Awareness of the Employee State Insurance Act, 1948 among

employed people in different fields

Sardar Patel University

Department of Social Work

Masters of Social Work (HR)

BATCH: 2023-2025

SUBMITTED TO SUBMITTED BY

Prof Dr Shivani Mishra Devashish Joshi (1722)

Sakshi Mistry (1729)

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 PREFACE

We have done the research project on Awareness of the Employee

State Insurance Act, 1948 among employed people in different fields.
We tried my best to done the study with all the aspect of the
employees’ awareness engaged in different sectors for employment.
In this project we have used demographic information, employment-
related details, awareness of the ESI act, sources of information,
perception of the ESI system, usage of ESI benefits, legal literacy and
employer’s role.

As a researcher we found that though in a chemical manufacturing

plant constant efforts are made to make people aware regarding this
scheme, but still a large part of the population needs to make aware
regarding this scheme and due to this reason we decided to collect
data form various class of people who are engaged in various forms of
employment. This study is purely for the educational purpose which
can enhance the knowledge in the benefits and usage of the ESI Act.

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 ACKNOWLEDGEMENT
We thank the Director of Department of Social work, Dr Shivani
Mishra & all other faculties for their encouragement and numerous
valuable suggestions on this research work.

I am grateful for the proving the opportunity from the Department of

Social Work, Sardar Patel University, Anand for giving us the
opportunity to conduct this mini project.

We’d also want to thank to our Field work Supervisor Prof Dr Shivani
Mishra for her guidance and help in keeping our development on
track and her insight which greatly improved this Mini Project.

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 Table of Contents

Content Page No.

PREFACE 2
ACKNOWLEDGEMENT 3
TABLE OF CONTENT 4
INTRODUCTION 5
REVIEW OF LITERATURE 29
RESEARCH METHODOLOGY 35
DATA ANALYSIS & 36
INTERPREATATION
FINDINGS 74
SUGGESTIONS 91
CONCLUSION 98
REFERENCES 103
ANNEXURE 104

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 Introduction
The Employees' State Insurance Act, 1948 (ESI Act) is a comprehensive social
security legislation enacted by the Indian Parliament to protect employees from
various risks, including sickness, maternity, and employment-related injuries.
This landmark legislation provides economic and social security to employees
working in factories and other establishments by offering medical benefits, cash
benefits in case of sickness, maternity, or employment injury, and pension in
cases of disablement or death.

It is one of the two main statutory social security bodies under the
administrative control of Ministry of Labour and Employment, Government of
India, the other being the Employees' Provident Fund Organisation. The fund is
managed by the Employees' State Insurance Corporation (ESIC) according to
rules and regulations stipulated in the ESI Act 1948.

The promulgation of Employees' State Insurance Act, 1948(ESI Act), by the

Parliament was the first major legislation on social Security for workers in
independent India. It was a time when the industry was still in a nascent stage
and the country was heavily dependent on an assortment of imported goods
from the developed or fast developing countries. The deployment of manpower
in manufacturing processes was limited to a few select industries such as jute,
textile, chemicals etc. The legislation on creation and development of a fool
proof multi-dimensional Social Security system, when the country's economy
was in a very fledgling state was obviously a remarkable gesture towards the
socio economic amelioration of a workface though limited in number and
geographic distribution. India, notwithstanding, thus, took the lead in providing
organized social protection to the working class through statutory provisions.

The ESI Act 1948, encompasses certain health related eventualities that the
workers are generally exposed to; such as sickness, maternity, temporary or
permanent disablement, Occupational disease or death due to employment
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injury, resulting in loss of wages or earning capacity-total or partial. Social
security provision made in the Act to counterbalance or negate the resulting
physical or financial distress in such contingencies, are thus, aimed at upholding
human dignity in times of crises through protection from deprivation,
destitution and social degradation while enabling the society the retention and
continuity of a socially useful and productive manpower.

History:

The scheme was inaugurated in Kanpur on 24th February 1952 (ESIC Day) by
then Prime Minister Pandit Jawaharlal Lal Nehru. The venue was the Brijender
Swarup Park, Kanpur and Panditji addressed a 70,000 strong gathering in Hindi
in the presence of Pt. Gobind Ballabh Pant, Chief Minister Uttar Pradesh; Babu
Jagjivan Ram, Union Labour Minister; Raj Kumari Amrit Kaur, Union Health
Minister; Sh Chandrabhan Gupt, Union Food Minister and Dr C.L.Katial, the
first Director General of ESIC.

The scheme was simultaneously launched at Delhi as well and the initial
coverage for both the centres was 1,20,000 employees. Our first prime Minister
was the first honorary insured person of the Scheme and the declaration form
bearing his signature is a prized possession of the Corporation.

It is important to mention here that it blossomed as the first social security

scheme in 1944, when the Govt. of the day was still British. The first document
on social insurance was "Report on Health Insurance" submitted to the
Tripartite Labour Conference, headed by Prof B.P.Adarkar, an eminent scholar
and visionary. The Report was acclaimed as a worthy document and forerunner
of the social security scheme in India and Prof Adarkar was acknowledged as
"Chhota Beveridge" by none other than Sardar Vallabhbhai Patel. Sir, William
Beveridge, as all know, was one of the high priests of social insurance. The
report was accepted and Prof Adarkar continued to be actively associated with it

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till 1946. On his disassociation he strongly advocated management of the
Scheme by an expert from ILO. In 1948 Dr C.L.Katial, an eminent Indian
doctor from London took over as the 1st Director General of ESIC and he
steered the affairs of the fledgling Scheme till 1953.

Since the red letter day of 24th February in the annals of social security in
India, there has been no looking back. A lighted lamp which is the logo of ESIC
truly symbolises the spirit of the Scheme, lighting up lives of innumerable
families of workers by replacing despair with hope and providing help in times
of distress, both physical and financial.

Since its existence, ESIC has grown from strength to strength and the
Corporation owes it, most of all, to the commitment, dedication and
perseverance of persons like Prof Adarkar and Dr Katial.

Post-independence, the Indian government aimed to improve the social welfare

of its workers by creating an integrated and structured system to manage health
risks and financial insecurities arising from illness, accidents, or unemployment.
This gave birth to the ESI Act, which was enacted on 19 April 1948 and came
into effect on 24 February 1952. The Act laid the foundation for Employees'
State Insurance (ESI), a contributory fund managed by the Employees’ State
Insurance Corporation (ESIC), which administers the benefits provided under
the Act.

Applicability:

The ESI Act initially applied to factories and establishments with 10 or more
employees (20 or more in some states) who earn a monthly wage not exceeding
a prescribed limit. Over time, its scope has expanded to include establishments
such as hotels, restaurants, shops, educational institutions, and medical
institutions.

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Information-Benefits

The section 46 of the Act envisages following six social security benefits:-

(a) Medical Benefit: Full medical care is provided to an Insured person and his
family members from the day he enters insurable employment. There is no
ceiling on expenditure on the treatment of an Insured Person or his family
member. Medical care is also provided to retired and permanently disabled
insured persons and their spouses on payment of a token annual premium of
Rs.120/- .

(b) Sickness Benefit (SB): Sickness Benefit in the form of cash compensation
at the rate of 70 per cent of wages is payable to insured workers during the
periods of certified sickness for a maximum of 91 days in a year. In order to
qualify for sickness benefit the Insured Person is required to contribute for 78
days in a contribution period of 6 months.

1. Extended Sickness Benefit (ESB): SB extendable up to two years in the

case of 34 malignant and long-term diseases at an enhanced rate of 80 per cent
of wages.

2. Enhanced Sickness Benefit: Enhanced Sickness Benefit equal to full wage

is payable to insured persons undergoing sterilization for family planning up to
7 days/14 days for Vasectomy and Tubectomy respectively.

(c) Maternity Benefit (MB): Maternity Benefit for confinement/pregnancy is

payable for Twenty Six (26) weeks, which is extendable by further one month
on medical advice at the rate of full wage subject to contribution for 70 days in
the preceding Two Contribution Periods.

(d) Disablement Benefit:

1. Temporary disablement benefit (TDB): From day one of entering

insurable employment & irrespective of having paid any contribution in

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 case of employment injury. Temporary Disablement Benefit at the rate of
90% of wage is payable so long as disability continues.

2. Permanent Disablement Benefit (PDB): The benefit is paid at the rate

of 90% of wage in the form of monthly payment depending upon the
extent of loss of earning capacity as certified by a Medical Board

(e) Dependants Benefit (DB): DB paid at the rate of 90% of wage in the form
of monthly payment to the dependants of a deceased Insured person in cases
where death occurs due to employment injury or occupational hazards.

(f) Other Benefits:

1. Funeral Expenses: An amount of Rs.15,000/- is payable to the

dependents or to the person who performs last rites from day one of
entering insurable employment.

2. Confinement Expenses: An Insured Women or an I.P.in respect of his

wife in case confinement occurs at a place where necessary medical
facilities under ESI Scheme are not available.

In addition, the scheme also provides some other need based benefits to insured
workers.

1. Vocational Rehabilitation: To permanently disabled Insured Person for

undergoing VR Training at VRS.

2. Physical Rehabilitation: In case of physical disablement due to

employment injury.

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Rajiv Gandhi Shramik Kalyan Yojana:

This scheme of Unemployment allowance was introduced on 01-04-2005. An

Insured Person who become unemployed after being insured two or more years,
due to closure of factory/establishment, retrenchment or permanent invalidity
not less than 40% arising out of non-employment injury are entitled to :-

 Unemployment Allowance equal to 50% of wage for a maximum period

of up to Two Years during the life time.

 Medical care for self and family from ESI Hospitals/Dispensaries during
the period IP receives unemployment allowance.

 Vocational Training provided for upgrading skills - Expenditure on

fee/travelling allowance borne by ESIC.

Atal Beemit Vyakti Kalyan Yojana (ABVKY):

This scheme is a welfare measure for employees covered under Section 2(9) of
ESI Act, 1948, in the form of relief payment up to 90 days, once in a lifetime.
The Scheme was introduced on 01-07-2018 on pilot basis for a period of two
years initially. It has also been decided to enhance the rate of unemployment
relief under the scheme to 50% of wages from earlier rate of 25% along with
relaxation in eligibility conditions, provided the Insured Person should have
been in insurable employment for a minimum period of one year immediately
before her/his unemployment and should have contributed for not less than 78
days in the completed contribution period in 12 months immediately prior to
unemployment. In a significant relaxation, relief shall become due for payment
after 30 days from date of unemployment and claim can be submitted directly to
the designated ESIC Branch Office / DCBO by the worker. Claims to get the
relief can be made online at website www.esic.gov.in along with submission of
the physical claim with an affidavit, photocopy of Aadhaar Card and Bank

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Account details to the designated ESIC Branch Office / DCBO by post or in
person.

Incentive to employers in the Private Sector for providing regular

employment to the persons with disability:

 Minimum wage limit for Physically Disabled Persons for availing ESIC
Benefits is 25,000/-.

 Employers’' contribution is paid by the Central Government for 3 years.

Benefits & Contributory Conditions:

An interesting feature of the ESI Scheme is that the contributions are related to
the paying capacity as a fixed percentage of the workers’ wages, whereas, they
are provided social security benefits according to individual needs without
distinction.
Cash Benefits are disbursed by the Corporation through its Branch Offices
(BOs) / Pay Offices (POs), subject to certain contributory conditions.

System of Treatment:

Generally, the allopathic system of medicine is used for providing Medical

Benefit. However, where a substantial number of workers demand treatment by
Indian system of medicine and Homoeopathy (ISM & H) other than Allopathy
and where the State Government has recognised the qualifications in such
system, treatment facilities may be provided under the ISM & H as well. The
various ISM &H systems of treatment in vogue are:

Ayurvedic, Unani, Sidha, Yoga therapy and Homeopathy.

Certificates required for the purpose of Cash Benefits in respect of persons
treated by ISM &H should be issued by IMO /IMP having recognised
qualifications in such system and duly appointed by the State Government. The
issue of certificates under ISM &H is possible only where dispensaries in

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systems other than allopathic medicine are functioning independently with IPs
and their family units attached to them and not functioning merely as referral
units. In places where ISM &H units function only as referral centres,
certificates will have to be issued by the Allopathic dispensary to which the IP
is attached.

Scale of Medical Benefit:

The scale of Medical Benefit under section 57 of Act to be provided to the IPs
and members of their families is to be prescribed by State Government in
consultation with the Corporation under Section 58(1 & 3) of Act under State
Medical Benefit Rules.

An IP and/or a member of his family does not have the right to claim Medical
Services over and above those which have been so prescribed. The beneficiaries
are entitled to reasonable medical, surgical and obstetric treatment.

a. To Insured Persons:- IPs are entitled to avail treatment in ESI

Dispensary/Hospital/Diagnostic Centre and recognised institutions, to
which he is attached such as:-

 Outpatient treatment

 Specialists Consultation.

 In-patient treatment(Hospitalisation)

 Free supply of drugs dressings and artificial limbs, aids and

appliances.

 Imaging and laboratory services.

 Integrated family welfare, immunisation and MCH Programme and

other national health programme etc.

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  Ambulance service or re-imbursement of conveyance charges for
going to hospitals, diagnostic centres etc.

 Medical Certification and

 Special provisions.

b. To Family Members of Insured Persons:- While in all implemented

areas, IPs are entitled to medical care as detailed above, members of a
family of an IP are entitled to one or other of the family members of the
insured person is eligible to take full medical care i.e., all facilities as for
IPs including hospitalisation.

The Corporation aims at providing Medical care according to uniform standards

to the Family members in all implemented areas as the rates of the contribution
paid by the employees and the employers are the same throughout the country.

