Best EOR Companies in India: A Comprehensive Review

I built this guide using a combination of first-hand testing, expert input, and real user feedback. Where possible, I demoed and tested platforms directly to see how India EOR workflows behave in practice, including onboarding, payroll setup, compliance handling, and everyday usability. Not every provider offers full sandbox access, but hands-on evaluation was prioritized whenever it was available.

To ground the research in local experience, I also sought input from my Indian colleagues Shubham Sahu, Aswin Raghav Rengarajan, and Mariam Mushtaq, who have either been hired through EORs themselves or supported their former employers with hiring employees in India. Their perspectives helped validate platform claims and highlight issues that tend to surface only after employees are live.

In addition, I reviewed feedback from verified users to capture common themes, expectations, and frustrations across different company sizes and industries. By combining direct product exposure, local insight, and user reviews, I aimed to evaluate these India EOR providers based on how they perform in real hiring scenarios, not just how they’re marketed.

An Employer of Record (EOR) in India is a third-party organization that legally employs your staff on your behalf, managing compliance with Indian labor laws, payroll in Indian Rupees (INR), taxes, and administration of local benefits. This allows you to hire talent in India without the hassle of setting up a local legal entity, while you retain operational control over their daily work.

Is an EOR the same as a PEO in India?

No, though both offer HR services. The EOR becomes the legal employer of your staff in India. You outsource legal employment and HR compliance entirely. Professional Employer Organization, on the other hand, enters into a co-employment relationship with your company. Your company remains the legal employer, but the PEO shares certain employer responsibilities. PEOs usually require you to have a legal entity in India.

You might find these topics helpful:

• PEO vs EOR: The Key Differences You Should Know About
• Employer of Record vs Staffing Agency: Differences & Use Cases

• Speed is often the first reason teams turn to an EOR. Instead of spending months setting up a legal entity, companies can hire employees in India within days. As Kazim from Best Practice Institute explained, this matters most when headcount is small and distributed. His organization wanted to move away from expensive, short-term freelancers and hire actual employees, but setting up entities for one or two hires per country did not make financial sense. An EOR allowed them to hire quickly and convert freelancers into long-term employees without delay. “We have converted several existing freelancers to local employees and hired multiple employees into the local EOR entities,” he said.
• Compliance is the second, and often more enduring, benefit. India’s employment regulations change frequently, and errors around tax withholding, Provident Fund, ESI, gratuity, or termination can become costly. An EOR takes ownership of these obligations, ensuring contracts, payroll, and statutory filings remain aligned with local law. Statistically, more than 6 in 10 companies use EORs to reduce regulatory and compliance risks.
• An EOR also reduces the ongoing administrative burden. Payroll processing, tax remittance, benefits administration, and HR documentation are managed centrally, which frees internal HR and finance teams from navigating unfamiliar systems. In Kazim’s case, having country-specific HR information available upfront made planning far easier. “The cost calculator and HR information per country are great for planning,” he said.
• Cost efficiency and flexibility round out the picture. Establishing and maintaining an Indian entity involves legal fees, operational overhead, and long-term commitments that don’t always align with early-stage or distributed hiring plans. An EOR offers a more flexible model, allowing companies to scale headcount up or down anywhere in India without a permanent local presence.

Read More: Employer of Record Benefits & Key Use Cases

An EOR in India typically provides legal employment of staff, payroll processing, tax management (TDS, professional tax, etc.), administration of mandatory social security contributions (EPF, ESI, Gratuity), onboarding/offboarding procedures, benefits administration (statutory and optional), and HR administration support.

• Payroll Management and Tax Compliance: EORs handle all aspects of payroll management, ensuring employees are paid accurately and on time in accordance with Indian laws. This includes calculating salaries, statutory deductions, and benefits, as well as managing tax compliance at both the central and state levels.
• Employment Contracts and Local Labor Law Compliance: Drafting and managing legally compliant employment contracts are fundamental EOR services. EORs ensure that all contracts reflect current local labor law requirements, protecting both the employer and employee from legal risks.
• Employee Benefits Administration: EORs administer mandatory and optional employee benefits, such as Provident Fund (PF), Employees’ State Insurance (ESI), gratuity, health insurance, and supplemental benefits. This helps companies attract and retain top talent while ensuring full compliance with Indian regulations.
• Onboarding and Offboarding: Efficient onboarding and offboarding processes are managed by the EOR, covering document collection, background checks, induction, and exit formalities. This ensures a smooth transition for employees joining or leaving the organization.
• Expense and Time-Off Tracking: Many EOR platforms offer digital tools for tracking employee expenses and managing time-off requests. This streamlines approvals, improves transparency, and ensures compliance with company policies and statutory leave entitlements.
• Visa and Work Permit Sponsorship: EORs provide visa and work permit sponsorship services for foreign nationals and expatriates. They guide clients through the complex regulatory requirements to ensure the legal employment of non-Indian staff.
• HR Compliance and Risk Management: EORs monitor changes in Indian labor laws and implement necessary updates to HR policies and practices. They also manage risk through insurance coverage, such as workers’ compensation and liability insurance, protecting both the employer and employees.
• Recruitment Management: While not all EORs provide direct recruitment, many support recruitment management by vetting candidates, conducting background checks, and generating contracts, especially for rapid or large-scale hiring needs.
• ‍AI-Powered Tools and Technology Integration: Modern EORs leverage AI-powered tools and advanced HR platforms to automate payroll, compliance checks, reporting, and employee management. These technologies enhance accuracy, reduce administrative burden, and provide employers with actionable insights.

