EOR in India
Employer of Record in India
- Save upto 3% on your payroll cost
- Hire skilled Indian professionals without registering a local business entity
- Hire skilled Indian professionals without registering a local business entity
- Reduce permanent establishment risks and regulatory exposure
- Onboard employees quickly with India-compliant employment contracts
- Access India's talent pool cost-effectively with transparent pricing
Happy Customers Globally
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Currency
Indian Rupee (INR)
Capital
New Delhi
Official Language
Hindi and English
Payroll Cycle
Monthly
Recognized Globally: Ranked #1 for ‘Ease of Use’ & ‘Customer Support’
our advantage
Why Choose Asanify's Employer of Record in India
Asanify is consistently recognized across multiple categories on G2 for delivering reliable and scalable Employer of Record solutions. We help global companies hire and manage employees in India without dealing with complex legal, payroll, and compliance requirements. From employment contracts and payroll to statutory benefits and compliance, Asanify manages the entire employee lifecycle so you can focus on building and scaling your team in India.
Rapid and Compliant Hiring
Hire employees across India in days, not months. Asanify generates locally compliant employment contracts aligned with the Indian Contract Act, Shops and Establishments regulations, and applicable state-specific labor laws—ensuring fast onboarding without compliance risks.
End-to-End Payroll and Tax Compliance
Run fully compliant payroll without operational overhead. Asanify automates salary processing, TDS calculation and filing, EPF contributions, ESI enrollment, and professional tax deductions—ensuring accurate, timely payments aligned with Indian regulations.
Comprehensive Statutory Benefits Management
Deliver competitive and compliant employee benefits in India. We manage mandatory benefits such as provident fund, gratuity, statutory bonus, leave policies, and maternity benefits, while also supporting insurance and flexible benefit structures.
Multi-State Compliance Expertise
India’s labor laws vary across states, making compliance complex for global employers. Asanify ensures adherence to state-specific requirements including Shops and Establishments registrations, professional tax, and local statutory obligations-enabling seamless hiring across all regions.
How Asanify's Employer of Record Works in India
Asanify becomes the legal employer of record for your Indian workforce, managing all employment formalities, statutory registrations, and compliance obligations while you retain complete control over your team’s work and performance.
- Immediate Market Entry: Start hiring in India without establishing a subsidiary or branch office
- Complete Employment Services: We handle contracts, payroll, statutory deductions, benefits, and exits
- Real-Time Visibility: Monitor all employment activities through intuitive dashboards and detailed reports
Trusted by top companies around the Globe
Employer of record
Employment Law Compliance in India
India’s employment landscape is governed by numerous central and state-level labor laws including the Code on Wages, Industrial Relations Code, Social Security Code, and Occupational Safety Code. Asanify ensures full compliance with all applicable legislation, protecting your business from penalties and legal disputes.
- TDS deduction and filing, PF/EPF and ESI contributions managed accurately
- State-specific Shops and Establishments Act compliance and registrations
- Gratuity, bonus, leave, and termination benefits calculated per legal requirements
What our happy customers say
Asanify's, should be the number 1 choice for companies looking to pay their overseas employees and contractors. I have a team of 40 people in India and not for a single month have i experienced any delays in the payment process.
In my business, things happen fast, and requirement for new employees is sudden. In such a situation a trusted partner like Asanify comes in handy as I know I can quickly ramp with onboarding and employee formalities diligently taken care of.
As a global company, we go through M&As in countries where we do not have presence. In India, we quickly onboarded ~30 employees as part of a takeover. With Asanify's turnaround time the overall change was managed brilliantly.
Asanify’s expertise when it comes to Local Compliances is something I have benefitted extensively from. Whether its Employee-Contractor classification, or the local laws for employee benefits and working hours - I trust the guidance provided.
Apart from using EOR services, I find a lot of value in the fully automated Asanify HRMS. For me, it makes it absolutely comfortable that I can access all my HR inforation anytime, anywhere and on any platform - Slack, Whatsapp etc.
My employees are in India, while I am based in Dubai and the co. in the US. Managing time zones is a huge challenge for us. Working with global partners like Asanify ensures that all my payments, and query resolutions are done in time.
It is paramount that my employees are well taken care of. Asanify goes above and beyond In terms of employee benefits, salary structuring to make it more tax friendly and constant guidance. For over a year with Asanify’s EOR, I have had no reason to feel disappointed.
Hire Globally Without the Hassle
Book a quick demo to see how Asanify simplifies global hiring, payroll, and compliance.
Table of Contents
What is an Employer of Record in India?
