Hire in India without the hassle.

Wondering how to hire employees in India? Gusto Global, powered by Remote, makes it easy to hire, onboard, manage, and pay the talent you need across borders without increasing complexity. You’ve got a business to run. Let us handle the paperwork.

Time to hire: As fast as 3 working days
Currency: Indian Rupee (₹, INR)
Payroll Cycle: Monthly
Capital City/Time Zone: New Delhi, Time zone: India Standard Time (GMT+5:30)

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All your people, all in one place

Global or domestic, employees or contractors—you can now pay your whole team around the world in just a few clicks.

Expand your talent pool without expanding admin

Easily access the top talent you need to grow your business, no matter where they call home.

Complex compliance, taken care of

We’ll guide you through compliance with contracts, taxes, and local labor laws so you can hire quickly and confidently without the headaches.

For us, the integration within the Gusto interface provided the easiest, most brilliant self-service experience. Everything was within the platform, and it was so simple to progress through the whole process.

Co-founder, Bytez

Knowing that compliance is taken care of by Gusto and Remote gives us peace of mind. All the research has been done for us. We know we’re paying the right taxes, benefits, holidays, and insurance. Everything is being done correctly, so we’re not worried about missing something down the line.

Director, Abacus Hive

Guide to Hiring in India

Hiring Indian employees is an easy solution for U.S. based companies looking to expand their talent pool while saving money. But, as hiring employees in India requires an owned entity, it can be prohibitively expensive and complex. That’s where Gusto’s partnership with Remote’s EOR service comes in. Through our partnership, Remote becomes the Employer of Record, and you can hire across borders with ease knowing your business stays compliant.

Got questions on hiring employees in India? Check out our complete guide to rules, regulations, costs and customs in the world’s second-most populous nation and fifth-largest economy.

Worker classification

India distinguishes between employers and contractors based on a variety of measures, and it’s critical you classify any workers correctly to avoid hefty fines. There are several questions that help determine whether a worker can be considered a contractor:

Who compensates the worker?
What is the length of service?
Who has the authority to hire and fire?
How much control and oversight exist?
What is the nature of the job?
Who supplies the work equipment?

Gusto Global provides assistance in hiring and compensating both international contractors and full-time employees residing and working in India while making sure your workers are classified correctly.

Pay & tax

Any business that employs more than 20 workers in India is subject to the Provident Fund Act, and employees must contribute a fixed rate of 12% of salary. The employer is required to make a matching contribution and deposit both the employer’s and employee’s contributions (i.e. 24%) to the provident fund of the employee by the 15th day of the following month.

Out of the employer’s contribution of 12%, an amount equal to INR 1,250 is allocated to the pension fund of the employee. This pension scheme contribution is calculated as 8.33% of the pensionable salary ceiling, which is currently INR 15,000 per month.

Employer: 12% to the Provident Fund and 3.25% to health insurance. The employer must also pay PF administration fees of 1.61% of the employee’s salary.

Employee: 12% to the Provident Fund and 0.75% to health insurance. Employees in India may choose to have their income taxed under the old tax regime or the new tax regime.

Employee Federal Income Tax (new regime)

0% – ₹0 to ₹300,000
5% – ₹300,000 to ₹600,000
10% – ₹600,000 to 900,000
15% – ₹900,000 to ₹1,200,000
20% – ₹1,200,000 to ₹1,500,000
30% – Above ₹1,500,000

In addition to the income tax, a surcharge is levied for individuals whose income exceeds INR 5 million:

10% for income above 5 million, up to 10 million
15% for income above 10 million, up to 20 million
25% for income above 20 million

Resource

Benefits

Pension

India’s Provident Fund is a mandatory, public pension plan that provides basic financial support to retired, disabled or deceased workers and their families. It is funded by percentage-based contributions from both employees and employers, as well as self-employed individuals.

Health Insurance

As of 2020, it is required by law for employers in India to offer supplemental health insurance to their workforce.

Although the country has a public health system, it’s important for employees in India to have private health insurance to get the prompt, high-quality care they need. Our plans also offer global coverage (excluding the U.S.) to protect your employees when they are traveling outside their home country.

