Employer of Record (EOR) India

Expand your team in India without the hassle of setting up a local entity—hire, onboard, and pay employees with complete compliance through Globaine.
  • Employee First Approach
  • Dedicated employee support and Indian compliance experts
  • Hire & Onboard in India – No Local Entity Required
  • Zero Deposit, EOR at $199/month
  • Contractor Management at $49/month

Start Hiring in India

Simple & Compliant Hiring with Globaine's Employer of Record India

Hire in India with Confidence
Globaine takes care of all compliance matters, including payroll, taxes, and legal obligations, while providing seamless hiring processes. Our platform ensures that every aspect of employee management in India is handled efficiently and in full compliance with local regulations.

Fast Time-To-Hire

Onboard employees in as little as 12 hours.

Cost-Efficient

The most affordable solution on the market, saving you time and money.

Compliant Contracts

We draft bilingual contracts compliant with Indian labor law.

Global Reach, Local Expertise
Hire not just in India, but in over 180 countries through our global platform, allowing you to grow internationally without entity setup. Globaine’s team provides the local expertise you need to ensure every hire is compliant, efficient, and hassle-free.

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in India

An Employer of Record (EOR) is a third-party organization that manages all legal and administrative responsibilities of employing staff on behalf of another company. This includes payroll, tax compliance, employment contracts, benefits administration, and adherence to local labor laws. An EOR allows businesses to hire employees in new countries without establishing a local entity, enabling faster and compliant global expansion.

Choosing an Employer of Record India streamlines compliance with complex labor laws, including payroll, taxation, and statutory benefits. It eliminates the need for setting up a local entity, reducing costs and time for businesses. With efficient onboarding, HR management, and legal risk mitigation, an EOR ensures seamless expansion in India.

A valid employment contract in India must include a written agreement outlining job responsibilities, compensation, and terms of employment. It should specify the work location, working hours, leave policies, and termination clauses, including notice periods. Additionally, the contract must comply with Indian labor laws, including the Payment of Wages Act and other applicable regulations.

A written contract should be in place before the employee begins work. This is necessary for both permanent and temporary employees to ensure compliance with labor regulations.

Confidentiality, non-compete, and non-solicitation clauses are common in Indian employment contracts. Additionally, clauses related to termination, working hours, and dispute resolution should be outlined clearly.

Salaries should be stated in Indian Rupees (INR) and can be broken down into various components like basic pay, house rent allowance (HRA), and other benefits. The breakdown ensures clarity and compliance with Indian compensation standards.

An Employer of Record in India streamlines hiring, payroll, and compliance with Indian labor laws. With EOR India solutions, businesses can focus on growth while ensuring efficient operations and seamless workforce management.

in India

1. What are the key steps in employee onboarding in India?
Employees must have a valid Aadhaar card (for identity verification), PAN card (for tax purposes), and bank account details. These documents are necessary for payroll, tax registration, and legal employment.

2. When should employees complete pre-hire medical checks in India?
Pre-hire medical checks are mandatory in certain industries, such as manufacturing and healthcare. The check must be completed before the employee starts working to ensure they are fit for the role.

3. What documents are required for onboarding in India?
Employees need to provide their Aadhaar number, PAN number, employment contract, and bank details for onboarding. These documents ensure that the hiring process is compliant with Indian regulations.

4. Why businesses in India need EOR services?

Businesses in India need Employer of Record  services to simplify compliance with India’s complex labor laws, streamline payroll and benefits administration, and eliminate the need to establish a local entity. An EOR ensures adherence to tax regulations, employment standards, and statutory obligations while enabling businesses to focus on growth and operations. It is particularly beneficial for companies expanding into India, hiring remote teams, or managing a distributed workforce.

5. How does EOR in India different from other countries?

EOR services in India differ from other countries due to its complex labor laws, region-specific compliance requirements, and statutory benefits like Provident Fund, Gratuity, and Employee State Insurance. Managing India’s diverse workforce also requires customized employment contracts and multilingual documentation. An EOR in India simplifies hiring, payroll management, and compliance, helping businesses expand smoothly in the Indian market.

in INDIA

Salaries in India are often divided into basic pay, allowances (such as HRA and transport allowance), and bonuses. Employers must ensure that salary structures comply with minimum wage laws and statutory benefits like provident fund contributions.

Employers must provide allowances for internet and electricity for remote workers. These must be clearly stated in the employment contract to ensure compliance with tax regulations.

Employers are required to contribute to the Employee Provident Fund (EPF), Employee State Insurance (ESI), and Gratuity payments. These statutory contributions form part of the payroll structure in India.

