What SEBI asks, verbatim
Does the entity have an equal opportunity policy as per the Rights of Persons with Disabilities Act, 2016? If so, provide a web-link to the policy
Disclose existence of equal opportunity policy and provide web-link if available.
Quoted from the SEBI BRSR Format as amended March 2025, with measurement guidance from the ICAI Background Material on BRSR, Revised Edition 2024, page 107.
In plain English
Check if the company has a policy that gives equal job chances to people with disabilities, as required by the Rights of Persons with Disabilities Act, 2016. If it does, give the URL where that policy can be found. The policy is usually posted on the company’s website, often in the “Policies” or “Corporate Governance” section.
What a complete, assurance-ready answer contains
A complete, assurance‑ready answer confirms that the entity has a formal equal‑opportunity policy covering persons with disabilities, cites the policy’s title and effective date, and supplies a publicly accessible web‑link (or an attachment reference) where the policy can be viewed. Assurers look for the link’s validity, the policy’s alignment with the Rights of Persons with Disabilities Act, and evidence that the policy is actively implemented (e.g., a brief mention of enforcement mechanisms). A common gap is omitting the actual URL or providing a broken link, which prevents verification.
Describes the completeness and granularity an assurer expects. No company figures are named.
Where the data comes from
Usually found in payroll and HR records. Forward this section to your People team.
Much of what BRSR asks for already exists in filings the company makes elsewhere, such as Pollution Control Board consents, PAT returns, hazardous-waste manifests and EPR registrations. The free gap analysis cross-references those filings against all 108 fields and shows which are already covered.
Frequently asked questions
What does BRSR P3-E4 ask for?
Check if the company has a policy that gives equal job chances to people with disabilities, as required by the Rights of Persons with Disabilities Act, 2016. If it does, give the URL where that policy can be found. The policy is usually posted on the company’s website, often in the “Policies” or “Corporate Governance” section.
Is BRSR P3-E4 an Essential or a Leadership indicator?
P3-E4 is an Essential indicator, so it is mandatory for every BRSR filer. It sits under Principle 3, Employee Wellbeing.
Who inside the company holds the data for P3-E4?
HR / People team. Usually found in payroll and HR records. Forward this section to your People team.
What unit does P3-E4 use?
Yes/No + web-link. Reporting in the wrong unit, or switching the denominator of an intensity ratio between years, is one of the more common reasons a figure has to be restated.
What does a complete answer to P3-E4 look like?
A complete, assurance‑ready answer confirms that the entity has a formal equal‑opportunity policy covering persons with disabilities, cites the policy’s title and effective date, and supplies a publicly accessible web‑link (or an attachment reference) where the policy can be viewed. Assurers look for the link’s validity, the policy’s alignment with the Rights of Persons with Disabilities Act, and evidence that the policy is actively implemented (e.g., a brief mention of enforcement mechanisms). A common gap is omitting the actual URL or providing a broken link, which prevents verification.
Other disclosures under Principle 3
Well-being measures for employees and workers (health insurance, accident cover, etc.; % covered)
Retirement benefits offered (PF, gratuity, ESI) for this year and last year
Are your premises accessible to differently-abled staff? (Yes/No + steps)
Return-to-work and retention rates after parental leave
Do you have a grievance mechanism for employees and workers? (Yes/No + details)
Employees and workers who are members of recognised unions (count, %)
See P3-E4 against a real client
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