{"id":250754,"date":"2026-09-01T23:49:15","date_gmt":"2026-09-01T18:19:15","guid":{"rendered":"https:\/\/www.oliveboard.in\/blog\/?p=250754"},"modified":"2026-09-01T23:49:16","modified_gmt":"2026-09-01T18:19:16","slug":"upsc-epfo-labour-laws-quiz","status":"publish","type":"post","link":"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/","title":{"rendered":"Attempt UPSC EPFO Labour Laws Practice Quiz and Download PDF"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_77 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of content<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#Download_UPSC_EPFO_Labour_Laws_Practice_Quiz_PDF\" >Download UPSC EPFO Labour Laws Practice Quiz PDF<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#Attempt_the_UPSC_EPFO_Labour_Laws_Practice_Quiz\" >Attempt the UPSC EPFO Labour Laws Practice Quiz<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#Sign_Up\" >Sign Up<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#Login\" >Login<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#Forgot_Password\" >Forgot Password<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#i\" >&nbsp;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#What_topics_are_covered_in_the_UPSC_EPFO_Labour_Laws_syllabus\" >What topics are covered in the UPSC EPFO Labour Laws syllabus?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#Which_Industrial_Relations_topics_should_candidates_practise\" >Which Industrial Relations topics should candidates practise?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#Which_Labour_Codes_should_candidates_revise_for_the_APFC_exam\" >Which Labour Codes should candidates revise for the APFC exam?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#Which_Social_Security_topics_should_candidates_practise\" >Which Social Security topics should candidates practise?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#What_is_the_UPSC_EPFO_APFC_exam_pattern_2026\" >What is the UPSC EPFO APFC exam pattern 2026?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#When_will_the_UPSC_EPFO_APFC_Recruitment_Test_2026_be_conducted\" >When will the UPSC EPFO APFC Recruitment Test 2026 be conducted?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#FAQs\" >FAQs<\/a><\/li><\/ul><\/nav><\/div>\n\n<p>The UPSC EPFO Labour Laws Practice Quiz is designed to help candidates revise important concepts from Industrial Relations, Labour Codes and Social Security in India. Regular practice can help improve conceptual clarity, accuracy and confidence before the UPSC EPFO APFC Recruitment Test 2026. The quiz covers important areas such as industrial relations, trade unions, collective bargaining, industrial disputes, labour welfare, wages, the four Labour Codes and social security laws and schemes.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-download-upsc-epfo-labour-laws-practice-quiz-pdf\"><span class=\"ez-toc-section\" id=\"Download_UPSC_EPFO_Labour_Laws_Practice_Quiz_PDF\"><\/span>Download UPSC EPFO Labour Laws Practice Quiz PDF<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Candidates can use the UPSC EPFO Labour Laws Practice Quiz as a quick revision resource while preparing for the APFC Recruitment Test. Solving topic-wise questions helps candidates identify weak areas and revise important labour laws, codes and social security concepts. Candidates can also use previous year papers to understand the type of questions asked in the examination.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Particulars<\/strong><\/td><td><strong>Link<\/strong><\/td><\/tr><tr><td>UPSC EPFO Labour Laws Practice Quiz PDF<\/td><td><strong><a href=\"https:\/\/www.oliveboard.in\/upsc-epfo-prep-kit\/?ref=contac-upsc-epfo-ll-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Download Now<\/a><\/strong><\/td><\/tr><tr><td>UPSC EPFO APFC Previous Year Papers<\/td><td><strong><a href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-previous-year-question-papers\/?ref=contac-upsc-epfo-ll-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Download Now<\/a><\/strong><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-attempt-the-upsc-epfo-labour-laws-practice-quiz\"><span class=\"ez-toc-section\" id=\"Attempt_the_UPSC_EPFO_Labour_Laws_Practice_Quiz\"><\/span>Attempt the UPSC EPFO Labour Laws Practice Quiz<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Candidates can now attempt the UPSC EPFO Labour Laws Practice Quiz to check their preparation level. <\/p>\n\n\n\n<!DOCTYPE html>\n<html lang=\"en\">\n<head>\n<meta charset=\"UTF-8\">\n<link