20 Best Employer of Record in India: Reviewed in 2025
10 Best Indian Employer of Record Service Shortlist
Here’s my pick of the 10 best Indian EOR companies out of the 20 options I’ve reviewed:
Get free help from our HR software advisors to find your match.
Hiring employees in India can open up exciting growth opportunities, but it also comes with complex legal and regulatory challenges.
From navigating India’s labor laws to registering a legal entity with the Ministry of Corporate Affairs, the process can feel overwhelming—especially if you're trying to move quickly or lack local HR expertise.
That’s where an India-based Employer of Record (EOR) service comes in. These services help you compliantly hire Indian employees without having to set up a legal entity yourself. They’ll manage employment contracts, payroll, taxes, and benefits on your behalf, so you can focus on scaling your team, not on decoding bureaucracy.
Sounds like a worthwhile solution, right? The most challenging part is finding a trustworthy EOR service that truly fits your needs.
As an HR software analyst and contributor to People Managing People, I’ve reviewed dozens of EOR platforms to help companies like yours make confident, strategic hiring decisions.
In this guide, I’ll walk you through the best Employer of Record services for hiring in India—so you can choose the right partner and get your local team up and running faster.
Market Details for Hiring in India
- Capital City: New Dehli
- Currency: Indian Rupee (INR)
- Payroll Frequency: Monthly
- Official Language: Hindi and English
- Approx. Population: 1.42 Billion
- Public Holidays: varies by region
Why Hire Employees in India?
When looking to hire internationally, India stands out for several compelling reasons. India has a large English-speaking population and a talent marketplace that is particularly deep in industries like IT, manufacturing, engineering, pharmaceuticals, and BPO (business process outsourcing), for services like customer support, telemarketing, and back-office operations.
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The cost-effectiveness of hiring Indian talent can offer companies substantial workforce savings without compromising on quality. Plus, the country’s time zone provides a strategic advantage for companies looking to ensure continuous productivity or offer customer services around the clock to a global customer base.
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Best Employer of Record in India: Pricing Comparison Chart
This comparison chart summarizes pricing details for my top Employer of Record selections for hiring staff in India to help you find the best EOR service for your budget and business needs.
| Tool | Best For | Trial Info | Price | ||
|---|---|---|---|---|---|
| 1 | Best for local health benefits | Free demo available | Pricing upon request | Website | |
| 2 | Best AI-driven EOR platform | Free trial available | From $579/month | Website | |
| 3 | Best for forecasting hiring costs upfront | Free demo available | Pricing upon request | Website | |
| 4 | Best for budget-conscious remote team expansion | Free demo available | From $25 - $199/user/month | Website | |
| 5 | Best for labor law compliance | Not available | From $29/contractor/month to $499/EOR employee/month | Website | |
| 6 | Best for tax compliance support | Free demo available | $99/employee/month | Website | |
| 7 | Best for hiring and paying talent in India | Free demo available | From $199/employee/month or $19/contractor/month | Website | |
| 8 | Best for its talent network | Free trial available | Pricing upon request | Website | |
| 9 | Best India-focused EOR with local expertise | Free demo available | From $99/employee/month | Website | |
| 10 | Best for enterprise organizations | Free demo available | From $595/employee/month or $49/contractor/month | Website |
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Rippling
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8 -
Willo
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.8 -
ClearCompany
Visit WebsiteThis is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.4.6
Reviews of the Best Employer of Record Services in India
To help you find the best EOR service for hiring Indian employees, I’ve described my top 10 selections in detail, including the specific services each provider offers and how HR teams can use them effectively. Additionally, I’ve listed 10 more EOR service providers for India if you’d like even more options to consider.
Deel is a well-established employer of record platform that helps companies rapidly employ workers in 150+ countries, including India.
Deel owns a local entity in India staffed with legal experts to keep track of regulatory changes and ensure all legal obligations are met on your behalf. To hire an Indian employee with Deel, the average onboarding time frame is 3 days.
Why I picked Deel: Deel excels as an EOR service provider in India by offering streamlined contract management, ensuring compliance with Indian employment laws. Deel also helps organizations offer localized employee benefits for Indian staff, including healthcare and pension options.
In addition, Deel has launched several new offerings over the past year, including global payroll, global mobility support, integrated Slack tools, and advanced integrations. These services, all combined, facilitate efficient and compliant hiring processes within the Indian talent market.
Deel Key Services:
Deel offers end-to-end management for your Indian employees covering everything from hiring and onboarding to termination. Their web app is user-friendly and provides a range of features to help businesses manage their remote teams effectively, including contract management and expense tracking.