Benefits to Retired IPs:

Medical Benefit to Retired Insured Persons and Permanent Disabled Insured

Persons:-
On payment of Rs.10/- P.M. in lump sum for one year in advance, Medical
Benefit can be provided (under Section 56 of the Act) to:

i. An Insured Person and his or her spouse who leaves insurable

employment on attaining the age of superannuation or retires under VRS
or takes Pre-Mature retirement after being insured for not less than five
years, till the period for which contribution is paid.

ii. An Insured Person and his/her spouse who ceases to be in insurable

employment on account of permanent disablement due to employment
injury shall be entitled to medical benefit.

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 Administration of Medical Benefit in a State

The administration of Medical Benefit under the ESI Scheme is the statutory
responsibility of the State Government except in the Union Territory of
Delhi where the ESIC has taken over direct responsibility to administer the
same with effect from 1.4.1962. The Corporation has also taken the
responsibility of directly administering the existing Occupational Disease
Centres at Delhi. Mumbai, Calcutta, Chennai, Alwar, Indore and Bihta as
well as the Scheme in the Industrial pocket of Uttar Pradesh i.e., Noida and
Greater Noida.

Specialists Consultation:

The standard of Medical Care under the E.S.I. Scheme provides for specialist
consultation to IP in all cases and to members of their families in areas with
"Expanded" and "Full" Medical Care.

Arrangements for specialist consultation may be provided at

Specialist/Diagnostic Centres, E.S.I. Hospitals or at such other institutions
by appointing Specialists/Super Specialists on full time/part-time basis
where suitable arrangements exist.

Such consultation is provided in the following specialities:-

Broad Speciality:

1. General Medicine
2. General Surgery
3. Pulmonary Medicine (Tuberculosis and Chest Diseases)
4. Obstetrics and Gynaecology
5. Pathology, Microbiology & Biochemistry
6. Paediatrics
7. Eye

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 8. Ear, Nose and Throat Diseases
9. Skin and STD
10. Radiology
11. Orthopaedics Rehabilitation Services (Physiotherapy and
Occupational Therapy)
12. Dental
13. Psychiatry
14. Anaesthesiology

Super Speciality:

1. Cardiology
2. Neurology
3. Urology and Nephrology
4. Gastro-enterology
5. Endocrinology
6. Oncology
7. Burns and Plastic Surgery
8. Cardio Thoracic Surgery
9. Neurosurgery
10. Occupational Medicine
11. Critical Care Services
12. Blood Transfusion Services

It may not be necessary to appoint specialists in all specialities at all centres.

However, specialists in the first 13 specialities mentioned above may be

made available in each diagnostic Centre and emergency centres as far as
possible.

The other specialities may be provided as per disease profile of the area/as
per requirement.

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 In-Patient Treatment:

Under the E.S.I. Scheme, IPs in all areas and their family members in areas
with "Full" medical care facility are entitled to hospitalisation.
The Corporation has framed standard plans for the construction of different
sizes of hospitals/annexes mainly with a view to achieving uniformity and
standardisation all over the country.
The Corporation has also laid down norms for equipment and staff for
hospitals of different bed strengths.

Drugs and Dressings:

All drugs and dressings (including vaccines and sera) that may be considered
necessary and generally in accordance with the E.S.I.C DG Rate Contract
List.

Imaging Services:

Imaging Services and Laboratory Investigations

Imaging and investigations including CT Scan, MRI, Echocardiography and

laboratory facilities are provided free of cost to IPs and their families at state
level speciality hospitals or other institutions having tie up with E.S.I.
Scheme.

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 Artificial Limbs & Aids:

Artificial Limbs, Aids and Appliances

Insured Persons and their family members are provided following artificial
limbs, aids and appliances as part of medical care under the E.S.I. Scheme.:-

 Artificial limbs

 Hearing Aids

 Spectacles (Frame costing not more than Rs.1200/- and replacement of

frames not to be made earlier than 5 years) (To insured persons only)

 Artificial Dentures, teeth (To insured persons only)

 Artificial Eye (To insured persons only)

 Wigs (replacement not earlier than 5 years) to female beneficiaries only

 Cardiac pacemaker

 Wheel Chair/tricycle

 Spinal supports (jackets, braces etc.)

 Cervical collars

 Walking callipers, surgical boots etc.

 Crutches

 Hip prosthesis, total hip

 Intra ocular lens (IOL)

 Any other aid or appliances prescribed by the specialist as part of

treatment.

The expenditure on artificial limbs, aids and appliances is met from the
shareable pool of expenditure on medical care.

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 Special Provisions:

Benefits received by Insured Person- Not assigned or attachable (Sec 60)

Bar on benefits under other enactments (Sec 61)

No reduction of wages during sickness (Sec 72)

No termination/Dismissal/Discharge/ Reduction during sickness (Sec 73)

Medical Board- Medical appeal tribunal employees' Insurance Court (Sec

54-A)

Appeal can be filed within 3 months but this period can be extended

Members of medical appeal tribunal

 Judicial member

 Doctor of concerned speciality

 Labour Leader

 Medical Board- Medical appeal tribunal employees' Insurance Court

Other Provisions of ESI Act

Punishment for false statement by Insured Person (Sec 84)

Establishment of E.I. Court (Sec 74)

Submission of Return of Contribution (Sec 44)

Provision for Prosecution for Non-submission (Sec 85)

Return of Contribution Is Required To Be Submitted By the Employer Every

6 Months

For Half Year Ending 31st March 12th MAY

For Half Year Ending 30th September 11th NOV

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 Liability of Transferee - Joint & Severally (Sec 93-A)

Restricted to the value of Assets

Repayment of Benefits improperly received (Sec 70)

Recovery of Employees' share of contribution by Reduction from his wage

and not otherwise- Shall relate to the period or part of the period in respect
of which contribution is payable - AND Shall not be in excess of the sum
representing the Employees' Contribution for the period Sec 40

Power of Central Govt. to give directions (Sec 92)

Provision for Prosecution

For non/delayed payment of contribution, non-submission of returns/records

(Sec 85, 85-A & 86)

Reimbursement

Under Regulation 69, every employer has to arrange for First-aid Medical
care and transport of accident cases till the injured IP is seen by the
IMO/IMP and such employer is entitled to reimbursement of expenses
incurred in this regard up to the maximum of scale prescribed from time to
time. However, reimbursement is not permissible, if the employer is required
to provide such medical aid free of charge under any other enactment.

The cost of provision of such emergency treatment would be reimbursed to

the employer by the Director/AMO (ESI Scheme) of the respective State
and, therefore, all claims duly supported by relevant receipts and vouchers
should be sent to him for verification and payment.

Reimbursement of expenses incurred in respect of medical treatment under

regulation-96 A.

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 Regulation-96 A reads as follows: - Claims for reimbursement of expenses
incurred in respect of medical treatment of IP and his family may be
accepted in circumstances and subject to such conditions as the Corporation
may by general or special order specify.

The following conditions have been laid down under this Regulation:-

a. Full authority is vested with the State Government concerned to

reimburse expenditure in respect of medical treatment of IP and his
family.

b. It may be left to the discretion of the State Government to decide the

Authority within their machinery who will approve the expenditure in
question; and

c. Time limit for submission of the claims for reimbursement is one year

The State Government has to keep in view the following points while
considering the cases of reimbursement of expenditure on Medical Care:

i. Whether such facilities for which reimbursement is recommended are not

available with the State.

ii. Whether the hospital where the IP was sent or proposed to be sent was/is
the nearest hospital having required facilities/services.

A List of Types of cases for which reimbursement is permitted is given

below:-

1. Reimbursement is permissible in case of failure of the mobile dispensary

van due to technical defects or otherwise to adhere to its schedule timings
or where IP attached to such a dispensary sustained serious injuries or
suffered from serious illness during off hours of the dispensary.

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 2. IPs and their family members had to resort to private treatment during the
off hours of ESI dispensary/Emergency Centre due to unavoidable
circumstances.

3. Medicines prescribed by IMO/Specialist were out of stock in the ESI

Dispensary/Approved Chemist thereby compelling the IPs to make
purchases from the market.

4. Medicines prescribed by Specialist and not provided by the IMO/IMP and

where specialist considered such special Medicines absolutely necessary
for the treatment of the beneficiaries as no substitute medicine was
considered equally efficacious whether as an out patient or in patient.

5. Special appliances prescribed by Specialist such as Spinal supports,

Cervical Collars, Walking Callipers, and Crutches, etc. if considered
necessary as part of the treatment.

6. Where an IMO/IMP failed to make domiciliary visit requested by an IP

thereby compelling the IP to make private arrangement for treatment.
Under the panel system such cost is recoverable from the IMP if
recommended after investigation by the Medical Service Committee.

7. Serious cases of accident or illness admitted directly into recognised

hospitals where owing to the clinical condition of the patient, being
unconscious or otherwise, it was not possible to reveal his identity as an
ESI patient and the hospital authorities recovered hospital expenses
directly from the patient or the employer.

8. Serious cases of accident/illness where a beneficiaries was admitted

directly at a private hospital or in a non-recognised hospital where
admission in a hospital recognised under the scheme would have
seriously jeopardised his health like sudden heart attacks, fracture of the
spine, cerebral haemorrhage, etc.

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 9. Expenditure incurred on investigation for blood transfusion.

10. Mental cases that may have incurred expenditure either as an outpatient
on specialised Therapy such as ECT etc.

11. Serious cases of accident and illness admitted to recognised hospitals

where all the reserved ESI beds were occupied.

 Reimbursement of conveyance charges incurred by IP where ambulance

or any other transport under the scheme is not available owing to some
reason or the other and where in the opinion of the IMO/IMP such a
patient was non-ambulatory.

 In respect of Specialised examination, laboratory test, X-ray, other

imaging services etc., recommended by specialist, but where the IP either
due to the break down in the machinery or where the nature of the
examination of the Laboratory Tests was such that it was beyond the
scope of the facilities available in the recognised laboratory/hospital.

 In addition to above types of cases, reimbursement may also be allowed

in other cases depending upon the merits of each case and the
circumstances under which expenditure was incurred.

Reimbursement of Conveyance Charges:

In the absence of availability of an ambulance and where needed in an

emergency, any other quick form of transport may be used and amount so
spent subject to the maximum rate prescribed by the Government/Transport
authority (both ways) is reimbursed to IPs.
To avoid hardship to IP and his family who have to go to any hospital or
medical institution for admission, specialist consultation or investigation, but
whose condition is not such as to need an ambulance, provision has been
made for the payment of conveyance charges, if hospital/medical institution

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 to which the case is referred to, is at an out-station or is at a distance of more
than 8 Kms from the ESI Dispensary or the clinic of the panel doctor. The
charges are restricted to actual 2nd class railway fare or cost of a single seat
in public conveyance both ways whichever is feasible.
If the beneficiary is not in a fit condition to travel without escort for reasons
to be recorded and so certified by IMO/IMP, the conveyance charges are
also allowed for an escort.
The IMO/IMP should keep a separate account of such payments in the
prescribed Register and send a quarterly statement of this expenditure to the
Director/AMO by the 15th of the month following the quarter ending in
March, June, Sept. and December. The returns received from different areas
in the State may be consolidated area-wise by the Director/ AMO and
quarterly statement sent to the Corporation.
The expenditure on conveyance charges forms part of the Medical Care
under the E.S.I. Scheme and hence shareable between the Corporation and
the State Government in the usual ratio within ceiling prescribed.

Rules and Regulations of the ESI Act, 1948:

The Employees' State Insurance Act, 1948 (ESI Act) is accompanied by a set
of rules and regulations to ensure its effective implementation and to
safeguard the welfare of employees. These rules and regulations are
designed to operationalize the provisions of the Act, defining
responsibilities, eligibility, benefits, and the functioning of the Employees’
State Insurance Corporation (ESIC).

1. Employees’ State Insurance (Central) Rules, 1950

These rules define the framework for how the ESI scheme is administered.
They address important administrative procedures related to contributions,

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 benefits, medical care, and other matters related to insured employees and
employers.

Key Provisions:

 Contribution Collection: Details the rates and methods of contribution

from both employers and employees, as well as exemptions.

 Record-keeping: Mandates maintenance of records by employers

regarding employee details, wages, and contributions.

 Incentives for Compliance: Encourages timely submission of

contributions by offering rebates or penalties for non-compliance.

 Medical Care: Outlines how medical benefits should be provided to

insured employees and their families.

2. Employees’ State Insurance (General) Regulations, 1950

The ESI (General) Regulations, 1950 form the detailed guidelines for the
practical implementation of the ESI scheme. These regulations elaborate on
administrative processes and procedures to be followed by employers,
employees, and the ESIC.

Key Provisions:

 Registration of Employers and Employees: Mandates the process of

registration for both employers and employees covered under the Act.
Every employee is issued an insurance number and an identity card.

 Contribution Payment: Details the time and mode of contribution

payment, penalties for late payments, and interest rates on arrears.

 Return Submission: Employers are required to submit biannual returns

specifying details of contributions and insured employees.

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  Medical and Cash Benefits: Elaborates on how insured employees can
claim their benefits and the documentation required.

3. The ESI (Central) Amendment Rules, 2016

These rules amend the earlier provisions, mainly focusing on enhancing

benefits to employees. One key amendment raised the wage ceiling for
employees' eligibility under the ESI Act.

Key Provisions:

 Wage Ceiling Increase: The wage limit for coverage was increased from
₹15,000 to ₹21,000 per month, allowing more employees to benefit under
the scheme.

 New Maternity Benefit Provisions: Maternity leave increased from 12

to 26 weeks to align with the changes in the Maternity Benefit Act,
1961.

4. Contribution Rules and Regulations

These rules specify the procedures, timelines, and obligations of employers

and employees in terms of contribution payments under the ESI scheme.
They ensure that proper contributions are made to the ESI fund to sustain the
provision of benefits.

Key Provisions:

 Rate of Contributions: As of 2024, the employee contribution is 0.75%

of wages, while the employer contributes 3.25% of wages. Employees
earning less than ₹176 per day are exempted from contributions.

 Due Date of Payment: Contributions are to be paid within 15 days of the

last day of the calendar month in which the contributions are due.

25 | P a g e
  Penalty for Delayed Contributions: Employers who fail to pay
contributions on time are liable to pay a penalty, which includes interest
on the delayed payment.

