Registers, returns, notices, appeals and declarations under the four Labour Codes and the Central and State Rules made under them — catalogued by code, category and the rule that requires them. Contract labour, factory and construction-site forms now sit under the OSH Code, 2020, which absorbed those Acts on 21 November 2025.
Master record of every employee — replaces the separate employee registers formerly kept under several repealed Acts. Note on the Word blank: it still prints the old heading “FORM-IV” and cites rule 51(3). The fields are right; correct the heading to FORM I, rule 51(1)(i) before filing, or use the generator, which prints it correctly.
Employee wage dispute application
The wage register every establishment must keep — one row per employee per wage period. Also the register in which advance recoveries (rule 19) and fine/damage realisations are recorded. Note on the Word blank: it still prints the old heading “FORM-I” and cites rule 51(1),(2),(3). The layout and columns are right; correct the heading to FORM IV, rule 51(1)(ii) before filing, or use the generator, which prints it correctly.
Monthly wage statement for employees
Daily in/out attendance and overtime hours for the month — the third of the three registers rule 51 makes mandatory.
The allocable-surplus carry-forward worked year by year — formerly Schedule A of the Payment of Bonus Rules, 1975.
Gross profit for bonus. The Rules split this in two — Appendix B for a banking company, Appendix C for every other employer. Formerly Schedule B of the Payment of Bonus Rules, 1975.
Appeal under Section 23 of Social Security Code
Receipt acknowledgment for filed appeals
Gratuity fund registration and establishment
Employee/nominee gratuity claim application
Authority notice for gratuity claim decision
Application before Competent Authority for gratuity disputes
Acknowledgment of maternity benefit payment
Maternity benefit appeal
Appeal against inspector decision on maternity
Self-assessment of construction cess
Notification of building/construction work start
Building work completion return
Contribution assessment for platform workers
Aggregator return for gig workers
Annual return on women employees provisions
Compounding notice for regulatory offence
Job vacancy reporting to career centres
Yearly employment information return
Job seeker registration and information
Employment injury compensation application
Applicant certification for compensation claim
Compensation award notice
Award review notice
Employee appointment and offer letter
This does not draft a contract, deliberately. The terms of employment are commercial, differ by State and are your lawyer's call — generating clauses under a form code would be legal drafting sold as a statutory record. What it checks is that the agreement carries the particulars the law requires, and that the wage structure inside it is lawful. The central test is the fifty per cent rule: the Code on Wages excludes a list of allowances from “wages” and then deems the excess above one-half of all remuneration to BE wages — so a structure built to keep basic low does not keep the wage low, it just moves the figure gratuity, bonus, retrenchment compensation and provident fund are computed on, from the date of the agreement, whether or not anybody noticed. The structure must add up before the test is run. A wage period over a month, ordinary hours above the daily or weekly ceiling, and an unsigned agreement are each refused.
Employee onboarding checklist
Employment tenure certification
A certified statement of wages paid, for a bank, a consulate, a landlord or a court. It is a representation to somebody outside who will act on it, not an internal register, so this one is built to be safe to sign: gross less deductions is computed and compared with the net certified, and a difference is refused rather than printed, because the reader adds the columns up. Deductions above half the wages of a period are flagged, that being the ceiling the Code on Wages sets. Every period is tested against the employment dates and against today — a period ending before the employee joined, after they left, or in the future is refused, certifying unpaid wages as paid being the one error here that is plainly a false statement. A blank figure is never certified as nil, and the certified total carries the figure in words.
Employee separation and exit documentation
Monthly employee attendance tracking
One row per application, carrying the order made on it as well as the request. The days are computed from the dates and counted inclusively — the 24th to the 27th is four days, and the off-by-one there is a day of somebody's balance. The decision is read strictly: a blank, a dash or anything unrecognised prints as not yet decided, never as sanctioned, and a sanction with no sanctioning authority named is refused on the face of the record, because leave taken on a sanction nobody gave is unauthorised absence whatever the worker was told. Sanctioning beyond the balance is a STOP naming loss of pay; an unstated balance is assumed neither sufficient nor nil. Maternity leave is not set against a balance at all — it is an entitlement, and a record showing it refused is flagged as a contravention in your own hand.
