Hire employees in India without opening an entity.
Employer of Record India: compliant payroll, EPF, ESI, Indian employment laws 2026, visa support. Onboard in 2–3 days. No Indian Private Limited/LLP required.
India is the world's second-most populous country and one of the fastest-growing major economies. With a vast talent pool, strong IT infrastructure, and competitive costs, it is a top choice for Employer of Record and India payroll outsourcing.
Capital
New Delhi
Currency
Indian Rupee (INR)
Languages
Hindi, English
Population
1.4B+
Ease of doing business
Very high
Payroll frequency
Monthly
GST standard rate
18%
Timezone
IST (GMT+5:30)
Employer of Record India lets you hire Indian employees without setting up a local entity (Private Limited/LLP). We become the legal employer; you keep day-to-day control. Ideal for companies that want to hire employees in India without entity setup.
US, UK, EU, and global companies hiring in India; startups and scaleups building an Indian team; enterprises expanding without new entities; HR leaders and recruiters who need fast, compliant hiring.
India offers an exceptional business environment with one of the world's largest and most diverse talent pools. As one of the fastest-growing major economies, India provides access to highly skilled professionals across IT, engineering, finance, healthcare, and numerous other sectors at competitive costs.
The country's strong educational system, with world-class universities and technical institutes, produces millions of qualified graduates annually. India's large English-speaking population, combined with a strong work ethic and cultural alignment with global business practices, makes it an ideal destination for international companies. Indian employment laws 2026 and a clear EPF/ESI framework make India EOR and India payroll outsourcing straightforward for international companies.
Indian professionals are known for their technical expertise, problem-solving skills, and adaptability. The country's growing startup ecosystem, government support for business growth, and improving infrastructure create excellent opportunities. Whether you need India payroll outsourcing, full EOR, or visa support, India is a prime destination for scaling your global team.
We manage mandatory and optional benefits for your Indian employees through our India EOR and payroll platform. Full compliance with Indian employment laws 2026, including EPF, ESI, gratuity, and statutory leave.
Mandatory EPF contributions for retirement savings (12% employee, 12% employer).
Health insurance and medical benefits for employees earning below threshold (1.75% employee, 4.75% employer).
Gratuity payable after 5 years of continuous service (15 days wages per year).
Statutory leave (casual, earned, sick), bonus, and other mandatory benefits as per state laws.
Stay compliant with Indian employment law. Key rules on contracts, probation, notice, EPF, ESI, and employee protections.
Non-compliance can lead to fines, back payments, and reputational risk. With India EOR, Jackson & Frank ensures your hires meet Indian employment laws 2026.
Weigh the benefits and considerations of using an Employer of Record in India versus setting up your own entity.
Speed, compliance, and local expertise so you can focus on growing your team.
From signed agreement to live on payroll in 2–3 business days.
Indian entity, EPF/ESI awareness, TDS, and employment law compliance built in.
Dedicated knowledge of Indian payroll, benefits, and HR practices.
We carry employment and tax risk as the legal employer in India.
Compare speed, compliance, support, and pricing. We focus on global markets with a strong India footprint.
| Feature | Jackson & Frank | Deel / Remote / Papaya |
|---|---|---|
| Onboarding speed | 2–3 days | 5–14 days |
| Indian entity & EPF/ESI | Own Indian entity | Varies |
| Dedicated India support | Yes | Often global only |
| Employment Visa / work permit | Full support | Limited or extra |
| Transparent pricing | Included | Often add-ons |
End-to-end employment and payroll so you can hire and manage Indian talent without a local entity.
Monthly payroll, EPF, ESI, TDS, gratuity, bonus, payslips, year-end.
Contract management, amendments, leave, and local HR queries.
EPF, ESI, gratuity, bonus, and mandatory benefits as per state laws.
Indian-compliant employment contracts and addendums.
EPF, ESI, TDS, GST, labor laws, and employment law compliance.
Visa sponsorship and relocation support so you can hire non-Indian talent in India.
We support Employment Visa applications for skilled professionals, executives, and specialists. The employer must obtain approval and provide necessary documentation.