5. The ESI (General) Amendment Regulations, 2019

This amendment introduced several significant changes in the functioning of

the ESI scheme, simplifying and improving access to medical benefits and
coverage.

Key Provisions:

 Increase in Medical Benefits: Expansion of medical care services,

including specialist consultations and diagnostics. This also included the
empanelment of more private hospitals.

 Dependents’ Benefit Increase: Dependents of insured employees who

die due to workplace injuries are eligible for an increased monthly
pension.

6. Benefits Regulations

These regulations describe the conditions under which employees can access
various benefits under the ESI scheme. These include:

 Medical Benefit Regulations: Covering the comprehensive healthcare

services available to insured employees and their families.

 Sickness Benefit Regulations: Governs the cash compensation an

employee is entitled to during periods of sickness, amounting to around
70% of their wages for a maximum of 91 days in two consecutive benefit
periods.

26 | P a g e
  Maternity Benefit Regulations: Insured women are entitled to 26 weeks
of maternity leave with full wages. Provisions are made for medical
bonus and leave extensions in case of complications.

 Disablement Benefit Regulations: Workers injured in workplace

accidents receive either temporary or permanent disablement benefits.
Permanent total disablement entitles workers to lifelong pension based on
their wages and the severity of the injury.

 Dependents’ Benefit Regulations: If a worker dies due to a workplace

injury, their dependents are eligible for monthly payments, calculated as a
percentage of the deceased worker’s wages.

7. Funeral Expenses Regulations

The Act includes a provision for the payment of funeral expenses in case an
insured employee dies. The current amount is a lump sum to cover the
funeral costs, which is payable to the eldest surviving family member or the
person who actually incurs the expenditure.

8. Unemployment Allowance under Rajiv Gandhi Shramik Kalyan

Yojana (RGSKY)

This scheme was introduced to provide unemployment allowance to

employees who lose their jobs due to closure, retrenchment, or permanent
disablement of the factory. Under this scheme:

 Unemployment Allowance: The insured worker is entitled to an

unemployment allowance equivalent to 50% of their average daily wages
for a maximum period of 24 months.

 Medical Care during Unemployment: During the period in which

unemployment allowance is being received, the insured person and their
family members are entitled to medical care.

27 | P a g e
 9. Dispute Resolution Rules

The ESI Act provides a framework for the resolution of disputes between
employees, employers, and the ESIC. Disputes can arise over matters like
entitlement to benefits or contribution payments, and such cases are handled
by Employees’ Insurance Courts.

Key Provisions:

 Jurisdiction: Employees’ Insurance Courts have exclusive jurisdiction

over disputes under the ESI Act.

 Process for Filing Disputes: Employees or employers aggrieved by a

decision of the ESIC can file a case in the court.

 Powers of the Court: The courts have the power to summon witnesses,
enforce attendance, and conduct hearings on matters related to the ESI
Act.

10. Medical Advisory Committee and Local Committees

These committees are established to advise and oversee the functioning of

medical services provided under the ESI scheme.

Key Provisions:

 Medical Advisory Committee: This national-level committee consists of

medical professionals who provide advice to the ESIC on medical issues,
infrastructure, and service delivery.

 Local Committees: These committees operate at the state or local level

to monitor the administration of ESI facilities and medical institutions.

28 | P a g e
 Review of Literature

A Brief Study on Employees’ State Insurance Act, 1948 published in the

International Journal of Innovative Research in Engineering and Management
(IJIREM) provides an analysis of the ESI Act, 1948. It outlines the key benefits
offered to employees, including health insurance and financial assistance in case
of illness, maternity, or injury. The article emphasizes the social security
objectives of the Act, its impact on employees' welfare, and its role in fostering
industrial harmony through structured health care provisions. (Agre, 2022)

The article "A Study on Awareness and Benefits of ESI Act Among
Employees" focuses on analyzing the level of awareness and understanding of
the Employees' State Insurance (ESI) Act among workers. It aims to examine
the benefits provided by the ESI scheme, which covers a range of economic
risks, including health, sickness, disability, maternity, and death. The study
evaluates how well employees are informed about these benefits and the extent
to which they utilize them.

The research reveals that while a significant number of employees are aware of
basic provisions like sickness and medical benefits, many face challenges in
fully utilizing these benefits due to issues such as lack of infrastructure or
knowledge. The study also highlights satisfaction levels with ESI hospitals'
emergency services and identifies key areas for improvement, such as better
facilities and service delivery. (A. Arunraj, 2021)

"A Study on the Working of Employees' State Insurance Corporation" this

document is a project report submitted for a Master's degree in Business
Administration. It summarizes a study conducted on the workings of the
Employees' State Insurance Corporation in India. The report includes an
introduction on the topic, objectives of the research, literature review,
methodology, data analysis, results discussion, conclusions and

29 | P a g e
recommendations. It also provides details on the structure and competitors of
Randstad India Private Limited, the staffing company where the project mentor
is employed. The report acknowledges the contributions of guides and family
members in supporting the project. (Priyanka, 2019)

“ESI Benefits” this document appears to be a project report on awareness and

effective utilization of Employee State Insurance (ESI) benefits. It was
submitted by Mr Ankit Krishna Patkar to Prof Pius Moras at N.L. Dalmia
Institute of Management Studies and Research for a Master's in Human
Resource Development Management program from 2014-2017. The report
includes an introduction on social security and ESI in India, benefits provided
by ESI, initiatives to increase awareness, and reforms being made to the ESI
system. It also acknowledges contributions from those who assisted with the
project. (Patkar, 2017)

A Study on the Working of the Employees State Insurance Corporation has

been undertaken to examine the various aspects of the working of the
Employees State Insurance (ESI) Corporation related to the administration and
execution of the ESI Scheme in Kerala. The study has examined the
effectiveness of the benefits provided by the Corporation to the insured persons
under the ESI Scheme, the working of the machinery for the administration of
the ESI scheme, the fund management of the Corporation for the ESI Scheme
and has put forward proposals so as to make the functioning of the Corporation
more effective. The study covers a period of 10 years from 1994-95 to 2003-04.
Both primary and secondary data were used in the study. The primary data were
collected from the respondents (300 insured persons from 100 enterprises
covered under the ESI Scheme) based on structured interview schedule.
Multistage sampling frame work was followed for selecting the respondents for
the study. The secondary data were collected from the publications of the ESI
Corporation, reports, books and periodicals. The data collected were suitably

30 | P a g e
classified and analysed keeping in view the objectives of the study. On the basis
of the findings of the study, it is deduced that the ESI Corporation is not keen
on giving adequate information to the insured persons and employers about the
ESI Scheme, the quality of medical care provided to the insured persons
through the ESI dispensaries and hospitals is rather poor, the amount of cash
benefit is meagre, there is delay in disbursement of cash benefits, the insured
persons do not get the services of the administrative staff for availing of the
benefits, the working of the machinery of the Corporation for the administration
of the ESI Scheme is not up to the expectations of the insured persons and
employers, due concern is not given to them while taking decisions related to
the administration of the ESI Scheme, the Corporation gives importance to the
raising of funds targeting only the insured persons. (Jose, 2006)

The paper examines the extent of awareness among industrial workers of

Employees' State Insurance Act, 1948. The study is based on a sample of 103
workers taken from districts of Gurgaon and Faridabad of the State of Haryana.
The analysis reveals that awareness of different provision of Act has not
percolated down to praxis level in the real sense. The workers are aware of only
medical and sickness benefit provisions of the ESI Act. The level of awareness
of workers in case of disablement, dependent and funeral benefits is very low.
There is a need to increase the level of awareness of this important social
security legislation among workers in industrial organisations. Modern
communication media may be used to generate the required awareness among
workers. (Gakhar, 2012)

Effectiveness of Employees’ State Insurance Scheme among Employees in

Cochin City this article explains Employee State Insurance is a self-financing
social security and health insurance scheme for Indian workers. The ESI Act
applies to the non-seasonal factories and non-power using factories and
establishments employing twenty or more persons. The employer and the

31 | P a g e
employee contribute to the scheme for the benefit of employee. The ESI Act
encompasses certain health related eventualities that the worker are generally
exposed to such as sickness, maternity, disablement ,unemployment, death due
to employment injury. (S, 2018)

The Employees‘State Insurance (ESI) Scheme provides comprehensive medical

cover and cash benefits to the insured persons and their dependents in the
unforeseen contingencies. However, the effectiveness of the scheme can be best
judged through the facilities and benefits it provides to the insured persons. It is
very much essential to assess the perceptions of the insured persons and their
employers from time to time regarding the effectiveness of the service provided
by the Corporation under the ESI Scheme. The ESI benefits to be effective,
there should have awareness among the insured persons about the various
benefits provided by the Corporation under the ESI Scheme and also to aware
about the various sources through which this awareness are gathered. Hence,
this paper focuses on the awareness level of the insured persons (IPs) regarding
availing the ESI benefits and also to explore about the sources of awareness as
perceived by the insured persons (IPs) working in factories and establishments
in the North Eastern States of India. The study is purely based on primary data
and a total number of 150 insured persons (IPs) from three different states, viz.
Assam, Tripura and Manipur are interviewed for incorporating their views
regarding awareness level and sources of awareness of the ESI benefits.
(Baishya, 2020)

The paper explores the level of awareness and satisfaction along with the
efficient utilization of the ESI policy. The study attempts to view the benefits
pertaining to the working employees. The study is to analyse the effects of
utilizing the Employee State Insurance (ESI) policy by using SPSS software
tools. The study has been done by using a structured questionnaire. ESI is a self
financing social security scheme and health insurance scheme for the workers in

32 | P a g e
India. It is an essential to give social security to the employees via Employee
State Insurance Act ,1948 against the employee sickness, women employee
maternity, Total disablement, Partial disablement and employee death in the
during employment and to provide benefits to the effected employees and their
dependents. ESI is certainly various from other insurance scheme like Health
Insurance i.e. It actually provides the full coverage of the hospital expenses. The
employers and employees contribution were made in ESI. The study was
conducted with the objective of understanding the ESI frameworks with its
benefits, schemes and allowances (Prasanth, 2021)

The Employee State Insurance Act, [ESIC] 1948, is a piece of social welfare
legislation enacted primarily with the object of providing certain benefits to
employees in case of sickness, maternity and employment injury and also to
make provision for certain others matters incidental thereto. The Act in fact tries
to attain the goal of socio-economic justice enshrined in the Directive principles
of state policy under part 4 of our Constitution, in particular articles 41, 42 and
43 which enjoin the state to make effective provision for securing, the right to
work, to education and public assistance in cases of unemployment, old age,
sickness and disablement. The act strives to materialise these avowed objects
through only to a limited extent. This Act becomes a wider spectrum than
factory Act. (Padala, 2022)

Health Insurance: Awareness, Utilization, and its Determinants among the

Urban Poor in Delhi, India this study reports the awareness, access, and
utilization of health insurance by the urban poor in Delhi, India. The study
included 2998 households from 85 urban clusters spread across Delhi. The data
were collected through a pretested, interviewer-administered questionnaire.
Logistic regression was performed for determinants of health insurance
possession. Only 19% knew about health insurance; 18% had health insurance
(Employees State Insurance Scheme — ESIS — 8%; Central Government

33 | P a g e
Health Scheme — CGHS — 1.4%; Rashtriya Swasthya Bima Yojana (RSBY)
— 9.4% of the eligible households). In case of health needs, 95% of CGHS,
71% ESIS beneficiaries, and 9.5% of RSBY beneficiaries utilized the schemes
for episodic and chronic illnesses. For hospitalization needs, 54% of RSBY,
86% of ESIS, 100% CGHS utilized respective services. Residential area,
migration period, possession of ration card, household size, and occupation of
the head of the household were significantly associated with possession of
RSBY. RSBY played a limited role in meeting the healthcare needs of the
people, thus may not be capable of contributing significantly in the efforts of
achieving equity in healthcare for the poor. Relatively, ESIS and CGHS served
the healthcare needs of the beneficiaries better. Expansion of ESIS to the
informal workers may be considered. (Kusuma, 2018)

34 | P a g e
 RESEARCH METHODOLOGY

Research Design:

In this study of Awareness of the Employee State Insurance Act, 1948 among employed

people in different fields we had chosen descriptive research design to understand the

awareness level among the employees engaged in different fields.

Source of data:

 Primary Data: We had collected research data through questionnaire by google

form.

 Secondary Data: for reviewing ESI and its factors we had collected data

through internet and filtered various articles from different sites like Google

Scholar and Sodhganga and other online sites.

Data collection method:

Data collection method was structured questionnaire. It is made to gather information

for primary data of employees engaged in different fields.

Universe:

Universe of our study is employees at engaged in different areas of employment.

Sample size: Out of total population 48 respondents were used for the study.

Sampling Method

We had used non probability sampling technique as our population is small so it was easy

for us to collect data from employees and I had used purposive sampling technique.

35 | P a g e
 DATA ANALYSIS & INTERPRETATION

Q: Gender:

Sr. No. Particulars Frequency Percentage

1. Male 30 62.5%
2. Female 18 37.5%
Total 48 100

The pie chart that represents the gender distribution of a sample population of
48 individuals.

Title: "Gender"

 Indicates that the chart is depicting data related to gender.

Total Responses: "48 responses"

 Shows the total number of individuals who participated in the survey or

data collection process.

Pie Chart:

 Blue Segment: Represents the percentage of males in the sample. The

label "Male" and the corresponding percentage of "37.5%" are displayed
next to this segment.

36 | P a g e
  Red Segment: Represents the percentage of females in the sample. The
label "Female" and the corresponding percentage of "62.5%" are
displayed next to this segment.

Interpretation: Based on the pie chart, 62.5% of the 48 individuals surveyed

are female, while 37.5% are male. This suggests that the sample population has
a higher proportion of females compared to males.

Additional Considerations:

 Sample Size: The sample size of 48 individuals may be relatively small,

which could limit the generalizability of the findings to a larger
population.

