Blog

Moonlighting Risks have become a more practical concern for global companies hiring technology professionals in India, particularly as remote work makes it easier for employees to maintain professional commitments with more than one organisation. The answer, however, is not simply to prohibit every outside activity. Companies can reduce dual-employment exposure through clear contracts, conflict-of-interest rules, […]

Employer of Record Vendors have become an important option for international companies that want to hire employees in India without immediately establishing their own Indian legal entity. In practical terms, an EOR provider employs the worker locally, runs payroll, manages statutory obligations and handles employment administration, while the client company directs the employee’s day-to-day work. […]

Employee Misclassification Penalties Start With One Wrong Decision Employee Misclassification Penalties can expose employers in India to financial liability, 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 […]

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, […]