{"id":13661,"date":"2026-06-09T12:58:17","date_gmt":"2026-06-09T07:28:17","guid":{"rendered":"https:\/\/www.tankhapay.com\/blog\/?p=13661"},"modified":"2026-06-09T12:58:17","modified_gmt":"2026-06-09T07:28:17","slug":"how-employer-of-record-works-india","status":"publish","type":"post","link":"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/","title":{"rendered":"How Employer of Record (EOR) Works in India: Complete Process, Compliance &#038; New Labour Code Guide (2026)"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_78 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#QUICK_REFERENCE_%E2%80%94_INDIA_EOR_STATUTORY_RATES_FY_2025-26\" >QUICK REFERENCE \u2014 INDIA EOR STATUTORY RATES (FY 2025-26)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#What_Is_an_Employer_of_Record_EOR_in_India\" >What Is an Employer of Record (EOR) in India?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#EOR_vs_PEO_vs_Staffing_Agency_%E2%80%94_Whats_the_Difference\" >EOR vs PEO vs Staffing Agency \u2014 What&#8217;s the Difference?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#What_Statutory_Compliance_Does_an_EOR_Manage_in_India\" >What Statutory Compliance Does an EOR Manage in India?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#1_Provident_Fund_PF_EPF\" >1. Provident Fund (PF \/ EPF)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#2_Employee_State_Insurance_ESI\" >2. Employee State Insurance (ESI)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#3_Tax_Deducted_at_Source_TDS_%E2%80%94_Section_192\" >3. Tax Deducted at Source (TDS) \u2014 Section 192<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#4_Professional_Tax_PT\" >4. Professional Tax (PT)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#5_Labour_Welfare_Fund_LWF\" >5. Labour Welfare Fund (LWF)<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#6_Gratuity\" >6. Gratuity<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#Indias_New_Labour_Codes_%E2%80%94_What_EOR_Clients_Must_Know_November_2025\" >India&#8217;s New Labour Codes \u2014 What EOR Clients Must Know (November 2025)<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#The_Four_Labour_Codes_%E2%80%94_At_a_Glance\" >The Four Labour Codes \u2014 At a Glance<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#6_Changes_That_Directly_Affect_EOR_Operations\" >6 Changes That Directly Affect EOR Operations<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#How_EOR_Onboarding_Works_in_India_2026_%E2%80%94_Step_by_Step\" >How EOR Onboarding Works in India 2026 \u2014 Step by Step<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#Which_Workforce_Types_Can_an_EOR_Manage_in_India\" >Which Workforce Types Can an EOR Manage in India?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#India_EOR_Compliance_Calendar_%E2%80%94_Key_Deadlines\" >India EOR Compliance Calendar \u2014 Key Deadlines<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#Frequently_Asked_Questions\" >Frequently Asked Questions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/www.tankhapay.com\/blog\/how-employer-of-record-works-india\/#Conclusion_%E2%80%94_Do_You_Need_an_EOR_in_India\" >Conclusion \u2014 Do You Need an EOR in India?<\/a><\/li><\/ul><\/nav><\/div>\n<p><em><strong>\ud83d\udcc5 Published: June 2026<\/strong><\/em><br \/>\n<em><strong>\ud83d\udd04 Last Updated: June 2026<\/strong><\/em><br \/>\n<em><strong>\u23f1 Reading Time: 5 minutes<\/strong><\/em><\/p>\n<h2><span class=\"ez-toc-section\" id=\"QUICK_REFERENCE_%E2%80%94_INDIA_EOR_STATUTORY_RATES_FY_2025-26\"><\/span><b>QUICK REFERENCE \u2014 INDIA EOR STATUTORY RATES (FY 2025-26)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<table>\n<tbody>\n<tr>\n<td><b>Statutory<\/b><\/td>\n<td><b>Rate<\/b><\/td>\n<td><b>Deadline<\/b><\/td>\n<td><b>Authority<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">PF \u2014 Employer<\/span><\/td>\n<td><span style=\"font-weight: 400;\">12% of basic + DA<\/span><\/td>\n<td><span style=\"font-weight: 400;\">15th of month (ECR)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">EPFO<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">PF \u2014 Employee<\/span><\/td>\n<td><span style=\"font-weight: 400;\">12% of basic + DA<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Same<\/span><\/td>\n<td><span style=\"font-weight: 400;\">EPFO<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">ESI \u2014 Employer<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3.25% of gross wages<\/span><\/td>\n<td><span style=\"font-weight: 400;\">15th of month<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ESIC<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">ESI \u2014 Employee<\/span><\/td>\n<td><span style=\"font-weight: 400;\">0.75% of gross wages<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Same<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ESIC<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">ESI wage ceiling<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2264 \u20b921,000\/month<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2014<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ESIC<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Gratuity formula<\/span><\/td>\n<td><span style=\"font-weight: 400;\">(15\/26) \u00d7 last wage \u00d7 years<\/span><\/td>\n<td><span