Consolidated leave balance tracking
Overtime hours tracking and logging
Provident Fund beneficiary nomination
Nomination by an insured person for the benefits payable under the Code on Social Security — including funeral expenses, which is the payment a nomination is most often needed for. The generator checks that the nominee shares total 100% and flags a minor with no guardian named: both are questioned at the moment the benefit falls due.
The employee’s PAN on record for TDS, Form 16 and the quarterly return, with the section 206AA undertaking where no PAN has been furnished. The generator flags a malformed PAN and a missing one on print — a wrong PAN is rejected by the department months later, and a missing one means deduction at the higher rate.
The employee’s consent to seed Aadhaar against their UAN and ESIC insurance number under section 142 of the Code. An unseeded or mismatched Aadhaar is the commonest reason a worker’s PF or ESI claim is rejected, so the generator flags a mismatch — and prints only the last four digits, since a signed declaration gets photocopied and filed.
The employee’s mandate for crediting wages under section 15 of the Code on Wages. A change of account is the ordinary route by which wages get diverted, so the generator takes the account number twice and compares them, checks the IFSC, insists on proof, and prints a signed employer verification block. Keep the superseded rows — the trail is the point.
The employee’s own statement of gender, for the entitlements that turn on it — maternity benefit, the crèche obligation, the women employees register and consent to night work. Self-declared: the form asks for no proof and says on its face that none may be required, since the Transgender Persons (Protection of Rights) Act, 2019 gives the right to a self-perceived identity.
TDS exemption/relief claim
What the employer needs before deducting PT: the State whose schedule applies, the monthly gross wage, simultaneous employment elsewhere and any exemption claimed. The generator computes no slab, on purpose — the rate, ceiling and exemptions differ by State and some States levy none. The slab actually applied is signed for on the face of the form.
Workplace injury documentation
Health clearance for employment
Hazard identification for these premises — what the hazard is, who is exposed, what is already in place and what remains to be done. Same register as OSH-RISK, because a hazard list and a risk assessment kept as two documents disagree with each other by the second month. Likelihood and severity are scored 1–5 and multiplied by the tool; an unrated hazard prints NOT ASSESSED and is never counted as low.
Safety committee meeting documentation
Employee complaint documentation
Disciplinary action notice to employee
Final disciplinary decision notice
Who is eligible for bonus for the accounting year, and on what base. The 30 working days test runs on days actually worked plus the deemed working days — layoff, leave with wages, maternity leave, absence through an employment accident — because a list built from the attendance register alone drops exactly the people the deeming provision protects, and where eligibility turns on those days the register says so out loud. The section 12 base is the wages capped at the higher of ₹7,000 and the notified minimum wage, and it reports which figure it used rather than quietly using the lower. The section 9 disqualification grounds are a closed list: a worker marked disqualified on any other ground, or on none, is refused on the face of the list.
Individual employee bonus computation
What was payable, what was actually paid, when, and on whose acknowledgement. A shortfall with no ground recorded is unpaid bonus, so the register refuses to print one as a tidy row; the permitted grounds are a closed pair and a “deduction” for notice period, a salary advance or a performance rating is refused. The due date is computed as eight months from the close of the accounting year, or against the extension actually granted, with month arithmetic that clamps to the end of the month so a 31st cannot roll a due date forward. An unreadable year-end or payment date prints Not determined — never in time, never late.
Annual compliance verification checklist
Period audit findings and recommendations
Salary increment/change announcement
Permission for extra working hours
Temporary suspension from duty notice
Occupational Safety Health compliance registration
New employee safety orientation checklist
Contractor engagement and terms
Application for contractor license
Register of contract workers
Muster roll for contract workers
For workers recruited in one State to work in another. The displacement allowance and the journey allowance are two separate entitlements and a single combined sum covering both is refused — it lets the fare stand in for the allowance, and the worker ends up short by the smaller of the two. The rate is not assumed. These provisions moved into Chapter XI of the OSH Code and the rate comes from the rules notified under it, so the establishment states the rate it applies, the notice prints it as the basis, and where it is unstated nothing is computed — an allowance checked against the wrong rate is worse than one not checked, because it prints as verified. Only an explicit No takes a worker out of the entitlement; a blank reads Not determined. The allowance is due at recruitment, not at the first payday, and the principal employer stays liable where a contractor does not pay.
