Contract Labour & Manpower Supply for Factories — Fully CLRA-Licensed, Fully Compliant, Fully Deployable
We're not a broker. We're not a middleman. We're a licensed contractor under the CLRA Act 1970 with active licenses across every state we serve — supplying skilled, semi-skilled, and unskilled manpower to factories with 100% PF, ESI, wage, and statutory compliance built in. When you hire from us, your Principal Employer risk drops to zero.
Request a Manpower Quote
Licensed contractor, skilled/unskilled workforce, 9 states.
The Contract Labour Problem Every Factory Owner Knows
India has an estimated 50+ million contract workers across manufacturing, construction, logistics, and facility services. Almost every factory in the country runs on contract labour — because you can't scale a workforce up or down every quarter with permanent hires.
When you hire from an unlicensed contractor, YOU carry the liability.
Under Section 21 of the CLRA Act, if your contractor fails to pay wages, you as the Principal Employer must pay them and recover from the contractor later. If your contractor doesn't deposit PF and ESI, the statutory liability transfers to you. If your contractor doesn't maintain the required registers (Form XIII, XVI, XVII, XVIII, XIX, XX), inspectors will penalize the Principal Employer.
The typical factory manpower arrangement in India looks like this:
- You engage a local "labour supplier" (often unlicensed)
- Workers get paid in cash or via informal channels
- PF/ESI is either skipped or falsified
- Registers are maintained on paper — or not at all
- One inspection, one worker complaint, one PF audit — and your factory is exposed
The fix isn't better contract terms with your existing supplier. The fix is hiring from a licensed contractor whose compliance IS your compliance.
What Makes Us Different From Other Manpower Suppliers
Most "labour contractors" in India fall into three categories, and none of them protect you:
Local jobber / thekedar
No CLRA license, no PF/ESI registration, no registers, no accountability. Cheapest rates but maximum Principal Employer risk.
Staffing agencies (BPO-focused)
Licensed but focused on white-collar / IT staffing. Zero understanding of factory-floor realities, shift patterns, migrant workforce logistics, or OSH Code compliance.
Compliance consultants who "arrange" labour
Not actual contractors. They broker workers through third parties — meaning your Principal Employer risk is still with those third parties.
Licensed Contractor of Record
Fully licensed CLRA contractor in every state we serve. In-house workforce database. Direct employment of every worker we supply. Full statutory compliance built into every deployment. Payroll and PF/ESI run monthly, on time, verified. Registers maintained digitally per client. Renewed licenses shared with you on request.
When you engage us, we are your contractor of record — not a broker between you and someone else.
What We Supply — Manpower Categories
We supply factory workforce across every skill tier and every worker category defined under the OSH Code.
By Skill Level
Unskilled Workers
Loading/unloading, packaging, material handling, housekeeping, general helpers, pantry, security backup.
Semi-Skilled Workers
Machine operators (basic), assembly line workers, quality checkers, forklift operators, storekeeper assistants, boiler helpers.
Skilled Workers
CNC operators, welders (ARC/MIG/TIG), fitters, electricians, mechanics, plumbers, machinists, injection molding operators, painters, riggers.
Highly Skilled / Technical
Maintenance technicians, quality engineers, production supervisors, safety officers, boiler attendants (with certifications).
By Deployment Type
Permanent Contract Labour
Long-term deployment for ongoing operational needs. Full CLRA compliance, PF/ESI, wage revisions, annual returns.
Project-Based Labour
Deployment for specific projects — factory expansion, seasonal demand, machinery installation. Temporary registration route where duration is under 15 days.
Migrant Workforce
Inter-state migrant workers under the ISMW framework (now OSH Code). We handle sourcing from labour-surplus states (Bihar, UP, Odisha, Jharkhand), displacement allowance, journey allowance, and all migrant-specific compliance.
Shift-Based Deployment
Multi-shift factories requiring day/night/general shift workforce with shift differentials, rotational scheduling, and continuous coverage.
Peak Season / Ramp-Up Deployment
Seasonal spike coverage — Diwali production, wedding season, export order surges. We can deploy 50-500 additional workers within 15-25 days.
Every Worker We Supply Comes with Full Statutory Compliance
Here's exactly what we handle for every worker deployed at your factory — with zero additional cost or scope creep.
Employment & Onboarding
- Employment contract as per Labour Codes 2025 format
- KYC verification (Aadhaar, PAN, address proof)
- Bank account for salary transfer (or opened at deployment)
- UAN (Universal Account Number) generation for PF
- IP (Insurance Number) generation for ESI
- Induction training on factory safety, POSH, and grievance redressal
Statutory Registrations
- PF registration and monthly ECR filing under our contractor code
- ESI registration and monthly challan filing
- Professional Tax deduction per state
- Labour Welfare Fund contribution per state
- CLRA contractor licence displayed at factory gate
Wages & Payroll
- Wages paid by 7th of following month (statutory requirement)
- Minimum wage compliance per state notification
- Overtime at double rate under OSH Code
- Digital payslip issued to every worker
- 50% wage rule applied on CTC structure
Statutory Registers (Digitally Maintained)
- Form XIII — Register of persons employed
- Form XVI — Muster roll
- Form XVII — Register of wages
- Form XVIII — Register of deductions, fines, advances
- Form XIX — Overtime register
- Form XX — Wage slips
- Form XXIII — Register of accidents (if applicable)
- Form XXIV — Annual return (filed by 15 February)
Safety & Welfare
- Safety induction and PPE provision
- Health check-ups per OSH Code requirements
- Accident/injury reporting and workmen compensation
- POSH policy communication
On Request — Documentation Package
- Every quarter, we can share a compliance dossier with your team: contractor license copies, PF/ESI challans, wage registers, muster rolls, and annual returns.