rel=\"stylesheet\" href=\"https:\/\/courses.oliveboard.in\/edge\/css\/login-modal-for-blog.css\">\n\n<style>\n#quiz-1-sticky-header {\n  position: sticky;\n  top: 0;\n  z-index: 100;\n  background: #1565c0;\n  color: #fff;\n  padding: 12px 20px;\n  border-radius: 10px 10px 0 0;\n  display: flex;\n  justify-content: space-between;\n  align-items: center;\n  font-size: 16px;\n  font-weight: bold;\n  box-shadow: 0 2px 8px rgba(0,0,0,0.2);\n  margin: -20px -20px 20px -20px;\n}\n\n#quiz-1-score-badge {\n  background: rgba(255,255,255,0.2);\n  padding: 4px 12px;\n  border-radius: 20px;\n  font-size: 15px;\n  white-space: nowrap;\n}\n#quiz-1 * { box-sizing: border-box; }\n\n#quiz-1 .quiz-container {\n  max-width: 700px;\n  margin: auto;\n  padding: 20px;\n  background: #fff;\n  border-radius: 14px;\n  box-shadow: 0 6px 16px rgba(0,0,0,0.12);\n}\n\n#quiz-1 h2 {\n  text-align: center;\n}\n\n#quiz-1 .question {\n  margin-bottom: 22px;\n}\n\n#quiz-1 .question p {\n  font-weight: bold;\n}\n\n#quiz-1 button {\n  width: 100%;\n  padding: 12px;\n  margin: 6px 0;\n  border: none;\n  border-radius: 6px;\n  background: #e0e0e0;\n  color: #000;\n  font-size: 16px;\n  cursor: pointer;\n}\n\n#quiz-1 button:hover {\n  background: #d5d5d5;\n}\n\n#quiz-1 button.correct {\n  background: #4caf50;\n  color: #000;\n}\n\n#quiz-1 button.wrong {\n  background: #f44336;\n  color: #000;\n}\n\n#quiz-1 button.locked {\n  pointer-events: none;\n}\n\n\/* SUMMARY *\/\n#quiz-1 .final-summary {\n  margin-top: 40px;\n  padding: 20px;\n  border-radius: 14px;\n  background: #fafafa;\n  border: 2px solid #4caf50;\n}\n\n#quiz-1 .final-summary h3 {\n  text-align: center;\n  margin-bottom: 20px;\n}\n\n#quiz-1 .summary-row {\n  display: grid;\n  grid-template-columns: 120px 1fr 40px;\n  gap: 10px;\n  align-items: center;\n  margin-bottom: 12px;\n  font-weight: bold;\n}\n\n#quiz-1 .summary-bar {\n  height: 14px;\n  background: #ddd;\n  border-radius: 10px;\n  overflow: hidden;\n}\n\n#quiz-1 .bar-fill {\n  height: 100%;\n  width: 0%;\n}\n\n#quiz-1 .bar-attempted { background: #2196f3; }\n#quiz-1 .bar-correct { background: #4caf50; }\n#quiz-1 .bar-wrong { background: #f44336; }\n#quiz-1 .bar-unattempted { background: #9e9e9e; width: 100%; }\n\n#quiz-1 .final-score {\n  text-align: center;\n  font-size: 22px;\n  margin-top: 20px;\n}\n\n#quiz-1 .score-value {\n  font-size: 30px;\n  margin-left: 8px;\n}\n<\/style>\n<\/head>\n\n<body>\n<div id=\"quiz-1\">\n  <div class=\"quiz-container\">\n<div id=\"quiz-1-sticky-header\">\n  <span> UPSC EPFO Labour Laws Practice Quiz <\/span>\n  <span id=\"quiz-1-score-badge\">Score: <strong id=\"quiz-1-score-value\">0.00<\/strong><\/span>\n<\/div>\n\n    <!-- QUESTIONS -->\n\n<div class=\"question\" data-answered=\"false\">\n  <p>1. Which statement best describes industrial relations?<\/p>\n  <button data-correct=\"true\">The relationships among employers, employees, trade unions and the State in the world of work<\/button>\n  <button data-correct=\"false\">Only relations among competing firms<\/button>\n  <button data-correct=\"false\">Only relations between customers and firms<\/button>\n  <button data-correct=\"false\">Only financial relations among shareholders<\/button>\n  <button data-correct=\"false\">Only recruitment and selection activities<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>2. A central objective of sound industrial relations is to:<\/p>\n  <button data-correct=\"false\">Prevent workers from forming associations<\/button>\n  <button data-correct=\"true\">Promote industrial peace while balancing legitimate interests of workers and employers<\/button>\n  <button data-correct=\"false\">Maximise production regardless of working conditions<\/button>\n  <button data-correct=\"false\">Eliminate all differences of interest at the workplace<\/button>\n  <button data-correct=\"false\">Replace collective processes with unilateral decisions<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>3. Which group is commonly treated as a principal actor in an industrial relations system?