India doesn’t runon one kindof company.Neither does EZER.

Almost certainly not. The list is not the constraint. The statutory rules are, and those are configuration. What actually decides whether EZER fits is your establishment type, the states you operate in and how your wages are structured, not the label on your industry. Tell us those three and we will say plainly whether it works.

Which registers you owe and which rules drive them. A factory falls under the OSH Code, which replaced the Factories Act, with its own registers, shift and overtime rules; a multi-city IT company is under state Shops & Establishments rules with a different leave entitlement in each state; a construction site adds BOCW cess and welfare board registration. The payroll arithmetic is the same. What changes is what has to come out of it.

It is the normal case, and it is what the structure is built for. Each company in the group holds its own registrations, and each location under it carries its own establishment type, so a group with a corporate office, a factory and a warehouse runs three different statutory regimes in one system rather than three systems.

Yes. Contract workers are held against the principal employer they work for, with PF and ESIC attributed per contract, which is what makes the CLRA position reportable rather than reconstructed at audit time.