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India

How to Hire Workers in India | Employer of Record (EOR) in India

Looking to establish your business in India? Our EOR services provide expert guidance on local employment regulations, ensuring a smooth entry into this market. We handle all aspects of local employment, from managing payroll to navigating complex labor laws, allowing you to focus on your core business. With our support, you can confidently expand your business into India, knowing that you have a trusted partner managing your international employment needs.

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India, known for its rich history, diverse culture, and booming economy, offers great opportunities for businesses looking to expand internationally. TCWGlobal simplifies the process of hiring in India, offering comprehensive solutions for building your contingent workforce.

With a population of over 1.3 billion people, India boasts a large and diverse workforce. From the bustling streets of Mumbai to the historic sites of Delhi, the country offers a unique blend of culture and opportunity.

When expanding your business into India, compliance with local regulations is essential. TCWGlobal, as your employer of record, ensures that your contingent workforce is fully compliant, reducing risks for your organization.

In addition to compliance, TCWGlobal provides personalized services and benefits for your contingent workforce. Whether you require assistance with payrolling management, benefits administration, or any other aspect of HR, our team is committed to meeting your needs.

By partnering with TCWGlobal, you can confidently expand your business into India, knowing that your contingent workforce is in capable hands. Our expertise and comprehensive solutions make us the ideal partner for businesses seeking to establish a presence in this dynamic market.
Worker Classifications

There are two official subcategories of Workers in India. Workmen and Non-Workmen.

Fixed-Term Contracts

Fixed-term contracts are permitted. The work must be temporary and have an end date. If a worker continues working past the end date of a fixed-term contract, they will be converted into a permanent contract. If a Worker is terminated before the end of their fixed-term contract, they generally receive 2 weeks of notice and are owed the wages to the end of their contract.

Probationary Periods

Probationary periods are permitted and generally last between 3 and 6 months. During the probationary period, either party may terminate by giving 15 days' notice or salary in lieu.

Holidays

In India, Workers recognize 3 national public holidays in addition to state public holidays. On average, most states recognize about 10 public holidays each year. Workers are entitled to paid days off for public holidays.

Vacation

Annual holiday entitlements are addressed in the relevant state’s State Shops and Establishments Act (“SEA”). Most SEAs provide for 15 to 20 days of paid leave per year, which accrues over time.

Working Hours

Regular working hours are regulated under the relevant SEA. Generally, work up to 9 hours per day and 48 hours per week is considered regular hours. Breaks are regulated under the relevant SEA but generally range from 30-60 minutes every 4 to 5 hours worked. Breaks are paid.

Overtime

Any time over the regular working hours are considered overtime, which is generally payable at double the Worker’s wages.

Mandatory Bonuses

There is a mandatory bonus to be paid by November 30th of each year. The bonus ranges between a statutory minimum of 8.33-20%.

Termination

Workers on engagement for longer than 3 months generally must receive 30 days notice of termination. Notice can be reduced with a mutual agreement between Worker and Client. Workers who are considered “workmen” under the Industrial Disputes Act 1947 (IDA) and do not work in a factory, mine, or plantation, are entitled to one month’s notice of termination and severance (“retrenchment compensation”) equal to 15 days of pay for each year worked (or a pro-rata portion for work more than 6 but less than 12 months). Notice and severance requirements for non-workmen are regulated by applicable state law.

Resignation

Workers must give one month’s notice to end an employment arrangement. Employers may waive the notice period but if waived, retrenchment compensation is due.

How an EOR Can Help You Win Fast

TCWGlobal stands unmatched as the leading employer of record service provider. Our global reach, expertise in diverse industries, and commitment to client satisfaction makes us the best choice. Looking for a global employer of record or international payrolling partner that will work with you and not for you? Trust TCWGlobal. We are here for you.

Common Pitfalls in Choosing an EOR

When choosing an Employer of Record (EOR) service, people often make mistakes such as overlooking compliance, global reach, technology integration, company experience, and fee transparency. Watch this video to see what to consider when picking an EOR.