<\/p>\n  <button data-correct=\"false\">Auditors, insurers and investors only<\/button>\n  <button data-correct=\"false\">Judiciary alone<\/button>\n  <button data-correct=\"true\">Employers, workers and their organisations, and the government<\/button>\n  <button data-correct=\"false\">Local residents alone<\/button>\n  <button data-correct=\"false\">Consumers, exporters and banks only<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>4. The pluralist approach to industrial relations generally assumes that:<\/p>\n  <button data-correct=\"false\">Employer and employee interests are always identical<\/button>\n  <button data-correct=\"false\">Conflict can never occur in employment<\/button>\n  <button data-correct=\"false\">Trade unions have no legitimate role<\/button>\n  <button data-correct=\"true\">The workplace contains legitimate groups with differing interests that can be regulated through institutions and bargaining<\/button>\n  <button data-correct=\"false\">Only individual contracts should determine all conditions<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>5. The unitary perspective of industrial relations tends to view the organisation as:<\/p>\n  <button data-correct=\"true\">An integrated team with a common purpose and shared objectives<\/button>\n  <button data-correct=\"false\">A market with no managerial authority<\/button>\n  <button data-correct=\"false\">A permanent arena of class conflict<\/button>\n  <button data-correct=\"false\">A federation of competing sovereign unions<\/button>\n  <button data-correct=\"false\">A judicial institution<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>6. In labour economics, the labour force generally consists of:<\/p>\n  <button data-correct=\"false\">Only persons receiving wages<\/button>\n  <button data-correct=\"true\">Persons who are employed plus persons who are unemployed but seeking and available for work<\/button>\n  <button data-correct=\"false\">Only unemployed persons<\/button>\n  <button data-correct=\"false\">All persons in the total population<\/button>\n  <button data-correct=\"false\">Only persons working in factories<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>7. Labour Force Participation Rate (LFPR) measures:<\/p>\n  <button data-correct=\"false\">The share of wages in national income<\/button>\n  <button data-correct=\"false\">The ratio of strikes to establishments<\/button>\n  <button data-correct=\"true\">The proportion of the relevant population that is in the labour force<\/button>\n  <button data-correct=\"false\">The proportion of workers receiving bonuses<\/button>\n  <button data-correct=\"false\">The proportion of employed persons who belong to trade unions<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>8. Underemployment most accurately refers to a situation where a person:<\/p>\n  <button data-correct=\"false\">Has voluntarily retired from all work<\/button>\n  <button data-correct=\"false\">Is outside the labour force and not seeking work<\/button>\n  <button data-correct=\"false\">Owns more than one enterprise<\/button>\n  <button data-correct=\"true\">Is employed but works less than desired or below the effective use of his or her skills and capacity<\/button>\n  <button data-correct=\"false\">Receives wages above the minimum wage<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>9. Labour productivity is most directly concerned with:<\/p>\n  <button data-correct=\"true\">Output produced per unit of labour input<\/button>\n  <button data-correct=\"false\">Only the level of nominal wages<\/button>\n  <button data-correct=\"false\">The number of trade unions in an industry<\/button>\n  <button data-correct=\"false\">The number of days of annual leave<\/button>\n  <button data-correct=\"false\">The ratio of managers to workers<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>10. A persistently high labour turnover rate may indicate:<\/p>\n  <button data-correct=\"false\">A legally mandated wage increase<\/button>\n  <button data-correct=\"true\">Frequent employee exits and replacements, which can raise recruitment and training costs<\/button>\n  <button data-correct=\"false\">A reduction in labour-force participation<\/button>\n  <button data-correct=\"false\">Complete absence of employee movement<\/button>\n  <button data-correct=\"false\">Automatic improvement in industrial peace<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>11. For an employee whose wage period is monthly, wages are generally to be paid:<\/p>\n  <button data-correct=\"false\">Only at the end of the financial year<\/button>\n  <button data-correct=\"false\">On the last day of the following quarter<\/button>\n  <button data-correct=\"true\">Before the expiry of the seventh day of the succeeding month<\/button>\n  <button data-correct=\"false\">Whenever the employer chooses<\/button>\n  <button data-correct=\"false\">Within six months<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>12. On removal, dismissal, retrenchment, resignation or closure-related unemployment, wages due are