Their integrated contract management function supports advanced customizations such as stipends, signing bonuses, and stock options. You can also use Deel to offer Indian benefit plans, such as provident fund contributions and health insurance.
Deel offers 24/7 customer support and live chat and is known for its fast support.
Pros and cons
Pros:
- Comprehensive employee benefits
- Local compliance expertise
- Fast onboarding process
Cons:
- Dependence on platform for all HR tasks
- Limited customization options for smaller businesses
Borderless AI is an AI-native employer of record platform that helps you hire full-time employees in India without opening a local entity. It covers everything from local contracts and INR payroll to tax filings and statutory benefits, all while keeping you compliant with Indian labor law.
Borderless AI doesn’t just act as your legal employer—it automates contract generation, calculates taxes, and pays your team on time. It’s built on AI, which means fewer manual tasks for you and fewer risks of compliance errors. You also get access to a local benefits stack for India, including health insurance and retirement contributions.
Why I picked Borderless AI: I picked Borderless AI because it makes hiring in India fast and low-risk. Instead of figuring out how to meet MCA or EPFO requirements, you hand it off to a platform that already knows the system. I also like that you don’t need to pay upfront fees or pre-fund payroll—it’s a pay-as-you-go model that works well if you're scaling gradually. Its contractor management tools are also helpful if you’re working with a mix of full-time and freelance talent.
Borderless AI Key Services:
Borderless AI handles Indian payroll in local currency, takes care of social contributions like PF and ESI, and ensures contracts meet Indian labor standards. You get access to AI tools like HRGPT and Compensation Checker, which give real-time answers and guidance on things like salary benchmarking. Support comes from a North American-based compliance team, and onboarding is handled quickly so your team in India can get started right away.
Pros and cons
Pros:
- Facilitates international expansion without the need for local entities
- Offers clear, flat-rate pricing
- Provides an AI-powered assistant
Cons:
- Reporting and analytics tools are not extensive
- Does not offer direct recruitment or applicant tracking functionalities
TopSource Worldwide is a global employer of record (EOR) provider that helps you hire employees in India without setting up a legal entity. They manage payroll, employee contracts, statutory contributions, and compliance with India’s complex web of central and state labor laws.
Why I picked TopSource Worldwide: I picked TopSource because India’s employment laws are multilayered and can change depending on the state. If you’re hiring without in-house HR on the ground, TopSource helps you navigate that complexity by handling statutory compliance for things like Provident Fund (PF), Employee State Insurance (ESI), and regional employment rules.
What sets them apart is their “beyond-EOR” advisory layer. Alongside EOR and global payroll, clients get access to employment law specialists, quarterly global talent audits, and a dedicated support line. These advisory services are built to help you plan, not just execute—useful if you're expanding into India with limited internal HR resources.
TopSource Key Services:
TopSource delivers full EOR support in India, including INR payroll processing, statutory deductions, compliant contracts, onboarding, off-boarding, and guidance on leave, holidays, and termination notice periods under both national and state regulations.
They also provide planning tools to help you prepare for expansion. Their Global Employment Calculator gives you a clear cost estimate for Indian hires based on location and salary, which makes it easier to budget and secure leadership buy-in before making an offer.
Pros and cons
Pros:
- Covers statutory contributions like PF and ESI accurately
- Includes a cost calculator to estimate monthly employer expenses
- Allows you to hire in India without setting up a local entity
Cons:
- No integrations with popular HRIS platforms
- Pricing is not listed publicly
Remofirst is a global EOR service provider dedicated to removing geographical constraints for employers, enabling them to easily build global teams. With their services available in over 180 countries, they eliminate the necessity of establishing multiple legal entities overseas.
Why I picked Remofirst: If you're looking to expand your remote team into India but are on a budget, Remofirst is a great option. They handle payroll in Indian Rupees (INR) and ensure compliance with India’s labor laws and tax regulations, so you don’t have to worry about managing these complex requirements. By using Remofirst, you can avoid the high upfront costs of setting up an entity in India while still legally hiring employees there.
Remofirst can also handle the automatic calculation of your team’s working hours, time off, holidays, bonuses, and commissions, removing the need for you to manage these details. It also offers standard employee benefits that are compliant with Indian labor laws, including health insurance and retirement plans.
Remofirst Key Services:
Their team of legal and HR experts ensures your business operations remain compliant with evolving Indian regulations, with compliance documents always accessible through your secure dashboard. Additionally, their customer support team is available 24/7 for any further assistance you might need. Every client is also assigned a dedicated account manager as their primary point of contact.
Besides their EOR services, Remofirst offers international payroll and invoice management, global benefits management for insurance, equity, and time-off, and employee support for obtaining visas and other immigration documentation. They also assist with providing equipment to your global employees. EOR pricing starts from $199/person/month.