Statutory time off & leave policies

As with most Indian regulations, laws vary by state as well as by industry. Factories and their workers tend to be regulated separately from “shops and establishments.”

PTO: By law, full-time workers in India are entitled to 15 days of holiday leave per year (known as earned leave), but it varies by state and industry.

Casual & Sick Leave: Employees in India are guaranteed protected time off for sick leave, though the annual entitlement varies by state. In some states, casual leave (provided for urgent and unexpected short-term matters) is bundled with sick leave. In Delhi, employees accrue casual/sick leave at the rate of one day per month, and they are entitled to up to 12 days. The employee is paid at 100% of their average salary, and the employer is responsible for this payment.

Maternity Leave: Women in India are eligible for 26 weeks of paid maternity leave following the birth of their first two children, of which up to 8 weeks can be used prior to delivery. For women who have more than two children, the birth of each additional child entitles them to 12 weeks of paid maternity leave.

Parental/Paternity Leave: The private sector doesn’t require parental/paternal leave, and any parental leave policies are decided by the company.

Public Holidays: India observes only three national holidays (Republic Day, Independence Day, and Mahatma Gandhi’s Birthday) but each state has their own calendar of annual holidays that they observe. Since Gusto Global, powered by Remote, has their entity registered in New Delhi, the number of public holidays for employees will be based on New Delhi’s public holiday list.

In 2024, there are 18 public holidays in New Delhi (inclusive of the three mandatory national holidays). With the consent of the client, employees may take public holidays from their own state, but the total number of public holidays must not exceed 18.

Date	Day	Holiday
26 Jan	Fri	Republic Day
25 Mar	Mon	Holi
29 Mar	Fri	Good Friday
11 Apr	Thu	Idul Fitr
17 Apr	Wed	Ram Navami
21 Apr	Sun	Mahavir Jayanti
23 May	Thu	Buddha Purnima
17 Jun	Mon	Bakrid / Eid al Adha
17 Jul	Wed	Muharram
15 Aug	Thu	Independence Day
26 Aug	Mon	Janmashtami
16 Sep	Mon	Eid e Milad
2 Oct	Wed	Gandhi Jayanti
12 Oct	Sat	Vijaya Dashami
31 Oct	Thu	Diwali
15 Nov	Fri	Guru Nanak Jayanti
25 Dec	Wed	Christmas Day

Statutory Leave Resource

Public Holidays Resource

Termination

Termination Process: Terminations in India can be done with or without cause depending upon the employment agreement, so long as the required notice is given and severance is paid out. Employment may be terminated through:

Voluntary termination by the employee (resignation)
Retirement as per the employment contract
Non-renewal or expiry of the employment contract
Dismissal due to serious employee misconduct (theft, fraud, etc.)
Termination for performance

Notice Period: For an employee who’s worked for at least 3 months, a notice period of 30 days is required. If an employee is being terminated for misconduct, no notice is required. Employees who choose to leave usually give 30 days notice to their employer, though this is not required.

Probationary Periods: While probationary periods are not mandatory when hiring in India, the standard probationary period is 6 months, with the option to extend an additional 3 months at the employer’s discretion.

Severance: Required severance pay differs based on the reason for termination, according to the Payment of Gratuity Act of 1972:

Redundancy – Employees are entitled to severance pay worth 15 days’ average pay for every 1 year of continuous service or part thereof in excess of 6 months
Dismissed – Employers must pay termination benefits including accrued PTO, a gratuity payment (for employees with over 5 years of continuous service), payment in lieu of notice (if no notice is given), statutory bonus payment, and any other amounts due under the employment contract

Terminated for misconduct – The employee is not entitled to notice pay or severance pay

Onboarding

Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time we need is only 3 working days. Onboarding time begins after the employee submits all required information, and the onboarding timeline is also dependent upon registration with local authorities.