generally payable within:<\/p>\n  <button data-correct=\"false\">Thirty calendar days<\/button>\n  <button data-correct=\"false\">Ninety days<\/button>\n  <button data-correct=\"false\">One financial year<\/button>\n  <button data-correct=\"true\">Two working days<\/button>\n  <button data-correct=\"false\">Six months<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>13. The total amount of deductions from wages in a wage period under the Code on Wages generally cannot exceed:<\/p>\n  <button data-correct=\"true\">Fifty per cent of wages<\/button>\n  <button data-correct=\"false\">One hundred per cent of wages<\/button>\n  <button data-correct=\"false\">Ten per cent of wages<\/button>\n  <button data-correct=\"false\">Twenty per cent of wages<\/button>\n  <button data-correct=\"false\">Seventy-five per cent of wages<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>14. Which is an example of a deduction that may be authorised under the Code on Wages, subject to its conditions?<\/p>\n  <button data-correct=\"false\">A deduction imposed secretly without authority<\/button>\n  <button data-correct=\"true\">A deduction for absence from duty<\/button>\n  <button data-correct=\"false\">A deduction exceeding all statutory limits by agreement<\/button>\n  <button data-correct=\"false\">An arbitrary deduction with no legal basis<\/button>\n  <button data-correct=\"false\">A deduction based on the employee\u2019s religion<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>15. For statutory bonus eligibility under the Code on Wages, an employee must have worked in the accounting year for at least:<\/p>\n  <button data-correct=\"false\">Fifteen days<\/button>\n  <button data-correct=\"false\">Ninety days<\/button>\n  <button data-correct=\"true\">Thirty days<\/button>\n  <button data-correct=\"false\">One hundred and eighty days<\/button>\n  <button data-correct=\"false\">Seven days<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>16. The statutory minimum bonus rate under the Code on Wages is generally:<\/p>\n  <button data-correct=\"false\">5 per cent in every case<\/button>\n  <button data-correct=\"false\">10 per cent in every case<\/button>\n  <button data-correct=\"false\">15 per cent in every case<\/button>\n  <button data-correct=\"true\">8.33 per cent of wages or the prescribed minimum amount, subject to the Code<\/button>\n  <button data-correct=\"false\">25 per cent in every case<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>17. The maximum bonus payable under the Code on Wages is generally capped at:<\/p>\n  <button data-correct=\"true\">Twenty per cent of wages<\/button>\n  <button data-correct=\"false\">Fifty per cent of wages<\/button>\n  <button data-correct=\"false\">Eight per cent of wages<\/button>\n  <button data-correct=\"false\">Ten per cent of wages<\/button>\n  <button data-correct=\"false\">Thirty-three per cent of wages<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>18. A claim under the Code on Wages may generally be filed within:<\/p>\n  <button data-correct=\"false\">Ten years in every case<\/button>\n  <button data-correct=\"true\">Three years from the date on which the claim arises<\/button>\n  <button data-correct=\"false\">There is no limitation period<\/button>\n  <button data-correct=\"false\">Thirty days only<\/button>\n  <button data-correct=\"false\">Six months only<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>19. The inspection model under the Code on Wages uses the designation:<\/p>\n  <button data-correct=\"false\">Industrial Magistrate<\/button>\n  <button data-correct=\"false\">Provident Fund Arbitrator<\/button>\n  <button data-correct=\"true\">Inspector-cum-Facilitator<\/button>\n  <button data-correct=\"false\">Factory Accountant<\/button>\n  <button data-correct=\"false\">Wage Police Officer<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>20. A major change under the Code on Wages is that minimum-wage protection is intended to apply:<\/p>\n  <button data-correct=\"false\">Only to mines<\/button>\n  <button data-correct=\"false\">Only to factories with 1,000 workers<\/button>\n  <button data-correct=\"false\">Only to government employees<\/button>\n  <button data-correct=\"true\">Across employments rather than being confined to scheduled employments under the old Minimum Wages Act framework<\/button>\n  <button data-correct=\"false\">Only to trade-union members<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>21. Which EPFO facility is used for filing grievances by members and establishments?