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Best Employer of Record (EOR) Services in India
- Saransh Garg
- Jan 27
- 10 min read
Expanding into India looks simple on paper. The talent is deep, the cost advantage is real, and the market keeps producing engineers, product leaders, architects, and delivery managers at scale. But the moment you start hiring, the complexity shows up fast. Employment contracts that do not match local law. Payroll structures that break statutory rules. Confusion around PF, ESIC, gratuity, professional tax, and state wise compliance. Remote employees asking who their legal employer is. Leadership hires wanting clarity on equity, notice periods, and exit terms.
We see this every day when companies reach out to us. You want to move fast, but compliance risk slows you down. You want great engineers, but HR administration starts eating leadership bandwidth. You want to test India before opening an office, but legal entity setup feels heavy and expensive. That is where Employer of Record (EOR) services in India become a strategic decision, not just an HR function.
An EOR allows you to legally hire employees in India without setting up a local entity. We become the local employer on paper, while you retain complete operational control over the team. From payroll to labor law compliance, from onboarding to exit, from remote engineers to leadership roles, the right EOR partner removes friction and lets you focus on building products, serving customers, and scaling teams with confidence.
Below, we share the 8 best Employer of Record (EOR) services in India, evaluated from a real buyer’s perspective. This is written for hiring managers, founders, HR leaders, GCC heads, and global expansion teams who are actively looking to hire, expand, or stabilize their India operations.
After reading a few sections, if you want to evaluate whether EOR is the right model for your hiring plan, you can speak with us directly here.
How companies actually use Employer of Record services in India
Most companies do not wake up and say, “We want an EOR.” They arrive here because something is broken or slowing them down.
We often hear these situations:
• A US SaaS company hiring React, Node.js, and Python engineers wants to onboard 25 people in 30 days without forming an Indian entity.
• A European enterprise launching a Global Capability Center needs compliant payroll, HR policies, and employee lifecycle management from day one.
• A funded startup wants to hire a CTO, engineering managers, and DevOps leads in India but does not want legal exposure.
• A company already working with contractors wants to convert them into full time employees to reduce attrition and compliance risk.
• A global firm expanding into India needs leadership hiring aligned with local labor laws and global HR standards.
Employer of Record (EOR) services in India solve these problems by acting as the legal employer while you retain full control over hiring decisions, performance management, and day to day work.
1. AnjuSmriti Global (Recruitment, Staffing & EOR Partner)
AnjuSmriti Global (Recruitment, Staffing & EOR Partner) is where we see a gap that global platforms often miss. Employer of Record services in India are not just about compliance. They are about people, culture, and execution on the ground.
We work with IT businesses, GCCs, global enterprises, and leadership hiring teams that want more than a dashboard. You want a partner who understands India hiring behavior, employee expectations, and global business pressure.
Our Employer of Record solution is built for companies that are:
• Hiring remote teams across multiple countries
• Building India teams from scratch
• Expanding existing offices or GCCs
• Hiring in bulk across engineering, product, QA, DevOps, cloud, data, and leadership roles
• Looking to outsource complete HR operations without losing control
What we manage end to end:
• Employer of Record and legal employment
• IT recruitment, staffing support, and workforce planning
• Employee lifecycle management from onboarding to exit
• Payroll coordination, HRIS, attendance, and leave management
• Labor law compliance and statutory reporting
• HR policies, SOPs, audits, and documentation
• Performance reviews, appraisals, and employee engagement
• A dedicated HR point of contact for every employee
Our clients typically hire roles across Java, Python, Node.js, React, Angular, AWS, Azure, GCP, DevOps, data engineering, cybersecurity, ERP, SAP, and leadership positions.
We align hiring speed with compliance, not at the cost of one another.
2. Remote
Remote focuses heavily on compliance first hiring. For companies worried about misclassification risk and labor law exposure, Remote positions itself as a risk reduction partner.
Remote works well for globally distributed teams hiring engineers, product managers, and analysts across regions, including India.
Strengths companies value:
• Strong compliance framework
• Transparent pricing model
• Employee benefits administration
Limitations to consider:
• Slower turnaround for custom requirements
• Limited flexibility for India specific benefits design
• Less suitable for high volume or rapid ramp ups
Remote is often chosen by companies with strict legal teams who prioritize consistency and compliance over speed.