An Employer of Record (EOR) in India is a third-party organization that becomes the legal employer of your workforce while you retain full operational control over day-to-day management, tasks, and strategic direction. The EOR handles all employment compliance, payroll, taxes, statutory benefits, and HR administration under Indian labor laws.
This model is especially useful when:
- Expanding into India without a local entity: Test the market or hire talent without the cost and complexity of incorporating a subsidiary
- Hiring remote employees or distributed teams: Compliantly employ Indian talent from anywhere in the world
- Navigating complex labor regulations: Ensure compliance with India’s multi-layered labor laws, including state-specific regulations
- Reducing time-to-hire: Onboard employees in days instead of months required for entity setup
- Maintaining workforce flexibility: Scale teams up or down without long-term legal commitments or infrastructure investments
Asanify provides complete employment infrastructure in India, enabling global companies to hire, onboard, pay, and manage employees compliantly—all without establishing a legal presence. Our India-specific expertise ensures seamless compliance across central and state labor laws.
How Asanify's Employer of Record Works in India
Asanify acts as the legal employer for your Indian workforce, assuming all compliance responsibilities while you maintain complete control over daily operations, assignments, and performance management.
Fast Market Entry Without Entity Setup
Enter the Indian market in days, not months. Asanify’s EOR eliminates the need for company registration, GST compliance setup, or establishing local banking relationships. You can hire top Indian talent immediately while we handle all legal employer obligations under Indian labor law.
Complete Employment Lifecycle Management
From offer letter to offboarding, Asanify manages the entire employment journey. We draft India-compliant employment contracts, process monthly payroll with accurate tax withholding (TDS), manage statutory contributions (PF, ESI, professional tax), administer employee benefits, and ensure compliant termination procedures including full and final settlement.
Centralized Visibility and Control
Our unified platform gives you real-time access to payroll data, compliance documentation, employee records, and statutory filings. Manage your Indian workforce alongside global teams through a single dashboard with complete transparency into costs, compliance status, and HR operations.
What Asanify Handles Under Employer of Record (EOR) in India
Asanify provides a fully managed employment infrastructure in India, taking care of every compliance and administrative requirement so you can focus on growing your business.
Compliant Employment Contracts
We draft legally compliant employment agreements tailored to Indian labor laws, incorporating central and applicable state regulations, proper compensation structures, leave policies, termination clauses, and confidentiality provisions. All contracts are reviewed to ensure alignment with the Industrial Disputes Act, Shops and Establishments Acts, and other relevant legislation.
Seamless Employee Onboarding
Our onboarding process includes document collection (PAN, Aadhaar, bank details, educational certificates), background verification as per Indian standards, UAN generation for Provident Fund, ESI registration where applicable, and setting up employees on our payroll and HRMS platform. Employees are ready to start work within days.
Payroll Processing and Salary Disbursement
We handle end-to-end payroll processing with accurate calculations of gross salary, allowances (HRA, transport, special allowances), deductions, and net pay. Salaries are disbursed in INR on time every month via direct bank transfer, with detailed payslips provided to each employee through our platform.
Tax Deduction and Payroll Compliance
Asanify manages all Tax Deducted at Source (TDS) calculations under Section 192 of the Income Tax Act, files monthly TDS returns (Form 24Q), issues Form 16 annually, and ensures proper tax planning support for employees. We stay updated with Finance Act changes and ensure accurate tax compliance throughout the year.
Statutory Contributions and Social Security
We manage mandatory contributions to Employee Provident Fund (EPF) and Employee Pension Scheme (EPS) with EPFO, Employee State Insurance (ESI) where applicable, state-specific professional tax, Labour Welfare Fund, and other statutory requirements. All filings are completed accurately and on time.
Benefits and Compensation Support
Beyond statutory benefits, Asanify can administer supplemental benefits including health insurance, gratuity management, leave and attendance tracking, bonus and incentive processing, and reimbursement management. We help design competitive compensation packages that attract and retain Indian talent.
Employee Support and HR Documentation
Our team provides ongoing HR support to your Indian employees, handling queries related to payroll, benefits, taxes, leave policies, and employment terms. We maintain all required registers and records as mandated by Indian labor laws and provide employment verification letters, experience certificates, and other documentation as needed.
Exit Management and Final Settlement
When employment ends, Asanify manages the complete offboarding process including notice period compliance, full and final settlement calculations (including pending salary, leave encashment, gratuity if applicable, and bonus), Form 16 issuance, EPF withdrawal processing, experience certificate generation, and ensuring legally compliant separation as per the Industrial Disputes Act.