<\/p>\n  <button data-correct=\"true\">EPFiGMS<\/button>\n  <button data-correct=\"false\">e-NAM<\/button>\n  <button data-correct=\"false\">GSTN<\/button>\n  <button data-correct=\"false\">MCA21<\/button>\n  <button data-correct=\"false\">DigiLocker only<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>22. A non-refundable EPF advance may be permitted for specified purposes such as:<\/p>\n  <button data-correct=\"false\">Payment of company dividend<\/button>\n  <button data-correct=\"true\">Certain illness, housing, marriage or education needs, subject to scheme conditions<\/button>\n  <button data-correct=\"false\">Funding an employer\u2019s share capital<\/button>\n  <button data-correct=\"false\">Purchase of speculative cryptocurrency in every case<\/button>\n  <button data-correct=\"false\">Any purpose without conditions<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>23. The statutory wage ceiling commonly used for mandatory EPS contribution calculations under the present EPFO framework is:<\/p>\n  <button data-correct=\"false\">Rs 10,000 per month<\/button>\n  <button data-correct=\"false\">Rs 25,000 per month<\/button>\n  <button data-correct=\"true\">Rs 15,000 per month<\/button>\n  <button data-correct=\"false\">Rs 50,000 per month<\/button>\n  <button data-correct=\"false\">Rs 5,000 per month<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>24. An employee may voluntarily contribute to EPF at a rate higher than the statutory employee rate, subject to the scheme, through:<\/p>\n  <button data-correct=\"false\">EDLI contribution by the employee<\/button>\n  <button data-correct=\"false\">A compulsory gratuity deduction<\/button>\n  <button data-correct=\"false\">A pension withdrawal tax<\/button>\n  <button data-correct=\"true\">Voluntary Provident Fund contribution<\/button>\n  <button data-correct=\"false\">A trade-union levy<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>25. Which statement about EPS contribution is correct under the standard EPFO structure?<\/p>\n  <button data-correct=\"true\">It is funded from the employer\u2019s share; the employee does not make a separate direct EPS contribution<\/button>\n  <button data-correct=\"false\">It is a State sales-tax levy<\/button>\n  <button data-correct=\"false\">It is funded only by a separate employee deduction of 8.33%<\/button>\n  <button data-correct=\"false\">It is funded only by trade unions<\/button>\n  <button data-correct=\"false\">It has no employer contribution<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>26. The primary purpose of EDLI is to provide:<\/p>\n  <button data-correct=\"false\">Medical treatment at ESIC hospitals<\/button>\n  <button data-correct=\"true\">Life insurance benefit linked to EPF membership, payable to eligible beneficiaries on the member\u2019s death in service<\/button>\n  <button data-correct=\"false\">Maternity leave salary only<\/button>\n  <button data-correct=\"false\">Old-age pension to every citizen<\/button>\n  <button data-correct=\"false\">Unemployment allowance to all job seekers<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>27. Which of the following is NOT one of the three principal EPFO-administered schemes?<\/p>\n  <button data-correct=\"false\">Employees Pension Scheme<\/button>\n  <button data-correct=\"false\">Employees Deposit Linked Insurance Scheme<\/button>\n  <button data-correct=\"true\">Atal Pension Yojana<\/button>\n  <button data-correct=\"false\">None of these<\/button>\n  <button data-correct=\"false\">Employees Provident Fund Scheme<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>28. The EPF system is primarily a form of:<\/p>\n  <button data-correct=\"false\">Purely non-contributory social assistance<\/button>\n  <button data-correct=\"false\">A consumer-credit scheme<\/button>\n  <button data-correct=\"false\">An unemployment survey<\/button>\n  <button data-correct=\"true\">Contributory retirement and social-security savings<\/button>\n  <button data-correct=\"false\">A trade-dispute tribunal<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>29. The Employees State Insurance Act was enacted in:<\/p>\n  <button data-correct=\"true\">1948<\/button>\n  <button data-correct=\"false\">1972<\/button>\n  <button data-correct=\"false\">1923<\/button>\n  <button data-correct=\"false\">1952<\/button>\n  <button data-correct=\"false\">1961<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>30. The present employee contribution rate under the ESI Scheme is generally:<\/p>\n  <button data-correct=\"false\">3.25 per cent<\/button>\n  <button data-correct=\"true\">0.75 per cent of wages<\/button>\n  <button data-correct=\"false\">12 per cent<\/button>\n  <button data-correct=\"false\">0.25 per cent<\/button>\n  <button data-correct=\"false\">1.75 per cent<\/button>\n<\/div>\n\n    <!