Pros and cons
Pros:
- Comprehensive compliance management with experts
- User-friendly platform
- Good employee support
Cons:
- Service availability may vary by region
- Dependence on third-party providers for some services
Omnipresent is an employer of record (EOR) and professional employer organization (PEO) that helps businesses hire and manage employees across multiple countries, including India. They handle the complexities of employment, such as payroll, taxes, and compliance, while you focus on managing your team and growing your business.
Why I picked Omnipresent: Omnipresent is a strong choice for hiring in India because of its deep understanding of local employment laws and regulations. When you hire in India, Omnipresent takes care of all the administrative tasks, including employment contracts that comply with Indian labor laws, processing salaries in INR, and ensuring tax compliance with both local and national authorities. They also provide support with statutory benefits like the Employees' Provident Fund (EPF) and Employee State Insurance (ESI).
Omnipresent Key Services:
They provide visa and immigration support, helping your employees navigate the often complex process of obtaining the right work permits. They also assist with employee onboarding, including everything from setting up benefits packages to providing them with the necessary tools and equipment for their role.
Omnipresent also supports businesses with offboarding and termination processes. Whether you're scaling up or winding down, they help ensure everything is handled in compliance with local laws, including final paychecks, severance, and any necessary notifications to authorities.
Pros and cons
Pros:
- Strong local expertise in employment regulations
- Handles tax compliance across multiple countries
- Easy to manage payroll for global teams in one platform
Cons:
- Delays in customer support response times
- Lacks integration options
Native Teams is a global employment platform that helps businesses and individuals manage legal employment without setting up local entities. Through its Employer of Record (EOR) services, it handles employment contracts, payroll, taxes, and benefits across more than 85 countries, including India.
Why I picked Native Teams: One reason I picked Native Teams is its ability to handle payroll management. This service ensures that salaries are paid accurately and on time. Additionally, the platform helps with tax compliance, ensuring all necessary regulations are met so you don’t have to worry about legal complications.
Native Teams also provides localized, competitive employee benefits packages, which can be a big advantage when attracting top talent while remaining compliant. They even handle the intricacies of employment contracts, making sure they meet local legal requirements, which is a huge relief for businesses unfamiliar with Indian labor laws.
Native Teams Key Services:
Native Teams offers multi-currency payments, ensuring employees receive their salaries in their local currency, minimizing conversion issues. The platform also has a dedicated mobile app for managing payments and expenses, allowing for convenient access and management on the go.
Additionally, they provide tax optimization services, helping businesses minimize their tax liabilities while staying compliant with local laws.
Pros and cons
Pros:
- Offers localized payroll calculators for accurate salary and tax computations
- Provides compliant employment contracts and documentation
- Enables hiring in India without establishing a local entity
Cons:
- Covers fewer countries than some competitors
- May not offer advanced HR tools beyond essential employment features
Skuad’s digital HR platform helps global employers hire, pay, and manage employees in over 160 countries, including India. When you hire them as your Indian EOR partner, they’ll manage the whole hiring process on your behalf, including creating employment agreements and other legal documents.
Why I picked Skuad: As part of their EOR service, Skuad offers remote onboarding and can facilitate payroll in multiple currencies. This includes the management of invoices as well as payroll automation. Skuad also offers robust compliance frameworks for local Indian employment laws, including visa and immigration processes, statutory benefits, and tax obligations.
Skuad Key Services:
Skuad's EOR services include remote employee onboarding, employee benefits, time-off tracking, and managing tax compliance. As part of their global hiring service, they will even stickhandle all the required documentation on your behalf, including work permits and visas for your new hires as well as their dependents.
Beyond that, Skuad can also help with provisioning computer equipment to your new employees and tracking company assets like phones and other IT devices.
Pros and cons
Pros:
- User-friendly platform
- Extensive HR support
- Comprehensive compliance management
Cons:
- Possible delays in customer support response time
- Limited customization options
ANSR is an EOR service that helps businesses hire, onboard, and manage employees across over 65 countries without the need to establish a local entity. They handle hiring, compliance, payroll, and end-to-end recruitment management, enabling companies to expand globally with ease.
Why I picked ANSR: ANSR's comprehensive compliance management ensures your business adheres to local labor laws and regulations, reducing the risk of legal issues when expanding into new markets. They also manage payroll processing, tax withholding, and benefits administration, ensuring your employees are compensated accurately and on time.
Additionally, ANSR offers end-to-end recruitment management, assisting in sourcing, interviewing, and onboarding candidates. This support is invaluable for companies entering new markets, as it streamlines the hiring process and ensures you find the right talent through its vast talent network.