style=\"font-weight: 400;\">At separation<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Employer<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Gratuity eligibility<\/span><\/td>\n<td><span style=\"font-weight: 400;\">5 years continuous service<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2014<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Payment of Gratuity Act<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">TDS deposit<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Section 192<\/span><\/td>\n<td><span style=\"font-weight: 400;\">7th of month<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Income Tax Dept<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">New Labour Codes in force<\/span><\/td>\n<td><span style=\"font-weight: 400;\">All 4 codes<\/span><\/td>\n<td><span style=\"font-weight: 400;\">November 21, 2025<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Govt of India<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">EOR onboarding timeline<\/span><\/td>\n<td><span style=\"font-weight: 400;\">5\u201310 business days<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2014<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u2014<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong><i>Sources: EPFO, ESIC, Ministry of Labour and Employment, EY India (November 2025)<\/i><\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_Is_an_Employer_of_Record_EOR_in_India\"><\/span><b>What Is an Employer of Record (EOR) in India?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><b>Direct answer:<\/b><span style=\"font-weight: 400;\"> An <a href=\"https:\/\/www.tankhapay.com\/employer-of-record\">Employer of Record company in India<\/a> is a third-party organization that legally employs workers on your company&#8217;s behalf. The EOR becomes the legal employer on paper \u2014 issuing employment contracts, running payroll in INR, filing PF, ESI, and TDS, and managing all statutory compliance. Your company retains full operational control over the employee&#8217;s work, deliverables, and performance.<\/span><\/p>\n<p><b>Also known as:<\/b><span style=\"font-weight: 400;\"> Third-party payroll provider, employment on record, international staffing partner, workforce on record, or loosely as &#8220;international PEO&#8221; (though PEO is legally a different model \u2014 see table below).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The <a href=\"https:\/\/www.tankhapay.com\/glossary\/what-is-employer-of-record\">EOR<\/a> model solves one specific problem: <\/span><b>India has 40+ central labour laws and 28 state-specific Shops and Establishments Acts.<\/b><span style=\"font-weight: 400;\"> As of November 21, 2025, four new consolidated Labour Codes replaced 29 of these laws \u2014 restructuring wages, social security, industrial relations, and workplace safety. An EOR absorbs this entire infrastructure so you don&#8217;t have to build it yourself.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"EOR_vs_PEO_vs_Staffing_Agency_%E2%80%94_Whats_the_Difference\"><\/span><b><a href=\"https:\/\/www.tankhapay.com\/blog\/eor-vs-peo-india\/\">EOR vs PEO<\/a> vs Staffing Agency \u2014 What&#8217;s the Difference?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<table>\n<tbody>\n<tr>\n<td><b>Hiring Model<\/b><\/td>\n<td><b>Legal Employer<\/b><\/td>\n<td><b>Entity Needed in India?<\/b><\/td>\n<td><b>Best For<\/b><\/td>\n<\/tr>\n<tr>\n<td><b>EOR<\/b><\/td>\n<td><span style=\"font-weight: 400;\">EOR is the sole legal employer<\/span><\/td>\n<td><span style=\"font-weight: 400;\">No<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Hiring without a local subsidiary<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>PEO<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Co-employment \u2014 shared liability<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Yes, already required<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Companies with existing India registration<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Staffing Agency<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Varies; often client becomes employer<\/span><\/td>\n<td><span style=\"font-weight: 400;\">No<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Short-term or project workforce<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Direct Hire<\/b><\/td>\n<td><span style=\"font-weight: 400;\">Your company<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Yes<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Long-term, fully established India operations<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><b>Is EOR the same as third-party payroll in India?<\/b><span style=\"font-weight: 400;\"> Not exactly. Third-party payroll in India typically refers to a payroll processing service where your company remains the legal employer. In an EOR arrangement, the EOR is the legal employer \u2014 absorbing all compliance liability, not just processing payroll.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_Statutory_Compliance_Does_an_EOR_Manage_in_India\"><\/span><b>What Statutory Compliance Does an EOR Manage in India?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">This is where most EOR guides fail \u2014 they say &#8220;we handle compliance&#8221; without telling you what that means in numbers. Here is what a compliant EOR actually manages, with exact rates and deadlines.