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By:

Sumit Ranjan Das

21 August 2024 at 4:08:59 pm

EPFO’s Big Wage-Band Reset

Twelve years is a long time for a wage ceiling to remain unchanged. The last revision came in September 2014, when the limit was raised from Rs.6,500 to Rs.15,000. Last week, the Union Cabinet approved another increase, taking the ceiling to Rs.25,000 a month with effect from 17 September 2026. The government’s estimate is that more than 51 lakh additional employees will come within mandatory EPFO coverage as a result of the change. For employers and payroll professionals, however, the...

EPFO’s Big Wage-Band Reset

Twelve years is a long time for a wage ceiling to remain unchanged. The last revision came in September 2014, when the limit was raised from Rs.6,500 to Rs.15,000. Last week, the Union Cabinet approved another increase, taking the ceiling to Rs.25,000 a month with effect from 17 September 2026. The government’s estimate is that more than 51 lakh additional employees will come within mandatory EPFO coverage as a result of the change. For employers and payroll professionals, however, the headline number is only the starting point. The more important questions are who will be covered, which wages will be taken into account and how the revised provisions will be implemented. Wage Ceiling The existing wage ceiling of Rs.15,000 a month is being raised by Rs.10,000, or 66.7 percent, to Rs.25,000. The change takes effect from 17 September 2026 and marks the first revision since September 2014. The government expects more than 51 lakh additional employees to be covered. Estimated expenditure is about Rs.56,696 crore over five years, while annual government outgo is expected to rise to approximately Rs.11,339 crore. The standard contribution remains 12 percent each from the employee and employer, subject to applicable provisions. The Cabinet said the decision will expand access to provident-fund savings, pension protection under the Employees’ Pension Scheme (EPS) and insurance protection under the Employees’ Deposit Linked Insurance Scheme (EDLI), in accordance with the applicable scheme provisions. The wage ceiling is not merely an administrative threshold. It determines the point at which mandatory EPF coverage applies under the existing framework. At present, a fresh employee joining employment at wages above Rs.15,000 a month is not automatically brought within mandatory EPF coverage and may remain outside mandatory provident-fund, pension and associated insurance protection, subject to applicable statutory provisions. The revised ceiling will bring a substantial section of employees earning between Rs.15,000 and Rs.25,000 within the mandatory coverage framework. The government has also quantified the fiscal impact. The estimated expenditure is about Rs.56,696 crore over five years, while annual government outgo is expected to rise to approximately Rs.11,339 crore, compared with existing annual budgetary support of about Rs.10,250 crore. The Labour Ministry has linked the revision to sustained wage growth, rising incomes and the continued expansion of formal employment since the previous revision in 2014. Payroll Illustration Consider an employee earning Rs.22,000 a month who becomes subject to mandatory coverage under the revised ceiling. At the standard 12 percent contribution rate, if the full eligible wage is used as the contribution base, the employee’s contribution would rise from Rs.1,800 to Rs.2,640 a month, while the employer’s contribution would similarly rise from Rs.1,800 to Rs.2,640. Total monthly contributions would therefore increase from Rs.3,600 to Rs.5,280 — a combined increase of Rs.1,680. However, this should not be treated simply as Rs.1,680 of additional employee savings. Contributions are allocated between EPF and EPS components as prescribed, with the EPF component accumulating in the employee’s account and the EPS component providing pension benefits subject to scheme conditions. The Rs.22,000 example is illustrative, not a universal payroll formula. The final treatment of wage components, existing employees in this band, EPS allocation and transitional matters will depend on the statutory notification and EPFO implementation instructions. For payroll professionals, the immediate task is to assess the operational impact. Key questions include the effective date for existing employees and new joiners, which wage components will count towards PF, whether the 10 percent concessional rate for notified establishments will continue, how the revised ceiling will interact with EPS pensionable wages, and what changes will be required in payroll systems. The Cabinet approval establishes the policy decision; the formal Gazette notification and EPFO instructions will determine how it is translated into payroll processes. The revised ceiling is the first increase since September 2014 and is expected to bring more than 51 lakh additional employees, particularly those in the Rs.15,000-Rs.25,000 wage band, under mandatory EPFO coverage. For them, the change can expand access to provident-fund savings, EPS pension and EDLI insurance, subject to scheme provisions. For employers, it means reviewing payroll costs, employee data, eligible wage components, contribution calculations and compliance systems. The government has described the move as part of efforts to extend statutory social security and strengthen formal employment. The policy has been announced. For payroll professionals, the next chapter is implementation. (The writer is a Cost and Management Accountant and founder of TaxoDas. Views personal

Taxing Collective Security

May 21
3 min read

While GST relief for individual insurance is welcome, but taxing group insurance at 18 percent weakens India’s largest vehicle for mass social protection.