-- FINAL SUMMARY -->\n    <div class=\"final-summary\">\n      <h3>Quiz Summary <\/h3>\n\n      <div class=\"summary-row\">\n        <span>Attempted<\/span>\n        <div class=\"summary-bar\"><div class=\"bar-fill bar-attempted\" data-summary=\"attempted\"><\/div><\/div>\n        <span data-count=\"attempted\">0<\/span>\n      <\/div>\n\n      <div class=\"summary-row\">\n        <span>Correct<\/span>\n        <div class=\"summary-bar\"><div class=\"bar-fill bar-correct\" data-summary=\"correct\"><\/div><\/div>\n        <span data-count=\"correct\">0<\/span>\n      <\/div>\n\n      <div 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Candidates should prepare the topic in three broad areas: Industrial Relations, Labour Codes and Social Security. Each area contains several subtopics, so candidates should follow a structured preparation approach rather than studying labour laws randomly.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Major Area<\/strong><\/td><td><strong>Important Topics<\/strong><\/td><\/tr><tr><td><strong>Industrial Relations<\/strong><\/td><td>Indian labour force, trade unions, collective bargaining<\/td><\/tr><tr><td><strong>Industrial Relations<\/strong><\/td><td>Industrial discipline, grievance procedure, industrial conflicts and disputes<\/td><\/tr><tr><td><strong>Industrial Relations<\/strong><\/td><td>Settlement of disputes, labour welfare, wages<\/td><\/tr><tr><td><strong>Industrial Relations<\/strong><\/td><td>Workers&#8217; participation in management, international industrial relations<\/td><\/tr><tr><td><strong>Industrial Relations<\/strong><\/td><td>Industrial health and safety<\/td><\/tr><tr><td><strong>Labour Codes<\/strong><\/td><td>Code on Wages, 2019<\/td><\/tr><tr><td><strong>Labour Codes<\/strong><\/td><td>Industrial Relations Code, 2020<\/td><\/tr><tr><td><strong>Labour Codes<\/strong><\/td><td>Code on Social Security, 2020<\/td><\/tr><tr><td><strong>Labour Codes<\/strong><\/td><td>Occupational Safety, Health and Working Conditions Code, 2020<\/td><\/tr><tr><td><strong>Social Security Schemes<\/strong><\/td><td>Retirement schemes, NPS, Atal Pension Yojana and other schemes<\/td><\/tr><tr><td><strong>Social Security Legislations<\/strong><\/td><td>Employees&#8217; Compensation Act, 1923; ESI Act, 1948<\/td><\/tr><tr><td><strong>Social Security Legislations<\/strong><\/td><td>EPF &amp; Miscellaneous Provisions Act, 1952<\/td><\/tr><tr><td><strong>Social Security Legislations<\/strong><\/td><td>Maternity Benefit Act, 1961; Payment of Gratuity Act, 1972<\/td><\/tr><tr><td><strong>Social Security Legislations<\/strong><\/td><td>Unorganised Workers&#8217; Social Security Act, 2008<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Which_Industrial_Relations_topics_should_candidates_practise\"><\/span>Which Industrial Relations topics should candidates practise?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Industrial Relations includes topics related to workers, employers, trade unions and the processes used to maintain healthy workplace relations. Candidates should understand the basic meaning and importance of trade unions, collective bargaining, industrial disputes and grievance procedures. Labour welfare, wages, workers&#8217; participation and industrial health and safety should also be revised regularly. <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Industrial relations<\/li>\n\n\n\n<li>Indian labour force<\/li>\n\n\n\n<li>Trade unions<\/li>\n\n\n\n<li>Collective bargaining<\/li>\n\n\n\n<li>Industrial discipline<\/li>\n\n\n\n<li>Grievance procedure<\/li>\n\n\n\n<li>Industrial conflicts and disputes<\/li>\n\n\n\n<li>Settlement of disputes<\/li>\n\n\n\n<li>Labour welfare<\/li>\n\n\n\n<li>Wages<\/li>\n\n\n\n<li>Workers&#8217; participation in management<\/li>\n\n\n\n<li>International industrial relations<\/li>\n\n\n\n<li>Industrial health and safety<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.oliveboard.in\/upsc-epfo-apfc\/?ref=contac-upsc-epfo-ll-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Enroll  for UPSC EPFO APFC Online Courses<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Which_Labour_Codes_should_candidates_revise_for_the_APFC_exam\"><\/span>Which Labour Codes should candidates revise for the APFC exam?