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_Provident_Fund_PF_EPF\"><\/span><b>1. Provident Fund (PF \/ EPF)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>Governed by:<\/b><span style=\"font-weight: 400;\"> EPF and Miscellaneous Provisions Act, 1952 \/ Code on Social Security, 2020 <\/span><b>Regulatory Body:<\/b><span style=\"font-weight: 400;\"> EPFO (Employees&#8217; Provident Fund Organisation) Scope: Employers with \u226520 employees<\/span><\/p>\n<table style=\"height: 363px;\" width=\"420\">\n<tbody>\n<tr>\n<td><b>Contribution<\/b><\/td>\n<td><b>Rate<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employer contribution<\/span><\/td>\n<td><span style=\"font-weight: 400;\">12% of basic + DA<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employee contribution<\/span><\/td>\n<td><span style=\"font-weight: 400;\">12% of basic + DA<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Of employer&#8217;s 12%: EPS<\/span><\/td>\n<td><span style=\"font-weight: 400;\">8.33%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Of employer&#8217;s 12%: EPF<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3.67%<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">EDLI (employer only)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">0.5% of basic + DA<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><b>EOR&#8217;s role:<\/b><span style=\"font-weight: 400;\"> Holds EPFO registration and employer code. Allots or transfers PF UAN (Universal Account Number) for each employee. Files the monthly ECR (Electronic Challan cum Return) by the 15th. Issues Form 3A and 6A annually.<\/span><\/p>\n<p><b>Penalty for late deposit:<\/b><span style=\"font-weight: 400;\"> 12% p.a. interest as per Section 7Q + compensation of 5%-25% of outstanding amounts as per Section 14B. Criminal proceedings can be initiated against directors for wilful evasion.<\/span><\/p>\n<p><b>Important Change in the Labour Codes (November 2025): <\/b><span style=\"font-weight: 400;\">New definition of \u201cWages\u201d has been made in the Social Security Code. The allowances which go beyond 50 percent of your total salary will fall under the category of wages for Provident Funds. The salary system in which you have a small amount of base salary will no longer qualify.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"2_Employee_State_Insurance_ESI\"><\/span><b>2. Employee State Insurance (ESI)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>Governed by:<\/b><span style=\"font-weight: 400;\">\u00a0 Employees\u2019 State Insurance Act 1948 \/ Social Security Code 2020\u00a0\u00a0<\/span><\/p>\n<p><b>Regulating authority:<\/b><span style=\"font-weight: 400;\"> ESIC (Employees&#8217; State Insurance Corporation)<\/span><\/p>\n<p><b>Applicability: <\/b><span style=\"font-weight: 400;\">Establishments having 10 or more employees and employees earning \u2264 \u20b921,000 per month<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Contribution<\/b><\/td>\n<td><b>Rate<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employer<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3.25% of gross wages<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employee<\/span><\/td>\n<td><span style=\"font-weight: 400;\">0.75% of gross wages<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><b>Benefits covered:<\/b><span style=\"font-weight: 400;\"> medical treatment, maternity leave, sickness benefit, disability, dependants&#8217; benefit, and funeral expenses.<\/span><\/p>\n<p><b>EOR responsibilities: <\/b><span style=\"font-weight: 400;\">Registering employees with <a href=\"https:\/\/www.tankhapay.com\/blog\/esi-calculation\/\">ESIC<\/a>, providing employees with IP numbers, depositing contributions every month until the 15th day, and handling claims support.<\/span><\/p>\n<p><b>Penalty: <\/b><span style=\"font-weight: 400;\">A \u20b950,000 penalty for the first violation and imprisonment of up to 2 years for further offences.<\/span><\/p>\n<p><b>New Labour Code change:<\/b><span style=\"font-weight: 400;\">\u00a0 In the Code on Social Security, it is clearly mentioned that gig workers shall also be covered by social security benefits, which includes ESI, as well. Businesses that have both types of workers, EOR employees as well as gig contractors, should reconsider their duties.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_Tax_Deducted_at_Source_TDS_%E2%80%94_Section_192\"><\/span><b>3. Tax Deducted at Source (TDS) \u2014 Section 192<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>Governing statute: <\/b><span style=\"font-weight: 400;\">Income Tax Act, 1961, Section 192 Statutory authority: Income Tax Department<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The EOR, who is the legal employer, will be responsible for holding the TAN and fulfilling all the TDS requirements.<\/span><\/p>\n<p><b>Important timelines include:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">TDS deposited monthly \u2013 7th of next month<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Form 24Q filed quarterly \u2013 July 31\/October 31\/January 31\/June 15<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Form 16 furnished to employees before June 15 every year<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The new tax regime will automatically apply from FY 2025-26. It is important to note that you need to declare your choice of tax regime every year. The HR department at your employer organisation needs to collect signed declarations on your behalf.