and tracking EPF transfers, through a single platform.

Employee Provident Fund (EPF) compliance is crucial for employers in India to ensure legal adherence and provide financial security to employees. By understanding the key rules, contributions, and benefits associated with EPF, employers can meet their compliance obligations and contribute to the financial well-being of their workforce. Regular monitoring of EPF regulations and leveraging the EPFO’s online services can streamline compliance processes and enhance transparency in EPF management.

Community Manager.


Hi Kaulin,

I have one query on PF eligibility. Say one new employee has PF in last employer and doesn’t want to continue PF in my organization and his CTC is 26K. so suggest any way to discontinue his PF on his consent.

Thanks in advance for revert.



Hey @VC-MU015 ,

If an employee already has a PF account from their previous employer and does not wish to continue contributing to PF in your organization, you can follow the process of providing them with the option to opt-out of PF. Here’s a suggested approach:

  1. Discuss with the employee: Have a conversation with the employee to understand their preference and reasons for not wanting to continue with PF. Explain to them the benefits of PF and the impact of discontinuing it.

  2. Obtain written consent: Request the employee to provide written consent expressing their decision to discontinue PF contributions. This will serve as a record of their choice and protect both parties.

  3. Update employee records: Update the employee’s records in your HR and payroll systems to reflect their decision to discontinue PF. Make sure to keep a copy of their written consent for future reference.

  4. Stop PF deductions: With the employee’s consent, stop deducting PF contributions from their salary. Adjust their payroll calculations accordingly to reflect the absence of PF deductions.

  5. Provide necessary information: If the employee has an existing PF account, guide them on the process to manage their PF account independently. Provide information on how they can transfer or withdraw their PF balance from their previous employer’s account, if required.

  6. Communicate changes: Clearly communicate the changes in PF contribution to the employee and ensure they understand the impact on their overall salary and benefits package.

It’s important to note that discontinuing PF contributions is based on the employee’s voluntary consent and cannot be imposed by the employer. Ensure that you adhere to the guidelines and regulations set by the Employees’ Provident Fund Organization (EPFO) when implementing any changes related to PF.