 Data Collection Method: The method used to collect the data (e.g.,
survey, census) could influence the representativeness of the sample.

 Context: The context in which the data was collected (e.g., specific
location, demographics of the population) could provide additional
insights into the gender distribution.

Overall, the pie chart provides a visual representation of the gender composition
of the sample population. However, it's important to consider the limitations of
the data and the broader context in order to draw meaningful conclusions.

37 | P a g e
Q: Education

Sr. No. Particulars Frequency Percentage

1. SSC Pass 2 4.2%
2. HSC Pass 7 14.6%
3. Diploma 0 0
4. Graduate 20 20%
5. Post-Graduate 19 39.6%
Total 48 100

This pie chart that shows the education levels of respondents, with a total of 48
responses.

Categories of Education:

1. SSC Pass (Blue): This represents individuals who have passed their
Secondary School Certificate (SSC), which is typically the 10th-grade
qualification.
2. HSC Pass (Orange): These individuals have passed their Higher
Secondary Certificate (HSC), typically the 12th-grade qualification.
3. Diploma (Red): Those who have completed a diploma program
(usually a technical or vocational course after 10th or 12th grade).
4. Graduate (Green): Individuals who have completed an undergraduate
degree.
5. Post-Graduate (Purple): Those with a post-graduate degree (Master's
or equivalent higher studies).

38 | P a g e
Percentage Distribution:

 SSC Pass (Blue): 4.2%

 HSC Pass (Orange): 14.6%
 Diploma (Red): 0% (not present in the pie chart but still listed as a
category in the legend).
 Graduate (Green): 41.7%
 Post-Graduate (Purple): 39.6%

Key Observations:

 The largest category is Graduates (Green), representing 41.7% of the

respondents.
 Close behind are Post-Graduates (Purple), making up 39.6% of the
respondents.
 HSC Pass (Orange) represents 14.6% of the group.
 A small portion of the respondents, 4.2%, fall under the SSC Pass (Blue)
category.
 There is no representation of individuals who have completed Diploma
programs, as it is not reflected in the pie chart despite being mentioned
in the legend.

This chart gives a clear overview of the education level of the respondents, with
a strong concentration of respondents having at least a graduate or post-graduate
degree.

39 | P a g e
Q: Current Employment Status

Sr. No. Particulars Frequency Percentage

1. Private Job 18 37.5%
2. Government 1 2.1%
Job
3. Business 8 16.7%
4. Others 21 43.8%
Total 48 100

The pie chart that represents the current employment status of 48 respondents.
The chart is divided into four categories:

 Private Job: This category represents 37.5% of the respondents.

 Government Job: This category represents 16.7% of the respondents.
 Business: This category represents 43.8% of the respondents.
 Others: This category represents the remaining 1.0% of the respondents.

Based on the data presented in the chart, the majority of respondents are
employed in the private sector, followed by business and government jobs. The
category "Others" is relatively small, indicating that only a small percentage of
respondents are employed in other sectors not listed.

Overall, the chart provides a clear visual representation of the employment

distribution among the respondents. It shows that the private sector is the
dominant employer in this particular sample.

40 | P a g e
Q: If job then what is your current designation

The bar chart that represents the current designations of respondents who are
employed. The chart shows the number of respondents for each designation.

Here's a breakdown of the chart:

 Chemist: The most common designation among respondents is

"Chemist," with 5 individuals holding this position.
 Student: The second most common designation is "Student," also with 5
individuals.
 Finance Job: There are 3 respondents who are currently working in
finance.
 Bcom: 2 respondents have a Bcom degree.
 Ok: 2 respondents simply answered "Ok" when asked about their current
designation.
 Photography: 2 respondents are involved in photography.
 Yash: 1 respondent's current designation is "Yash."
 I'm currently not working: 1 respondent is currently not employed.
 NI: 1 respondent answered "NI," which could stand for "No Information"
or "Not Indicated."
 -: 1 respondent left this field blank.

The remaining designations have less than 2 respondents each, indicating that
they are less common among the sample group.

Overall, the chart provides a visual representation of the diversity of

designations among the employed respondents. It shows that "Chemist" and

41 | P a g e
"Student" are the most common designations, while other designations are more
varied.

42 | P a g e
Q: In which year was the Employees’ State Insurance (ESI) Act enacted?

Sr. No. Particulars Frequency Percentage

1. 1945 7 14.6%

2. 1948 27 56.3%

3. 1950 6 12.5%

4. 1952 8 16.7%

Total 48 100

The pie chart that represents the responses to a question about the year in which
the Employees' State Insurance (ESI) Act was enacted. The chart is based on 48
responses.

Here's a breakdown of the responses:

 1948: This is the most popular answer, with 56.3% of respondents

choosing this year.
 1952: 14.6% of respondents selected 1952.
 1950: 16.7% of respondents believed the act was enacted in 1950.
 1945: Only 12.5% of respondents chose 1945.

Based on the data presented in the chart, the majority of respondents believe
that the Employees' State Insurance (ESI) Act was enacted in 1948. However, a
significant portion of respondents were unsure or incorrect about the exact year.

43 | P a g e
Q: The ESI Act was enacted to provide social security to workers in which of
the following areas?

Sr. No. Particulars Frequency Percentage

1. Unemployment 5 10.4%
insurance
2. Health and 21 43.7%
medical care
3. Workers' housing 4 8.3%
4. All of the above 18 37.5%
Total 48 100

The pie chart that represents the responses to a question about the purpose of the
Employees' State Insurance (ESI) Act. The chart is based on 48 responses.

Here's a breakdown of the responses:

 Health and medical care: This is the most popular answer, with 43.7%
of respondents choosing this option.
 All of the above: 37.5% of respondents believed that the ESI Act
provides social security in all of the listed areas.
 Unemployment insurance: 10.4% of respondents selected
unemployment insurance as the primary purpose of the act.
 Workers' housing: Only a small percentage (10.4%) of respondents
believed that the act was primarily intended to provide workers' housing.

Based on the data presented in the chart, the majority of respondents understand
that the Employees' State Insurance (ESI) Act primarily focuses on providing

44 | P a g e
health and medical care to workers. However, a significant portion of
respondents also believe that the act covers unemployment insurance and
workers' housing, suggesting that there is some confusion or misinformation
about its scope.

45 | P a g e
Q: The ESI Act came into force on which date?

Sr. No. Particulars Frequency Percentage

1. January 26, 1950 9 18.8%
2. August 15, 1947 15 31.3%
3. February 24, 1952 8 16.7%
4. March 1, 1948 16 33.3%
Total 48 100

The pie chart that represents the responses to a question about the date on which
the Employees' State Insurance (ESI) Act came into force. The chart is based on
48 responses.

 January 26, 1950: This is the most popular answer, with 33.3% of
respondents choosing this date.
 March 1, 1948: 31.3% of respondents selected March 1, 1948.
 August 15, 1947: 18.8% of respondents believed the act came into force
on August 15, 1947.
 February 24, 1952: Only 16.7% of respondents chose February 24,
1952.

Based on the data presented in the chart, the majority of respondents believe
that the Employees' State Insurance (ESI) Act came into force on January 26,
1950. However, there is a significant degree of uncertainty among respondents,
with a relatively large percentage choosing different dates. This suggests that
there is some confusion or misinformation about the exact date of the act's
implementation.

46 | P a g e
Q: Which of the following is the primary objective of the ESI Act?

Sr. No. Particulars Frequency Percentage

1. Providing 16 33.3%
unemployment
benefits
2. Offering medical 18 37.5%
benefits to
employees
3. Managing 9 18.8%
housing for
industrial workers
4. Administering 5 10.4%
pension funds
Total 48 100

The pie chart that represents the responses to a question about the primary
objective of the Employees' State Insurance (ESI) Act. The chart is based on
48 responses. Offering medical benefits to employees: This is the most
popular answer, with 37.5% of respondents choosing this option.

 Administering pension funds: 33.3% of respondents believed that the

primary objective of the ESI Act is to administer pension funds.
 Providing unemployment benefits: 18.8% of respondents selected
providing unemployment benefits as the primary objective.
 Managing housing for industrial workers: Only 10.4% of respondents
believed that the act's primary objective is to manage housing for
industrial workers.

Based on the data presented in the chart, the majority of respondents understand
that the Employees' State Insurance (ESI) Act primarily focuses on offering
medical benefits to employees. However, a significant portion of respondents

47 | P a g e
also believe that the act is primarily concerned with administering pension
funds, suggesting that there is some confusion or misinformation about its
specific objectives.

48 | P a g e
Q: Which international body influenced the formulation of the ESI Act?

Sr. No. Particulars Frequency Percentage

1. United Nations 7 14.6%
2. World Health 14 29.2%
Organization
3. International Labour 19 39.6%
Organization
4. World Trade 8 16.7%
Organization
Total 48 100

The pie chart that represents the responses to a question about the international
body that influenced the formulation of the Employees' State Insurance (ESI)
Act. The chart is based on 48 responses.

 International Labour Organization (ILO): This is the most popular

answer, with 39.6% of respondents choosing the ILO.
 United Nations (UN): 29.2% of respondents believed that the UN
influenced the formulation of the ESI Act.
 World Health Organization (WHO): 16.7% of respondents selected the
WHO.
 World Trade Organization (WTO): Only 14.6% of respondents
believed that the WTO influenced the ESI Act.

Based on the data presented in the chart, the majority of respondents believe
that the International Labour Organization (ILO) played a significant role in
influencing the formulation of the Employees' State Insurance (ESI) Act.
However, a significant portion of respondents also believe that the United
Nations (UN) and World Health Organization (WHO) had some influence,
suggesting that there is some confusion or misinformation about the specific
international bodies involved in the process.
49 | P a g e
Q: What does the abbreviation ESI stand for?

Sr. No. Particulars Frequency Percentage

1. Employees’ 11 22.9%
Social Insurance
2. Employees’ State 24 50%
Insurance
3. Employers' Social 10 20.8%
Insurance
4. Employers' State 3 6.3%
Insurance
Total 48 100

The pie chart that represents the responses to a question about the meaning of
the abbreviation ESI. The chart is based on 48 responses.

Here's a breakdown of the responses:

 Employees' State Insurance: This is the most popular answer, with 50%
of respondents choosing this option.
 Employees' Social Insurance: 22.9% of respondents selected this
option.
 Employers' Social Insurance: 20.8% of respondents believed that ESI
stands for "Employers' Social Insurance."
 Employers' State Insurance: Only 5.2% of respondents chose this
option.

Based on the data presented in the chart, the majority of respondents understand
that the abbreviation ESI stands for "Employees' State Insurance." However, a
significant portion of respondents are confused or incorrect about the meaning
of the acronym, suggesting that there is some misinformation about it.

50 | P a g e
Q: Who was the Prime Minister of India when the ESI Act was implemented
in 1952?

Sr. No. Particulars Frequency Percentage

1. Lal Bahadur 11 22.9%
Shastri
2. Jawaharlal Nehru 24 50%
3. Indira Gandhi 12 25%
4. Rajendra Prasad 1 2.1%
Total 48 100

The pie chart that represents the responses to a question about the Prime
Minister of India when the Employees' State Insurance (ESI) Act was
implemented in 1952. The chart is based on 48 responses.

 Jawaharlal Nehru: This is the most popular answer, with 50% of

respondents choosing Jawaharlal Nehru.
 Lal Bahadur Shastri: 22.9% of respondents selected Lal Bahadur
Shastri.
 Indira Gandhi: 25% of respondents believed that Indira Gandhi was the
Prime Minister in 1952.
 Rajendra Prasad: Only 1.0% of respondents chose Rajendra Prasad,
who was the President of India at the time.

Based on the data presented in the chart, the majority of respondents believe
that Jawaharlal Nehru was the Prime Minister of India when the Employees'
State Insurance (ESI) Act was implemented in 1952. However, a significant
portion of respondents are confused or incorrect about the Prime Minister at the
time, suggesting that there is some misinformation about this historical fact.

51 | P a g e
Q: The ESI Act covers which of the following groups of workers?

Sr. No. Particulars Frequency Percentage

1. Agricultural 9 18.8%
workers
2. Industrial 21 43.8%
workers in
factories
3. Government 11 22.9%
employees
4. Freelancers 7 14.6%
Total 48 100

The pie chart that represents the responses to a question about the groups of
workers covered by the Employees' State Insurance (ESI) Act. The chart is
based on 48 responses.

 Industrial workers in factories: This is the most popular answer, with

43.8% of respondents choosing this option.
 Agricultural workers: 22.9% of respondents selected agricultural
workers.
 Freelancers: 18.8% of respondents believed that the ESI Act covers
freelancers.
 Government employees: Only 14.6% of respondents believed that the
ESI Act covers government employees.

Based on the data presented in the chart, the majority of respondents understand
that the Employees' State Insurance (ESI) Act primarily covers industrial
workers in factories. However, a significant portion of respondents also believe
that the act covers agricultural workers and freelancers, suggesting that there is
some confusion or misinformation about the specific groups of workers eligible
for ESI benefits.
52 | P a g e
Q: Which of the following contributions are made to the ESI Fund?

Sr. No. Particulars Frequency Percentage

1. Only employer 9 18.8%
2. Only employee 13 27.1%
3. Both employer 20 41.7%
and employee
4. Government only 6 12.5%
Total 48 100

The pie chart that represents the responses to a question about the contributions
made to the Employees' State Insurance (ESI) Fund. The chart is based on 48
responses.

 Only employer: This is the most popular answer, with 41.7% of

respondents believing that only the employer contributes to the ESI Fund.
 Both employer and employee: 27.1% of respondents believe that both
the employer and employee contribute to the fund.
 Only employee: 18.8% of respondents selected this option.
 Government only: Only 12.5% of respondents believed that the
government is the sole contributor to the ESI Fund.