ANSR Key Services:
Other key services include access to a global talent pool, assistance with visa and immigration processes, and management of employee benefits packages. They also provide support for employee training and development, ensuring your team remains skilled and up-to-date with industry standards.
ANSR ensures adherence to both company policies and local regulations, facilitating the onboarding and integration of new employees. Additionally, they prioritize intellectual property protection and data security by complying with data privacy regulations.
Pros and cons
Pros:
- Supports employee training
- Provides assistance with visa and immigration processes
- Handles hiring, compliance, payroll, and recruitment management
Cons:
- Can be complex for new users
- Fewer third-party integrations than some competitors
Wisemonk is a prominent Employer of Record (EOR) service provider in India, catering to businesses looking to hire and manage remote employees. They offer a robust platform that handles compliance, payroll, and HR management, ensuring seamless operations for companies expanding in India.
Why I picked Wisemonk: Wisemonk excels as an Employer of Record service provider in India by delivering a comprehensive suite of HR solutions tailored to the Indian market. Their platform's ease of use, combined with in-depth knowledge of local regulations, makes them a top choice for companies seeking to establish a remote presence in India.
Additionally, they offer exceptional customer support and a flexible service model that is adaptable to a wide range of business needs. This flexibility is perfect for businesses with unique HR requirements, ensuring that all aspects of employee management are covered efficiently.
Wisemonk Key Services:
As part of their EOR services, Wisemonk offers end-to-end payroll processing and compliance, including tax filings, local gratuity payments, salary slips, and payroll analytics. Other key services they offer include employee onboarding, benefits administration, equipment procurement and management, and a self-service employee portal that stores all employment-related documents in one convenient location.
Pros and cons
Pros:
- Good employee benefits plans
- Excellent customer support
- Comprehensive payroll and tax management
Cons:
- Could offer built-in time tracking
- Limited to the Indian market
Atlas HXM offers innovative companies the tools they need to compete in a global economy. As one of the largest, direct EOR service providers, they believe that businesses should be able to employ whomever they want, wherever the talent exists.
Why I picked Atlas HXM: They're a popular choice across numerous industries, including non-profits, financial services, oil & gas, energy, life sciences, pharmaceuticals, technology, and government, and they can tailor their service offerings to your needs, whether you're a new startup, an SME, or an enterprise organization.
Atlas is committed to widening the margins of entrepreneurship and employment alike. As such, their business model helps startups and SMBs compete on the international playing field—turning commercial innovations into viable global enterprises. In doing so, Atlas brings opportunities to local economies and the people who work there.
Atlas HXM Key Services:
Services include Indian-specific compliance monitoring, employee engagement and productivity monitoring, benefits administration (health, dental, and vision), and guidance on safety programs to minimize business risks.
Their technology platform is supported by international experts who deliver flexible services to companies wanting to expand across borders, including into India. Their services can help you onboard talent, manage compliance, and pay your global workforce without the need for a local entity or multiple third-party providers.
Pros and cons
Pros:
- User-friendly platform with localized support
- Comprehensive and customized onboarding
- Extensive local compliance expertise
Cons:
- Initial setup may require significant time and resources
- Limited customization options for specific HR policies
Other Indian Employer of Record Services
Here are some other EOR service providers in India that didn’t make it into my top 10 shortlist, but are still worth considering:
- Remunance
For hiring without a local entity
- Rapid
For conducting background checks
- Globalization Partners
For employee onboarding
- Velocity Global
For navigating complex regulatory landscapes
- Rippling
EOR provider for managing IT assets
- Remote
For competitive benefits packages
- Multiplier
EOR service for quick employee onboarding
- Papaya Global
For an AI-based payroll engine
- Oyster HR
For EOR-related educational resources for clients
- FoxHire
For hiring Indian healthcare and higher education workers
Hiring in India: Important Details
Here are some key details to note if this is your first time hiring staff located in India. Your EOR provider will manage these compliance details on your behalf. However, proactively informing yourself of these details is always recommended before you invest your resources into sourcing staff based in India.
In India:
- Employment laws are determined by a combination of Central and State laws.
- Central laws regulate aspects such as minimum wages, employee benefits (e.g., provident fund, gratuity, bonus), retrenchment, layoffs, and hiring of contract labor.
- State laws supplement Central laws and address specific regional issues, including professional taxes, laws for shops and establishments, labor laws for agriculture, and specific labor welfare funds.
- India has two main worker classification types: workers and non-workers.
- Workers Category: Includes employees performing non-supervisory work (manual, skilled, technical, clerical) for hire or reward.