Employer of Record vs Entity Setup in India
| Criteria | Employer of Record (EOR) | Entity Setup |
|---|---|---|
| Best For | Testing market, hiring 1-50 employees, rapid expansion, temporary projects | Permanent establishment, large-scale operations (50+ employees), long-term presence |
| Speed to Hire | 3-5 days for first hire | 3-6 months for entity registration, banking, compliance setup |
| Setup Cost | No setup cost; pay-per-employee monthly fee | ₹5-15 lakhs for incorporation, office lease, GST registration, banking |
| Compliance | Fully managed by EOR; includes PF, ESI, TDS, labor law compliance | Your responsibility; requires local HR, legal, accounting teams |
| Flexibility | Scale up or down easily; no long-term commitments | Fixed infrastructure; high exit costs if closing entity |
| Legal Presence | No Indian legal entity required | Full legal entity (Private Limited, Branch, Subsidiary) |
Employer of Record (EOR) Cost in India: Pricing Guide
Understanding EOR costs in India is essential when planning your market entry strategy. Unlike entity setup which requires significant upfront capital investment, EOR operates on a predictable monthly fee structure that scales with your workforce size.
The cost of using an Employer of Record should be evaluated not just as an expense, but as a strategic investment that eliminates setup barriers, accelerates time-to-market, and removes ongoing compliance management overhead.
Transparent Pricing Structure
Asanify’s EOR pricing in India is straightforward and transparent. We charge a competitive monthly fee per employee that covers all compliance, payroll, statutory contributions, HR administration, and ongoing support. A one-time onboarding fee applies for new hires to cover contract drafting, background verification, and system setup. There are no entity setup costs, no hidden charges, no minimum commitment periods, and no need to engage multiple vendors for payroll, compliance, and HR management.
What Impacts Pricing?
- Number of employees: Economies of scale apply; per-employee fees decrease as your team grows
- Compensation structure: Complex variable pay, incentives, or equity components may require additional administration
- Benefits requirements: Premium health insurance, supplemental benefits, or custom perks affect overall cost
- Payroll complexity: Multiple pay cycles, frequent adjustments, or intricate reimbursement policies may impact pricing
- Local regulations: State-specific compliance requirements, professional tax variations, and industry-specific labor laws factor into service delivery
Why EOR Delivers Strong ROI
- Faster market entry: Hire revenue-generating employees in days instead of waiting months for entity incorporation
- Reduced overhead: Eliminate need for local HR team, compliance officers, payroll specialists, and legal advisors
- Lower compliance risk: Avoid penalties, legal disputes, and reputational damage from non-compliance with complex Indian labor laws
- Simplified workforce management: Single platform, single invoice, single point of contact for all Indian employment needs
Who Should Use Employer of Record in India
Asanify’s EOR solution in India is designed for organizations of all sizes that want to access Indian talent quickly, compliantly, and cost-effectively without the burden of establishing a legal entity.
Global Startups Expanding Internationally
Early-stage and growth-stage startups looking to tap into India’s vast talent pool can use EOR to hire developers, designers, marketers, and customer support teams without diverting limited resources to entity setup and compliance management. Test product-market fit with local teams before committing to permanent infrastructure.
Technology and SaaS Companies
Tech companies hiring remote engineers, product managers, or technical support specialists in India benefit from EOR’s speed and flexibility. Scale engineering teams rapidly in Bangalore, Hyderabad, or Pune while maintaining compliance with Indian IT industry employment standards and intellectual property protection requirements.
HR and People Teams
HR leaders responsible for international hiring use EOR to eliminate administrative burden, reduce compliance risk, and provide excellent employee experience. Focus on talent acquisition and retention while Asanify handles payroll, benefits, statutory filings, and employee queries in India.
Finance and Operations Leaders
CFOs and operations executives appreciate EOR’s predictable cost structure, elimination of entity setup capital expenditure, and simplified financial reporting. Manage Indian workforce costs through a single monthly invoice while maintaining complete visibility into compensation, taxes, and statutory expenses.
Enterprises Scaling Global Teams
Large organizations expanding into India or consolidating existing contractors onto compliant employment can use EOR to standardize employment practices, ensure consistent compliance, and maintain centralized workforce visibility. Ideal for establishing regional hubs, centers of excellence, or supporting functions in India.
Why Asanify is Different from Generic EOR Providers
While many global EOR providers offer India as part of a multi-country portfolio, Asanify brings deep, specialized expertise in the Indian employment landscape. We understand the nuances of India’s complex labor law framework, state-specific regulations, and cultural employment practices.