Based on the data presented in the chart, the majority of respondents believe
that only the employer contributes to the Employees' State Insurance (ESI)
Fund. However, a significant portion of respondents also believe that both the
employer and employee contribute or that the government is involved in
funding the fund, suggesting that there is some confusion or misinformation
about the contributions made to the ESI Fund.

53 | P a g e
Q: What percentage of wages is contributed by the employer under the ESI
scheme as of 2024?

Sr. No. Particulars Frequency Percentage

1. 1.75% 9 18.8%
2. 3.25% 22 45.8%
3. 4% 13 27.1%
4. 5.50% 4 8.3%
Total 48 100

The pie chart that represents the responses to a question about the percentage of
wages contributed by the employer under the Employees' State Insurance (ESI)
scheme as of 2024. The chart is based on 48 responses.
 45.8%: This is the most popular answer, with 45.8% of respondents
believing that the employer contributes 45.8% of wages under the ESI
scheme.
 18.8%: 9 respondents selected 18.8% as the employer's contribution.
 27.1%: 13 respondents believed that the employer contributes 27.1% of
wages.
 8.3%: 4 respondents chose 8.3%.
Based on the data presented in the chart, the majority of respondents believe
that the employer contributes 45.8% of wages under the Employees' State
Insurance (ESI) scheme as of 2024. However, there is a significant degree of
uncertainty among respondents, with a relatively large percentage choosing
different percentages. This suggests that there is some confusion or
54 | P a g e
misinformation about the exact percentage of employer contributions under the
ESI scheme.

55 | P a g e
Q: What was the major historical reason for the establishment of the ESI Act?

Sr. No. Particulars Frequency Percentage

1. Economic 9 18.8%
depression
2. Industrial 22 45.8%
accidents and
poor working
conditions
3. War-time efforts 14 29.2%
4. Urban housing 3 6.3%
shortages
Total 48 100

The pie chart that represents the responses to a question about the major
historical reason for the establishment of the Employees' State Insurance (ESI)
Act. The chart is based on 48 responses.

 Industrial accidents and poor working conditions: This is the most

popular answer, with 22 respondents choosing this option.
 Economic depression: 9 respondents believed that economic depression
was the major historical reason for the establishment of the ESI Act.
 War-time efforts: 14 respondents selected war-time efforts as the major
historical reason.
 Urban housing shortages: Only 3 respondents believed that urban
housing shortages were the major historical reason for the establishment
of the ESI Act.

Based on the data presented in the chart, the majority of respondents believe
that industrial accidents and poor working conditions were the major historical

56 | P a g e
reason for the establishment of the Employees' State Insurance (ESI) Act.
However, a significant portion of respondents also believe that economic
depression and war-time efforts played a role, suggesting that there is some
confusion or misinformation about the historical context of the ESI Act's
establishment.

57 | P a g e
Q: Which ministry is responsible for the administration of the ESI Act?

Sr. No. Particulars Frequency Percentage

1. Ministry of 17 35.4%
Labour and
Employment
2. Ministry of 10 20.8%
Health and
Family Welfare
3. Ministry of 16 33.3%
Finance
4. Ministry of Social 5 10.4%
Justice and
Empowerment
Total 48 100

The pie chart that represents the responses to a question about the ministry
responsible for the administration of the Employees' State Insurance (ESI) Act.
The chart is based on 48 responses.

 Ministry of Labour and Employment: This is the most popular answer,

with 35.4% of respondents choosing this ministry.
 Ministry of Health and Family Welfare: 33.3% of respondents believed
that the Ministry of Health and Family Welfare is responsible for the
administration of the ESI Act.
 Ministry of Finance: 20.8% of respondents selected the Ministry of
Finance.
 Ministry of Social Justice and Empowerment: Only 10.4% of
respondents believed that the Ministry of Social Justice and
Empowerment is responsible for the ESI Act's administration.

58 | P a g e
Based on the data presented in the chart, the majority of respondents believe
that the Ministry of Labour and Employment is responsible for the
administration of the Employees' State Insurance (ESI) Act. However, a
significant portion of respondents also believe that the Ministry of Health and
Family Welfare is responsible, suggesting that there is some confusion or
misinformation about the ministry overseeing the ESI Act.

59 | P a g e
Q: The ESI scheme was initially introduced in which two cities?

Sr. No. Particulars Frequency Percentage

1. Delhi and 16 33.3%
Mumbai
2. Kolkata and 14 29.2%
Chennai
3. Kanpur and Delhi 10 20.8%
4. Hyderabad and 8 16.7%
Bengaluru
Total 48 100

The pie chart that represents the responses to a question about the two cities
where the Employees' State Insurance (ESI) scheme was initially introduced.
The chart is based on 48 responses.

 Delhi and Mumbai: This is the most popular answer, with 33.3% of
respondents choosing these two cities.
 Kanpur and Delhi: 29.2% of respondents believed that the ESI scheme
was initially introduced in Kanpur and Delhi.
 Kolkata and Chennai: 20.8% of respondents selected Kolkata and
Chennai.
 Hyderabad and Bengaluru: Only 16.7% of respondents believed that
the ESI scheme was initially introduced in Hyderabad and Bengaluru.

Based on the data presented in the chart, the majority of respondents believe
that the Employees' State Insurance (ESI) scheme was initially introduced in
Delhi and Mumbai. However, a significant portion of respondents also believe
that the scheme was introduced in other city pairs, suggesting that there is some
confusion or misinformation about the specific cities where the ESI scheme was
first implemented.

60 | P a g e
Q: The ESI Act applies to establishments with a minimum of how many
employees?

Sr. No. Particulars Frequency Percentage

1. 5 employees 8 16.7%
2. 10 employees 19 39.6%
3. 15 employees 16 33.3%
4. 20 employees 5 10.4%
Total 48 100

The pie chart that represents the responses to a question about the minimum
number of employees required for an establishment to be covered by the
Employees' State Insurance (ESI) Act. The chart is based on 48 responses.

 10 employees: This is the most popular answer, with 39.6% of

respondents believing that the ESI Act applies to establishments with a
minimum of 10 employees.
 5 employees: 33.3% of respondents selected 5 employees as the
minimum requirement.
 20 employees: 16.7% of respondents believed that the ESI Act applies to
establishments with a minimum of 20 employees.
 15 employees: Only 10.4% of respondents believed that the ESI Act
applies to establishments with a minimum of 15 employees.

Based on the data presented in the chart, the majority of respondents believe
that the Employees' State Insurance (ESI) Act applies to establishments with a
minimum of 10 employees. However, a significant portion of respondents also
believe that the minimum requirement is 5 or 20 employees, suggesting that
there is some confusion or misinformation about the specific threshold for ESI
coverage.

61 | P a g e
Q: The Employees' State Insurance Corporation (ESIC) was established under
which section of the ESI Act?

Sr. No. Particulars Frequency Percentage

1. Section 2 14 29.2%
2. Section 3 20 41.7%
3. Section 4 11 22.9%
4. Section 5 3 6.3%
Total 48 100

The pie chart that represents the responses to a question about the section of the
Employees' State Insurance (ESI) Act under which the Employees' State
Insurance Corporation (ESIC) was established. The chart is based on 48
responses.

 Section 3: This is the most popular answer, with 41.7% of respondents

choosing Section 3.
 Section 4: 29.2% of respondents believed that the ESIC was established
under Section 4.
 Section 2: 22.9% of respondents selected Section 2.
 Section 5: Only 5.2% of respondents believed that the ESIC was
established under Section 5.

Based on the data presented in the chart, the majority of respondents believe
that the Employees' State Insurance Corporation (ESIC) was established under
Section 3 of the Employees' State Insurance (ESI) Act. However, a significant
portion of respondents also believe that the ESIC was established under
Sections 2 and 4, suggesting that there is some confusion or misinformation
about the specific section of the ESI Act that governs the establishment of the
ESIC.

62 | P a g e
Q: In which year was the ESIC formed?

Sr. No. Particulars Frequency Percentage

1. 1949 8 16.7%
2. 1950 15 31.3%
3. 1952 19 39.6%
4. 1955 6 12.5%
Total 48 100

The pie chart that represents the responses to a question about the year in which
the Employees' State Insurance Corporation (ESIC) was formed. The chart is
based on 48 responses.

 1949: This is the most popular answer, with 39.6% of respondents

choosing 1949.
 1950: 31.3% of respondents believed that the ESIC was formed in 1950.
 1952: 16.7% of respondents selected 1952.
 1955: Only 12.5% of respondents believed that the ESIC was formed in
1955.

Based on the data presented in the chart, the majority of respondents believe
that the Employees' State Insurance Corporation (ESIC) was formed in 1949.
However, a significant portion of respondents also believe that the ESIC was
formed in other years, suggesting that there is some confusion or
misinformation about the exact year of the ESIC's establishment.

63 | P a g e
Q: Which of the following is not covered under the ESI scheme?

Sr. No. Particulars Frequency Percentage

1. Sickness benefits 11 22.9%
2. Unemployment 21 43.8%
allowance
3. Maternity 14 29.2%
benefits
4. Disability 2 4.2%
benefits
Total 48 100

The pie chart that represents the responses to a question about the benefits not
covered under the Employees' State Insurance (ESI) scheme. The chart is based
on 48 responses.

 Unemployment allowance: This is the most popular answer, with 43.8%

of respondents believing that unemployment allowance is not covered
under the ESI scheme.
 Sickness benefits: 29.2% of respondents believed that sickness benefits
are not covered under the ESI scheme.
 Disability benefits: 22.9% of respondents selected disability benefits.
 Maternity benefits: Only 4.1% of respondents believed that maternity
benefits are not covered under the ESI scheme.

Based on the data presented in the chart, the majority of respondents believe
that unemployment allowance is not covered under the Employees' State
Insurance (ESI) scheme. However, a significant portion of respondents also
believe that sickness benefits and disability benefits are not covered, suggesting
that there is some confusion or misinformation about the specific benefits
provided under the ESI scheme.

64 | P a g e
Q: Who is the chairman of the Employees' State Insurance Corporation (ESIC)?

Sr. No. Particulars Frequency Percentage

1. Prime Minister 10 20.8%
2. Minister of 24 50%
Labour and
Employment
3. Finance Minister 9 18.8%
4. Health Minister 5 10.4%
Total 48 100

The pie chart that represents the responses to a question about the chairman of
the Employees' State Insurance Corporation (ESIC). The chart is based on 48
responses.

 Prime Minister: This is the most popular answer, with 50% of

respondents believing that the Prime Minister is the chairman of the
ESIC.
 Minister of Labour and Employment: 20.8% of respondents selected
the Minister of Labour and Employment as the chairman.
 Finance Minister: 18.8% of respondents believed that the Finance
Minister is the chairman of the ESIC.
 Health Minister: Only 10.4% of respondents believed that the Health
Minister is the chairman of the ESIC.

Based on the data presented in the chart, the majority of respondents believe
that the Prime Minister is the chairman of the Employees' State Insurance
Corporation (ESIC). However, a significant portion of respondents also believe
that the Minister of Labour and Employment, Finance Minister, or Health
Minister is the chairman, suggesting that there is some confusion or
misinformation about the actual position of the ESIC's chairman.

65 | P a g e
Q: Under the ESI Act, a worker is eligible for medical benefits if their wage
does not exceed which of the following amounts?

Sr. No. Particulars Frequency Percentage

1. ₹15,000 8 16.7%
2. ₹18,000 12 25%
3. ₹21,000 18 37.5%
4. ₹25,000 10 20.8%
Total 48 100

The pie chart that represents the responses to a question about the maximum
wage limit for eligibility for medical benefits under the Employees' State
Insurance (ESI) Act. The chart is based on 48 responses.

 ₹21,000: This is the most popular answer, with 37.5% of respondents

believing that a worker is eligible for medical benefits if their wage does
not exceed ₹21,000.
 ₹15,000: 25% of respondents selected ₹15,000 as the maximum wage
limit.
 ₹18,000: 20.8% of respondents believed that the maximum wage limit is
₹18,000.
 ₹25,000: Only 16.7% of respondents believed that a worker is eligible for
medical benefits if their wage does not exceed ₹25,000.

Based on the data presented in the chart, the majority of respondents believe
that a worker is eligible for medical benefits under the Employees' State
Insurance (ESI) Act if their wage does not exceed ₹21,000. However, a
significant portion of respondents also believe that the maximum wage limit is
₹15,000 or ₹18,000, suggesting that there is some confusion or misinformation
about the specific wage limit for eligibility for medical benefits under the ESI
scheme.

66 | P a g e
Q: Which of the following benefits is not provided under the ESI scheme?

Sr. No. Particulars Frequency Percentage

1. Sickness benefit 9 18.8%
services
2. Funeral expenses 12 25%
3. Job placement 19 39.6%
4. Dependent's 8 16.7%
benefit
Total 48 100

The pie chart that represents the responses to a question about the benefits not
provided under the Employees' State Insurance (ESI) scheme. The chart is based
on 48 responses.

 Job placement services: This is the most popular answer, with 39.6% of
respondents believing that job placement services are not covered under
the ESI scheme.
 Sickness benefit: 25% of respondents selected sickness benefit.
 Funeral expenses: 18.8% of respondents believed that funeral expenses
are not covered under the ESI scheme.
 Dependent's benefit: Only 16.7% of respondents believed that
dependent's benefit is not covered under the ESI scheme.

Based on the data presented in the chart, the majority of respondents believe
that job placement services are not covered under the Employees' State
Insurance (ESI) scheme. However, a significant portion of respondents also
believe that other benefits like sickness benefit and funeral expenses are not
covered, suggesting that there is some confusion or misinformation about the
specific benefits provided under the ESI scheme.

67 | P a g e
Q: What is the maximum duration for which sickness benefits can be availed
under the ESI Act?

Sr. No. Particulars Frequency Percentage

1. 26 weeks 15 31.3%
2. 52 weeks 16 33.3%
3. 13 weeks 15 31.3%
4. 12 weeks 2 4.2%
Total 48 100

The pie chart that represents the responses to a question about the maximum
duration for which sickness benefits can be availed under the Employees' State
Insurance (ESI) Act. The chart is based on 48 responses.