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Candidates should revise all four Labour Codes mentioned in the syllabus. The Code on Wages, 2019 focuses on wage-related matters, while the Industrial Relations Code, 2020 covers industrial relations and disputes. The Code on Social Security, 2020 deals with social security protection, and the Occupational Safety, Health and Working Conditions Code, 2020 focuses on workplace safety and working conditions.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Labour Code<\/strong><\/td><td><strong>Main Area to Revise<\/strong><\/td><\/tr><tr><td><strong>Code on Wages, 2019<\/strong><\/td><td>Wages and related provisions<\/td><\/tr><tr><td><strong>Industrial Relations Code, 2020<\/strong><\/td><td>Trade unions and industrial relations<\/td><\/tr><tr><td><strong>Code on Social Security, 2020<\/strong><\/td><td>Social security and employee benefits<\/td><\/tr><tr><td><strong>Occupational Safety, Health and Working Conditions Code, 2020<\/strong><\/td><td>Workplace safety, health and working conditions<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Which_Social_Security_topics_should_candidates_practise\"><\/span>Which Social Security topics should candidates practise?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Social Security is an important part of the UPSC EPFO APFC syllabus because the examination is related to the administration of employee provident fund and social security. Candidates should revise retirement schemes, the <strong>National Pension System<\/strong>, <strong>Atal Pension Yojana<\/strong> and other major social security schemes. Important social security legislations should also be studied along with their basic objectives and areas of coverage.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Types of retirement schemes<\/li>\n\n\n\n<li>National Pension System<\/li>\n\n\n\n<li>Atal Pension Yojana<\/li>\n\n\n\n<li>Other social security schemes<\/li>\n\n\n\n<li>Employees&#8217; Compensation Act, 1923<\/li>\n\n\n\n<li>Employees&#8217; State Insurance Act, 1948<\/li>\n\n\n\n<li>Employees&#8217; Provident Fund &amp; Miscellaneous Provisions Act, 1952<\/li>\n\n\n\n<li>Maternity Benefit Act, 1961<\/li>\n\n\n\n<li>Payment of Gratuity Act, 1972<\/li>\n\n\n\n<li>Unorganised Workers&#8217; Social Security Act, 2008<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.oliveboard.in\/upsc-epfo-apfc-study-plan\/?ref=contac-upsc-epfo-ll-pq\" target=\"_blank\" rel=\"noreferrer noopener\">Check out the UPSC EPFO Study Plan<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_is_the_UPSC_EPFO_APFC_exam_pattern_2026\"><\/span>What is the UPSC EPFO APFC exam pattern 2026?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The UPSC EPFO APFC Recruitment Test 2026 is a 2-hour objective-type examination conducted in pen-and-paper mode. The test carries 300 marks, and questions are available in English and Hindi, except for the English Language section. There is negative marking of one-third of the marks assigned to the question. Candidates shortlisted through the Recruitment Test will appear for the Interview, which carries 100 marks.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Particulars<\/strong><\/td><td><strong>Details<\/strong><\/td><\/tr><tr><td><strong>Selection Stages<\/strong><\/td><td>Recruitment Test + Interview<\/td><\/tr><tr><td><strong>Mode<\/strong><\/td><td>Offline\/Pen and Paper<\/td><\/tr><tr><td><strong>Question Type<\/strong><\/td><td>Objective-Type MCQs<\/td><\/tr><tr><td><strong>Duration<\/strong><\/td><td>2 Hours<\/td><\/tr><tr><td><strong>Maximum Marks<\/strong><\/td><td>300<\/td><\/tr><tr><td><strong>Language<\/strong><\/td><td>English and Hindi, except English Language section<\/td><\/tr><tr><td><strong>Negative Marking<\/strong><\/td><td>1\/3rd of the marks assigned to the question<\/td><\/tr><tr><td><strong>Interview Marks<\/strong><\/td><td>100<\/td><\/tr><tr><td><strong>RT Weightage<\/strong><\/td><td>75%<\/td><\/tr><tr><td><strong>Interview Weightage<\/strong><\/td><td>25%<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"When_will_the_UPSC_EPFO_APFC_Recruitment_Test_2026_be_conducted\"><\/span>When will the UPSC EPFO APFC Recruitment Test 2026 be conducted?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The UPSC EPFO APFC Recruitment Test 2026 is scheduled to be conducted on 20th December 2026. The exam will be held in pen-and-paper mode and will be used to shortlist candidates for the Interview. Candidates should complete their Labour Laws preparation well before the exam and use quizzes, mock tests and previous year papers for regular revision.