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Compare Shops and Establishments Act registration by state in India. Check employee thresholds, deadlines, fees, documents and rules for overseas employers.
Shops and Establishments Act registration depends on the Indian state or union territory where an establishment operates. There is no single national Shop Act licence, employee threshold, fee or renewal period. The correct route may be registration, a small-establishment intimation, an exemption or a state-specific recognition of registration under the Occupational Safety, Health and Working Conditions Code, 2020.
For an overseas company opening an Indian office, or a founder hiring a first team, the practical question is straightforward: which legal entity operates this establishment, in which state, with how many workers? Answer that before choosing an application form.
This guide compares filing rules in 11 major jurisdictions and provides official service or authority entry points for the remaining 25 states and union territories. It also explains documents, fees, remote work, renewals and the evidence to request from an employer of record. Dates and thresholds reflect the sources linked below. Sector exemptions and newly implemented rules require a check against the facts of the establishment.
The term describes state and union territory laws governing shops and commercial establishments, including registration and employment conditions. It does not refer to one central Act enacted in 1948.
Depending on the local legislation, coverage can include retail outlets, service businesses, offices, restaurants, hotels and entertainment establishments. The applicable law can address working time, rest intervals, weekly holidays, leave, records, notices and employment termination as well as the registration certificate.
For example, the Tamil Nadu legislation and subsequent amendments and the Maharashtra Shops and Establishments Act, 2017 are separate laws. Their common subject does not make their procedures interchangeable.
“Shop Act licence”, “shop and establishment certificate” and “Gumasta” are common search terms. When filing, use the exact legal name and service category shown by the authority for your location.
It can apply to commercial offices and service businesses even when they have no retail counter. Selling online, registering as a startup or operating through a private limited company does not by itself settle applicability.
Examine the local definition of an establishment, its territorial coverage, worker count and available exemptions. A software company, consultancy or ecommerce business should assess its actual office, fulfilment operation and employment arrangements rather than assume that the word “shops” excludes it.
Prepare a short location record containing the employing entity, premises address, activities, opening date, people working there and any exemption relied on. That record makes later registration, payroll and inspection decisions much easier to explain.
No. These registrations serve different purposes, and one does not automatically replace another.
| Registration or document | Main purpose | What to check separately |
|---|---|---|
| Shops and Establishments registration | Establishment registration under the applicable local labour law | Coverage, intimation alternatives and ongoing employment duties |
| GST registration | Indirect tax registration | Tax-specific registration and return obligations |
| Udyam registration | MSME recognition | Eligibility and the benefits being claimed |
| Municipal trade licence | Permission for specified local business activities | Municipal rules, premises use and activity category |
| Company or LLP incorporation | Formation of the legal entity | Establishment-level and employment registrations |
Use an integrated checklist for payroll compliance in India, while retaining separate evidence for each applicable obligation.
Start with the establishment’s location and legal coverage, then apply its worker threshold and current exemptions. A nationwide rule such as “register once you hire 10 people” is unreliable.
Follow this sequence before starting an application:
The result should be a written decision supported by a statutory provision or notification. A portal dropdown, a consultant’s package or a bank’s document request is not a substitute for that decision.
No. Small establishments can still need registration or intimation, and some states use different thresholds.
Maharashtra and Gujarat provide intimation routes below their registration thresholds. Haryana uses a 20-worker threshold with intimation below it. Rajasthan has a specific registration exemption for establishments employing zero to 10 workers. These are different legal outcomes, not different names for the same exemption.
Do not copy a headcount rule from another state. Also distinguish an exemption from registration from an exemption from the entire Act. The Rajasthan notification published on 20 August 2025, for example, concerns registration under section 4 and rule 3.
Count people according to the relevant statutory definition and establishment structure, not just the number of permanent employees on one payroll report.
Check direct hires, agency workers, part-time staff and people working across sites. Avoid assuming either that every contractor counts everywhere or that contractors never count. The Tamil Nadu registration form explicitly asks for people engaged directly and through contractors, which illustrates why a payroll-only count may be incomplete.
For several locations, document where people ordinarily work, which establishment controls their work and how the applicable law treats branches. Keep the headcount calculation with the filing evidence.
The comparison below shows the principal route and employer filing window for a new covered establishment. Exemptions, transition provisions and threshold-crossing cases can change the result.