 26 weeks: This is the most popular answer, with 31.3% of respondents

choosing 26 weeks.
 52 weeks: Another 31.3% of respondents believed that the maximum
duration for sickness benefits is 52 weeks.
 13 weeks: 33.3% of respondents selected 13 weeks.
 12 weeks: Only 3.1% of respondents believed that the maximum duration
for sickness benefits is 12 weeks.

Based on the data presented in the chart, there is a significant degree of

uncertainty among respondents about the maximum duration for which sickness
benefits can be availed under the Employees' State Insurance (ESI) Act. While
the most popular answer is 26 weeks, there is no clear consensus, with a
significant portion of respondents choosing different durations. This suggests
that there is some confusion or misinformation about the specific duration of
sickness benefits under the ESI scheme.

68 | P a g e
Q: The ESI Act mandates that insured persons can avail medical benefits for
how long after ceasing to be insured?

Sr. No. Particulars Frequency Percentage

1. 6 months 14 29.2%
2. 12 months 20 41.7%
3. 9 months 10 20.8%
4. 18 months 4 8.3%
Total 48 100

The pie chart that represents the responses to a question about the duration for
which insured persons can avail medical benefits under the Employees' State
Insurance (ESI) Act after ceasing to be insured. The chart is based on 48
responses.

 12 months: This is the most popular answer, with 41.7% of respondents

believing that insured persons can avail medical benefits for 12 months
after ceasing to be insured.
 6 months: 29.2% of respondents selected 6 months as the duration.
 18 months: 20.8% of respondents believed that the duration is 18
months.
 9 months: Only 8.3% of respondents believed that insured persons can
avail medical benefits for 9 months after ceasing to be insured.

Based on the data presented in the chart, the majority of respondents believe
that insured persons can avail medical benefits for 12 months after ceasing to be

69 | P a g e
insured under the Employees' State Insurance (ESI) Act. However, a significant
portion of respondents also believe that the duration is 6 or 18 months,
suggesting that there is some confusion or misinformation about the specific
duration of medical benefits after ceasing to be insured under the ESI scheme.

70 | P a g e
Q: Which of the following types of establishments are exempt from the ESI
Act?

Sr. No. Particulars Frequency Percentage

1. Shops 6 12.5%
2. Cinemas 17 35.4%
3. Government-run 21 43.8%
industries
4. Educational 4 8.3%
institutions
Total 48 100

The pie chart that represents the responses to a question about the types of
establishments that are exempt from the Employees' State Insurance (ESI) Act.
The chart is based on 48 responses.

 Shops: This is the most popular answer, with 43.8% of respondents believing that
shops are exempt from the ESI Act.
 Cinemas: 35.4% of respondents selected cinemas as exempt establishments.
 Government-run industries: 12.5% of respondents believed that government-run
industries are exempt from the ESI Act.
 Educational institutions: Only 8.3% of respondents believed that educational
institutions are exempt from the ESI Act.

Based on the data presented in the chart, the majority of respondents believe
that shops and cinemas are exempt from the Employees' State Insurance (ESI)
Act. However, a significant portion of respondents also believe that
government-run industries are exempt, suggesting that there is some confusion
or misinformation about the specific types of establishments that are not
covered by the ESI Act.

71 | P a g e
Q: Who administers the ESI Act in each state?

Sr. No. Particulars Frequency Percentage

1. State Labour 12 25%
Minister
2. Employees' State 24 50%
Insurance
Corporation(ESIC)
3. State Insurance 11 22.9%
Board
4. Chief Secretary 1 2.1%
Total 48 100

The pie chart that represents the responses to a question about who administers
the Employees' State Insurance (ESI) Act in each state. The chart is based on 48
responses.

 Employees' State Insurance Corporation (ESIC): This is the most

popular answer, with 50% of respondents believing that the ESIC
administers the ESI Act in each state.
 State Labour Minister: 25% of respondents selected the State Labour
Minister.
 State Insurance Board: 22.9% of respondents believed that the State
Insurance Board administers the ESI Act.
 Chief Secretary: Only 1.0% of respondents believed that the Chief
Secretary administers the ESI Act.

Based on the data presented in the chart, the majority of respondents believe
that the Employees' State Insurance Corporation (ESIC) administers the ESI Act
in each state. However, a significant portion of respondents also believe that the
State Labour Minister or State Insurance Board is responsible, suggesting that
there is some confusion or misinformation about the specific authority
responsible for administering the ESI Act at the state level.

72 | P a g e
Q: The ESI Act covers the dependents of insured persons in which of the
following situations?

Sr. No. Particulars Frequency Percentage

1. Work-related 20 41.7%
injury
2. Sickness only 11 22.9%
3. Death only 9 18.8%
4. Both sickness & 8 16.7%
death
Total 48 100

The pie chart that represents the responses to a question about the situations in
which the Employees' State Insurance (ESI) Act covers the dependents of
insured persons. The chart is based on 48 responses.

 Both sickness and death: This is the most popular answer, with 41.7%
of respondents believing that the ESI Act covers the dependents of
insured persons in both cases of sickness and death.
 Sickness only: 22.9% of respondents selected "Sickness only."
 Work-related injury: 18.8% of respondents believed that the ESI Act
covers dependents only in cases of work-related injury.
 Death only: 16.7% of respondents believed that the ESI Act covers
dependents only in cases of death.

Based on the data presented in the chart, the majority of respondents believe
that the Employees' State Insurance (ESI) Act covers the dependents of insured
persons in both cases of sickness and death. However, a significant portion of
respondents also believe that the ESI Act covers dependents in specific
situations like sickness only or work-related injury, suggesting that there is
some confusion or misinformation about the specific situations in which
dependents are covered under the ESI scheme.

73 | P a g e
 Findings
Out of 48 respondents 30 (62.5%) are males and 18 (37.5%) are females

The status of the education of the respondents 2 (4.2%) have only completed
SSC, 7 (14.6%) have completed their HSC, 20 (41.7%) have or are pursuing
their graduate degree and 19 (39.6%) of the respondents have completed or are
pursuing post-graduate degree and no respondent is pursuing the degree of
diploma.

18 (37.5%) of the respondents are engaged in private job, 1 respondent is

having government job, 8 (16.7%) of the respondents are having their own
business, and the remaining 21 (43.8%) respondents are employed in other
fields of employment.

Chemist: The most common designation among respondents is "Chemist," with

5 individuals holding this position.

Student: The second most common designation is "Student," also with 5

individuals.

Finance Job: There are 3 respondents who are currently working in finance.

Bcom: 2 respondents have a Bcom degree.

Ok: 2 respondents simply answered "Ok" when asked about their current
designation.

Photography: 2 respondents are involved in photography.

Yash: 1 respondent's current designation is "Yash."

I'm currently not working: 1 respondent is currently not employed.

74 | P a g e
NI: 1 respondent answered "NI," which could stand for "No Information" or
"Not Indicated."

-: 1 respondent left this field blank.

The remaining designations have less than 2 respondents each, indicating that
they are less common among the sample group.

Question about the year in which the Employees' State Insurance (ESI) Act was
enacted.

Here's a breakdown of the responses:

 1948: This is the most popular answer, with 56.3% of respondents

choosing this year.
 1952: 14.6% of respondents selected 1952.
 1950: 16.7% of respondents believed the act was enacted in 1950.
 1945: Only 12.5% of respondents chose 1945.

A significant portion of respondents were unsure or incorrect about the exact

year.

Question about the purpose of the Employees' State Insurance (ESI) Act.

Here's a breakdown of the responses:

 Health and medical care: This is the most popular answer, with 43.7%
of respondents choosing this option.
 All of the above: 37.5% of respondents believed that the ESI Act
provides social security in all of the listed areas.
 Unemployment insurance: 10.4% of respondents selected
unemployment insurance as the primary purpose of the act.

75 | P a g e
  Workers' housing: Only a small percentage (10.4%) of respondents
believed that the act was primarily intended to provide workers' housing.

A significant portion of respondents also believe that the act covers

unemployment insurance and workers' housing, suggesting that there is some
confusion or misinformation about its scope.

Question about the date on which the Employees' State Insurance (ESI) Act
came into force. The chart is based on 48 responses.

Here's a breakdown of the responses:

 January 26, 1950: This is the most popular answer, with 33.3% of
respondents choosing this date.
 March 1, 1948: 31.3% of respondents selected March 1, 1948.
 August 15, 1947: 18.8% of respondents believed the act came into force
on August 15, 1947.
 February 24, 1952: Only 16.7% of respondents chose February 24,
1952.

Based on the data presented in the chart, the majority of respondents believe
that the Employees' State Insurance (ESI) Act came into force on January 26,
1950. However, there is a significant degree of uncertainty among
respondents, with a relatively large percentage choosing different dates. This
suggests that there is some confusion or misinformation about the exact date
of the act's implementation.

Question about the primary objective of the Employees' State Insurance

(ESI) Act.

Here's a breakdown of the responses:

76 | P a g e
  Offering medical benefits to employees: This is the most popular
answer, with 37.5% of respondents choosing this option.
 Administering pension funds: 33.3% of respondents believed that the
primary objective of the ESI Act is to administer pension funds.
 Providing unemployment benefits: 18.8% of respondents selected
providing unemployment benefits as the primary objective.
 Managing housing for industrial workers: Only 10.4% of respondents
believed that the act's primary objective is to manage housing for
industrial workers.

A significant portion of respondents also believe that the act is primarily

concerned with administering pension funds, suggesting that there is some
confusion or misinformation about its specific objectives.

Question about the international body that influenced the formulation of the
Employees' State Insurance (ESI) Act.

Here's a breakdown of the responses:

 International Labour Organization (ILO): This is the most popular

answer, with 39.6% of respondents choosing the ILO.
 United Nations (UN): 29.2% of respondents believed that the UN
influenced the formulation of the ESI Act.
 World Health Organization (WHO): 16.7% of respondents selected the
WHO.
 World Trade Organization (WTO): Only 14.6% of respondents
believed that the WTO influenced the ESI Act.

However, a significant portion of respondents also believe that the United

Nations (UN) and World Health Organization (WHO) had some influence,

77 | P a g e
 suggesting that there is some confusion or misinformation about the specific
international bodies involved in the process.

Question about the meaning of the abbreviation ESI.

Here's a breakdown of the responses:

 Employees' State Insurance: This is the most popular answer, with 50%
of respondents choosing this option.
 Employees' Social Insurance: 22.9% of respondents selected this
option.
 Employers' Social Insurance: 20.8% of respondents believed that ESI
stands for "Employers' Social Insurance."
 Employers' State Insurance: Only 5.2% of respondents chose this
option.

A significant portion of respondents are confused or incorrect about the

meaning of the acronym, suggesting that there is some misinformation about
it.

Question about the Prime Minister of India when the Employees' State
Insurance (ESI) Act was implemented in 1952.

Here's a breakdown of the responses:

 Jawaharlal Nehru: This is the most popular answer, with 50% of

respondents choosing Jawaharlal Nehru.
 Lal Bahadur Shastri: 22.9% of respondents selected Lal Bahadur
Shastri.
 Indira Gandhi: 25% of respondents believed that Indira Gandhi was the
Prime Minister in 1952.

78 | P a g e
  Rajendra Prasad: Only 1.0% of respondents chose Rajendra Prasad,
who was the President of India at the time.

A significant portion of respondents are confused or incorrect about the

Prime Minister at the time, suggesting that there is some misinformation
about this historical fact.

Question about the groups of workers covered by the Employees' State

Insurance (ESI) Act.

Here's a breakdown of the responses:

 Industrial workers in factories: This is the most popular answer, with

43.8% of respondents choosing this option.
 Agricultural workers: 22.9% of respondents selected agricultural
workers.
 Freelancers: 18.8% of respondents believed that the ESI Act covers
freelancers.
 Government employees: Only 14.6% of respondents believed that the
ESI Act covers government employees.

A significant portion of respondents also believe that the act covers

agricultural workers and freelancers, suggesting that there is some confusion
or misinformation about the specific groups of workers eligible for ESI
benefits.

Question about the contributions made to the Employees' State Insurance

(ESI) Fund.

Here's a breakdown of the responses:

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  Only employer: This is the most popular answer, with 41.7% of
respondents believing that only the employer contributes to the ESI Fund.
 Both employer and employee: 27.1% of respondents believe that both
the employer and employee contribute to the fund.
 Only employee: 18.8% of respondents selected this option.
 Government only: Only 12.5% of respondents believed that the
government is the sole contributor to the ESI Fund.

A significant portion of respondents also believe that both the employer and
employee contribute or that the government is involved in funding the fund,
suggesting that there is some confusion or misinformation about the
contributions made to the ESI Fund.

Question about the percentage of wages contributed by the employer under

the Employees' State Insurance (ESI) scheme as of 2024.

Here's a breakdown of the responses:

 45.8%: This is the most popular answer, with 45.8% of respondents

believing that the employer contributes 45.8% of wages under the ESI
scheme.
 18.8%: 18.8% of respondents selected 18.8% as the employer's
contribution.
 27.1%: 27.1% of respondents believed that the employer contributes
27.1% of wages.
 8.3%: 8.3% of respondents chose 8.3%.
 5.50%: 5.50% of respondents believed that the employer contributes
5.50% of wages.
 4.00%: 4.00% of respondents selected 4.00%.
 3.25%: 3.25% of respondents chose 3.25%.

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  1.75%: Only 1.75% of respondents believed that the employer
contributes 1.75% of wages.

However, there is a significant degree of uncertainty among respondents,

with a relatively large percentage choosing different percentages. This
suggests that there is some confusion or misinformation about the exact
percentage of employer contributions under the ESI scheme.

Question about the major historical reason for the establishment of the
Employees' State Insurance (ESI) Act.

