BRSR Disclosure Shows No Permanent Employees Were Part of Recognised Association(s) or Unions
NEW DELHI (India CSR): Jupiter Life Line Hospitals Limited has disclosed that none of its permanent employees were members of any association or union recognised by the listed entity during FY 2025-26. The same position was reported in the previous financial year, FY 2024-25. The company’s Business Responsibility and Sustainability Report also states that information related to permanent workers is not applicable. The company reported a total workforce of 4,947 employees during the year.
This disclosure forms part of the company’s reporting under Principle 3 of the Business Responsibility and Sustainability Report framework. Principle 3 requires businesses to respect and promote the wellbeing of all employees and workers, including those in their value chains. Under this principle, companies disclose details related to employee wellbeing, retirement benefits, grievance mechanisms, union membership, training, safety, and career development.
The union membership disclosure is important because it gives stakeholders a view of the company’s labour relations structure. In the case of Jupiter Life Line Hospitals Limited, the reported data shows that there was no recognised employee association or union membership among permanent employees during the reporting year.
Key Disclosure
The company reported NIL membership of permanent employees in association(s) or unions recognised by the listed entity during FY 2025-26. The same NIL position was reported for FY 2024-25.
The disclosure is presented under the heading “Membership of employees and workers in association(s) or Unions recognised by the listed entity.”
Union Membership Data
| Category | FY 2025-26 | FY 2024-25 |
|---|---|---|
| Total Permanent Employees | NIL | NIL |
| Male Permanent Employees | NIL | NIL |
| Female Permanent Employees | NIL | NIL |
| Total Permanent Workers | NA | NA |
| Male Permanent Workers | NA | NA |
| Female Permanent Workers | NA | NA |
Workforce Strength in FY 2025-26
Jupiter Life Line Hospitals Limited reported a total workforce of 4,947 employees at the end of FY 2025-26. This included 3,002 permanent employees and 1,945 other than permanent employees, which covers retainership consultants and students. The company’s workforce also showed strong female participation. Out of the total 4,947 employees, 2,573 were female employees, representing 52.01% of the total workforce, while 2,374 were male employees, representing 47.99%. Among permanent employees, women formed a majority with 1,801 female employees, or 59.99%, compared to 1,201 male employees, or 40.01%. This indicates that Jupiter Life Line Hospitals has a large and diverse workforce, with women playing a significant role in its healthcare operations.
| Category | Total Employees | Male Employees | Male % | Female Employees | Female % |
|---|---|---|---|---|---|
| Permanent Employees | 3,002 | 1,201 | 40.01% | 1,801 | 59.99% |
| Other than Permanent Employees | 1,945 | 1,173 | 60.31% | 772 | 39.69% |
| Total Employees | 4,947 | 2,374 | 47.99% | 2,573 | 52.01% |
Differently Abled Employees
The company also reported 1 differently abled permanent employee during FY 2025-26. This employee was male. No differently abled employees were reported under the other than permanent category.
| Category | Total | Male | Male % | Female | Female % |
| Differently Abled Permanent Employees | 1 | 1 | 100% | 0 | 0% |
| Differently Abled Other than Permanent Employees | 0 | 0 | 0% | 0 | 0% |
| Total Differently Abled Employees | 1 | 1 | 100% | 0 | 0% |
Profit Reporting
Jupiter Life Line Hospitals Limited reported a steady profit performance in FY 2025-26. The company’s Profit After Tax (PAT) stood at Rs. 194.20 crore, compared to Rs. 193.80 crore in FY 2024-25, showing a marginal increase of Rs. 0.40 crore. Its Profit Before Tax (PBT) also rose to Rs. 265.30 crore from Rs. 260.70 crore in the previous year. The company’s total income increased to Rs. 1,499.80 crore in FY 2025-26 from Rs. 1,302.40 crore in FY 2024-25, reflecting healthy revenue growth. However, the net profit margin declined to 12.95% from 14.88%, mainly due to the impact of the new wage code and operationalisation of the new hospital unit. Overall, the company maintained profitability while continuing to invest in expansion and healthcare infrastructure.
What the Disclosure Means
The term NIL means that no permanent employees were reported as members of any recognised association or union. This applies to both male and female permanent employees. The term NA means not applicable. In this disclosure, the permanent worker category has been marked as NA. This indicates that the company has not reported a worker category for the purpose of recognised association or union membership disclosure. Therefore, the main conclusion from this section is clear: Jupiter Life Line Hospitals Limited did not report any recognised union or association membership among its permanent employees in FY 2025-26.
Year-on-Year Position Remains Unchanged
The company’s disclosure shows no change from FY 2024-25 to FY 2025-26. In both years, the membership of permanent employees in recognised association(s) or unions remained NIL. This means that the company’s employee association or union membership position remained stable during the two-year reporting period. There was no reported increase or decrease because the figure remained NIL in both years. The year-on-year continuity suggests that the company’s formal employee relations framework did not involve recognised union membership for permanent employees during these two financial years.
