Maternity, paternity and parental leave rules in India catch more global employers off guard than almost any other compliance topic. The numbers are simply bigger than people expect. Indian law entitles a woman with fewer than two children to 26 weeks of fully paid maternity leave. That makes it one of the most generous statutory […]

Stock options for employees hired through an EOR in India come up in almost every early conversation with a startup that wants to build a team here without opening a local entity first. The direct answer is yes, an employee engaged through an Employer of Record can legally receive stock options or other equity awards […]

Employer of Record Benefits and Risks sit at the centre of one of the more consequential decisions a growing company will make this year: how to put people on the ground in a country you do not yet understand well enough to hire in directly. The short answer, before anything else, is this. An Employer […]

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 […]