Here's a breakdown of the responses:

 Industrial accidents and poor working conditions: This is the most

popular answer, with 45.8% of respondents choosing this option.
 Economic depression: 29.2% of respondents believed that economic
depression was the major historical reason for the establishment of the
ESI Act.
 War-time efforts: 18.8% of respondents selected war-time efforts as the
major historical reason.
 Urban housing shortages: Only 6.3% of respondents believed that urban
housing shortages were the major historical reason for the establishment
of the ESI Act.

A significant portion of respondents also believe that economic depression

and war-time efforts played a role, suggesting that there is some confusion or
misinformation about the historical context of the ESI Act's establishment.

Question about the ministry responsible for the administration of the

Employees' State Insurance (ESI) Act.

Here's a breakdown of the responses:

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  Ministry of Labour and Employment: This is the most popular answer,
with 35.4% of respondents choosing this ministry.
 Ministry of Health and Family Welfare: 33.3% of respondents believed
that the Ministry of Health and Family Welfare is responsible for the
administration of the ESI Act.
 Ministry of Finance: 20.8% of respondents selected the Ministry of
Finance.
 Ministry of Social Justice and Empowerment: Only 10.4% of
respondents believed that the Ministry of Social Justice and
Empowerment is responsible for the ESI Act's administration.

A significant portion of respondents also believe that the Ministry of Health

and Family Welfare is responsible, suggesting that there is some confusion
or misinformation about the ministry overseeing the ESI Act.

Question about the two cities where the Employees' State Insurance (ESI)
scheme was initially introduced. The chart is based on 48 responses.

Here's a breakdown of the responses:

 Delhi and Mumbai: This is the most popular answer, with 33.3% of
respondents choosing these two cities.
 Kanpur and Delhi: 29.2% of respondents believed that the ESI scheme
was initially introduced in Kanpur and Delhi.
 Kolkata and Chennai: 20.8% of respondents selected Kolkata and
Chennai.
 Hyderabad and Bengaluru: Only 16.7% of respondents believed that
the ESI scheme was initially introduced in Hyderabad and Bengaluru.

A significant portion of respondents also believe that the scheme was

introduced in other city pairs, suggesting that there is some confusion or

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 misinformation about the specific cities where the ESI scheme was first
implemented.

Question about the minimum number of employees required for an

establishment to be covered by the Employees' State Insurance (ESI) Act.
Here's a breakdown of the responses:

 10 employees: This is the most popular answer, with 39.6% of

respondents believing that the ESI Act applies to establishments with a
minimum of 10 employees.
 5 employees: 33.3% of respondents selected 5 employees as the
minimum requirement.
 20 employees: 16.7% of respondents believed that the ESI Act applies to
establishments with a minimum of 20 employees.
 15 employees: Only 10.4% of respondents believed that the ESI Act
applies to establishments with a minimum of 15 employees.

A significant portion of respondents also believe that the minimum

requirement is 5 or 20 employees, suggesting that there is some confusion or
misinformation about the specific threshold for ESI coverage.

Question about the section of the Employees' State Insurance (ESI) Act
under which the Employees' State Insurance Corporation (ESIC) was
established.

Here's a breakdown of the responses:

 Section 3: This is the most popular answer, with 41.7% of respondents

choosing Section 3.

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  Section 4: 29.2% of respondents believed that the ESIC was established
under Section 4.
 Section 2: 22.9% of respondents selected Section 2.
 Section 5: Only 5.2% of respondents believed that the ESIC was
established under Section 5.

A significant portion of respondents also believe that the ESIC was

established under Sections 2 and 4, suggesting that there is some confusion
or misinformation about the specific section of the ESI Act that governs the
establishment of the ESIC.

Question about the year in which the Employees' State Insurance

Corporation (ESIC) was formed. The chart is based on 48 responses.

Here's a breakdown of the responses:

 1949: This is the most popular answer, with 39.6% of respondents

choosing 1949.
 1950: 31.3% of respondents believed that the ESIC was formed in 1950.
 1952: 16.7% of respondents selected 1952.
 1955: Only 12.5% of respondents believed that the ESIC was formed in
1955.

A significant portion of respondents also believe that the ESIC was formed
in other years, suggesting that there is some confusion or misinformation
about the exact year of the ESIC's establishment.

Question about the benefits not covered under the Employees' State
Insurance (ESI) scheme.

Here's a breakdown of the responses:

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  Unemployment allowance: This is the most popular answer, with 43.8%
of respondents believing that unemployment allowance is not covered
under the ESI scheme.
 Sickness benefits: 29.2% of respondents believed that sickness benefits
are not covered under the ESI scheme.
 Disability benefits: 22.9% of respondents selected disability benefits.
 Maternity benefits: Only 4.1% of respondents believed that maternity
benefits are not covered under the ESI scheme.

However, a significant portion of respondents also believe that sickness

benefits and disability benefits are not covered, suggesting that there is some
confusion or misinformation about the specific benefits provided under the
ESI scheme.

Question about the chairman of the Employees' State Insurance Corporation

(ESIC).

Here's a breakdown of the responses:

 Prime Minister: This is the most popular answer, with 50% of

respondents believing that the Prime Minister is the chairman of the
ESIC.
 Minister of Labour and Employment: 20.8% of respondents selected
the Minister of Labour and Employment as the chairman.
 Finance Minister: 18.8% of respondents believed that the Finance
Minister is the chairman of the ESIC.
 Health Minister: Only 10.4% of respondents believed that the Health
Minister is the chairman of the ESIC.

However, a significant portion of respondents also believe that the Minister

of Labour and Employment, Finance Minister, or Health Minister is the

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 chairman, suggesting that there is some confusion or misinformation about
the actual position of the ESIC's chairman.

Question about the maximum wage limit for eligibility for medical benefits
under the Employees' State Insurance (ESI) Act.

Here's a breakdown of the responses:

 ₹21,000: This is the most popular answer, with 37.5% of respondents

believing that a worker is eligible for medical benefits if their wage does
not exceed ₹21,000.
 ₹15,000: 25% of respondents selected ₹15,000 as the maximum wage
limit.
 ₹18,000: 20.8% of respondents believed that the maximum wage limit is
₹18,000.
 ₹25,000: Only 16.7% of respondents believed that a worker is eligible for
medical benefits if their wage does not exceed ₹25,000.

A significant portion of respondents also believe that the maximum wage

limit is ₹15,000 or ₹18,000, suggesting that there is some confusion or
misinformation about the specific wage limit for eligibility for medical
benefits under the ESI scheme.

Question about the benefits not provided under the Employees' State
Insurance (ESI) scheme.

Here's a breakdown of the responses:

 Job placement services: This is the most popular answer, with 39.6% of
respondents believing that job placement services are not covered under
the ESI scheme.
 Sickness benefit: 25% of respondents selected sickness benefit.

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  Funeral expenses: 18.8% of respondents believed that funeral expenses
are not covered under the ESI scheme.
 Dependent's benefit: Only 16.7% of respondents believed that
dependent's benefit is not covered under the ESI scheme.

A significant portion of respondents also believe that other benefits like

sickness benefit and funeral expenses are not covered, suggesting that there
is some confusion or misinformation about the specific benefits provided
under the ESI scheme.

Question about the maximum duration for which sickness benefits can be
availed under the Employees' State Insurance (ESI) Act.

Here's a breakdown of the responses:

 26 weeks: This is the most popular answer, with 31.3% of respondents

choosing 26 weeks.
 52 weeks: Another 31.3% of respondents believed that the maximum
duration for sickness benefits is 52 weeks.
 13 weeks: 33.3% of respondents selected 13 weeks.
 12 weeks: Only 3.1% of respondents believed that the maximum duration
for sickness benefits is 12 weeks.

While the most popular answer is 26 weeks, there is no clear consensus, with
a significant portion of respondents choosing different durations. This
suggests that there is some confusion or misinformation about the specific
duration of sickness benefits under the ESI scheme.

Question about the duration for which insured persons can avail medical
benefits under the Employees' State Insurance (ESI) Act after ceasing to be
insured.

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 Here's a breakdown of the responses:

 12 months: This is the most popular answer, with 41.7% of respondents

believing that insured persons can avail medical benefits for 12 months
after ceasing to be insured.
 6 months: 29.2% of respondents selected 6 months as the duration.
 18 months: 20.8% of respondents believed that the duration is 18
months.
 9 months: Only 8.3% of respondents believed that insured persons can
avail medical benefits for 9 months after ceasing to be insured.

A significant portion of respondents also believe that the duration is 6 or 18

months, suggesting that there is some confusion or misinformation about the
specific duration of medical benefits after ceasing to be insured under the
ESI scheme.

Question about the types of establishments that are exempt from the
Employees' State Insurance (ESI) Act.

Here's a breakdown of the responses:

 Shops: This is the most popular answer, with 43.8% of respondents

believing that shops are exempt from the ESI Act.
 Cinemas: 35.4% of respondents selected cinemas as exempt
establishments.
 Government-run industries: 12.5% of respondents believed that
government-run industries are exempt from the ESI Act.
 Educational institutions: Only 8.3% of respondents believed that
educational institutions are exempt from the ESI Act.

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 A significant portion of respondents also believe that government-run
industries are exempt, suggesting that there is some confusion or
misinformation about the specific types of establishments that are not
covered by the ESI Act.

Question about who administers the Employees' State Insurance (ESI) Act in
each state.

Here's a breakdown of the responses:

 Employees' State Insurance Corporation (ESIC): This is the most

popular answer, with 50% of respondents believing that the ESIC
administers the ESI Act in each state.
 State Labour Minister: 25% of respondents selected the State Labour
Minister.
 State Insurance Board: 22.9% of respondents believed that the State
Insurance Board administers the ESI Act.
 Chief Secretary: Only 1.0% of respondents believed that the Chief
Secretary administers the ESI Act.

However, a significant portion of respondents also believe that the State

Labour Minister or State Insurance Board is responsible, suggesting that
there is some confusion or misinformation about the specific authority
responsible for administering the ESI Act at the state level.

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 Question about the situations in which the Employees' State Insurance (ESI)
Act covers the dependents of insured persons.

Here's a breakdown of the responses:

 Both sickness and death: This is the most popular answer, with 41.7%
of respondents believing that the ESI Act covers the dependents of
insured persons in both cases of sickness and death.
 Sickness only: 22.9% of respondents selected "Sickness only."
 Work-related injury: 18.8% of respondents believed that the ESI Act
covers dependents only in cases of work-related injury.
 Death only: 16.7% of respondents believed that the ESI Act covers
dependents only in cases of death.

A significant portion of respondents also believe that the ESI Act covers
dependents in specific situations like sickness only or work-related injury,
suggesting that there is some confusion or misinformation about the specific
situations in which dependents are covered under the ESI scheme.

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 Suggestions
To increase awareness of the Employees' State Insurance (ESI) Act, 1948
among common people in India, several measures can be adopted. The ESI
Act, which provides medical and cash benefits to employees and their
dependents, is a critical social security law but is not widely known or
understood among the masses. The following suggestions detail how
awareness can be expanded effectively:

1. Public Awareness Campaigns

Public awareness campaigns should be organized at both national and

regional levels. This can include both traditional and modern methods of
communication to reach diverse segments of the population.

a. Mass Media (TV, Radio, Print)

 Television and Radio Broadcasts: Since a large section of the

population, especially in rural areas, still relies on TV and radio for
information, awareness campaigns can be designed in various languages
and broadcast during prime hours. Government-run channels such as
Doordarshan and All India Radio can play a significant role.
 Print Media: Newspapers and magazines, especially vernacular press,
can publish articles and advertisements about the ESI Act. Informative
pamphlets or inserts in newspapers can explain the benefits, eligibility,
and how to avail of the ESI facilities.

b. Social Media Campaigns

 Social Media Platforms: A growing number of people in India are now

on platforms like Facebook, Twitter, Instagram, and YouTube. These
platforms can be used to run targeted campaigns explaining the ESI Act

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 in a simplified manner. Infographics, explainer videos, and live sessions
can engage users.
 Influencer Partnerships: Collaborating with social media influencers
who have a large following among working-class individuals can help in
spreading the message more organically. These influencers can be asked
to share stories about the benefits of ESI and its relevance for both
employers and employees.

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 c. Public Service Announcements (PSAs)

Public service announcements can be made in different regional languages

on local cable channels and FM stations to ensure that even people in the
remotest areas understand the benefits of the ESI Act.

2. Involving Local Bodies and Grassroot Organizations

Local governance bodies such as Panchayats and Municipal Corporations,

along with Non-Governmental Organizations (NGOs), can play a pivotal
role in spreading awareness of the ESI Act. These organizations can engage
people through community-level meetings and workshops, especially in rural
and semi-urban areas.

a. Workshops and Seminars

Organizing workshops at local community centres, gram sabhas, or

Panchayat meetings can help in educating workers and their families about
the ESI Act. These sessions can explain the process of registration, the
services covered, and how to make claims under the scheme.

b. Collaboration with Trade Unions

Trade unions can be strong allies in raising awareness among workers,

particularly in the unorganized and informal sectors. Through regular
interaction with their members, they can spread knowledge about ESI
benefits and facilitate enrolment processes.

c. Healthcare Camps

Healthcare camps can be organized in rural and semi-urban areas, during

which the advantages of the ESI Act are highlighted. This approach is
particularly effective because it connects the concept of health services
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 provided by ESI directly with free or subsidized medical services in the
camp.

3. Digital Outreach and e-Governance Initiatives

a. Mobile Applications

The use of mobile applications for spreading awareness and facilitating the
registration process can be highly effective, especially as smartphone usage
penetrates even into rural India. An ESI-specific mobile app that includes
details on eligibility, registration, medical facilities, and benefits can help
employees and employers alike. Such an app can include notifications,
reminders for premium payments, claim status updates, and nearby hospitals
or dispensaries under ESI.

b. Online Webinars

Government agencies, companies, and NGOs can organize webinars and

virtual conferences to educate employees, especially in the formal sector,
about the benefits of the ESI Act. These can also include discussions and
Q&A sessions with experts on how to avail the benefits.

c. Digital Kiosks

Setting up digital kiosks in urban centres, industrial belts, and government

offices where people can access information about ESI, its benefits, and
registration procedures will make it easier for people to avail of the scheme.

