Employer of Record (EOR) Services in India
Employer of Record (EOR) Services in India Expand into India without setting up a local entity. As your Employer of Record in India, we will legally hires and manages your employees on your behalf handling payroll, contracts, HR, and tax compliance for multinational companies. Access top Indian talent quickly, reduce compliance risk, and scale your India operations faster with our expert EOR support. Our EOR model ensures full compliance with Indian with out Permanent Establishment Risk
Our Services in Employer of Record (EOR) Services in India
100% Regulatory Compliance
Global ESG & Regulatory Standards
Expert Consultants
20+ Years Industry Experience
Global Standards
FEMA, RBI, GST & Corporate Law
Business Ready
Trusted by Global Businesses
TRUSTED BY GLOBAL BRANDS
Regulatory Expertise
Specialists in FEMA, RBI, GST, Companies Act, Income Tax and International Tax Advisory.
End-to-End Support
From India entry strategy to compliance, we manage the complete lifecycle.
Cross-Border Specialists
Trusted advisors for foreign companies establishing and expanding in India.
Audit Ready Reports
Accurate documentation, compliance reporting and governance support.
Explore our other services
An employer of record lets you put people to work in India without first establishing an entity. It is the fastest legal route to a small India team - and, for many groups, the right way to test the market before committing to a subsidiary.
How an EOR arrangement actually works
The EOR becomes the legal employer of record for your staff in India. It issues compliant employment contracts, runs payroll, withholds and deposits income tax, handles statutory social security contributions, and maintains the registrations and filings that employment in India requires. You retain day-to-day direction of the work. Practically, this means you can have someone employed and working within weeks rather than months, without an incorporation on the critical path.
EOR versus setting up a subsidiary
EOR wins clearly on speed and on avoided fixed cost, and it is the sensible choice when headcount is small, the commitment is being tested, or you need someone working immediately. A subsidiary becomes more economic as the team grows, because EOR fees typically scale per employee while entity compliance costs are broadly fixed. A subsidiary is also necessary if you need to invoice Indian customers, hold assets, or own local intellectual property. Many groups deliberately start on EOR and convert once headcount justifies the entity.
What an EOR cannot do
An EOR employs people. It does not give you a trading presence. You cannot invoice Indian customers through it, it does not hold your assets or IP, and it does not remove permanent establishment risk on its own - if your staff in India habitually conclude contracts for the parent, PE exposure can arise regardless of who signs their payslip. Treating an EOR as a permanent substitute for an entity, rather than as a stage, is where groups get into difficulty.
Converting from EOR to your own entity
The transition is a genuine project, not an administrative switch. Employees must be transferred to the new entity on terms that preserve continuity of service and accrued benefits, statutory registrations must be in place before the first payroll runs, and the timing should avoid splitting a tax year awkwardly. Plan the conversion at least a quarter ahead, and incorporate the new entity well before the intended transfer date so registrations and banking are complete when you need them.