While Gusto Global and Remote will guide you through the compliance side, creating a positive onboarding experience is a crucial part of hiring and retaining talent. Beyond just filing forms and running a background check, you should get your new team member set up with benefits and devices, create custom welcome emails, and send org charts to help them feel like part of the team. Gusto will also help craft custom offer letters compliant with Indian hiring law including:

Position, job description, and start date
Working hours
Compensation and benefits (salary, equity, vacation, and insurance)
Termination policy
Confidentiality and non-disclosure agreements
Contact information and phone number

Minimum wage

India’s national government sets a floor-level minimum wage at INR 178 ($2.16 USD) per day, which works out to INR 5340 ($65 USD) per month. This number is based on cost-of-living changes set in the 1948 Minimum Wages Act. However, the reality is far more complex. Minimum wages vary wildly not only state-by-state, but also by skilled vs. unskilled workers as well as by industry. In Delhi, for example, for clerical and supervisory staff who hold degrees, it jumps to INR 23,082 per month ($278 USD).

Overtime pay and maximum working hours

Maximum working hours also vary by state, though Delhi adheres to a 48-hour workweek with 9-hour days. Under special circumstances, weekly hours can be extended to 54. Employees are entitled to a half-hour break for every 5 hours of continuous work and must have a full 24 hours of consecutive rest each week. Overtime is paid at a rate of 100% of the regular hourly wages. In the case of salaried employees, the “hourly wage” is calculated based on the monthly salary divided by 26 days, and assumes an 8-hour workday.

Additional info

Record Keeping

Employers must keep a record of the hours worked, intervals of rest and meals allowed, and the amount of leave taken by every person employed. Any overtime worked must be recorded and tracked separately from regular working hours.

What is global payroll?

Global payroll refers to the process of managing and processing payroll for employees and contractors located in different countries. Performing global payroll services can be a complex task. Every country has different laws and regulations around payroll taxes, benefits, and other factors. When you outsource and use a global payroll solution from a trusted provider like Gusto, companies can save time and money while ensuring compliance with local laws and regulations.

What is an Employer of Record (EOR?)

An employer of record (EOR) is an employment services provider enabling you to employ people in other countries while complying with local tax and employment laws. An EOR handles everything required to hire, pay, and manage employees, including payroll, benefits, taxes, stock options, and local compliance.

Through an EOR, a company can hire employees in another country without having to set up a local entity, which can take months and be prohibitively expensive. Having an EOR in place can help an SMB quickly, affordably, and compliantly hire international employees.

What’s the difference between an EOR with owned entities and outside vendors?

Many EOR providers use a network of different outside vendors for each country entity, which lets them expand to new countries quickly, but may compromise the service and security that you get. For their customers, this can lead to:

Varying levels of service quality due to lack of control over vendors
Additional fees and costs due to the involvement of multiple vendors
Exposure to multiple points of risk by passing intellectual property between entities
Increased exposure to regulatory non-compliance
Delays in customer service due to reliance on different vendors

EOR providers that own and manage each country entity directly ensure that their customers have a seamless experience when hiring globally. Through an EOR with owned entities, customers benefit from:

Direct and reliable services, ensuring a better experience for businesses and their employees
Transparent pricing with less administrative overhead, resulting in lower costs
Guaranteed stronger protection for intellectual property to ensure your IP stays in-house
Data protection and minimized risks by limiting the sharing of sensitive data with third parties
A single point of contact for all global employment needs, simplifying issue resolution and streamlining answers to questions
Established legal presence in the countries where the EOR operates, enabling them to understand and navigate local employment laws accurately

Selecting an EOR with 100% owned entities, like Gusto Global through our partnership with Remote, customers access best-in-class service and compliance management when hiring across the globe.

Why would businesses want to hire international employees versus having contractors?

While contractors are a valuable component of any team, hiring international team members can come with a variety of benefits, especially for fast-scaling, high-growth startups and SMBs:

For many skilled roles, it can be hard to find talent with the right expertise. In a competitive market, companies can get a huge advantage if they’re able to offer full-time employment and benefits customized for the norms of a specific country.
Having on-the-ground international employees can make it easier to enter a new market
In many countries, there are also stronger intellectual property agreements in place when businesses hire employees rather than contractors
Finally, international employees can feel more connected and more part of the team; especially when they get access to the same tools and work experiences as their peers in other countries

Through Gusto Global, can businesses hire all types of workers (e.g. part-time, hourly)? Or is it just full-time, salaried employees?

At this time, Gusto Global, powered by Remote, is designed for full-time, salaried employees in the countries we support. We also support international contractor payments in 120 countries and counting.