- Non-Workers Category: Includes employees performing managerial, administrative, and supervisory duties. They are governed by State-specific S&E Laws and employment contracts.
Within these two categories, you can hire full-time, part-time, seasonal, and temporary, as well as contractors and apprentices.
- Employment taxes and payroll deductions include the Provident Fund (PF), Employees State Insurance (ESI), professional tax (varies by state), and an Income Tax.
- Hindi and English are the official languages at the national level. However, there are 22 other languages spoken throughout India that are officially recognized in different states and regions.
- Standard working hours range between 40 to 48 hours per week, with between 8 to 9 hours per day. Employees are entitled to one day off per week, usually Sunday.
- Paid vacation varies by industry, but typically ranges between 12 to 15 days per year for full-time workers.
- Public holidays in India are divided into several categories: national holidays, central holidays, and state and union territory holidays.
- National holidays: There are 3 national holidays in India, Republic Day (January 26), Independence Day (August 15), and Gandhi Jayanti (October 2). On these dates, employers must provide a holiday to all employees.
- Central holidays: These holidays are largely followed by central government offices and include fixed and optional holidays.
- State holidays: Local festivals or days of importance at the state or territory level.
Understanding and complying with employment norms and legal requirements surrounding Indian holidays is one area where your employer of record in India will shine, managing these occurrences hassle-free on your behalf.
- Maternity leave is a mandatory Indian employee benefit for female employees. The maximum entitlement is 26 weeks of paid maternity leave. Paternity leave policies are not mandated but may be offered at the discretion of the employer.
- Paid sick leave varies by industry, state laws, and company policies. Most states offer a minimum of 10 paid sick days per year for full-time workers.
- Probationary periods are not required in India but are still a common practice. While some states don’t have local laws covering probationary periods, most employment arrangements include a probationary period of 3 to 6 months.
- Termination of employment in India is governed by the Industrial Disputes Act of 1947. This requires employers to give a 30 to 90-day notice period to employees who are not in a supervisory, administrative, or managerial role. Once terminated, employees are granted a severance package that includes 15 days of pay for each year of service.
Selection Criteria for Employer of Record India
Uncovering the best EOR services for this list required a deep understanding of how these services can alleviate common challenges, such as legally hiring employees abroad, managing international payments, ensuring compliance with local labor laws, providing competitive benefits, and facilitating smooth onboarding.
Here are the specific criteria I used to carefully compare the service offerings for each provider in this list:
Core Employer of Record Services (25% of total score): To be considered for inclusion in this list, each EOR provider had to offer the following basic services first:
- The corporate structure to legally and compliantly hire employees in multiple countries without a local entity
- The ability to manage worldwide payroll and taxes in compliance with local regulations
- Assistance with offering competitive and locally compliant benefits packages
- Assistance with navigating Indian visa and work permit processes for expatriate employees
- Robust procedures to ensure data privacy and security that comply with international standards, including GDPR and other requirements
Additional Standout Services (25% of total score): To help me narrow in on the best EOR services out of the numerous options available, I also took note of any unique or less common services, including:
- Advanced technology platforms that streamlined payroll and HR processes while still offering ease of use
- Specialized experience in hiring employees within specific new countries or key industries
- Services that enhance remote work compliance and global mobility needs
- Specialized customer support for complex immigration cases
- Assistance with international IT requirements, including managing computer equipment, software licenses, and other asset-tracking requirements
- A focus on eco-friendly and sustainable employment practices
Industry Experience (10% of total score): To evaluate the industry experience of each EOR service provider, I considered the following:
- How many years their business has operated in the EOR space
- Any industry recognitions or certifications the provider may hold in international HR and payroll
- Their depth of knowledge in local labor laws across multiple jurisdictions
- Their expertise in new markets, including how many different countries they offer local expertise in
- Evidence of a strong track record managing global expansion processes
- The combined experience and credentials of their team members, if available
Customer Onboarding (10% of total score): To get a sense of each provider's customer onboarding process, I considered the following factors:
- The availability of comprehensive onboarding materials, such as fact sheets, guides, FAQ repositories, or other training resources
- Support for integrating the EOR provider's software with existing HR systems
- Direct access to onboarding specialists, customer support, or a dedicated account manager during the setup phase
Customer Support (10% of total score): Since the EOR provider will act as your remote workers' legal employer, it's important to ensure you'll receive timely communications and top-level support. To evaluate the level of customer support each company offered, I considered the following:
- The availability of a multilingual support team that covers different time zones
- Multiple support channels, including phone, email, and live chat
- Evidence of responsiveness and effectiveness in resolving issues, as inferred from customer reviews
- The existence of dedicated account managers to provide assistance as needed
Value for Price (10% of total score): To gauge the overall value of each service, I considered the following factors:
- Transparent pricing models without hidden fees
- Comparative analysis of service offerings versus cost
- Flexibility in service packages to suit different business sizes and needs
Keep in mind that EOR services are complicated, and because of that the price tag can sometimes be high. However, the prices for their services still offer a good ROI considering the complexity of the premium-grade services you're gaining.