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"FAQs\"><\/span>FAQs<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1788259217492\"><strong class=\"schema-faq-question\">1.  <strong>What is covered under the UPSC EPFO Labour Laws syllabus?<\/strong><\/strong> <p class=\"schema-faq-answer\">The syllabus covers Industrial Relations, Labour Codes and Social Security in India.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1788259218388\"><strong class=\"schema-faq-question\">2. How many Labour Codes are included in the UPSC EPFO APFC syllabus?<\/strong> <p class=\"schema-faq-answer\">The syllabus includes four Labour Codes.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1788259219696\"><strong class=\"schema-faq-question\">3. Which Labour Code deals with social security?<\/strong> <p class=\"schema-faq-answer\">The Code on Social Security, 2020 deals with social security-related provisions.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1788259221456\"><strong class=\"schema-faq-question\">4. Is the EPF &amp; MP Act important for UPSC EPFO APFC?<\/strong> <p class=\"schema-faq-answer\">Yes, the Employees&#8217; Provident Fund &amp; Miscellaneous Provisions Act, 1952 is an important syllabus topic.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1788259222570\"><strong class=\"schema-faq-question\">5. What topics are covered under Industrial Relations?<\/strong> <p class=\"schema-faq-answer\">Industrial Relations includes trade unions, collective bargaining, industrial disputes, labour welfare, wages and related topics.<\/p> <\/div> <\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n<ul class=\"wp-block-latest-posts__list is-grid columns-3 wp-block-latest-posts\"><li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-apfc-for-bcom-students\/\">UPSC APFC for B.Com Students: Your Advantages &amp; Preparation Strategy<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/\">Attempt UPSC EPFO Labour Laws Practice Quiz and Download PDF<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/10-alternatives-for-upsc-aspirants\/\">10 Alternatives for UPSC Aspirants, Check 10 Best Alternatives<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-syllabus\/\">UPSC EPFO Labour Laws Syllabus 2026 for APFC: Topic-Wise Details<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/can-ssc-cgl-aspirants-crack-upsc-epfo\/\">Can SSC CGL Aspirants Crack UPSC APFC? Complete Transition Strategy<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/upsc-apfc-vs-state-pcs\/\">UPSC APFC vs State PCS, Which Exam Should You Prepare For?<\/a><\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>The UPSC EPFO Labour Laws Practice Quiz is designed to help candidates revise important concepts from Industrial Relations, Labour Codes<\/p>\n","protected":false},"author":58,"featured_media":250755,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10321],"tags":[],"class_list":["post-250754","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-upsc-epfo","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.6 (Yoast SEO v26.6) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ 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I work as a Content Writer at Oliveboard, where I have been simplifying exam-related content for the past 4 years. I create clear and easy-to-understand guides for JAIIB, CAIIB, and UGC exams. My work includes breaking down notifications, admit cards, and exam updates, as well as preparing study plans and subject-wise strategies. My goal is to support working professionals in managing their exam preparation alongside a full-time job and to help them achieve career growth.\",\"sameAs\":[\"www.linkedin.com\/in\/aditi-chakraborty-131b3b379\"]},{\"@type\":\"Question\",\"@id\":\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#faq-question-1788259217492\",\"position\":1,\"url\":\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#faq-question-1788259217492\",\"name\":\"1. What is covered under the UPSC EPFO Labour Laws syllabus?\",\"answerCount\":1,\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"The syllabus covers Industrial Relations, Labour Codes and Social Security in India.\",\"inLanguage\":\"en-US\"},\"inLanguage\":\"en-US\"},{\"@type\":\"Question\",\"@id\":\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#faq-question-1788259218388\",\"position\":2,\"url\":\"https:\/\/www.oliveboard.in\/blog\/upsc-epfo-labour-laws-quiz\/#faq-question-1788259218388\",\"name\":\"2. 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