India EOR pricing varies based on provider, service depth, and what’s included beyond the base fee. While many vendors advertise a flat monthly rate, the total cost depends on factors like compliance coverage, benefits administration, payroll support, and the level of hands-on service.

Across the providers reviewed in this guide, EOR pricing in India generally ranges from $199 to $699 per employee per month. Budget-oriented service providers like Skuad and Horizons start at $199 per employee per month, covering core employment needs such as compliant contracts, payroll, and statutory contributions. These options tend to work best for straightforward hires where cost control is the priority.

Mid- to upper-tier providers typically start at $599 per employee per month. This includes Deel, Papaya Global, Atlas, and Remote’s annual plan, which bundles deeper compliance support, faster onboarding, and more structured employee management. Remote’s pricing increases to $699 per employee per month on a monthly plan, while Oyster also sits at $699 per employee per month, reflecting a stronger emphasis on UX, documentation, and employee experience.

Some providers, including G-P and GoGlobal, do not publish standard pricing. In these cases, costs are usually tailored based on country coverage, headcount, and service scope, which can make budgeting less predictable upfront.

It’s also important to note that the EOR fee is separate from employment costs, such as employer-side contributions, gratuity accruals, bonuses, and payroll taxes. Optional services like equity administration, off-cycle payroll, or advanced reporting may add to the total as well.

In practice, choosing the right EOR in India is less about finding the lowest advertised price and more about understanding what each pricing tier includes. Lower-cost providers can be effective for simple setups, while higher-priced options tend to make sense when compliance complexity, IP protection, or long-term hiring plans are involved.

Read More: How Much Does an Employer of Record Cost?

The best EOR provider in India is the one whose legal structure, payroll execution, support model, and pricing align with how you actually plan to hire in the country.

• Legal Entity Structure: Not all EORs operate the same way in India. Some use wholly owned local entities, while others rely on third-party partners. That distinction matters more than it sounds. Providers with their own Indian entity setup tend to have tighter control over contracts, payroll execution, and compliance interpretation. Partner-led models can work, but they often introduce extra handoffs and slower resolution when edge cases arise.  Learn more about major EOR risks you should watch out for here.
• Compliance Depth: India’s employment rules are layered and change frequently, covering everything from Provident Fund and ESI contributions to gratuity, bonuses, notice periods, and state-specific leave rules (paid leave, maternity leave, sick leave, etc.) A strong EOR actively monitors regulatory updates, applies them consistently, and flags risks before they turn into problems, so make sure you ask how compliance updates are communicated and enforced.
• Payroll Reliability: Payroll accuracy and timing are non-negotiable. Late payments, incorrect deductions, or rigid cutoff dates can quickly erode employee trust. Look closely at how payroll runs are scheduled, whether off-cycle payments are supported, and how corrections are handled when something goes wrong. In practice, providers that emphasize predictability tend to outperform those that prioritize flexibility alone.
• Benefits Administration: Statutory benefits like Provident Fund, ESI, and gratuity are table stakes, but the details matter. Some EORs allow limited customization or offer guidance on region-specific expectations, while others treat benefits as fixed packages. If you’re hiring for senior or competitive roles, ask how benefits are structured and whether adjustments are possible within local rules.
• Platform Usability: A polished platform isn’t just about aesthetics. It affects how easily HR teams can find information, run payroll, and respond to employee questions. Some EOR tools are intuitive and reduce back-and-forth, while others feel cluttered or fragmented across systems. Request a live demo and see how quickly you can surface employee data, documents, and reports.
• Support Model: Support quality often matters more than feature depth. Ask who you’ll actually be working with day to day. Will you have a dedicated account manager? Is support centralized or split across regions and teams? User reviews often reveal whether issues are resolved quickly or bounce between departments, especially for policy-specific or compliance-related questions.
• Pricing Transparency: Headline pricing rarely tells the full story. Some EORs bundle most services into a flat monthly fee, while others charge separately for employee onboarding, analytics, tax filings, or legal reviews. Request a detailed, itemized proposal and ask what typically triggers additional charges. Predictable pricing is often more valuable than the lowest base rate.
• ‍Contract Terms and Exit Flexibility: Finally, read the contract closely. Service level agreements, liability allocation, termination clauses, and pricing escalation terms all shape your long-term risk. Pay particular attention to how disputes are handled, how employee data is protected, and what happens if you need to exit or change providers.