Customer Reviews (10% of total score): Evaluating customer reviews is the final element of my selection process, which helps me understand how happy real users are with a service. To determine this, I considered the following factors:
- Consistently high ratings across various consumer review platforms
- Specific feedback on the ease of use of the EOR services
- Testimonials highlighting exceptional customer support and problem resolution
Using this assessment framework helped me identify the employer of record services that go beyond basic requirements to offer additional value through unique services, deep industry experience, smooth onboarding, effective support, and overall value for price.
What is an Employer of Record in India?
An Employer of Record (EOR) in India is a third-party service that legally hires employees on your behalf—handling onboarding, payroll, taxes, compliance, and benefits—while you manage their day-to-day work. It’s a fast, low-risk way to build a team in India without setting up a local entity or navigating complex labor laws on your own.
EOR vs Legal Entity
If you're weighing the pros and cons of using an EOR in India versus setting up your own legal entity, the decision often comes down to speed, cost, and risk.
While incorporating a local entity gives you full control, it also comes with complex compliance requirements and ongoing administrative burdens. An EOR, on the other hand, offers a faster, lower-risk way to get started.
Here’s a quick side-by-side comparison to help clarify the differences:
| Factor | Employer of Record (EOR) | Setting Up a Legal Entity |
|---|---|---|
| Setup Time | Days to weeks | 3–6 months or more |
| Cost to Set Up | Low (monthly fee per employee) | High (legal, accounting, and registration costs) |
| Compliance Responsibility | Handled by EOR | Fully on your company |
| Local Expertise Required | Minimal | High (you’ll need local legal and HR knowledge) |
| Employee Contracts | Issued and managed by EOR | Must be created and managed by your HR/legal team |
| Scalability | Easily scalable as you grow | Slower, with more red tape |
| Control Over HR Policies | Standardized via EOR | Full control and customization |
| Best For | Fast entry, testing new markets, small teams | Long-term investment, large or permanent teams |
Using an EOR is often the smarter route for companies testing new markets or needing to hire quickly. If you're building a large, permanent presence in India, setting up a local entity might make sense, but for most growing teams, an EOR offers a far simpler path to expansion.
How to Choose an Employer of Record in India
The right EOR service can simplify your expansion into India—but only if it fits your specific needs. Before comparing providers, start by mapping out your challenges and goals.
Here are five questions to guide your decision:
- What problem are you solving?
Whether you're struggling with compliance, paying employees in INR, offering local benefits, or hiring in specific Indian regions, identify the core challenges you want the EOR to handle. - Who benefits from the EOR service?
Identify who in your team will manage the relationship and how it will ease their workload. - What's your budget?
Estimate how many employees you plan to hire in the UAE. Since most EORs charge a monthly fee per employee, this will help you estimate your costs. - What outcomes matter most?
Do you want to source talent in a specific state or city to access new customers? Are you testing the waters before considering opening a legal entity? Define your success metrics up front to avoid wasting time on mismatched options. - Will it work with your HR systems?
Make sure the EOR’s platform integrates with your current HR tools and won’t create data silos or extra admin work.
Just because a provider is well-known doesn’t mean it’s right for you. Focus on fit, not flash.
Trends in Employer of Record Services
Global hiring is on the rise, and with it, so is the demand for faster, smarter, and more compliant ways to manage international teams. EOR services are evolving to meet this demand, prioritizing tech-driven platforms, flexible support models, and features that streamline everything from onboarding to payroll.
Here are the latest trends shaping EOR services and the HR tech behind them:
- Immigration Support: There is a growing demand for assistance with immigration services like visa and work permit sponsorships, simplifying global talent acquisition processes for client companies immensely.
- Specialized Services for Diverse Needs: Several EOR providers have begun to offer IP and invention rights protection and equity incentive planning services, to cater to the specific needs of their client companies.
- Enhanced Employee Benefits Packages: There's a growing trend in EOR providers going beyond standard healthcare coverage to offer a full spread of enterprise-level medical and health benefits, stock options, and even one-time benefits like moving bonuses. This trend demonstrates an understanding of the importance of attracting and retaining top talent globally.
