You can hire employees in India without the need for an entity.
Typically, to hire employees in India, your business must have an entity, which involves establishing a local office, registering an address as a subsidiary, and opening an account with a local bank. Managing regional benefits, payroll, tax, and HR laws throughout this process can take several months.
India has separate regulations for contractors compared to full-time employees, making it crucial to avoid misclassification to avoid potential penalties. ATA streamlines the process of hiring employees in India, ensuring speed, simplicity, and compliance. Additionally, our platform automates tasks such as tax document collection, payroll, benefits, and more.
Our quickstart guide to hiring in India
Navigate the tabs below to learn everything you need to know about hiring an employee in India
- Minimum Wage Requirements
- In India, the minimum wage at the national level is approximately INR 178 (US$2.16) per day, which translates to around INR 5340 (approx. US$65) per month. This minimum wage serves as a base wage, and the actual wage rate may differ based on various factors such as geographic location and other criteria, although India is known to offer highly competitive labor costs in Asia.
- Individual Income Tax
- The range of individual income tax varies from 0% to 30% and is calculated using progressive rates.
|Type of leave||Time period|
|Annual leave/Earned Leave||18 days|
|Sick Leave||12 days|
|Maternity Leave||26 weeks|
The termination process in India may differ from one employer to another and is usually based on the provisions specified in the employment contract.
Employees who are under probation in India are required to serve a notice period of up to 30 days. On the other hand, regular employees are expected to provide a notice period of up to 3 months.
Severance Pay in India varies based on duration of employment, performance and salary.
The Code On Social Security, 2020 governs most of the mandatory retirement, healthcare, disability, childcare, gratuity, and provident insurance programs for Indian and foreign employees working in India, making them statutory benefits.
After the client signs the SOW, the onboarding process typically requires two-three business days.
- Employee contract
- Employee contracts in India must be written in a language that is mutually understood by the parties involved. Generally, contracts are written in English, as long as both parties comprehend it.
- Probation period
- In India, the length of the probationary period can vary based on the industry, company, and position, but typically falls within the range of one month to one year.
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