Difference between the registered company and unregistered company with respect to their legal rights and duties
|
Point of Difference |
Registered Company |
Unregistered Company |
|
Legal Status |
Separate legal entity, incorporated under the Companies
Act. |
Not a separate entity, exists only through its members
(proprietor/partners). |
|
Liability |
Limited liability of shareholders. |
Unlimited liability (personal assets of members can be
used to pay debts). |
|
Perpetual Succession |
Exists permanently irrespective of death/exit of members. |
Dissolves if members die, withdraw, or dissolve agreement. |
|
Ownership Transfer |
Shares can be transferred (with restrictions in a private
company). |
Difficult transfer; often requires dissolution or new
agreement. |
|
Legal Recognition |
Can sue/be sued in its own name; can own property. |
Cannot sue/be sued in its own name; property is in
members’ names. |
|
Taxation |
Taxed as a separate legal entity. |
Taxed in the hands of proprietor/partners. |
|
Compliance |
Must follow strict compliances (ROC filings, audits,
meetings, etc.). |
Minimal compliance requirements. |
|
Credibility |
High credibility with banks, investors, government. |
Lower credibility; relies mainly on personal reputation. |
|
Fundraising |
Can raise funds via shares, debentures, institutional
loans. |
Limited fundraising options; mostly personal funds/loans. |
|
Job Security |
More stable; company continues even if owners
change or die. |
Less secure; business may close if the owner
dies or decides to stop. |
|
Employment Rights |
Employment contracts are enforceable;
employees can sue the company (not just the owner). |
Employees can sue only the
proprietor/partners personally, which may be harder. |
|
Salary Payment |
Higher chances of regular payment due to
organized structure and compliance. |
Salary depends directly on owner’s finances;
risk of delay or non-payment is higher. |
|
Provident Fund, ESI & Benefits |
More likely to provide PF, ESI, gratuity, and
statutory benefits (due to legal compliance requirements). |
Often avoids or skips statutory benefits;
employees may lose social security coverage. |
|
Career Growth |
Structured hierarchy, promotions, and
training programs. |
Limited growth opportunities; depends on the
owner’s personal decision. |
|
Credibility of Experience |
Experience certificate from a registered
company carries more weight with future employers. |
Experience from an unregistered firm may have
less recognition. |
|
Legal Protection |
Employees can approach labor courts, company
law tribunals, etc., if rights are violated. |
Limited legal protection; remedies are slower
since claims are against individuals, not a corporate entity. |
|
Work Culture & Policies |
HR policies, code of conduct, leave rules,
and grievance mechanisms usually exist. |
Informal setup; rules and policies depend on
the owner’s discretion. |
|
Perks & Facilities |
More likely to get health insurance, bonuses,
allowances, etc. |
Usually no formal perks; only salary is
given. |














