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Employee Misclassification starts with one wrong decision Employee Misclassification can expose employers in India to financial penalties, retrospective statutory payments, litigation, tax scrutiny, and reputational damage. A worker’s designation on paper does not determine their legal status. Courts and regulatory authorities examine the actual working relationship, including supervision, control, benefits, and the nature of engagement. […]

Termination, Severance Pay & Notice Period in India are governed by employment contracts, labour laws, state-specific rules, and judicial principles. Employers cannot rely only on appointment letters when ending employment. They must also consider statutory notice requirements, retrenchment provisions, final settlement obligations, and procedural fairness. Missing even one of these steps can expose a business […]

Legal daily working hour limits for remote tech staff in India generally follow the same labour law principles that apply to employees working from an office. In most establishments, the standard rule is that an employee should not work more than nine hours in a day and forty eight hours in a week. Employees who […]

Professional Tax (PT) registration rules differ significantly across Karnataka, Maharashtra, and Telangana. Any business employing people in these states must understand when registration becomes mandatory, which registration certificate is required, how often tax must be deposited, and what filing obligations apply. Missing even one state-specific requirement can lead to avoidable penalties, interest, and unnecessary compliance […]

EOR payroll systems work well with platforms like Workday and BambooHR when they exchange employee data, payroll inputs, leave records, and compliance information through secure integrations. Instead of managing the same information across multiple systems, businesses can keep HR records in Workday or BambooHR while an Indian Employer of Record handles payroll, statutory compliance, tax […]

Employment Visas (FRRO) often prompt an important question from multinational companies and foreign professionals alike: Can an Indian Employer of Record sponsor employment visas for expatriates? The answer is yes, but only within the legal framework established by the Government of India. An Employer of Record (EOR) can serve as the legal employer, provide the […]

EOR-to-GCC transition frameworks in India have become one of the most practical ways for global companies to establish long term operations without taking unnecessary early-stage risks. In simple terms, businesses often begin by hiring employees through an Employer of Record (EOR). Once their India operations become stable, they gradually establish a Global Capability Center (GCC) […]

50% basic wage rule has changed how many employers design salary structures, and it directly affects your take-home pay, provident fund contributions, and gratuity benefits. In simple terms, if your basic wage forms at least 50% of your total salary, your monthly in-hand salary may reduce because statutory contributions often increase. At the same time, […]

If you are hiring employees in India without establishing your own legal entity, a Direct Employer of Record (EOR) generally offers greater control, clearer accountability, and stronger compliance oversight than a partner-led or aggregator model. However, an aggregator EOR can still be a practical choice when expanding into several countries through a single provider. The […]

NDAs and IP assignment in India play a central role when companies hire employees through an Employer of Record (EOR). The short answer is straightforward. EOR platforms enforce confidentiality and intellectual property ownership by embedding carefully drafted contractual clauses into employment agreements, aligning them with Indian labour and contract laws, maintaining compliant onboarding records, and […]