EOR service providers in India

Advertised prices, verified

How hiring through an EOR in India works

1. Verify the provider's own Indian footprint. Ask whether the EOR employs through its own Indian entity or a local partner, and which statutory registrations that entity holds. The chain of responsibility when a filing is missed depends on that answer, so get it in writing before contracts.
2. Agree the offer and the full cost of employment. The EOR converts your agreed gross salary into a compliant Indian package, including employer contributions to the statutory funds and any gratuity accrual, and quotes the total monthly cost: salary plus statutory on-costs plus its fee. Insist on that breakdown per line, not a single bundled figure.
3. Onboard with statutory identifiers. The employee is enrolled with the tax and social security systems using their Indian identifiers, the employment contract is issued under the EOR's entity, and benefit scheme enrollments are completed before the first payroll cycle runs.
4. Run monthly payroll and filings. Each month the EOR pays net salary in rupees, deducts income tax at source, remits employer and employee fund contributions, and files the associated returns. You receive one invoice and, from a good provider, the underlying statutory payment evidence on request.

The statutory stack an Indian EOR carries

Indian employment cost is more than salary. Employers contribute to the Employees' Provident Fund for retirement savings, and lower-wage employees fall under the Employees' State Insurance scheme for medical cover, with both requiring registration, monthly contributions and filings. Gratuity, a service-linked payment that vests after a qualifying period of continuous service, accrues as a real liability that a serious EOR prices into its quote rather than discovering at termination. Several states levy a professional tax that payroll must deduct, and leave entitlements and working conditions are governed substantially by state-level shops and establishments legislation, so the rules shift with the employee's location.

The practical consequence for a buyer is that quotes are only comparable when every layer is itemised: base salary, each employer contribution, gratuity accrual, any insurance the provider includes, and the EOR's own fee. A provider that quotes a single blended number is not necessarily wrong, but it cannot be compared, and the statutory components are not optional whichever provider carries them. Statutory rates and thresholds change; the provider's contract and current government notifications control, and nothing here is legal or tax advice.

EOR versus contractors and your own entity in India

Many companies start with Indian contractors because it needs no setup at all. That works for genuinely independent specialists, but a full-time person working under your direction is an employee in substance, and reclassification risk in India carries backdated fund contributions and penalties. The EOR route prices that risk away: the person gets a compliant employment relationship with statutory benefits, and you get an invoice.

Setting up your own Indian entity makes sense at scale. Incorporation brings fund registrations, payroll infrastructure, statutory audit and ongoing corporate compliance, which is overhead that only amortises across a real team. The common pattern in the market is EOR for the first several hires while the entity is evaluated or formed, then migration of staff to the entity once it is live; ask any prospective EOR up front what an employee transfer out costs and how notice, gratuity continuity and leave balances are handled in that migration.

Common questions

What do EOR service providers in India charge?

The vendors in this index that publish pricing advertise per-employee monthly fees shown in the table, with a median of $499. The fee sits on top of salary and statutory employer costs, which the provider should itemise separately. Advertised tiers are starting points; deposits and benefits administration can add to the invoice.

Who is the legal employer of my hire in India?

The EOR's Indian entity, or its local partner's entity where the provider works through partners. That entity signs the employment contract, holds the statutory registrations and carries employer liability, while day-to-day direction of the work stays with you. Which entity it is should be stated in your contract.

Can an EOR hire anywhere in India?

Generally yes for office and remote knowledge work, but some rules vary by state, including professional tax and shops and establishments provisions, so entitlements can differ with the employee's location. A provider operating at scale in India should be able to state the state-specific differences for your hire before contract.

How fast can an EOR onboard someone in India?

Days to a couple of weeks in the normal case: the entity, registrations and payroll already exist, so the timeline is contract issuance, document collection and fund enrollment. Compare that with incorporating your own entity, which is a multi-week to multi-month project before the first compliant payslip.

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