These are application deadlines, not promises about how quickly the department will issue a certificate. Each linked state name opens the legislation or official guidance supporting the row.
| State or territory | Registration or alternative route | New-establishment filing window |
|---|---|---|
| Maharashtra | 10 or more workers: registration. Below 10: intimation. Check the 2026 OSH circular. | 60 days from commencement |
| Karnataka | Register covered establishments unless exempt. A September 2026 amendment adds an OSH-linked exemption. | 30 days from commencement under section 4 |
| Haryana | 20 or more workers: registration. Below 20: intimation. | One month from commencement |
| Gujarat | 10 or more workers: registration. Below 10: intimation. | 60 days from commencement |
| Tamil Nadu | Registration requirement for establishments employing 10 or more workers. | Six months from commencement |
| Uttar Pradesh | Registration at 20 or more employees under amended section 4B. Check the amended scope provision for smaller establishments. | Six months from commencement |
| Kerala | Register covered shops and commercial establishments. Do not import another state's 10-worker threshold. | 60 days from commencement |
| Delhi | Register establishments covered by the Delhi Act, subject to exemptions. | 90 days from commencement |
| West Bengal | Register covered establishments through the applicable state or integrated municipal service. | 30 days from commencement |
| Odisha | Official guidance covers establishments with at least one employee in specified urban local-body areas. | 30 days from commencement |
| Rajasthan | Apply the zero-to-10-worker registration exemption before using the registration service. | 30-day registration window where applicable |
Use the 2017 Act and the latest operational guidance, with particular care over conflicting 10-worker and 20-worker references online.
The consolidated Act dated 31 December 2025 retains the 10-worker registration threshold. Registration can be requested for up to 10 years, and renewal is due at least 30 days before expiry. The 1948 Act is historical legislation, not the starting point for a fresh application.
The Maharashtra circular dated 30 April 2026 also refers to establishments with 10 or more employees. It says a separate Shops Act registration is unnecessary after obtaining OSH Code registration following finalisation of the relevant rules. It preserves other applicable state provisions and the below-10 intimation route.
Do not rely on the 2025 ordinance’s 20-worker figure without resolving it against these later sources. Use the Maharashtra Labour Department services page for the current application route and retain the authority’s response if portal instructions conflict.
Karnataka’s September 2026 amendment changed certificate validity and introduced an exemption for establishments employing 10 or more workers that are already registered under the OSH Code.
The Karnataka Amendment Act, 2026, effective from 4 September 2026, makes a state registration valid until closure or cessation of business. Older guidance describing a universal five-year renewal cycle is therefore out of date.
The amendment also changes the period in the refusal and deemed-registration provision from 30 days to seven days. That is not a seven-day deadline for an employer to make its initial application. Keep the filing deadline and the department’s decision period separate.
Before using the OSH exemption, confirm that the establishment actually holds the qualifying registration. Merely intending to apply for one is not the same as being registered.
Haryana now separates registration for establishments with 20 or more workers from intimation for those with fewer than 20.
The amendment published on 5 February 2026 takes effect from 12 November 2025. Small establishments receive a Basic Information Performa ID Number. Registration continues until amendment, cancellation on closure or revocation under the legislation.
The same amendment requires notification of changed registration particulars within seven days and closure within 30 days. These event-driven obligations matter even when an annual renewal is no longer the main administrative task.
Also check the Haryana notification dated 4 May 2026 before relying on an OSH registration to avoid a duplicate filing. Its conditions should be checked alongside the applicable state rules.
Gujarat’s 2019 Act requires registration at 10 or more workers and intimation below 10, with a 60-day commencement window for each route.
The Gujarat Shops and Establishments Act, 2019 also requires a move to registration when an establishment reaches the threshold. An old intimation receipt should not remain the sole compliance document after that change.
Check the municipal or other designated authority for the address. The Ahmedabad Municipal Corporation Shops and Establishments service, for example, distinguishes the registration process for establishments with 10 or more workers.
Tamil Nadu requires registration for establishments with 10 or more workers, and the prescribed application fee is ₹100.
The 2024 rules amendment prescribes Form Y for the application and Form Z for the certificate, with a 24-hour issue period. That processing provision should not be confused with the six-month employer filing window.
