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Hire employees with the best
EOR in India

Employees

Trusted by Global Companies of all sizes.

We help you manage local talent with ease and uncompromising quality.

Pay Talent

Compliant payroll. Simplified invoicing. Hassle-free taxes.

Find Talent

Hire India’s best employees and contractors - fully vetted and ready to start.
Client

Adam Caar

Chief People Officer at Kazmoos AI

“From day one, working with Yotta’s India team has been outstanding. Their expertise in finance, legal, and HR gives me total confidence.”

Client

Employer of Record
Yotta takes care of contracts, payroll, and taxes - so you scale faster, with confidence.

Secure compliance. Accelerate growth.

Yotta Consultancy

Your People Deserve Better. We Deliver It.

Stand apart in India’s talent market by providing employees a smooth, compliant, and high-trust experience across the entire lifecycle.

Offer

Compliance you can trust. Compensation that stands out.

Onboard

Quick setup & relevant tools

provided for smart workflows.

Payroll

Timely payroll processing with

benefits and insurances.

Company Exit

Exit

Smooth transition out of the team with all relevant docs.

Building Your India Team Is Easier Than You Think.

Hire. Pay. Scale.

With Yotta,

long-term success is simple.

What is an EOR

An Employer of Record (EOR) in India is a trusted third-party provider that serves as the official legal employer for your team in the country. The EOR manages critical functions such as hiring, onboarding, payroll, and compliance with Indian labor laws and regulations. This enables companies to hire talent in India quickly, compliantly, and without the need to set up a local legal entity.

How to hire & onboard employees in India

Step 1: Define Hiring Needs
 

  • Identify roles, skills, and headcount.

  • Decide whether you’ll hire full-time employees, contractors, or through an Employer of Record (EOR).
     

Step 2: Choose a Hiring Model
 

  • Direct Employment: Set up a legal entity in India (takes time, cost, and compliance setup).

  • Employer of Record (EOR): Hire quickly without a local entity - EOR becomes the legal employer while you manage day-to-day work.
     

Step 3: Create Compliant Employment Contracts
 

  • Draft contracts aligned with Indian labour laws (Industrial Disputes Act, Shops & Establishments Act, etc.)

  • Include terms on probation, notice period, salary structure, benefits, and leave entitlements.
     

Step 4: Handle Payroll & Tax Setup
 

  • Register for Provident Fund (PF), Employee State Insurance (ESI), and Professional Tax, where applicable.

  • Set up payroll processes to handle income tax (TDS), statutory deductions, and salary disbursement.

  • Ensure gratuity and other statutory benefits are accounted for.
     

Step 5: Onboard Employees Properly
 

  • Collect documents (PAN, Aadhaar, bank details, education/employment proof)

  • Register employees for statutory benefits (PF, ESI)

  • Share company policies (leave, IT usage, code of conduct)

  • Provide offer letters and induction training.
     

Step 6: Ensure Compliance & Ongoing HR Management
 

  • Stay updated with state-specific labor laws (they vary)

  • File statutory returns on time (PF, ESI, tax filings)

  • Maintain records for audits and inspections
     

Step 7: Build a Great Employee Experience
 

  • Offer competitive compensation & benefits (health insurance, bonuses, flexible work)

  • Provide cultural orientation for global companies.

  • Ensure smooth offboarding with full & final settlements when employees exit.
     

Running payroll via an EOR

Your EOR handles registrations, calculations, statutory deposits, and filings (EPF, ESI, TDS, PT/LWF). You still approve monthly inputs, fund the payroll/statutory pot, and receive compliance artifacts (ECR acknowledgments, ESIC challans, 24Q/16).

Benefits of using EOR services in India

1. Faster Market Entry
 

  • No need to set up a local legal entity.

  • Hire employees in days instead of months.
     

2. Full Compliance with Indian Laws
 

  • EOR ensures contracts, payroll, and benefits follow Indian labor laws and state-specific regulations.

  • Minimizes risk of penalties or legal disputes.
     

3. Simplified Payroll & Tax Management
 

  • Handles salary processing, tax deductions (TDS), Provident Fund (PF), Employee State Insurance (ESI), Professional Tax, and filings.

  • Ensures accurate, on-time payments and returns.
     

4. Access to Top Talent Across India
 

  • Hire anywhere in India without worrying about regional compliance differences.

  • Attract candidates with competitive, compliant compensation packages.
     

5. Cost & Time Efficiency
 

  • Avoids the costs of entity setup, registrations, and ongoing compliance filings.

  • HR, payroll, and compliance are managed by the EOR, freeing your team’s time.
     

6. Employee Benefits Administration
 

  • Provide employees with statutory (PF, ESI, gratuity) and optional benefits (insurance, bonuses, perks) through the EOR.

  • Boosts retention with competitive benefits.
     

7. Risk Mitigation
 

  • The EOR assumes responsibility as the legal employer of record, shielding your company from labor disputes, misclassification risks, and compliance liabilities.
     

8. Scalability & Flexibility
 

  • Scale your India team up or down quickly.

  • Ideal for pilot projects, remote teams, or rapid expansion.
     

9. Focus on Core Business
 

  • Your company manages the employee’s day-to-day work.

  • The EOR manages contracts, payroll, benefits, compliance—so you focus on growth.
     

Key Steps in Terminating Employees in India

1. Identify Employee Category & Contract Terms
 

  • Confirm if the employee is permanent, probationary, contractual, or fixed-term.

  • Check the employment contract, company policies, and standing orders for notice periods, termination grounds, and severance rules.
     

2. Establish Legal Grounds for Termination
 

  • Valid grounds may include:

    • Performance-related issues (after documented performance reviews/Performance Improvement Plans).

    • Misconduct (per company standing orders; requires domestic enquiry).

    • Redundancy or restructuring (requires additional compliance).

  • Termination must be fair, reasonable, and non-discriminatory.
     

3. Provide Proper Notice
 

  • Standard notice: 30–90 days (varies by role, seniority, contract, and state laws).

  • In some cases, payment in lieu of notice is allowed.
     

4. Conduct Domestic Enquiry (for Misconduct Cases)
 

  • Issue a charge sheet outlining allegations.

  • Allow the employee to respond and present evidence.

  • Conduct a fair hearing before deciding termination.
     

5. Obtain Statutory Approvals (if required)
 

  • For certain categories (e.g., workmen under Industrial Disputes Act, or in factories with >100 workers), prior government approval or permission may be required before termination/retrenchment.
     

6. Pay Statutory Dues & Severance
 

  • Full & Final Settlement (F&F) usually includes:

    • Unpaid salary & allowances

    • Payment in lieu of notice (if applicable)

    • Leave encashment (earned leave balance)

    • Statutory bonus/gratuity (if applicable)

    • Severance pay (if redundancy/retrenchment, generally 15 days’ average pay for each year of service)
       

7. Issue Relieving & Experience Letters
 

  • Provide formal documentation confirming end of employment.

  • Ensure exit process includes handover of assets, system access revocation, and compliance with confidentiality/IP clauses.
     

8. File Statutory Returns (if applicable)
 

  • Update records with EPFO, ESIC, and professional tax authorities.

  • Ensure TDS deductions and Form 16 reflect final payments.
     

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