Rules 115 and 116 explained: this guide covers what it means, who it applies to, the step-by-step process, documents required, fees, due dates and penalties in India — so you can stay compliant with confidence and avoid costly mistakes.
Rule 115 requires the examining authority to record each candidate's Aadhaar number, with consent and signature, on the medical certificate copies. Rule 116 says a woman employee is to be examined preferably by a female doctor and, if none is available, by a male doctor in the presence of another woman.
Under rule 115, the examining authority records the Aadhaar number, after obtaining consent and signature of every candidate, on the copies of the medical certificate. Under rule 116, a woman employee shall be examined by a female qualified medical practitioner; if one is not available, she is examined by a male qualified medical practitioner in the presence of another woman.
Where they sit
Both rules belong to the mine medical-examination block that starts at rule 109 (see our rules 109 and 110 article). The certificate they refer to is Form IX; see our rules 113 and 114 article.
The Central Rules apply where the Central Government is the appropriate Government. Where the State Government is the appropriate Government, the State's own OSH rules apply. A labour law compliance review can sort out which regime applies to your mines.
Rule 115: identity of candidates
The full rule is one sentence. "The examining authority, shall record the Aadhaar number, after obtaining consent and signature of every candidate appearing before it for medical examination on the copies of the medical certificate."
| Element | What the text says |
|---|---|
| Who acts | The examining authority |
| What is recorded | The candidate's Aadhaar number |
| Condition | After obtaining the candidate's consent and signature |
| Where | On the copies of the medical certificate |
| Who | Every candidate appearing for medical examination |
What this does. Form IX has space for a passport-size photograph and, in the annexure, an identification mark and the candidate's left thumb impression and signature. Recording the Aadhaar number adds a fixed identity link so that a certificate cannot be used by a different person. The rule does not itself state this purpose; it is our reading of why identity is recorded.
Consent. The rule makes consent a pre-condition. The text does not say what happens if a candidate declines to give Aadhaar. It gives no alternative identity document, and we do not read one into it. An employer who meets a refusal should record it and ask the examining authority for its position, rather than rely on an assumed substitute. Handling of Aadhaar numbers is also governed by other law, which this rule does not discuss.
Who is a candidate. The text says "every candidate appearing before it for medical examination", which covers initial and periodical examinations (and, by logic, appeals to the board, though rule 115 is addressed to the examining authority under rule 110).
Practical step. Ask the doctor's office to include a consent line next to the signature space and keep a log of who was examined, with certificate numbers.
Rule 116: medical examination of women
| Sub-rule | Requirement |
|---|---|
| 116(1) | A woman employee shall be examined by a female qualified medical practitioner |
| 116(2) | If a female medical practitioner is not available, the woman employee shall be examined by a male qualified medical practitioner in the presence of another woman |
Primary rule. The default is a female practitioner. Rule 116(1) says "shall".
Fallback. Only if a female practitioner is not available can a male practitioner examine, and then "in the presence of another woman". The rule does not say who that woman should be (a nurse, an attendant or a colleague), does not require the examinee's choice, and does not say what counts as "not available". Sensible practice: record on the certificate file why a female practitioner was not available, who the second woman was, and that the examinee was told.
Who is "a woman employee". The rule uses the term "woman employee", which on its face covers a woman employed in the mine. It would also include a woman seeking employment at an initial examination, since rule 115 and rule 109 speak of candidates and persons seeking employment. We note that as our reading, not a statement in the text.
Link with employment of women. Conditions on employing women are a separate subject; see our rules 83 and 84 article and the Code's mines provisions. Rule 116 deals only with who conducts the examination.
Practical examples
Example 1. A copper mine's panel includes one female doctor who visits twice a month. The employer schedules woman employees' examinations on those days so rule 116(1) is met.
Example 2. On an examination day the female doctor is ill. A male doctor can examine under rule 116(2) only in the presence of another woman; the manager asks a woman nurse from the dispensary to be present and notes it on the file.
Example 3. A candidate agrees to give Aadhaar and signs next to the number on each of the three Form IX copies, as rule 115 requires.
Need help with mine medical compliance?
Examination days, examiner availability and Aadhaar-consent records are small points that inspectors may check. Our team can review your process against the Central Rules; start with our labour law compliance service.
Key takeaways
- The examining authority records each candidate's Aadhaar number, with consent and signature, on the certificate copies.
- A woman employee is examined by a female qualified medical practitioner.
- Only if none is available may a male practitioner examine, in the presence of another woman.
- The rules do not define "not available", do not name an alternative to Aadhaar and give no penalty of their own.
Read next
- Rules 113 and 114: standard and report of medical examination and retention of certificates
- Rules 117 to 119: appeal for re-examination and appellate medical board
- Rules 83 and 84: employment of women and dangerous operations
- Mines Act: safety provisions and DGMS framework
Disclaimer: Based on the Occupational Safety, Health and Working Conditions Code, 2020 (as enacted) and, where noted, the Occupational Safety, Health and Working Conditions (Central) Rules, 2026 (G.S.R. 345(E), 8 May 2026), as on 30 September 2026. The Code is in force from 21 November 2025; some provisions may be notified later, and State Governments make their own rules for establishments where the State is the appropriate Government. Verify the current position before acting.