The official online application asks for establishment and workforce details and supporting uploads. These include premises evidence and a photograph of the name board in Tamil. Check conditional fields such as a trade licence against the actual activity rather than treating every field as universally applicable.
Existing-establishment transitional filings have their own provisions. Do not substitute an old transition deadline for the commencement deadline of a new business.
Uttar Pradesh’s amended registration provision applies at 20 or more employees and gives a six-month commencement window for online filing.
Read section 4B in the updated statutory text alongside the scope and exemption provisions. The India Code consolidation records Act No. 12 of 2026. Older fee tables or guides that describe registration for every small shop may predate this change.
For a business near the threshold, keep dated workforce records and review the obligation when staffing changes. Do not infer the current legal threshold solely from employee bands still visible in an older payment schedule.
Kerala and Delhi should not be treated as states with a general 10-worker registration threshold. Assess the coverage and exemptions of each local law.
The Kerala Labour Commissioner’s registration service identifies annual renewal and says the renewal process starts in November. Its document list includes a local-body licence, lease, employee list and employer identification. Add renewal to the compliance calendar rather than assuming a lifetime certificate.
The Delhi Labour Department’s service time-frame page describes online Shops and Establishments registration as free of cost. A consultant can still charge for assistance, but that private service charge should be separated from the government registration fee.
West Bengal’s integrated services and Odisha’s stated territorial coverage make location checks particularly useful before filing.
West Bengal employers can begin with the Silpasathi service FAQs. Where the local body offers a combined trade-licence and Shops and Establishments process, follow that service’s instructions rather than filing duplicate applications through unrelated routes.
Odisha’s registration guidance identifies establishments with one or more employees in municipal corporation, municipality and notified area council areas. Check the premises jurisdiction as well as headcount. The Odisha public-service time limits list a seven-day registration service period, which is separate from the employer’s 30-day application window.
Rajasthan exempts establishments employing zero to 10 workers from registration under the specified provisions, while the current fee page lists lifetime fees for larger establishments.
The August 2025 exemption notification and the current Labour Department fee schedule should be read together.
| Number of employees shown in the fee schedule | Government registration fee | Period shown |
|---|---|---|
| 11–50 | ₹20,000 | Lifetime |
| 51–100 | ₹50,000 | Lifetime |
| 101 and above | ₹1,50,000 | Lifetime |
These amounts were checked on 7 October 2026. The fee page also displays a late-registration penalty condition. Confirm the generated amount and applicable deadline before payment, especially for an existing establishment, a workforce change or an overdue filing. A lifetime registration does not remove other legal duties.
Use the official service or labour authority for the establishment’s location. The directory below covers the remaining 18 states and seven union territories, completing all 36 jurisdictions with the comparison above.
These links identify filing or enquiry entry points. They do not imply identical thresholds, deadlines or fees. Where a new law or an implementation change is involved, confirm commencement and transitional instructions before using an older portal checklist.
Start with the linked service below, then check its current legal basis and establishment category before submitting information.
| State | Official entry point and first check |
|---|---|
| Andhra Pradesh | Integrated registration service . Check the current integrated filing requirements and any size-based exemptions separately. |
| Arunachal Pradesh | Ease of Doing Business active services . Locate the labour registration service for the establishment. |
| Assam | Labour Welfare e-services . Check the transition to newer legislation before using a form labelled with the older Act. |
| Bihar | ServicePlus Shops and Establishments service . Confirm the current Act, eligibility and documents displayed for the service. |
| Chhattisgarh | Shramev Jayate establishment registration . Reconcile the form's direct, contract and part-time workforce fields. |
| Goa | Labour Department e-services . Select the current Goa Online service and check the applicable legislation. |
| Himachal Pradesh | State application forms directory . Locate the Shops and Commercial Establishments registration form and filing authority. |
| Jharkhand | Shramadhan registration terms . Review the service terms before registration. |
| Madhya Pradesh | Shram Suvidha state integration directory . Follow the state registration route and current fee schedule. |
| Manipur | Labour Department . Confirm the competent office and application channel. |
| Meghalaya | Government registration service . Review the service's eligibility and submission instructions. |
| Mizoram | Shram Suvidha state integration directory . Confirm the available state process and labour authority. |
| Nagaland | Online shop registration portal . Check the current online filing instructions. |
| Punjab | Government Shops and Establishment registration service . Apply Punjab's rules rather than Haryana's amended threshold. |
| Sikkim | State single sign-on services . Locate the establishment-certificate service and its requirements. |
| Telangana | TS-iPASS official downloads . Check the 23 June 2026 self-registration/intimation order and the listed September 2025 exemption before choosing a route. |
| Tripura | Labour Department application process guide . Identify the current registration and renewal services. |
| Uttarakhand | Labour Department . Confirm the establishment category, local coverage and current registration service. |
Use the union territory’s own authority, including its local adaptations and transition rules. A neighbouring state’s process is not automatically applicable.