- Your Principal Employer file stays audit-ready without you doing anything.
Worried About Unlicensed Labour Contractor Defaults?
Section 21 of the CLRA Act makes you personally liable for your contractor's wage and PF defaults. Shift your workforce deployment to a 100% licensed contractor.
How the CLRA Compliance Actually Works — Your Side vs Our Side
Under the CLRA Act, both the Principal Employer (you) and the Contractor (us) have separate compliance obligations. Here's the split.
What You Must Do as Principal Employer
- Register as Principal Employer in Form V with the Licensing Officer if you engage 20+ contract workers
- Issue Form V certificate to us so we can obtain / renew our contractor license for your establishment
- Provide basic welfare facilities on-site (drinking water, restrooms, canteen if applicable, first aid)
- Ensure our contractor license is displayed at your factory
- Verify our monthly compliance — PF challans, ESI challans, wage payment proof (we send these automatically)
- File annual Principal Employer return (we help with this)
We handle Steps 1 and 6 for you as part of our compliance service if you engage us as a full-scope client.
What We Do as Your Contractor
- Obtain CLRA contractor license (Form IV) for your establishment — separately for each Principal Employer we serve
- Renew license annually, 30 days before expiry
- Deploy workers with full employment documentation
- Run monthly PF and ESI for every worker
- Maintain all statutory registers digitally
- Pay wages by 7th of following month
- File annual return in Form XXIV by 15 February
- Handle inspector visits and audit responses
- Bear direct liability for all worker wages, benefits, and compliance
Section 21 of CLRA becomes irrelevant when you hire from us — because we don't default. Our license depends on it.
Multi-State Manpower Supply — One Contractor, 9 States
Most contractors are licensed in one or two states — which means if you have factories in Maharashtra and Gujarat, you need to hire from two different contractors, coordinate two different compliance streams, verify two different statutory files.
We hold active CLRA contractor licenses in every state we serve:
One contractor, one compliance file, one relationship manager, one master invoice — across all your factory locations. Multi-state factories get a consolidated dashboard showing every deployed worker, every state, every compliance status in one view.
Migrant Workforce Sourcing — Full ISMW Compliance
If your factory is in Maharashtra, Gujarat, Haryana, or Delhi and you need mass workforce deployment, migrant labour from Bihar, UP, Odisha, and Jharkhand is often the only economically viable option.
But migrant labour comes with additional legal obligations under the Inter-State Migrant Workmen Act (now under OSH Code):
- Displacement allowance at 50% of monthly wages (one-time)
- Journey allowance for travel from home state to work state
- Return journey allowance at end of contract
- Wage protection — equal to local minimum wages
- Basic welfare facilities including accommodation
- ISMW registration for both Principal Employer and Contractor
- Half-yearly return to the Labour Department
Almost every factory using migrant workforce today is non-compliant on at least half of these obligations. When you source migrant workforce from us, every ISMW requirement is handled — automatically.
Deployment Speed — When You Need Workers Yesterday
Factory operations run on tight timelines. A machinery installation delayed by 10 days means production loss. A festival season ramp-up missed by 2 weeks means missed orders.
Every deployment includes: KYC completion, employment documentation, statutory registrations, safety induction, and on-site reporting.
Industries We Supply Workforce To
Automotive & Auto Components
CNC operators, welders, assembly line workers, quality checkers
Pharmaceuticals
Production operators (GMP-trained), packaging labour, warehouse workers
Textiles & Apparel
Machine operators, quality checkers, packaging workers, cutting section
Food Processing & FMCG
Production line workers, packaging, warehouse, cold storage
Chemicals & Petrochemicals
Skilled operators with safety training, drum handlers, storekeepers
Electronics & EMS Manufacturing
SMT operators, assembly workers, testing technicians
Engineering & Fabrication
Welders, fitters, machinists, painters
Logistics & Warehousing
Loaders, unloaders, forklift operators, inventory helpers
Construction (on-site plants)
Skilled masons, steel fixers, carpenters, electricians
Pricing & Commercial Model
Our billing is transparent and per-worker-per-day (or per-month for permanent deployments), inclusive of worker wages, employer PF (12%), employer ESI (3.25%), bonus, gratuity, leave encashment provisioning, and fixed service charge.
No hidden charges. No "additional PF" invoice. No "surprise gratuity" claim at year-end. What you see in the quote is what you pay.
Why Factories Choose Us for Manpower Supply
Fully Licensed in All 9 States
Not one state, not "we'll get one when needed" — active CLRA licenses ready to share with you on request.
Zero Principal Employer Risk
Every worker on your floor comes with full PF, ESI, wage, and register compliance handled by us. Section 21 liability transfer risk drops to zero.
Factory-Only Focus
We don't do office staffing, we don't do gig work, we don't do event manpower. Factories, warehouses, and industrial sites — that's it.
Compliance + Payroll + Manpower Under One Roof
If you also engage us for factory license and monthly compliance, there's zero coordination gap. Same team supplies workers, runs their payroll, files their PF, and represents you during inspections.
Migrant Workforce Ready
We can source and deploy 50-500 migrant workers with full ISMW compliance — a capability most local contractors don't have.
Transparent Documentation
Every quarter, you get a compliance dossier: contractor license, PF/ESI challans, wage registers, muster rolls, annual returns. Your Principal Employer file stays audit-ready.
Rapid Deployment
7-25 days for most requirements. Migrant deployment in 25-40 days.
Frequently Asked Questions
Get Workforce and Peace of Mind — In One Contract
Tell us your factory location, headcount need, skill tier, and timeline. We'll come back with a fixed-cost quote and deployment schedule within 48 hours.