What SEBI asks, verbatim
Does the entity extend any life insurance or any compensatory package in the event of death of (A) Employees (Y/N) (B) Workers (Y/N)
Disclose whether life insurance or compensatory packages are provided in the event of death for employees and workers.
Quoted from the SEBI BRSR Format as amended March 2025, with measurement guidance from the ICAI Background Material on BRSR, Revised Edition 2024, page 118.
In plain English
The report asks whether the company offers life insurance or a death benefit to its staff. It wants a simple yes or no for employees and a yes or no for workers. The company usually finds this information in its HR or benefits policy documents.
What a complete, assurance-ready answer contains
A complete, assurance‑ready answer states “Yes” or “No” for each group (employees and workers) and provides the type of coverage (e.g., group life insurance, death benefit, or other compensatory package). It includes the coverage amount or benefit formula, the coverage provider, and the effective date of the policy, ensuring the data is granular to the individual level (policy number, insured amount per employee or worker). A common gap is omitting the policy’s effective date or the specific benefit amount, which prevents auditors from verifying the coverage’s scope and continuity.
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-L1 ask for?
The report asks whether the company offers life insurance or a death benefit to its staff. It wants a simple yes or no for employees and a yes or no for workers. The company usually finds this information in its HR or benefits policy documents.
Is BRSR P3-L1 an Essential or a Leadership indicator?
P3-L1 is a Leadership indicator, so it is voluntary. Leadership indicators apply to companies that have been filing BRSR for three or more years, or that are in the top 1000 listed companies. A first-time filer can leave it out.
Who inside the company holds the data for P3-L1?
HR / People team. Usually found in payroll and HR records. Forward this section to your People team.
What unit does P3-L1 use?
Yes/No. 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-L1 look like?
A complete, assurance‑ready answer states “Yes” or “No” for each group (employees and workers) and provides the type of coverage (e.g., group life insurance, death benefit, or other compensatory package). It includes the coverage amount or benefit formula, the coverage provider, and the effective date of the policy, ensuring the data is granular to the individual level (policy number, insured amount per employee or worker). A common gap is omitting the policy’s effective date or the specific benefit amount, which prevents auditors from verifying the coverage’s scope and continuity.
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)
Return-to-work and retention rates after parental leave
Do you have a grievance mechanism for employees and workers? (Yes/No + details)
See P3-L1 against a real client
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