- AI-Backed Knowledge Bases: Some EOR providers (including Deel) are beginning to offer legally vetted knowledge bases or information wikis that use artificial intelligence to surface answers to common questions quickly. This helps customers source details on hiring within a specific country fast, without relying on human-run support systems.
As the market continues to evolve, these trends are likely to shape the future of international employment, making it easier for businesses to navigate the challenges of global expansion. For a closer look at specific EOR providers that are capitalizing on these trends, I recommend reading our in-depth reviews of Atlas HXM, and Remofirst.
Key Employer of Record Services
By leveraging an EOR service, companies can manage international payments, ensure compliance with local labor laws, provide competitive benefits, and optimize their new hire onboarding process. Here are the most important services to look for in an EOR service provider:
- Global Payroll Management: Arguably one of their most important tasks, an EOR service will ensure your employees are paid accurately and on time in their local currency. This service is essential for maintaining employee satisfaction and financial stability in diverse geographic locations.
- Tax Compliance and Withholding: An EOR service will also manage employee income tax withholdings and employer tax obligations per local laws, preventing legal issues and ensuring smooth operations across different tax jurisdictions.
- Local Labor Law Compliance: EOR service providers offer country-specific knowledge of employment laws and regulations. This knowledge protects businesses from legal disputes and fines, ensuring a respectful and lawful work environment for all employees. Knowledge of these laws also applies to monitoring employee work hours, including timesheets and time-off requests.
- International Talent Acquisition & Background Checks: An EOR service will work with their client company to source additional talent from the global market as needed. As part of this process, many EOR services include background checks for potential new hires to confirm their credentials and ensure they're suitable for their role. Once approved, an EOR will also manage your country-specific employment contracts as well.
- Visa and Work Permit Sponsorship: Many EOR providers offer assistance with obtaining necessary visas and work permits for expatriate employees. This service is critical for facilitating the legal employment of foreign nationals and ensuring a seamless relocation process.
- Onboarding and Offboarding: An EOR will also manage the processes of integrating new hires into their client's company or managing their departure. This ensures a smooth transition for both employees and the organization and gives peace of mind that employee terminations are handled as per the labor laws of each jurisdiction.
- Benefits Administration: By leveraging economies of scale, EOR service providers can access competitive, region-specific health insurance benefits packages to cover your international employees. Tailored employee benefits are crucial for attracting and retaining top talent, enhancing job satisfaction, and meeting legal requirements for employee welfare.
- HR Support and Consultation: EOR specialists are a valuable resource as they can provide ongoing human resources support and expertise on international employment practices. This support ensures that businesses can navigate complex HR issues, deal with grievances effectively, and maintain positive employee relations without affecting their employer brand.
- Risk Management and Insurance: Since EOR providers assume legal responsibility for your foreign staff, this also includes managing employment-related risks, handling workers' compensation matters, and maintaining certificates of insurance, including both professional indemnity and public liability. This coverage is vital for protecting businesses and employees against unforeseen circumstances.
- Multi-Language Support: EOR providers offer services in multiple languages to help organizations operate efficiently in a global marketplace and serve the needs of a diverse workforce. This can include translation services for your corporate policy documents, as well as localized assistance in your international employees' native language, to prevent possible miscommunications.
As you can see, EOR service providers offer a full set of comprehensive services to help businesses expand their operations globally without the burden of navigating international employment laws and practices on their own. By securing an EOR partner to cover these critical services, you'll gain peace of mind, and more time to concentrate on your core business objectives.
Benefits of an Employer of Record Service
Expanding globally doesn’t have to mean getting tangled in legal red tape. An EOR lets you hire abroad without setting up a local entity—taking on compliance, payroll, and HR logistics so you can scale with confidence.
Here’s what you gain when partnering with an EOR:
- Quick Market Entry: For organizations aiming to test new markets or hire talent in new countries where they have no legal presence, an EOR offers a swift and efficient solution to initiate operations, saving time and resources.
- Simplified Global Payroll: Using an EOR service simplifies the complex process of managing international payroll, including tax deductions, withholdings, and currency conversions for your employees worldwide.
- Global Compliance & Risk Mitigation: By managing compliance, an EOR service provides expertise in navigating the intricacies of employment laws, tax regulations, and insurance requirements in multiple jurisdictions, helping businesses safeguard their operations against compliance-related risks.
- Enhanced Benefits Negotiation: By leveraging their extensive networks and purchasing power, EORs can negotiate better international insurance rates and secure competitive benefit packages on your behalf, enhancing your ability to attract and retain top talent worldwide.
- Improved Cost Effectiveness: Using an EOR service is a cost-effective way for businesses to enter new markets, compared to the significant costs of establishing a new foreign entity. The latter option involves significant upfront legal fees, plus other costs related to office infrastructure, staffing, and local benefits and insurance coverage.
