Statutory employer contributions add 16.25% on top of gross salary, before any provider fee. Payroll runs monthly in INR.
Asia/Kolkata | Hindi, English | Asia Pacific
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115countries covered
Deel covers more countries than most EOR providers and owns its own entities in over 100 of them. At USD 599 per employee per month, its EOR fee is in line with the other large platforms. It suits companies hiring both contractors and employees across several countries. Before signing, ask for the deposit amount, FX markup and any offboarding fees in writing.
90countries covered
Remote employs your staff through entities it owns in every EOR country it covers, and backs this with uncapped indemnity, so it ranks well on compliance. Contracts are less flexible: order forms run for 12 months and renew automatically unless you give 30 days’ notice. Put it on your shortlist if you want a single owned-entity provider and can commit for a year, and get the FX margin and renewal terms in writing before you sign.
Notice: 30 to 90 days, by state and seniority
| Contribution | Employer | Employee | Status |
|---|---|---|---|
| EPS (Pension) | 8.33% | 0.0% | Mandatory |
| EPF (Provident fund) | 3.67% | 12.0% | Mandatory |
| EPF admin charges | 0.5% | 0.0% | Mandatory |
| ESI | 3.25% | 0.75% | Mandatory |
| EDLI (life cover) | 0.5% | 0.0% | Mandatory |
| Total | 16.25% | 12.75% |
Written contracts in India are effectively mandatory for EOR hiring, and the EOR signs them as the legal employer. Your company signs a separate service agreement.
The contract sets out role, salary in INR, working time, leave, notice and any restrictive covenants. The EOR is the counterparty to the employee, which is what removes the need for your own entity.
Language matters. Local-language contracts, or bilingual versions, are expected where the employee does not work in English.
Fixed-term contracts are treated cautiously. Repeated renewals can convert an engagement into an indefinite one, and most EORs will default to indefinite terms.
Probation in India is capped at 6 months. Notice during probation is shorter, but dismissal is not consequence free.
Set probation in the contract from day one. It cannot usually be added later, and an extension beyond the statutory cap is normally unenforceable.
Some EORs shorten probation as policy because they, not you, carry the dismissal risk. Ask before you agree a start date.
The standard week is 48 hours. Overtime is paid at a statutory premium and is often capped per week and per year.
Overtime premiums of 125% to 200% apply depending on when the hours fall. Night work, rest days and public holidays usually attract the higher end.
Exempt categories are narrower than most buyers expect. Seniority alone rarely removes an overtime entitlement.
Employees get at least 15 days of paid annual leave plus 12 public holidays. Sick leave, parental leave and carer leave sit on top.
Accrual rules differ from the headline. Leave often accrues monthly and carries over for a limited window before it lapses or must be paid out.
Parental leave is usually part statutory pay and part employer top up. Confirm which side the EOR funds before you quote a package.
Termination difficulty here is 3 out of 5. 30 to 90 days, by state and seniority. Severance is calculated on tenure and final salary.
At-will employment does not exist. You need a documented, lawful reason, and in many cases a process that predates the decision.
The EOR runs the process and carries the liability, so expect it to insist on its own timeline and paperwork. Budget for notice, accrued leave, severance and, where applicable, a settlement uplift.
Mandatory benefits include pension or social insurance and statutory medical cover. Market-competitive packages usually add private cover.
Statutory minimums win offers rarely. Private medical, life cover and a meal or transport allowance are common market practice.
EORs often bundle benefits through a group scheme. Ask what is included in the fee and what is billed on top.
Payroll runs monthly in INR. The EOR withholds income tax and social contributions and files them under its own registrations.
Employer contributions add 16.25% on top of gross salary. That is before the EOR fee.
Cut-off dates are strict. Late variable pay data usually lands in the following cycle rather than being rerun.
Only some EORs sponsor work permits in India, and sponsorship depends on the entity holding a licence. Processing takes 4 to 12 weeks.
If you are hiring a non-national, ask whether the EOR sponsors directly or refers to a partner. A partner-model EOR often cannot sponsor at all.
Start dates should be set after approval, not before.
Employee data is processed under the local data protection framework, with the EOR acting as controller for employment records and processor for your instructions.
Get the data processing terms in the service agreement, not just the privacy notice. Cross-border transfers need a lawful basis.
Ask where payroll data is hosted and who in the partner chain can see it.
The usual trigger in India is 5 to 15 employees, or a permanent commercial presence. Below that, an EOR is normally cheaper and faster.
Run the comparison on total cost, not fee per head. Entity setup, local directors, accounting, audit and payroll software add a fixed annual floor.
Permanent establishment risk is about what people do, not where payroll sits. Revenue-generating activity can create exposure regardless of the employment route.
Editorial ranking
Ranked by our seven criteria, with the coverage score adjusted for whether the provider owns an entity here. Complete list of Best EOR providers in India
Remote employs your staff through entities it owns in every EOR country it covers, and backs this with uncapped indemnity, so it ranks well on compliance. Contracts are less flexible: order forms run for 12 months and renew automatically unless you give 30 days’ notice. Put it on your shortlist if you want a single owned-entity provider and can commit for a year, and get the FX margin and renewal terms in writing before you sign.
Deel covers more countries than most EOR providers and owns its own entities in over 100 of them. At USD 599 per employee per month, its EOR fee is in line with the other large platforms. It suits companies hiring both contractors and employees across several countries. Before signing, ask for the deposit amount, FX markup and any offboarding fees in writing.
G-P scores exceptionally well on compliance certainty and depth of infrastructure, though it commands a premium price and a slower sales-led onboarding cycle. Consider adding it to your shortlist when you are an enterprise organization prioritizing risk mitigation in heavily regulated jurisdictions, and make sure to request a full breakdown of setup fees and country activation costs before signing.
Oyster is ideal for remote teams wanting monthly flexibility and strong HRIS integrations. Despite higher pricing and variable regional support, its transparent terms and solid compliance make it an efficient global hiring choice
On 8 May 2026, the Government of India (“GoI”) notified the final rules1 in relation to the four Labour Codes viz.
Effective 1 May 2026
Popular roles hired here: Software engineer, QA engineer, Customer support, Finance analyst.
| Provider | Entity model |
|---|---|
| Remote | Owned |
| Deel | Owned |
| G-P (Globalization Partners) | Unknown |
| Oyster | Unknown |