What SEBI asks, verbatim
Return to work and retention rates of permanent employees and workers that took parental leave
By gender (Male/Female/Other): Return to work rate = (employees who returned after parental leave / employees due to return) and Retention rate = (employees still employed 12 months after returning from parental leave / employees who returned).
Quoted from the SEBI BRSR Format as amended March 2025, with measurement guidance from the ICAI Background Material on BRSR, Revised Edition 2024, page 108.
In plain English
You need to report how many permanent staff and workers who took parental leave come back to work and stay on after 12 months, broken down by gender. The return‑to‑work rate is the number who come back divided by the number who were expected to return, and the retention rate is the number still employed a year later divided by those who returned. Companies usually pull this data from their HR payroll and leave‑management systems.
What a complete, assurance-ready answer contains
A complete, assurance‑ready answer lists the return‑to‑work and retention rates for each gender category, calculated using the exact denominator and numerator definitions, and presents the figures in a tabular format that matches the BRSR template. It also includes a brief narrative explaining any deviations, the methodology for handling “Other” gender, and the data source (HRIS or payroll system) with audit trail details. A common gap is omitting the 12‑month retention denominator for employees who returned after a very short leave, which can distort the retention metric.
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-E5 ask for?
You need to report how many permanent staff and workers who took parental leave come back to work and stay on after 12 months, broken down by gender. The return‑to‑work rate is the number who come back divided by the number who were expected to return, and the retention rate is the number still employed a year later divided by those who returned. Companies usually pull this data from their HR payroll and leave‑management systems.
Is BRSR P3-E5 an Essential or a Leadership indicator?
P3-E5 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-E5?
HR / People team. Usually found in payroll and HR records. Forward this section to your People team.
What unit does P3-E5 use?
percentage. 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-E5 look like?
A complete, assurance‑ready answer lists the return‑to‑work and retention rates for each gender category, calculated using the exact denominator and numerator definitions, and presents the figures in a tabular format that matches the BRSR template. It also includes a brief narrative explaining any deviations, the methodology for handling “Other” gender, and the data source (HRIS or payroll system) with audit trail details. A common gap is omitting the 12‑month retention denominator for employees who returned after a very short leave, which can distort the retention metric.
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)
Do you have an equal-opportunity policy? (Yes/No + web link)
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-E5 against a real client
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