Our platform is built specifically for the Indian market, ensuring that every aspect of employment compliance—from contract drafting to final settlement—meets both central and state regulatory requirements.
Country-Specific Compliance Expertise
Asanify’s team comprises Indian labor law experts, chartered accountants, and HR professionals with decades of combined experience navigating India’s multi-layered regulatory environment. We stay current with changes across 29 states and 7 union territories, ensuring your employment practices remain compliant regardless of where your employees are located in India.
Integrated Payroll and HR Technology
Our proprietary platform is designed for the Indian market, with built-in intelligence for Indian tax calculations, statutory compliance, leave policies, and payroll processing. Employees access payslips, tax forms (Form 16), investment declarations, and reimbursement submissions through an intuitive interface, while you maintain real-time visibility into all HR and payroll operations.
Faster Onboarding and Execution
Leveraging local presence and deep market knowledge, Asanify completes employee onboarding in India within 3-5 days. Our streamlined processes for background verification, UAN generation, ESI registration, and contract execution ensure your new hires are productive quickly without compromising compliance thoroughness.
Real-Time Visibility and Reporting
Access comprehensive dashboards showing payroll summaries, statutory compliance status, upcoming filing deadlines, employee lifecycle events, and cost analytics. Generate reports for internal stakeholders or external auditors instantly. Our platform integrates with your existing HRIS, accounting software, or expense management tools for seamless data flow.
End-to-End Workforce Management
Beyond basic EOR services, Asanify supports the complete employee lifecycle including performance management integration, learning and development coordination, employee engagement initiatives, and strategic HR consulting. We act as an extension of your team, providing proactive guidance on Indian employment best practices, compensation benchmarking, and retention strategies.
Why Use an Employer of Record in India
India offers exceptional talent across technology, engineering, finance, customer service, and creative industries. However, employing workers in India comes with complex compliance requirements that can be overwhelming for foreign companies. An EOR removes these barriers while providing strategic advantages.
Hire Faster Without Setup Delays
Entity incorporation in India involves multiple regulatory approvals, banking relationships, GST registration, and office establishment—a process taking 3-6 months. EOR enables you to hire your first Indian employee within days, capturing opportunities and talent before competitors. This speed advantage is critical in fast-moving markets and competitive talent landscapes.
Ensure Compliance from Day One
India’s labor laws span central legislation (like the Code on Wages, Industrial Relations Code) and state-specific Shop and Establishment Acts, each with unique requirements. Non-compliance risks penalties, litigation, and business disruption. Asanify’s EOR ensures every aspect of employment meets current regulatory standards, from contract language to statutory contributions, protecting your company from legal exposure.
Reduce Costs and Operational Overhead
Establishing and maintaining an Indian entity requires significant investment in legal fees, accounting services, office infrastructure, local HR teams, and compliance management. EOR converts these fixed costs into a predictable variable cost model, eliminating capital expenditure and reducing your total cost of employment while improving operational efficiency.
Improve Employee Experience
Indian employees expect professional HR support, timely salary processing, accurate tax management, and responsive service. Asanify provides local-language support, familiar payroll practices, and comprehensive employee assistance, ensuring your Indian team members receive the same quality experience as employees in your headquarters location. This improves retention and engagement.
Simplify Workforce Management
Managing employees across multiple countries creates administrative complexity and fragmented visibility. Asanify’s platform centralizes your Indian workforce data alongside other global teams, providing unified reporting, consistent processes, and simplified management. HR and finance teams appreciate the operational efficiency and reduced complexity of managing international teams through a single system.
India Employment Compliance: What Global Employers Must Manage
Employing workers in India requires navigation of a complex regulatory framework that spans central government legislation and state-specific labor laws. Global employers must ensure compliance across multiple domains to avoid penalties and legal disputes.
Employment Contracts and Labor Laws
Indian employment contracts must comply with the Industrial Employment (Standing Orders) Act, Shops and Establishment Acts (state-specific), and the Code on Wages 2019. Contracts must clearly define compensation, working hours, leave entitlements, termination clauses, and dispute resolution mechanisms. Fixed-term employment is permitted under specific conditions outlined in the Industrial Relations Code 2020.
Payroll Tax and Withholding
Employers must deduct Tax Deducted at Source (TDS) from employee salaries under Section 192 of the Income Tax Act. Monthly TDS calculations must account for salary structure, tax-saving investments declared by employees, and applicable tax slabs. Employers file quarterly TDS returns (Form 24Q) and issue annual Form 16 certificates. Failure to deduct or deposit TDS on time results in interest charges and penalties.
