Employer - Employee Life Insurance Scheme by LIC

 Employer - Employee Insurance a boon for both.

If asked what really produces profits for business? Machines or Man, the obvious answer would be Man. For an Employer the success of the organisation is dependent its Team. A team is the best performing Asset, secure your Best Asset i.e., Employees.

Given the current competitive scenario in businesses, retaining the services of trained and experienced employees has become challenging to employers. The need to make provision through Life Insurance Policy for the benefits of the dependents of employee (OR) for his old age (OR) for him as a welfare measure has become imperative.

Employer needs to give certain additional benefits to a select band of Employees as a reward for good services.

It’s always a dilemma for the Employer about how much to pay, and from where to pay, to the family of the Employee in case he/she dies during service. ‘You leave it to LIC to take care of that’. LIC Employer-Employee Scheme is the Solution.

An Employer has the insurable interest in the life of an employee which is recognized by law as per Insurance Act, 1938. In view of the above, an Employer-Employee scheme gains importance.

Under the Employer Employee scheme any employer can decide to propose for the insurance on the lives of the designated Executives OR Employees of the company. To retain the services of the trained and the experienced Executives/Employees with the company whose services have major contribution for the growth of the business qualitatively and quantitatively as well. The Employer may hold the policy to encourage his Employees to continue service with him.

Eligible Employers: The list of companies eligible under Employer – Employee

        Sole Proprietorship Firm

        Private Limited Company

        Public Limited Company

        Other Non-Profitable Entity – Like NGOs / Society / Clubs / Trust / AOP (Association of Persons) under formal contract

The Quantum of insurance depends on individual employee’s income. All plans of insurance are allowed.

Eligibility for Employees: Any employee employed with and drawing salary from any of the employers as mentioned in point “A" and able to establish Employer - Employee relationship is eligible for insurance under Employer- Employee Scheme

Criteria for employees/ working Partner/ Directors having shareholdings in the employer Company / Firm.

Even a Loss-Making Company can also get the Benefit.

Taxation: Section 37(1) of IT ACT, 1961, Section 10(10-D) of IT ACT, 1961, Section 115 WB and WC of IT Act, 1961.

SECTION 37(1): The premiums paid by the employer are treated as deductible expenses of business or profession under section 37(i) of IT act 1961. It can bring monetary benefits to the company.

Section 37(1) Points to be Remember: -

·        It should not be an expense already covered u/s 30 to 36 of IT ACT 1961

  • Expenses should have been incurred in the relevant accounting year.
  • Expenses should be incurred after the business is set-up.
  • It should not be personal expenses. It should be wholly exclusively for the purpose of business
  • No Capital Expenditure
  • It can be incidental expenses to the business to be carried-out

SECTION 10(10-D): Besides the risk of the employee is covered, the proceeds on maturity of the policy will be tax free in the hands of the employee under Section 10 (10-D) Act,1961.

SECTION 115 WB & 115 WC: These sections deal with the Fringe Benefits to the Employees and Value of Fringe Benefit Tax in the hands of the employee. Premiums paid by the company are treated as fringe benefits u/s 115 WB & WC.  It is a Cost to Company for the purpose of salary negotiations.

Employer Benefit: It’s the employer who reaps more benefit as the premiums paid by company will qualify as eligible business expenses (u/s 37(1) of IT Act 1961) out of which 6.8% is tax amount for the company.




               ‘Welfare’ etc., are the hallmark of this scheme.

If Employee Leaving the Company during the policy term the employer could hand over the policy to the employee, in whose name the policy stands assigned, or alternately surrender the policy and take back the value that is available.


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