Gender-Wise Disclosure
The company has also provided gender-wise details. For male permanent employees, the membership was reported as NIL in FY 2025-26 and NIL in FY 2024-25. For female permanent employees also, the disclosure was NIL in both years. This means there was no gender-based difference in the reported union or association membership status. Neither male nor female permanent employees were reported as members of recognised association(s) or unions.
Worker Category
The worker category has been marked as NA for both FY 2025-26 and FY 2024-25. This applies to total permanent workers, male permanent workers, and female permanent workers. This indicates that the company has treated the worker category as not applicable for this disclosure. Therefore, no worker union membership figure has been reported.
Employee Relations Context
The absence of recognised union membership does not, by itself, mean the absence of employee engagement. To understand the wider employee relations environment, it is useful to look at other BRSR disclosures made by the company.
Jupiter Life Line Hospitals Limited has disclosed that it has an established grievance redressal mechanism for employees. Permanent employees and other than permanent employees are covered under this mechanism. Grievances are formally recorded and investigated by the Vigilance Officer, who submits findings to the Chairperson of the Audit Committee. Confidentiality is maintained throughout the process. This shows that while union membership is NIL, the company has a formal internal process to receive and address employee grievances.
Grievance Redressal Mechanism
A grievance mechanism plays an important role in employee relations. It provides employees with a structured way to raise concerns, report issues, and seek resolution. In a hospital environment, where employees work under high pressure and patient-care responsibilities are significant, such mechanisms are important for maintaining trust and workplace stability.
The company’s mechanism applies to permanent employees and other than permanent employees. It includes formal recording of grievances, investigation, escalation to the appropriate governance authority, and confidentiality. This indicates that employee concerns are expected to be addressed through internal institutional channels rather than through recognised association or union structures.
Employee Wellbeing Measures
The company has also reported several employee wellbeing measures. Permanent employees are covered under health insurance and accident insurance. Female permanent employees are covered under maternity benefits. The company also provides workmen’s compensation to permanent employees in addition to accident insurance, excluding visiting consultants.
Employee wellbeing is an important part of labour relations. A company that provides health insurance, accident insurance, maternity benefits, vaccination programmes, wellness support, and health check-ups demonstrates a structured approach to employee welfare.
In the healthcare sector, employee wellbeing has a direct connection with service quality. Doctors, nurses, technicians, administrative staff, and support teams work in demanding conditions. Their safety, health, and morale affect patient care outcomes.
Training and Skill Development
Jupiter Life Line Hospitals Limited also disclosed training data for employees. In FY 2025-26, the company provided training on health and safety measures and skill upgradation. Training covered both male and female employees. This is significant because training is a key part of employee empowerment. In a hospital, employees need continuous learning due to changing medical protocols, safety requirements, technology adoption, infection-control standards, emergency-response practices, and patient-care expectations.
Training also supports organisational stability. When employees are trained, they feel more prepared and capable. This can reduce workplace stress and improve performance.
Health and Safety Focus
The company reported strong emphasis on health and safety. Its broader social and BRSR disclosures mention workplace safety measures such as safety training on fire response, occupational health, emergency preparedness, infection-control protocols, radiation monitoring, and periodic safety audits. For a healthcare company, health and safety are critical. Employees work in environments that may involve exposure to infections, medical equipment, radiation, chemicals, emergency cases, and physically demanding duties. A structured safety culture helps protect employees and supports smooth hospital operations.
The absence of union membership should therefore be viewed alongside the company’s reported internal mechanisms for safety, training, wellbeing, and grievance redressal.
Interpretation of NIL Union Membership
The NIL disclosure may be interpreted in a straightforward way: no permanent employees were reported as members of recognised association(s) or unions during FY 2025-26. However, this should not be stretched beyond the disclosure. It does not automatically indicate employee satisfaction or dissatisfaction. It also does not indicate whether informal employee groups exist. The BRSR disclosure is limited to association(s) or unions recognised by the listed entity.
Therefore, the correct reading is that there was no recognised union or association membership among permanent employees, as per the company’s BRSR reporting.
Governance Relevance
This disclosure has governance relevance. Investors, analysts, employees, regulators, and other stakeholders use BRSR data to understand how a company manages its workforce. Labour relations are an important part of ESG assessment. A company with NIL recognised union membership may rely more heavily on internal HR systems, grievance mechanisms, employee communication processes, training programmes, and welfare measures. In such a case, the quality of internal systems becomes especially important.
Jupiter Life Line Hospitals Limited’s disclosures show that it has reported internal grievance mechanisms and employee wellbeing measures. These disclosures help provide a fuller view of the company’s employee-relations framework.
Why This Disclosure Matters
The disclosure matters for five reasons. First, it improves transparency. Stakeholders get a clear view of the company’s recognised union or association membership status. Second, it helps assess labour relations. Union membership is a key indicator in workforce governance. Third, it gives gender-wise clarity. The company has shown that both male and female permanent employees had NIL membership. Fourth, it clarifies worker applicability. The worker category was marked as NA. Fifth, it must be read alongside grievance, wellbeing, and training disclosures. Union membership is only one part of employee relations.