| Union territory | Official entry point and first check |
|---|---|
| Andaman and Nicobar Islands | Labour Department . Confirm the applicable establishment registration process and territorial coverage. |
| Chandigarh | District labour services . Check the locally applicable law and current filing route. |
| Dadra and Nagar Haveli and Daman and Diu | Single Window departments and services . Confirm the rules applicable to the specific district and establishment. |
| Jammu and Kashmir | JanSugam registration service . Check the commencement and transition arrangements for the 2025 legislation. |
| Ladakh | Administration's online citizen services . Confirm the applicable local regime with the labour authority. |
| Lakshadweep | Labour, Employment and Training Department . Use this as an authority contact, not an assumed dedicated Shops Act registration portal. |
| Puducherry | Government Shops and Establishment registration service . Follow the linked business-service application route. |
For Jammu and Kashmir, the 2025 Act expressly leaves commencement to a government notification. Publication of an Act and commencement are different events. Do not assume that its new provisions applied on publication, or that this union territory’s law automatically extends to Ladakh.
Expect documents establishing the employer’s identity, the right to use the premises and the nature and staffing of the business. The exact list depends on the state and application category.
Prepare the following working pack, then reconcile it with the current portal:
| Document group | Typical evidence | Common issue to resolve |
|---|---|---|
| Employer and entity | Identity document, PAN, incorporation or partnership documents | Entity name differs across records |
| Authority to apply | Authorisation letter or relevant board approval | Applicant is not the authorised signatory |
| Premises | Ownership evidence, lease or rent agreement, address proof | Address, floor or unit number is inconsistent |
| Permission to use premises | Owner's consent or NOC where required | Coworking agreement does not permit the intended use |
| Business particulars | Activity description, commencement date, establishment name | Incorporation date used without checking actual commencement |
| Workforce | Counts and categories requested by the form | Agency or part-time workers omitted without analysis |
| Local supporting documents | Trade licence, signboard photograph or other prescribed uploads | A state-specific requirement is missed |
The Kerala service checklist and Tamil Nadu application fields demonstrate why one generic national document list is insufficient. Upload legible documents within the portal’s file-size and format limits, and retain the versions actually submitted.
Potentially, but the address must support the actual establishment and satisfy the authority’s evidence requirements. A virtual-address purchase alone does not answer the legal question.
Check the occupation agreement, permitted activity, owner or operator consent where required, and the facts of how work is organised. A coworking operator’s own registration does not automatically establish that every member company’s obligations are satisfied.
For home-based teams, ask whether the home is merely an employee’s work location or an establishment operated by the employer under the relevant law. Neither “every remote employee needs a separate certificate” nor “remote companies never need registration” is a safe national rule.
Explain the applicable exemption or intimation route and ask the bank which alternative business evidence it accepts. Do not invent employees or make an inaccurate declaration to obtain a certificate.
A recent founder discussion about bank accounts and address documents describes confusion around Shop Act paperwork, rent agreements and opening a current account. It is useful evidence of the questions founders face, not an authority on registration law.
Keep the bank’s request separate from the statutory decision. Share the relevant notification, intimation acknowledgement or other genuine business documentation and request a written response. If staff insist on an unavailable certificate, escalate the document issue through the bank’s own process rather than alter the facts of the application.
Use the official service for the establishment’s location, submit accurate details and preserve the acknowledgement, payment record and final certificate or intimation receipt.
If an adviser files for you, request the complete application pack and access arrangements. A screenshot saying “submitted” is different from an issued certificate, a valid intimation acknowledgement or evidence that a statutory deemed-registration provision has been satisfied.