In a landmark reform, the Indian government abolished the Goods and Services Tax (GST) on individual life and health insurance, advancing its ambition of “Insurance for All by 2047.” By removing the 18 percent tax burden on retail policies, the state lowered the cost of financial protection for millions of households confronting rising medical expenses and economic uncertainty.


Yet beneath the celebration lies a glaring contradiction. While individual policyholders now enjoy a tax-free regime, group insurance — the backbone of mass insurance coverage in India — continues to attract 18 percent GST. This silent tax on collective security risks undermining the very inclusivity the reform was meant to achieve.

 

Effective Mechanism

Group insurance is far from a niche corporate benefit. It is India’s most effective mechanism for extending financial protection to millions of workers and families. In FY 2024-25, the life insurance industry collected around Rs. 8.86 lakh crore in premiums. Though individual policies dominate public attention, group schemes account for a far larger share of lives covered, protecting employees, members of cooperatives, borrowers of microfinance institutions and workers in countless organised and semi-organised sectors.

 

The imbalance is even sharper in health insurance. Of nearly 58 crore insured lives in India, almost 47.4 percent are covered through group or employer-sponsored policies, while individual retail policies account for only 10.3 percent. In practical terms, for every person buying an individual policy, several others receive protection through group arrangements. Yet these collective policies remain taxed at a rate usually reserved for standard commercial services.

 

The justification for this disparity rests on the assumption that group insurance is a business-to-business transaction where employers can claim Input Tax Credit (ITC). But this argument ignores India’s economic reality. Group insurance is not merely a corporate privilege for large firms; it is often the only affordable pathway to insurance for gig workers, labourers, lower-middle-class employees and informal-sector workers.

 

For small and medium enterprises operating on narrow margins, the 18 percent GST becomes a direct cost rather than an adjustable tax credit. Many lack sufficient GST liabilities to fully offset ITC benefits. As a result, employers either reduce coverage for workers or abandon insurance altogether. For a small factory owner, a cooperative society or a microfinance institution, the tax can mean the difference between providing protection and leaving workers exposed.

 

Moral Inconsistency

The present system also creates a moral inconsistency. If individual life and health insurance deserve zero taxation because they serve a vital social purpose, why should the same protection become taxable simply because it is purchased collectively? Illness, death and financial distress do not discriminate between individually purchased and employer-provided policies.

 

By taxing group insurance at 18 percent, the government is effectively penalising the most efficient delivery mechanism for social security. Group policies are naturally more affordable because they spread risk across large numbers of people and reduce administrative costs. The heavy GST burden erodes this advantage, making mass insurance less accessible precisely where it is needed most.

 

India still suffers from high out-of-pocket healthcare expenditure, with a single hospitalisation often pushing families into debt or poverty. Lower group insurance premiums would allow employers to extend coverage to spouses, children and elderly parents who are frequently excluded because of cost concerns.

 

In life insurance, tax-free group term plans could significantly improve protection for workers in hazardous and low-income occupations. Cooperatives, unions and small enterprises would be better positioned to provide meaningful death benefits to vulnerable families.


Critics may warn about the loss of GST revenue, but such concerns are short-sighted. A well-insured population reduces long-term pressure on public hospitals and state welfare systems. Insurance companies also play a vital role as long-term investors in infrastructure and government securities. Greater insurance penetration strengthens economic resilience while encouraging the private sector to share responsibility for social welfare.

 

The government’s decision to exempt individual insurance from GST was an important first step. But the mission remains incomplete so long as group insurance continues to face an 18 percent tax wall. In a country where collective mechanisms often provide the only meaningful safety net, equalising the GST treatment of individual and group insurance would be a transformative act of equitable governance.

 

India’s push toward universal financial protection cannot afford such contradictions. The state must recognise that the ‘group’ is often the only shield available to the individual. Extending tax-free status to group insurance would ensure that the promise of protection truly reaches every citizen — not just those who can afford to stand alone.

 

(The writer is a former college Principal and Founder of Supporting Shoulders, an Odisha-based non-profit Trust. Views personal.)

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