Statutory Benefits and Social Contributions
Mandatory contributions include Employee Provident Fund (EPF) at 12% of basic wages (matched by employer), Employee Pension Scheme (EPS) at 8.33% of basic wages, Employee State Insurance (ESI) at 0.75% by employee and 3.25% by employer for establishments with 10+ employees earning below threshold, and state-specific professional tax. Gratuity is payable to employees completing 5 years of continuous service at 15 days’ salary for each completed year.
Employee Termination and Severance
Termination procedures are governed by the Industrial Disputes Act and the Industrial Relations Code 2020. Notice periods typically range from 30-90 days depending on contract terms. For establishments with 100+ employees, prior government approval is required for layoffs and retrenchments. Severance pay (retrenchment compensation) is calculated at 15 days’ average pay for each completed year of service. Failure to follow proper procedures can result in claims for unfair dismissal.
Data Protection and Privacy
Indian employers must comply with the Information Technology Act 2000 and related data protection rules when handling employee personal data. The upcoming Digital Personal Data Protection Act will introduce additional obligations around consent, data minimization, and cross-border transfers. Employers must implement appropriate security measures and provide transparency about data usage.
Work Permits and Immigration
Foreign nationals working in India require appropriate employment visas. The Employment Visa is issued for skilled professionals and requires approval from the Ministry of Home Affairs. Business Visas cannot be used for regular employment. Employers must ensure visa compliance, maintain documentation, and coordinate with immigration authorities for visa renewals and status changes.
Employer of Record FAQs in India
What is an Employer of Record in India?
An Employer of Record (EOR) in India is a third-party organization that acts as the legal employer for your Indian workforce. The EOR manages all employment obligations including contracts, payroll, tax withholding (TDS), provident fund contributions, ESI enrollment, and compliance with central and state labor laws, while you maintain operational control over employees.
How quickly can I hire employees in India using Asanify's EOR?
You can onboard employees in India within 2-4 business days after candidate selection. Asanify prepares compliant offer letters and employment agreements, conducts background verification, completes all statutory registrations (PF, ESI, professional tax), and processes payroll setup, enabling rapid deployment of your Indian team.
Do I need to register a company in India to hire employees?
No, you do not need to establish a legal entity in India when using Asanify’s EOR services. We serve as the legal employer, eliminating the need for company incorporation, obtaining PAN and TAN registrations, or navigating India’s complex regulatory environment, while allowing you to build your Indian workforce immediately.
What statutory contributions does Asanify manage in India?
Asanify handles all mandatory statutory contributions in India including Employee Provident Fund (EPF – 12% employer + 12% employee), Employee State Insurance (ESI – 3.25% employer + 0.75% employee for eligible employees), professional tax (state-specific), and labour welfare fund where applicable. We also manage TDS on salaries and file returns with authorities.
What are the mandatory employee benefits in India?
Indian employees are entitled to statutory benefits including provident fund, gratuity (after 5 years of service), annual bonus (for employees earning below ₹21,000/month), minimum 12 days privilege leave annually, 26 weeks paid maternity leave, 15 days paternity leave, and ESI medical benefits. Asanify ensures full compliance with all benefit requirements.
How does payroll processing work in India through an EOR?
Payroll in India is processed monthly, typically between the 25th and last day of the month. Asanify calculates gross salaries, applies TDS withholding, deducts employee PF/ESI contributions, processes reimbursements, and disburses net pay via bank transfer. We generate detailed payslips and file all required returns including Form 24Q (TDS), ECR (PF/ESI), and professional tax returns.
What are the notice period requirements in India?
Notice periods in India are typically defined in the employment contract, commonly ranging from 30 to 90 days depending on the role and seniority. During probation (usually 3-6 months), notice periods are shorter, often 7-30 days. Either party may opt for payment in lieu of notice. Asanify ensures all separations comply with contractual terms and statutory requirements.
How does Asanify handle different labor laws across Indian states?
India has 28 states and 8 union territories, each with specific labor regulations. Asanify maintains expertise across all jurisdictions, ensuring compliance with state-specific Shops and Establishments Acts, professional tax rates, local holidays, minimum wage requirements, and registration obligations. Our platform automatically applies the correct rules based on employee work locations.
Can I terminate an employee in India, and what are the costs?
Termination in India requires adherence to contractual notice periods and payment of statutory dues including notice pay (if not served), gratuity (if eligible after 5 years), encashment of unused leave, pro-rata bonus, and final settlement of PF. For retrenchment, additional compensation may apply under Industrial Disputes Act. Asanify manages compliant termination processes and calculates all separation payments accurately.