For project-based work, we handle Project Visa applications and coordinate with immigration authorities so your employees can work legally in India.
From PAN (Permanent Account Number) and Aadhaar to EPF registration and first payroll: we guide your new hires through the Indian system so they can start quickly.
From agreement to first payroll in three simple steps.
Sign master service agreement and send employee details and offer.
We issue the Indian contract; employee signs. We register with EPF, ESI, and tax authorities (TDS).
Employee is onboarded and included in the next payroll run.
Full payroll and EPF/ESI compliance so you don't have to manage Indian regulations.
Manage your India team from one place.
View team, documents, and payroll status in one place.
Add, update, and manage Indian employees and contracts.
Cost reports, headcount, and export for finance.
We keep your India hiring legally sound and audit-ready.
Indian employment law (Industrial Disputes Act, Shops and Establishments Act), EPF, ESI, TDS, GST, and tax requirements.
Correct classification, contracts, and filings to avoid fines and back payments.
Documentation and reporting for internal and external audits.
Decide whether India EOR or an Indian Private Limited/LLP is right for you.
| Aspect | India EOR | Indian entity (Private Limited/LLP) |
|---|---|---|
| Time to first hire | 2–3 days | 6–12 months |
| Setup cost | Low (monthly fee) | High (incorporation, legal, accounting) |
| Compliance risk | EOR holds risk | You hold full risk |
| Ongoing admin | Handled by EOR | Your team or local provider |
Whether you're a startup or enterprise, India EOR fits your use case.
Avoid misclassification and stay compliant when engaging Indian contractors.
Indian rules on self-employed vs employed are strict. Misclassifying workers can lead to back EPF/ESI, TDS penalties, and reclassification. We help you:
Explore leave, termination, public holidays, onboarding, and immigration. Everything you need for Indian employment laws 2026 and India payroll outsourcing.
Casual Leave serves as a provision for unforeseen circumstances or emergencies that require immediate attention. This type of leave is typically granted for short-duration personal needs, with the number of days varying based on company policies (typically 12 days per year). Employees are generally required to inform their supervisors promptly when requesting casual leave. Our India EOR ensures your team receives full statutory and contractual leave under Indian employment laws 2026.
This type of leave is designed for planned absences such as vacations or personal reasons. Employees need to request EL/PL in advance, subject to approval based on the company's leave policies and workload considerations. The number of days accrued may increase with years of service (typically 12–15 days per year), with companies often specifying a maximum limit for accumulated leave days.
Expecting mothers are entitled to 26 weeks of maternity leave (extended to 8 weeks before and 18 weeks after childbirth, or as per company policy). This leave is typically paid, covering a portion of the employee's salary during the absence. We handle all administration and compliance for your Indian employees.
The partner of an employee who has recently become a parent is entitled to paid leave equivalent to their weekly working hours (5 working days for full-time employment). This paid leave should be utilized within the initial four weeks following childbirth.
Employers in India are mandated to provide sick employees with their salary for a specified duration (typically 12 days per year). The wage payment comprises a percentage of the last earned salary. Employment contracts typically stipulate that the employer will cover either a percentage of the employee's full salary during illness. India payroll outsourcing through Jackson & Frank includes correct sick pay and EPF/ESI reporting.
Hiring trends, salary benchmarks, and market insights for planning your Indian team.
2–3 days
Average time to hire (with EOR)
State-specific
Minimum wage (varies by state)
12% + 12%
EPF contribution
12–15 days
Statutory leave
The Indian labor market remains competitive for IT, engineering, finance, and manufacturing. India EOR helps you access talent quickly while staying compliant with Indian employment laws 2026 and EPF/ESI obligations.
Quick answers on cost, timeline, legal risks, and contracts for Employer of Record in India.
India EOR pricing typically includes a monthly management fee per employee plus the cost of salary, benefits, employer EPF (Employee Provident Fund), ESI (Employee State Insurance), and taxes. At Jackson & Frank we offer transparent pricing with no hidden fees. Total cost depends on headcount, salary levels, and benefits. Book a demo for a custom quote.