EOR vs PEO vs staffing agency in India comes down to two questions: who finds the worker, and who legally employs them. An Employer of Record employs a worker the client has already found, with no Indian entity needed. A staffing agency finds and employs the worker itself, usually for temporary work. A PEO shares […]

EOR pricing models in India follow three structures: a fixed monthly fee per employee, a percentage of payroll, or a negotiated enterprise rate. The quoted fee is only part of the cost. Salary, employer PF and ESI, benefits, insurance, onboarding and exit charges all reach the monthly bill, so two quotes with different headline fees […]

Employer of Record Services in India has become an important consideration for companies that want to hire employees in India without immediately setting up their own legal entity. A founder in Austin, a finance director in London, or an HR lead in Singapore may all need the same answer: how does hiring in India actually […]

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 […]