The notice served on the Chief Inspector before premises are occupied or used as a factory — occupier, manager, process, power installed, workers proposed and the hazardous-process particulars. The lead time is computed from the date of notice to the date of occupation and tested against the notice period your own State rules impose, which we do not assume: a lead time checked against the wrong period is worse than one not checked. Where a date or the period cannot be read it prints Not determined, never in-time or late. And where the premises are owned by a company it refuses an occupier who is not one of its directors.
Application for factory license
Register of workers in factory
Every machine whose moving parts can injure, and the precaution against each — guard, interlock, emergency stop, who may operate it, who supervises. A machine recorded as in use with no guard is refused on the face of the register, and a person under 18 at a dangerous machine is refused unless both training on that machine and a named supervisor are on record. The next guard examination is computed from the last one plus the interval; where either is missing it prints Not determined, never “in date”.
Factory accident report to authorities
Medical examination of factory workers
The written policy section 15 requires, one per unit. Three things separate a policy from a template and the generator checks all three on print: it is signed by the occupier (unsigned, it commits nobody), it names the particular hazards of these premises rather than general intentions, and its review date has not passed. It also insists on a record of how and when the policy was brought to the workers’ notice — the first thing an inspector tests by asking a worker.
The notice constituting the Safety Committee under section 22 — one row per member, grouped into one notice per unit and checked per unit. Section 22 fixes one thing about the composition and the generator will not print around it: the workers’ representatives may not be fewer than the employer’s. It also flags a workers’ representative the employer selected, an expired term and a missing chairperson.
Comprehensive health and safety plan
The risk register for sections 19 and 20. Likelihood and severity are rated 1–5 before and after controls and the score is computed, never typed. An unacceptable residual risk with no named owner or no readable target date is refused; a residual score no lower than the initial one means the controls reduce nothing; an action past its target prints OVERDUE; and a hazard held by PPE alone is flagged, because PPE is the last resort in the hierarchy and fails silently.
Personal protective equipment allocation and maintenance
Standing orders for workplace discipline
Formal enquiry report for disciplinary action
Employee appeal against disciplinary action
The notice constituting the Works Committee. Rows are members, the document is the committee, grouped by unit — and every composition check runs inside a unit, because a check across all rows would pass a unit with no worker representation at all. The statutory STOP is section 46's own rule: the workers' representatives must not be fewer than the employer's. A unit below the 100-worker threshold is recorded as constituting the committee voluntarily rather than claiming an obligation that does not apply, and a workers' representative nominated with no union consulted and no election is flagged.
The request placing an industrial dispute before the Conciliation Officer. The check that earns its keep is maintainability: a dispute raised by one worker alone is an industrial dispute only where it concerns discharge, dismissal, retrenchment or termination — outside that class it is a grievance for the Grievance Redressal Committee, and the form says so instead of printing a tidy request that comes back. A strike or lockout contemplated in a public utility service with no statutory notice recorded is refused on the face of the form. Elapsed time is printed as arithmetic, never as a view on limitation.
Assessment of building welfare fund contribution
Registration of building/construction workers
Building site safety compliance checklist
Model standing orders as per authorities
Employee data privacy and confidentiality policy
Comprehensive conduct and discipline policy
Prevention of Sexual Harassment policy
Whistleblower protection and grievance mechanism
Comprehensive employee handbook
Reshaped from a satisfaction questionnaire, which had nothing in it to check and nothing a tribunal reads. What an employer actually needs on separation is the record that every statutory due was either settled or expressly identified as not due — gratuity, leave encashment, bonus and the last wage period — and a due left blank prints as not determined, never as settled, because a settlement record whose silences read as discharges is worth nothing to the employer relying on it. Gratuity is computed: eligibility from the service, the amount at 15 days' wages per completed year on a 26-day month, capped at the ceiling. Service beyond four years and 240 days but under five is left undecided — that question is contested and this form will not settle it for you. On death the qualifying period does not apply and the entitlement runs to the nominee.