Processing time varies by service and by whether the application is complete. There is no reliable national “seven to 15 days” answer.
Tamil Nadu’s rules provide a 24-hour certificate issue period. Odisha lists a seven-day service period. Neither figure changes the employer’s separate filing deadline. A portal’s service standard can also depend on complete documents and the handling of deficiencies.
Record three different dates: when the employer must apply, when the authority is expected to decide and when the resulting certificate expires, if it has an expiry date. A compliance tracker that combines them into a single “renewal date” will miss obligations.
Identify the precise deficiency, compare it with the current legal requirement and seek a documented correction or clarification from the authority.
First check spelling, address evidence, file format, worker count, business category and the authorised signatory. If the problem is an outdated portal threshold or an unavailable form, preserve screenshots and raise a service request quoting the relevant amendment or notification.
Do not repeatedly create duplicate applications or choose an inaccurate category simply to pass validation. Keep evidence of timely attempts and follow the authority’s directions on an alternative submission route, if one is available.
The government fee depends on the state and may vary with workforce size, certificate period or filing type. Professional assistance, late fees and amendment charges are separate items.
Verified examples show why a single nationwide price is misleading: Delhi describes its online registration as free, Tamil Nadu prescribes ₹100 for the application, and Rajasthan’s current lifetime fee for 11–50 employees is ₹20,000. These are different services under different rules, not competing quotes for one national licence.
Ask an adviser to itemise the government fee, service charge, taxes on that service, amendment or renewal work and any late-filing amount. Obtain the government receipt in the establishment’s name and compare it with the portal-generated demand.
For overseas employers, keep the statutory amount in Indian rupees in the compliance budget. Currency conversion and vendor charges belong in separate budget lines.
There is no safe nationwide assumption that the labour codes eliminate every state registration. Check the relevant state amendment or exemption and whether its conditions are satisfied.
The Government of India announced implementation of the four labour codes from 21 November 2025. That development must be read together with state-specific changes.
Karnataka’s September 2026 amendment adds an exemption for qualifying establishments already registered under the OSH Code. Maharashtra’s April 2026 circular addresses duplicate registration and retains other applicable obligations. Haryana has also issued a conditional notification. Their wording and scope are not identical.
Before discontinuing a state filing, retain the qualifying OSH registration, the exact state provision, evidence that any implementation conditions are met and a list of duties that remain. “The labour codes are in force” is not sufficient evidence on its own.
They should map compliance to the Indian employing entity and establishment, while adapting global contracts and work schedules to applicable Indian requirements. The parent company’s home-country registration does not answer the Indian filing question.
There are two common operating models. An Indian subsidiary or other appropriately established local entity handles its own obligations. An employer of record employs the people through its Indian entity and takes on the agreed employment administration. The contract and actual operating arrangements determine who does what.
Peorient’s explanation of how a global employer of record works can help distinguish the model from payroll processing alone. Before choosing a provider, ask for evidence covering the locations where the proposed team will work.
An EOR should be able to explain and evidence the registration, intimation or exemption position of its employing establishment. The label “EOR” alone is not proof of local coverage.
Ask these questions during due diligence:
Use these questions alongside Peorient’s India EOR comparison guide. Evaluate evidence and contractual responsibilities before comparing the headline per-employee fee.
Create a location-by-location assessment and review it when people move or the operating model changes. One certificate should not be assumed to cover every workplace nationwide.
For example, a UK business employing through an Indian entity may have a Bengaluru office, a Pune coworking team and an employee working from home in Kerala. Each arrangement raises different questions about premises, attachment to an establishment and local coverage. The answer should follow the facts and relevant law rather than the employee’s mailing address alone.
Ask employees to report planned changes of working state before they occur. Combine the establishment review with separate checks for professional tax in India and other location-sensitive payroll obligations.
International time-zone coverage requires a local working-time assessment, including applicable night-work conditions and exemptions. An employment contract permitting flexible hours does not settle those requirements.
Translate the proposed roster into Indian local time and check daily hours, weekly hours, breaks, spread-over, weekly rest, overtime and any conditions attached to night work. Recheck when overseas daylight-saving changes alter the Indian start or finish time.
Do not treat permission for an establishment to remain open around the clock as permission for each employee to work unlimited hours. Read Peorient’s guide to overtime rules in India alongside the current state provisions and any applicable exemption notification.
