Employer of Record in India: 2026 Guide

Deel operates a direct entity in India and handles multi-state compliance, which is critical because labor regulations differ between Maharashtra, Karnataka, Tamil Nadu, and other key hiring markets. PF registration, ESI enrollment, and professional tax vary by state, and Deel manages each automatically.

Payroll runs include EPF at 12% employer contribution, ESI where applicable, and professional tax deductions that differ by state. Deel also handles TDS (Tax Deducted at Source) calculations and issues Form 16 at year-end for employee income tax filing.

The platform supports both fixed-term and indefinite contracts under Indian labor law. For companies hiring developers in Bangalore, operations staff in Mumbai, and support teams in Hyderabad simultaneously, Deel's multi-state infrastructure removes the administrative complexity.

Remote's owned Indian entity and IP Guard feature address a common concern: ensuring that intellectual property created by Indian developers is properly assigned to the overseas parent company. Indian IP assignment law has nuances around inventions and moral rights that Remote structures into every employment contract.

Payroll processing covers EPF, ESI, professional tax, and LWF (Labour Welfare Fund) contributions. Remote also manages the Shops and Establishment Act registration that is required in most Indian states before hiring.

For companies converting Indian contractors to full-time employees, Remote provides a structured transition path. This is a frequent scenario in India where long-term contractor relationships can trigger deemed employment risks under the Code on Social Security, 2020.

Multiplier was founded with strong roots in the APAC market and maintains a direct presence in India with dedicated local HR and legal staff. This translates to faster onboarding (often 5-7 business days) and more responsive support during Indian business hours.

The platform handles all statutory requirements including EPF, ESI, professional tax, and LWF, plus the gratuity liability calculation that accrues from day one even though it is payable only after five years of continuous service. Multiplier tracks this accrual for financial reporting.

Benefits packages include group mediclaim (health insurance) with coverage of ₹3-10 lakh, accidental insurance, and meal card programs that qualify for tax exemptions under the Income Tax Act. These are pre-negotiated and can be activated during onboarding.

Skuad offers India EOR services at $299/mo per employee, a significant saving when you consider that many Indian hires are in the ₹6-15 lakh per annum range. The monthly EOR fee stays proportional to the hire's cost rather than eating a disproportionate share of the total compensation budget.

The platform manages PF registration, ESI enrollment, professional tax withholding, and TDS. Contracts are generated in compliance with applicable state-level Shops and Establishment Acts and include standard Indian clauses for non-compete, notice period, and probation.

Skuad also offers contractor management alongside EOR in India, which is useful for companies that have a mix of full-time employees and independent consultants operating under GST-registered sole proprietorships or LLPs.

At $199/mo per employee, Remofirst is the most affordable way to hire a full-time employee in India through an EOR. For startups adding their first one or two team members in India, this keeps the overhead minimal while still covering EPF, ESI, and professional tax compliance.

Payroll processing includes TDS calculations and Form 16 generation. Contracts are created under the applicable state's employment framework with standard probation, notice period, and termination clauses.

The tradeoff for the lower price is a simpler service. You will not get gratuity accrual modeling, premium health insurance options, or dedicated Indian HR advisory. For straightforward hires in common roles like software development or customer support, this is typically fine.

G-P has operated in India for years and has registrations across all major states, which matters because PF, ESI, and Shops and Establishment compliance differ between Karnataka, Maharashtra, Telangana, and others. For enterprises building teams of 50+ across multiple Indian cities, G-P's infrastructure handles the complexity.

The platform supports India-specific employment scenarios including fixed-term employment under the Industrial Employment (Standing Orders) Central Amendment Rules, probation period structuring, and compliance with the Payment of Bonus Act for eligible employees.

G-P also provides advisory on the new Labor Codes (Code on Wages, Code on Social Security, Industrial Relations Code, and Occupational Safety Code) that are expected to reshape Indian employment compliance. Their team monitors state-level adoption and advises on transition planning.

Oyster's cost calculator provides a clear breakdown of the full employer burden for Indian hires: base salary, EPF employer share (12%), ESI (3.25% where applicable), professional tax, LWF, and any supplemental benefits. This helps finance teams model accurate fully loaded costs.

The employee experience includes a self-service portal where Indian team members access payslips, Form 16, and tax investment declaration forms (for 80C, 80D deductions). The platform also manages the annual investment proof submission cycle that Indian payroll requires.

Oyster offers flexible benefits through its global marketplace, allowing Indian employees to choose from health insurance plans, wellness allowances, and learning stipends on top of the statutory package.

Omnipresent provides EOR in India through a well-established local entity with comprehensive benefits options that go beyond statutory minimums. Their Indian benefits package includes group mediclaim with family coverage, personal accident insurance, and term life insurance.

The platform handles all compliance including EPF, ESI, professional tax across states, and gratuity provisions. Omnipresent also manages the annual PF transfer process when employees join from another company, which can be an administrative headache.

For companies that want to offer a competitive employment package to Indian talent (not just minimum compliance), Omnipresent's ability to bundle premium benefits alongside standard statutory coverage makes it a strong choice.

Rippling's India EOR integrates with their broader HR, IT, and finance platform. When you onboard an Indian employee, Rippling can simultaneously set up payroll, provision a laptop, create email accounts, and enroll benefits — all from one workflow.

For India specifically, Rippling handles EPF registration, ESI enrollment, TDS, and professional tax. The platform generates Form 16 and supports the annual salary restructuring that many Indian employers do to optimize tax efficiency (HRA, LTA, meal allowance splits).

The main advantage is consolidation. If your company uses Rippling for US operations and wants to add Indian team members, everything stays in one system. The limitation is that India-specific nuances may require more manual intervention than with an India-focused EOR.

Atlas provides India EOR with a focus on managed service rather than self-service. Each client gets a dedicated account manager who handles onboarding, compliance questions, and payroll issues. For companies unfamiliar with Indian employment law, this guidance can prevent costly mistakes.

The platform covers all statutory requirements and provides monthly compliance reports showing EPF, ESI, professional tax, and TDS filings. Atlas also handles annual returns and assists with PF withdrawal processing when employees leave.

Atlas's approach works well for companies that want a high-touch service where they can ask questions about Indian employment law and get answers from someone who knows their team's specifics.