The EOR market in India is poised for significant growth and evolution, driven by increasing global business interest in the Indian economy and ongoing technological advancements.

• Growing Market Demand: India possesses a vast, diverse, and skilled workforce, particularly in IT, engineering, finance, and professional services. Foreign companies increasingly leverage EORs to access this talent without the complexities of establishing a direct entity. The evolving and complex regulatory landscape in India, including recent labor code reforms, makes compliance challenging for foreign businesses. EORs offer a crucial service by shouldering this burden.
• Technological Advancements: EOR platforms will become more sophisticated, offering integrated solutions for talent management, performance analytics, employee engagement, and robust self-service portals. Artificial intelligence and automation will increasingly streamline payroll processing, compliance checks, HR administration, and reporting. Advanced data analytics will provide clients with deeper insights into workforce costs, compliance risks, and market benchmarks, enabling more informed decision-making.
• ‍Expanding Service Offerings: EORs may offer more in-depth consulting on market entry strategies, compensation benchmarking, cultural integration, and local HR best practices. Beyond statutory requirements, EORs might offer a broader range of supplementary benefits, including specialized health plans, wellness programs, and retirement planning advice, to help clients attract and retain top talent. Some might integrate with or partner with learning and development platforms to offer employees training resources, enhancing their value proposition. EORs may develop specialized offerings tailored to specific industries with unique compliance requirements, such as technology, healthcare, or manufacturing.

How does an EOR ensure compliance with India's labor laws?

A reputable EOR employs in-country legal and HR experts who are constantly updated on India's evolving labor laws (e.g., Factories Act, Industrial Disputes Act, Shops and Establishments Acts, and new Labor Codes). They ensure:

• Employment contracts are legally compliant.
• Payroll deductions and contributions are accurate and timely.
• Termination processes adhere to statutory requirements.
• Statutory benefits like PF, ESI, and gratuity are correctly managed.

What about employee benefits in India through an EOR?

An EOR ensures compliance with mandatory benefits in India, which include:

• Employees' Provident Fund (EPF): A retirement savings scheme.
• Employees' State Insurance (ESI): Health insurance and medical benefits.
• Gratuity: A lump-sum payment upon completion of five years of service. Many EORs also facilitate competitive supplemental benefits like private health insurance, life insurance, and other welfare schemes to help attract and retain talent.

What information do I need to provide to an EOR to hire an employee in India?

To hire Indian employees, you must provide the EOR with key details such as the employee’s full name, contact information, address, PAN and Aadhaar numbers, agreed-upon salary in INR, job description, and any specific local benefits or allowances. The EOR will ensure that all documentation and contracts comply with both central and state laws.

Can I terminate an employee hired through an EOR in India?

Yes, you can terminate an employee hired through an EOR. The EOR will handle the termination process in full compliance with Indian labor laws, including notice periods, severance payments (if applicable), and final settlement calculations, minimizing legal risks for your company. You will communicate your decision to the EOR, who then executes the compliant process.

Is an EOR responsible for employee performance management?

No, the EOR is the legal employer but not the operational employer. You (the client company) retain full control and responsibility for managing your employee's day-to-day work, performance, goal setting, and professional development. The EOR handles the administrative and legal aspects of employment.

How does an EOR ensure compliance with Indian labor laws and tax regulations?

A reputable EOR employs in-country compliance experts who stay up to date on both central and state-specific labor laws. This is especially important for hiring in specific Indian regions, as requirements for payroll, professional tax, and local benefits can vary. The EOR tailors contracts and HR policies to each region, ensuring full legal compliance wherever your employees are based.

How does an EOR handle data security concerns and protect sensitive information?

Leading EORs in India follow strict data security protocols, often adhering to international standards such as ISO 27001. They use secure systems for storing and processing employee and company data, limit access to authorized personnel, and regularly review their security measures.

What incident response protocols do EORs have in case of a data breach?

Top EOR providers have formal incident response protocols in place to address any data security concerns. This includes immediate identification of the breach, containment measures, notification of affected parties, and steps to prevent future incidents. These protocols are designed to comply with ISO 27001 standards and Indian data privacy laws.

Does the EOR process payroll in INR and manage statutory deductions?

Yes, EORs process payroll in Indian Rupees and manage all statutory deductions required by law, including income tax, professional tax, EPF, ESI, and other region-specific contributions. This ensures employees are paid accurately and in compliance with both central and state regulations.

I am seeking to expand my operations beyond India. Could you recommend the top EOR services?

Of course! Here is a curated list reviewed by industry experts that you may find helpful:

• 10+ Best Employers of Record - UK
• 20+ Best Employer of Record - Canada
• 7 Best Employers of Record - UAE
• 11 Best EOR in the Philippines