No. Labour registration and the tax analysis of a foreign business are different questions.
A certificate records a position under the applicable establishment law. It is not a tax clearance for the overseas company. Where staff negotiate contracts, manage revenue activities or operate premises for a foreign business, obtain a separate assessment of the actual arrangement, relevant tax law and treaty position.
Registration is the start of an administrative record, not proof that every employment obligation is satisfied. Maintain the records and working practices required by the laws that apply to the establishment.
Set named owners for attendance and working-time records, wages and overtime, weekly rest, leave, prescribed notices, employment documentation, statutory returns and responses to inspections. Check the applicable provisions before adopting a single national policy.
Connect establishment compliance with the wider payroll calendar. Peorient’s guides to leave policy in India and EPF and ESIC employer contributions cover related workstreams that need their own applicability checks.
No. Renewal and validity rules differ substantially, and recent amendments have changed some of them.
Kerala identifies annual renewal. Maharashtra permits a requested registration period of up to 10 years. Karnataka’s September 2026 amendment provides validity until closure or cessation, and Haryana’s amended provision continues validity subject to amendment, cancellation or revocation. Rajasthan’s current fee schedule describes lifetime registration for its listed bands.
Read the certificate together with the latest law and transition instructions. Where an old certificate shows an expiry date affected by a new amendment, obtain confirmation of the operational treatment rather than silently deleting the renewal reminder.
Review the filing when the name, employer, manager, address, business activity, workforce or operating status changes. The required form and deadline depend on the jurisdiction.
Use event-based alerts in the HR and finance workflow. A headcount increase can trigger a move from intimation to registration. A move to another state can require a new local assessment. An acquisition or change of legal employer should not be treated as a simple branding update without checking the legal effect.
Retain the old certificate, amendment application and replacement document together. This preserves a clear history for payroll teams, banks, auditors and inspectors.
Closure normally requires the prescribed notification or cancellation process, while an overdue filing may attract the applicable penalty or late fee. Stopping operations does not automatically update the authority’s register.
If a filing is late, establish the true commencement date, legal requirement and period of delay, then use the permitted regularisation process. Do not backdate a declaration or conceal the workforce to avoid a charge. Penalties differ by state, provision and repeated or continuing breach, so there is no defensible national fine to quote.
For closure, preserve cancellation evidence and coordinate outstanding wages, records and employee exits. Peorient’s guide to full and final settlement in India can support the separate payroll workstream.
Prepare an establishment register showing the entity, address, worker count, applicable law, filing route, source, deadline and evidence owner for each location.
Resolve uncertain thresholds or exemptions before accepting a generic registration package. Keep bank documentation, labour registration and other business permissions as distinct decisions, and refresh the assessment when the law or your operating facts change.
If you are comparing an EOR with setting up your own employment operation, contact Peorient to discuss provider options and the questions to ask about local compliance coverage. The right comparison starts with who will employ the team and what evidence supports that arrangement.
The most useful answer identifies the state, the establishment and the correct filing route. The short answers below address common points of confusion without imposing a false national rule.
Do not assume so. State laws and establishment-level requirements apply, and each additional location needs an assessment of its own coverage and filing route.
Possibly. Some jurisdictions cover small establishments without a national minimum, while others provide intimation or an exemption. Apply the local rule to the real headcount.
Not under one uniform national rule. Many state provisions calculate the application deadline from commencement of business, but other licences or permissions may have their own timing requirements.
No automatic substitution applies. A GST document may help establish business particulars where the portal accepts it, but the establishment’s labour-law obligation must still be assessed separately.
Use the issuing authority’s portal, application account or certificate-verification service where available. Match the registration number, legal entity, premises, status and validity, then retain the downloaded document.
No. Registration cost is one part of the operating decision. Evaluate where people will actually work, payroll obligations, premises costs, talent availability and ongoing compliance before choosing a location.
Written by
Director of Global Hiring Advisory · 6+ years experience
Arjun runs the global hiring advisory practice at Peorient. He previously led APAC operations at an EOR startup and advised at Singapore's EDB, overseeing workforce launches in 18 countries across EOR, PEO, and subsidiary models.
Shops and Establishments Act Registration by State
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