4. Inclusion of ESI in Educational Curricula

Including the ESI Act in educational curricula, especially in vocational

training institutes, industrial training centres, and professional courses

94 | P a g e
 related to business, human resources, and public administration can create
long-term awareness.

a. Vocational Training and Skill Development

As part of the government’s push for vocational training and skilling

initiatives, it is important to make ESI benefits a standard topic. This will
ensure that young workers entering the labor force are already aware of the
social security schemes available to them.

b. Incorporating ESI in HR and Business Programs

Incorporating ESI and labor laws in business management, public

administration, and human resources management courses can ensure that
future leaders and managers are well-versed with employee welfare policies.
This, in turn, will create a corporate culture that prioritizes employee
welfare.

5. Strengthening Communication in Workplaces

It is essential that workplaces, especially in sectors such as manufacturing,

retail, construction, and transport where the majority of workers come from
lower-income groups, take proactive steps in raising awareness about ESI.

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 a. Employee Induction Programs

Companies can include an orientation program specifically aimed at

educating new employees about the ESI scheme, its benefits, and how to
avail them. Large corporates, as part of their Corporate Social Responsibility
(CSR), can fund training programs for employees and contractors.

b. HR Communication Tools

HR departments can use internal communication platforms such as intranets,

emails, or messaging systems to send regular updates and reminders
regarding ESI. Posters, banners, and newsletters can also be used to
disseminate information.

6. Simplification of Procedures

A major barrier to increasing the reach of the ESI Act is the perceived
complexity of its registration and claim processes. Simplifying these
procedures will encourage more people to register and benefit from the
scheme.

A. Single-Window Registration

The introduction of single-window systems for ESI registration, whether

online or in designated government offices, can reduce the bureaucratic
hurdles faced by both employers and employees. This also includes making
forms simpler and more user-friendly.

b. Multi-Lingual Helplines

Setting up multi-lingual ESI helplines can assist workers in understanding

the process of enrolment, claim filing, and the documentation required. This

96 | P a g e
 is especially crucial for workers who may not be literate or may speak a
regional dialect.

7. Incentives for Employers

To encourage employers to actively register their employees under the ESI

Act, certain incentives can be provided, such as tax deductions or rebates for
complying with social security norms. Similarly, businesses that actively
promote employee welfare schemes like ESI could be recognized with
awards or certifications.

In conclusion, raising awareness of the ESI Act among common people in

India requires a multi-faceted approach. This includes the use of mass media,
social media, community engagement, digital tools, and workplace
education, alongside simplifying procedures and incentivizing employers.
By adopting these methods, both employees and employers can become
more aware of their rights and obligations under the ESI Act, leading to
greater utilization of this important social security scheme.

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 Conclusion
The Employees' State Insurance (ESI) Act, 1948, is a vital legislation aimed
at providing socio-economic protection to workers in India. It offers medical,
financial, and social benefits to employees and their dependents, ensuring a
safety net in times of illness, disability, maternity, or unemployment.
However, despite the significance of the ESI Act, awareness about its
provisions and benefits remains limited, especially among the working
population in both urban and rural areas. To truly ensure that the Act fulfils
its intended purpose, a concerted and comprehensive effort must be made to
increase awareness among common people.

This conclusion encapsulates the key strategies and interventions necessary

to improve awareness of the ESI Act, recognizing the challenges that
currently hinder its widespread adoption.

1. Importance of Mass Communication

One of the primary methods for reaching the common people is through
effective and widespread mass communication strategies. Traditional forms
of communication such as television, radio, and print media continue to be
essential tools in disseminating information about the ESI Act. Public
service announcements, advertisements, and informative programs in
regional languages can help bridge the knowledge gap, particularly in rural
areas where literacy rates and internet penetration are lower.

However, alongside traditional media, digital platforms must be fully

leveraged to reach the growing number of internet users in India. Social
media campaigns, influencer partnerships, and digital advertisements can
play a pivotal role in raising awareness, especially among younger
generations and urban workers. These platforms offer opportunities for two-

98 | P a g e
 way communication, where people can not only learn about the ESI Act but
also ask questions and receive real-time feedback on how to register and
avail benefits.

2. Grassroots Mobilization and Community Engagement

While mass communication is essential, it may not be sufficient to reach all

segments of society, particularly those who are less educated or live in
remote areas. Grassroots mobilization efforts through local governance
bodies, NGOs, and community leaders are crucial in making the ESI Act
more accessible and understandable.

Workshops, seminars, and healthcare camps organized at the village or town

level can provide direct interaction between beneficiaries and ESI officials.
These localized events can demystify the complexities of the Act and offer
hands-on guidance for enrolling workers and making claims. Community
leaders, social workers, and trade unions can act as intermediaries,
advocating for workers' rights and ensuring that they are fully aware of the
social security schemes available to them.

By involving community leaders and organizations that have earned the trust
of local populations, the government can ensure a more personalized and
effective approach to spreading awareness. These initiatives must be
ongoing, with regular follow-ups to ensure that people remain informed and
engaged with the benefits offered under the ESI Act.

3. Role of Employers and Corporate Responsibility

Employers play a central role in the implementation of the ESI Act, as they
are responsible for registering their employees and contributing to the
scheme. However, a significant challenge arises from the fact that many

99 | P a g e
 employers, particularly in the informal and unorganized sectors, are either
unaware of their obligations or unwilling to comply with the requirements of
the Act.

To tackle this, a two-pronged approach is needed. First, educational

programs targeting employers, particularly small and medium-sized
enterprises, must be initiated. These programs should clarify the benefits of
enrolling their employees in the ESI scheme, not just as a legal obligation
but also as a means to enhance worker welfare and productivity. Employers
should be made aware of the long-term benefits, such as reduced
absenteeism and increased loyalty, which arise from providing workers with
social security.

Second, the government can offer incentives to employers who actively

register their employees under the ESI Act. Tax breaks, certifications, or
recognition through awards can encourage businesses to adopt social
security practices. These incentives can go a long way in increasing
compliance and ensuring that more workers are covered under the ESI
scheme.

4. Leveraging Digital Tools and e-Governance

India is witnessing a digital revolution, and this presents a unique

opportunity to increase awareness and access to the ESI Act. By integrating
e-governance solutions into the ESI registration and claim process, barriers
to access can be significantly reduced. A well-designed mobile application
or web portal can provide employees and employers with essential
information, guide them through the registration process, and offer real-time
updates on claims.

100 | P a g e
 Moreover, digital tools can help overcome linguistic and educational barriers
by offering content in multiple languages and using visual aids, videos, and
infographics to explain complex information. Multi-lingual chatbots or
helplines can assist users in understanding their rights and responsibilities
under the ESI Act, as well as resolving queries related to their claims.

Digital outreach also has the potential to create a more transparent and
accountable system. Employees can monitor their contributions and claims,
ensuring that employers comply with the legal requirements of the ESI Act.
Such transparency will foster trust in the system, encouraging more people to
enrol and utilize the benefits of the ESI scheme.

5. Simplification of Processes

One of the major reasons for the lack of awareness and low participation in
the ESI scheme is the perceived complexity of the enrolment and claim
process. The government must focus on simplifying the procedures involved,
making it easier for workers and employers to access the benefits.

A single-window system, either online or in-person, could streamline the

process of registering for ESI and making claims. Such a system would
reduce bureaucratic red tape and minimize the number of steps required to
access benefits. Additionally, reducing the amount of documentation needed
and offering support in filling out forms would encourage more people to
participate in the scheme.

The use of technology to automate and fast-track claims would also improve
the experience for employees, as delayed or rejected claims often deter
people from engaging with the ESI scheme. By creating a user-friendly,
efficient, and accessible system, the government can encourage more
workers to take advantage of the social security benefits available to them.

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 6. Education and Training for Long-Term Awareness

To ensure sustained awareness of the ESI Act, educational initiatives must

be integrated into both formal and informal education systems. Including
labor laws and social security schemes like the ESI Act in the curricula of
vocational training institutes, industrial training centres, and business schools
will ensure that future generations of workers and employers are well-
informed.

Moreover, continuous training programs for HR professionals, labor officers,

and trade union leaders can help keep them updated on the latest provisions
of the ESI Act, ensuring that they can effectively advocate for workers'
rights and guide employees through the enrolment process.

Final Thoughts

Increasing awareness of the ESI Act among the common people in India
requires a multi-dimensional strategy that combines mass communication,
grassroots engagement, employer involvement, digital solutions, and
educational initiatives. By adopting a holistic approach that targets all
stakeholders – workers, employers, community leaders, and policymakers –
the government can ensure that the ESI Act reaches its full potential as a
cornerstone of social security in India.

In doing so, the ESI scheme will not only provide crucial medical and
financial support to workers but also foster a sense of security and well-
being, contributing to a healthier, more productive workforce. Long-term
efforts to sustain awareness, improve compliance, and simplify access to ESI
benefits will ultimately lead to a more equitable and inclusive social security
system in India.

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Padala, K. K. (2022, May). Effectiveness In Implementation of Employee State Insurance Act.

NeuroQuantology, 7716-7724.

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Prasanth, A. &. (2021). A Study on the Awareness and Effective Utilization of Employees State
Insurance Benefits. Genetic, 1392-1398.

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Employees in Cochin City. RESEARCH REVIEW International Journal of Multidisciplinary, 197-
200.

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ANNEXURE
Awareness of the Employee State Insurance Act, 1948 among employed people
in different fields
1. Name
2. Gender:
1. Male
2. Female
3. Education
1. SSC Pass
2. HSC Pass
3. Diploma
4. Graduate
5. Post-Graduate
4. Current Employment Status
1. Private Job
2. Government Job
3. Business
4. Others
5. If job then what is your current designation?

6. In which year was the Employees’ State Insurance (ESI) Act enacted?

1. 1945
2. 1948
3. 1950
4. 1952

8. The ESI Act was enacted to provide social security to workers in which
of the following areas?
1. Unemployment insurance
2. Health and medical care
3. Workers' housing
4. All of the above

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9. The ESI Act came into force on which date?
1. January 26, 1950
2. August 15, 1947
3. February 24, 1952
4. March 1, 1948
10. Which of the following is the primary objective of the ESI Act?
1. Providing unemployment benefits
2. Offering medical benefits to employees
3. Managing housing for industrial workers
4. Administering pension funds
12. Which international body influenced the formulation of the ESI Act?
1. United Nations
2. World Health Organization
3. International Labour Organization
4. World Trade Organization
13. What does the abbreviation ESI stand for?
1. Employees' Social Insurance
2. Employees' State Insurance
3. Employers' Social Insurance
4. Employers' State Insurance
14. Who was the Prime Minister of India when the ESI Act was
implemented in 1952?
1. Lal Bahadur Shastri
2. Jawaharlal Nehru
3. Indira Gandhi
4. Rajendra Prasad

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15. The ESI Act covers which of the following groups of workers?
1. Agricultural workers
2. Industrial workers in factories
3. Government employees
4. Freelancers
16. Which of the following contributions are made to the ESI Fund?
1. Only employer
2. Only employee
3. Both employer and employee
4. Government only
17. What percentage of wages is contributed by the employer under the
ESI scheme as of 2024?
1. 1.75%
2. 3.25%
3. 4.00%
4. 5.50%
18. What was the major historical reason for the establishment of the ESI
Act?
1. Economic depression
2. Industrial accidents and poor working conditions
3. War-time efforts
4. Urban housing shortages
19. Which ministry is responsible for the administration of the ESI Act?
1. Ministry of Labour and Employment
2. Ministry of Health and Family Welfare
3. Ministry of Finance
4. Ministry of Social Justice and Empowerment

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20. The ESI scheme was initially introduced in which two cities?
1. Delhi and Mumbai
2. Kolkata and Chennai
3. Kanpur and Delhi
4. Hyderabad and Bengaluru
21. The ESI Act applies to establishments with a minimum of how many
employees?
1. 5 employees
2. 10 employees
3. 15 employees
4. 20 employees
22. The Employees' State Insurance Corporation (ESIC) was established
under which section of the ESI Act?
1. Section 2
2. Section 3
3. Section 4
4. Section 5
23. In which year was the ESIC formed?
1. 1949
2. 1950
3. 1952
4. 1955
24. Which of the following is not covered under the ESI scheme?
1. Sickness benefits
2. Unemployment allowance
3. Maternity benefits
4. Disability benefits
25. Who is the chairman of the Employees' State Insurance Corporation
(ESIC)?
1. Prime Minister
2. Minister of Labour and Employment
3. Finance Minister
4. Health Minister

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26. Under the ESI Act, a worker is eligible for medical benefits if their
wage does not exceed which of the following amounts?
1. ₹15,000
2. ₹18,000
3. ₹21,000
4. ₹25,000
27. Which of the following benefits is not provided under the ESI scheme?
1. Sickness benefit
2. Funeral expenses
3. Job placement services
4. Dependent's benefit
28. What is the maximum duration for which sickness benefits can be
availed under the ESI Act?
1. 26 weeks
2. 52 weeks
3. 13 weeks
4. 12 weeks
29. The ESI Act mandates that insured persons can avail medical benefits
for how long after ceasing to be insured?
1. 6 months
2. 12 months
3. 9 months
4. 18 months
30. Which of the following types of establishments are exempt from the ESI
Act?
1. Shops
2. Cinemas
3. Government-run industries
4. Educational institutions

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31. Who administers the ESI Act in each state?
1. State Labour Minister
2. Employees' State Insurance Corporation (ESIC)
3. State Insurance Board
4. Chief Secretary
32. The ESI Act covers the dependents of insured persons in which of the
following situations?
1. Work-related injury
2. Sickness only
3. Death only
4. Both sickness and death
33. The ESI Act covers the dependents of insured persons in which of the
following situations?

1. Work-related injury
2. Sickness only
3. Death only
4. Both sickness and death

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