3. Papaya Global
Papaya Global is known for payroll orchestration across multiple countries. Companies with complex payroll needs often shortlist Papaya when comparing Employer of Record services in India.
Papaya is a strong option for enterprises managing large, distributed payrolls across APAC, Europe, and North America.
Why companies choose Papaya:
• Advanced payroll analytics
• Centralized reporting for CFOs
• Strong integration with global HR systems
Challenges we see:
• Implementation complexity
• Not always cost effective for small teams
• Less focus on day to day employee experience
Papaya works best when payroll governance and financial visibility are top priorities.
4. Oyster HR
Oyster HR positions itself as an employee friendly EOR platform. It focuses on benefits, equity support, and global employment experience.
Oyster is often used by startups and remote first companies hiring engineers, data scientists, and product roles in India.
What stands out:
• Clean employee experience
• Equity and compensation support
• Good documentation for remote teams
What to evaluate carefully:
• Limited customization for India labor nuances
• Less suitable for bulk hiring or GCC models
• Platform first approach over relationship based support
5. Velocity Global
Velocity Global goes beyond pure EOR. They support market entry, expansion strategy, and workforce solutions, including India.
Companies opening new offices or testing India before entity setup often consider Velocity Global.
Advantages:
• Market entry advisory
• Workforce planning support
• EOR plus expansion services
Things to note:
• Premium pricing
• Slower onboarding for urgent hires
• More suitable for mid to large enterprises
Velocity Global is often selected by companies with structured expansion roadmaps.
6. Rippling
Rippling combines HRIS, payroll, IT, and EOR into one ecosystem. Tech forward companies often explore Rippling when they want unified systems.
Why companies use Rippling:
• Single system for HR, IT, payroll
• Automation heavy workflows
• Good for tech led organizations
Where Rippling may fall short:
• India compliance depth can vary
• Less local HR handholding
• Complex pricing as modules grow
Rippling fits companies that value automation over local advisory.
7. ADP
ADP is a familiar name for enterprises already using their payroll systems globally. Their EOR offering extends into India as part of a larger HR ecosystem.
Strengths:
• Enterprise grade processes
• Strong payroll accuracy
• Global consistency
Considerations:
• Less flexible for startups
• Longer setup cycles
• Higher cost for smaller teams
ADP works best for enterprises already embedded in their ecosystem.
8. Deel
Deel is often one of the first platforms companies explore when researching Employer of Record services in India. Their strength lies in speed and platform driven onboarding.
Deel works well when companies want to hire individual contributors quickly across multiple countries. If you are hiring remote engineers, designers, or QA testers and want standardized contracts and automated payroll, Deel fits that need.
What companies like about Deel:
• Fast onboarding with pre built contracts
• Multi country coverage from a single dashboard
• Payroll, compliance, and contractor management combined
Where companies struggle:
• Limited customization for India specific HR policies
• Less hands on support for leadership hires or bulk hiring
• Not ideal for companies building teams from scratch or GCCs
We often see Deel being used for early stage hiring, while companies later transition to a more localized EOR partner as scale increases.
If you are evaluating Employer of Record services in India and want clarity on cost, timelines, compliance risk, and employee experience, speak with us here.
What hiring managers usually ask before choosing an EOR in India
Before signing with any Employer of Record provider in India, companies ask practical questions. These are the same questions we answer daily.
• Who is legally responsible if there is a labor dispute?
• How do PF, ESIC, gratuity, and state wise compliance work?
• Can we customize employment contracts for leadership roles?
• How fast can we onboard 10, 50, or 100 employees?
• Will employees feel like second class workers?
• Can we convert EOR employees into our own entity later?
The right EOR partner answers these clearly, in plain language, without legal jargon.
EOR vs setting up your own entity in India
Many companies ask whether they should directly set up a private limited company or use Employer of Record services in India.
EOR makes sense when:
• You want speed and flexibility
• You are testing the India market
• You are hiring remote teams
• You want to reduce legal exposure
Entity setup makes sense when:
• You have long term scale plans
• You want full branding control
• You are ready for regulatory overhead
We often help companies start with EOR and later transition to their own entity smoothly.