Understanding the benefits of an EOR service is crucial for strategic planning and operational efficiency. As businesses look towards international markets for growth opportunities, partnering with an EOR provider offers a streamlined, cost-effective, and compliant pathway to global expansion.
Costs & Pricing for Employer of Record Services
Typically, the cost of an EOR service follows a fee per-employee, per-month pricing model, which can vary widely depending on a range of factors. This model allows for scalability and predictability in budgeting for international expansion efforts.
In general, EOR services in India cost between $150 to $499/employee/month.
Key factors that can influence the pricing of an employer of record service include:
- Geographic Location: Costs can vary significantly based on the country or countries you're hiring in. This is due to local economic conditions, labor laws, and the complexity of compliance requirements.
- Employee Seniority and Role Complexity: The level and nature of the roles being filled can also impact the monthly cost. Senior positions or roles requiring special qualifications may increase the price due to higher benefits and compensation management costs.
- Number of Employees: The total number of employees being managed can also impact the cost. In some cases, higher volumes may lead to volume discounts, making per-employee costs more economical.
- Custom Requirements: Any specific needs beyond the standard service offering may also contribute to the monthly cost. This may include customized solutions for recruitment, specialized employee onboarding, or unique compliance requirements, all of which can affect pricing.
Some EORs also operate under different pricing models, including a percentage of employee salary model, a fixed pricing model, and custom pricing models.
When considering an EOR service, it is crucial to understand how these factors impact the overall cost to ensure that the service aligns with your business's needs and budget constraints. Anticipating the specific requirements of your international expansion strategy will help you choose the most cost-effective and efficient EOR solution for your needs.
FAQs about EOR Services in India
If you’ve got specific questions about the requirements to hire Indian employees or how EOR services work, these answers to frequently asked questions are a good place to start:
What does an Employer of Record do?
An Employer of Record (EOR) acts as the legal employer for your international hires, managing payroll, tax deductions, benefits, onboarding, and compliance on your behalf. This lets your company hire in countries where you don’t have a legal entity without taking on the full legal, financial, or administrative burden.
EORs are especially valuable for companies looking to test new markets or build remote teams quickly, without the long-term commitment of setting up a local subsidiary. By shifting compliance responsibilities to the EOR, you reduce risk, stay agile, and gain faster access to talent, while staying focused on growth.
What are the minimum wage requirements in India?
In India, the minimum wage is governed by the Code on Wages Act of 2019. The minimum wage varies per region and type of worker, including unskilled, semi-skilled, skilled, etc. Staying on top of changes to minimum wages is just one of the benefits of working with an EOR.
Do EOR providers offer other types of global HR services?
Yes, most of the time they do. Many service providers in this space also offer professional employer organization services (also known as PEO services), as well as cross-border payroll services.
PEO services are a way of outsourcing human resources to support international teams. PEO companies can help you with international compliance issues, benefits administration, workers’ compensation, and other HR administrative tasks.
What are some of the consequences of non-compliance?
Hiring internationally without following local labor laws can expose your company to serious consequences. These may include government fines, legal action, revoked business licenses, and increased scrutiny, plus the reputational damage that comes with being seen as a non-compliant employer.
Because labor laws vary by country, it’s easy to miss something, and ignorance isn’t a valid legal defense. That’s why many companies rely on EOR services to stay compliant and reduce their exposure to legal and financial risks when hiring abroad.
Are there any risks to using an Employer of Record service?
While EOR services offer a low-risk path to international hiring, they’re not entirely risk-free. As with any business partnership, it’s important to choose your provider carefully.
Here are some risks to watch for:
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Financial surprises: Hidden service fees, mandatory benefit costs, or currency fluctuations can impact your budget if not clearly outlined upfront.
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Data security concerns: You’re trusting your EOR with sensitive employee data, so ensure they follow strict security standards like ISO 27001 and have clear incident response protocols.
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Loss of control: Because the EOR is the legal employer, you may have less say in some workforce processes, which can affect how aligned employees feel with your company.
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Brand exposure: Poor practices or employee experiences managed by your EOR can reflect poorly on your brand—even if you weren’t directly involved.
To minimize these risks, vet providers thoroughly, clarify cost structures, and assess their security, communication, and compliance track records before committing.
Gain Access to the Best Talent with an EOR in India
If you made it this far, I hope you have a better sense of how EOR services can simplify the process of hiring Indian employees. They're truly a valuable resource, whether you're an enterprise organization looking to snap up the top talent in India, or a small business or startup trying to break into the Indian talent marketplace.
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