The minimum wage in India varies by state and type of industry. Employers must comply with the state-specific minimum wage regulations to ensure fair wages are provided to employees.

In India, there is no legal mandate for 13th or 14th-month salaries like in some other countries. However, companies may offer these as bonuses or ex-gratia payments during festivals, such as Diwali, or as performance-based incentives. The timing of such payments depends on company policies and employment contracts.

in India

1.What are the income tax rates in India?
India has a progressive income tax system, with rates ranging from 5% to 30%, depending on the employee’s income. Higher earners fall into higher tax brackets.

2.How does the tax system apply to non-residents in India?
Non-residents are taxed only on their income earned in India, typically at a flat rate of 30%. Residents are subject to global taxation based on their worldwide income.

3.When should tax returns be submitted in India?
Annual tax returns must be submitted by July 31st for the previous financial year. Employers are responsible for deducting tax at source (TDS) from employee salaries throughout the year.

4.What social security contributions are required in India?
Employers must contribute 12% of the employee’s basic salary to the Employee Provident Fund (EPF). Additional contributions are made to Employee State Insurance (ESI) if the employee earns below a certain threshold.

Leaves

in India

Employees are entitled to 12 to 15 days of paid annual leave, depending on the state and industry. Leave policies are governed by state-specific labor laws.

Employees can generally start using their leave after six months of employment. Leave accruals vary by state and the company’s internal policies.

Maternity leave is 26 weeks for the first two children and 12 weeks for subsequent children. Paternity leave policies are not yet mandated nationwide but are offered by many companies for 15 days.

In India, employees are entitled to three national holidays: Republic Day (January 26), Independence Day (August 15), and Gandhi Jayanti (October 2). Additional public holidays vary by state and may include local festivals.

BENEFITS

in India

1.What benefits are mandatory in India?
Employers must contribute to statutory benefits like Employee Provident Fund (EPF) and Employee State Insurance (ESI). These benefits are in addition to the salary and ensure employee welfare.

2.How are remote employee allowances structured?
Remote employees are entitled to allowances covering internet, electricity, and other work-from-home expenses. These must be detailed in the employment contract.

3.When should meal allowances be provided?
Employers typically provide meal vouchers or allowances, especially for employees working on-site. These benefits are tax-free up to a certain limit as per Indian regulations.

4.What additional benefits are common in India?
Employers often offer health insurance, transport allowances, and performance-based bonuses. While not mandatory, these benefits are widely provided to attract and retain talent.

Terminations

in India

The notice period in India varies by the employee’s seniority and type of contract. Typically, it ranges from 1 to 3 months, depending on the company’s policies.

During the probationary period, employees can be terminated without notice. Post-probation, termination without notice is only permissible for reasons like misconduct or breach of contract.

Severance pay is usually calculated as 15 days’ wages for each year of service. This is based on the employee’s last drawn salary and must comply with Indian labor laws.

Mutual termination allows both parties to agree on the end of the employment relationship without legal disputes. This option is often preferred to avoid lengthy legal procedures.

FAQs

An Employer of Record (EOR) in India is a third-party service provider that helps businesses hire employees in India without setting up a local entity. The EOR handles legal responsibilities, including payroll, tax compliance, employee benefits, and adherence to Indian labor laws, ensuring businesses remain compliant while saving time and resources. Using an EOR in India streamlines the hiring process, mitigates risks, and provides flexibility for companies expanding into the Indian market.

By using Globaine’s EOR solution, your company avoids the high costs of registering a local entity, managing payroll, and staying compliant with ever-changing Indian laws. This can save significant overheads, such as office setup, legal fees, and ongoing administrative costs.

Globaine ensures rapid onboarding through its streamlined processes, digital tools, and a dedicated team in India. Our local specialists handle the paperwork and coordination efficiently, ensuring compliance while delivering within the promised 12-hour window.

Yes, Globaine has extensive experience managing complex employment situations in India, including bilingual contracts and terminations. We ensure legal compliance throughout, managing local regulations and requirements effectively.

GlobainePEO simplifies hiring in India by managing complex compliance with labor laws, tax regulations, and statutory requirements. We handle payroll, employment contracts, and benefits, ensuring full legal adherence. Our expert team provides swift onboarding, customized solutions, and risk management, making workforce expansion in India seamless and hassle-free.

 

An Employer of Record (EOR) in India enables businesses to hire employees without establishing a local entity. The EOR handles all employment-related responsibilities, including payroll, benefits, taxes, and compliance with Indian labor laws, ensuring a risk-free hiring process.

Employer of Record (EOR) India

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