How we help global teams avoid common EOR mistakes
We see companies struggle when EOR is treated as a checkbox. Common mistakes include choosing based on price alone, ignoring employee experience, or underestimating India labor complexity.
Our approach focuses on:
• Clear role based contracts
• Transparent salary structures
• India compliant HR policies
• Consistent employee communication
• Local HR support with global alignment
This is why companies working with us see lower attrition, faster hiring cycles, and fewer compliance escalations.
Employer of Record (EOR) services in India are no longer just an alternative hiring model. They are a strategic growth lever for companies expanding globally.
Whether you are a startup hiring your first engineers, an enterprise launching a GCC, or a global company scaling leadership teams, the right EOR partner protects your business while empowering your people.
If you are comparing EOR providers and want a people first, compliance strong, execution driven partner in India, we are happy to walk you through real scenarios, costs, and timelines.
Interesting Reads
FAQs
1. What does an Employer of Record model in India actually mean for companies?
An Employer of Record setup in India allows businesses to hire employees legally without setting up a local entity. The EOR becomes the legal employer and manages payroll, compliance, and statutory obligations. This model is widely used by global companies expanding into India quickly and compliantly. It reduces operational risk while giving companies full control over day-to-day work and performance.
2. Why are global companies choosing EOR-based hiring in India instead of entity setup?
Setting up a legal entity in India involves regulatory approvals, timelines, and ongoing compliance costs. Using an Employer of Record service helps international companies hire faster and test the market with lower risk. Many global tech, SaaS, and consulting firms use this route to scale teams efficiently. It allows flexibility to expand or exit without long-term legal commitments.
3. How does an Employer of Record in India handle payroll and statutory compliance?
An EOR manages salary processing, tax deductions, social security contributions, and local labor law compliance. This includes PF, ESIC, professional tax, gratuity, and other statutory filings. For global employers, this ensures compliance without needing in-house legal or payroll teams in India. Employees also benefit from accurate payroll, benefits, and transparent documentation.
4. Which types of roles are commonly hired through EOR services in India?
Employer of Record solutions are frequently used for IT, engineering, finance, sales, and customer support roles. Global companies often hire remote developers, cloud engineers, analysts, and regional sales professionals. It is equally effective for senior leadership or niche skill roles where speed matters. The model supports both individual hires and full team expansion.
5. Is hiring through an Employer of Record in India legally safe for foreign companies?
Yes, when executed correctly, the EOR model is fully compliant with Indian labor and employment laws. The EOR assumes all employer-related legal responsibilities on behalf of the client company. This significantly reduces risks related to misclassification, penalties, or non-compliance. Global firms rely on this structure to ensure legal certainty while scaling operations.
6. How fast can companies onboard employees using an EOR service in India?
Hiring through an Employer of Record can reduce onboarding timelines from months to a few weeks. Once candidate selection is complete, employment contracts and payroll setup move quickly. This speed is crucial for global companies competing for top talent in India. Faster onboarding also helps businesses meet project deadlines and growth targets.
7. How does the EOR model support remote and distributed teams in India?
Employer of Record services are ideal for managing remote employees across multiple Indian cities. They handle attendance tracking, leave policies, HR documentation, and employee lifecycle management. Global companies benefit from centralized HR operations while employees receive local support. This structure enables seamless management of distributed teams without complexity.
8. What cost factors should companies consider when using EOR services in India?
Costs typically include employee salary, statutory benefits, and a service fee charged by the EOR provider. Compared to entity setup, legal consulting, and internal HR costs, EOR is often more cost-efficient. Global employers value the predictable pricing and reduced compliance overhead. It also eliminates hidden costs related to penalties or regulatory missteps.
9. Can an Employer of Record help companies scale up or down easily in India?
Yes, flexibility is one of the biggest advantages of the EOR hiring model in India. Companies can scale teams up during growth phases or reduce headcount when business needs change. This agility is especially useful for startups, PE-backed firms, and global enterprises entering new markets. It allows workforce planning without long-term structural constraints.
10. How do Employer of Record services improve employee experience in India?
Employees hired through an EOR receive locally compliant contracts, benefits, and timely payroll. They gain access to statutory protections, HR support, and structured policies. For global companies, this helps build trust and employer brand credibility in India. A positive employee experience leads to higher retention and long-term team stability.