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"4_Professional_Tax_PT\"><\/span><b>4. Professional Tax (PT)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>Governed by:<\/b><span style=\"font-weight: 400;\"> State-wise legislations, not national legislation<\/span><\/p>\n<p><span style=\"font-weight: 400;\">PT tax is charged by states against the salaries of employees. It becomes compulsory for the EOR to register himself separately with the state government for the PT tax in each and every state wherever he has employed his staff members. It is here that most EOR networks stumble at the Indian stage.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>State<\/b><\/td>\n<td><b>PT Rate<\/b><\/td>\n<td><b>Notes<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Karnataka<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u20b9200\/month<\/span><\/td>\n<td><span style=\"font-weight: 400;\">For gross salary above \u20b915,000<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Maharashtra<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Up to \u20b92,500\/year<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Slab-based<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Tamil Nadu<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u20b9208\/month<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Varies by salary bracket<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">West Bengal<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Up to \u20b92,500\/year<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Slab-based<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Andhra Pradesh<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u20b9200\/month<\/span><\/td>\n<td><span style=\"font-weight: 400;\">For gross salary above \u20b915,000<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Delhi, UP, Haryana, Rajasthan<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Nil<\/span><\/td>\n<td><span style=\"font-weight: 400;\">No PT in these states<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"5_Labour_Welfare_Fund_LWF\"><\/span><b>5. Labour Welfare Fund (LWF)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>Governed bystate<\/b><span style=\"font-weight: 400;\"> Labour Welfare Fund Acts, each state has its own<\/span><\/p>\n<p><span style=\"font-weight: 400;\">LWF is small in amount and the most commonly missed compliance obligation in Indian payroll. Contribution amounts typically range from \u20b96 to \u20b975 per employee per period, depending on the state.<\/span><\/p>\n<p><b>Key fact:<\/b><span style=\"font-weight: 400;\"> LWF is not a monthly deduction; it is typically biannual (June and December) or annual. Employers who deduct LWF every month are technically over-deducting, which is itself a statutory violation.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"6_Gratuity\"><\/span><b>6. Gratuity<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>Governed by:<\/b><span style=\"font-weight: 400;\"> Payment of Gratuity Act, 1972 \/ Code on Social Security, 2020<\/span><\/p>\n<p><b>Formula:<\/b> <b>(15 \u00f7 26) \u00d7 Last Drawn Wage \u00d7 Years of Continuous Service<\/b><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Parameter<\/b><\/td>\n<td><b>Detail<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Eligibility<\/span><\/td>\n<td><span style=\"font-weight: 400;\">5 years of continuous service<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Maximum payable<\/span><\/td>\n<td><span style=\"font-weight: 400;\">\u20b925 lakh<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Tax exemption (employee)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Up to \u20b920 lakh<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Exception<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Payable before 5 years in case of death or disability<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><b>EOR&#8217;s role:<\/b><span style=\"font-weight: 400;\"> Provisions gratuity monthly in the books and processes the payout within the F&amp;F settlement at separation.<\/span><\/p>\n<p><b>What happens if an employee leaves before completing 5 years?<\/b><span style=\"font-weight: 400;\"> Gratuity is not eligible until the individual has served for a minimum of five years, excepting the following scenario: if the employee dies or gets disabled permanently, then gratuity is eligible irrespective of the period of service.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Indias_New_Labour_Codes_%E2%80%94_What_EOR_Clients_Must_Know_November_2025\"><\/span><b>India&#8217;s New Labour Codes \u2014 What EOR Clients Must Know (November 2025)<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">On <\/span><b>November 21, 2025,<\/b><span style=\"font-weight: 400;\"> the Government of India implemented all four Labour Codes, consolidating 29 existing central labour laws into a unified framework.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">(Source: Ministry of Labour and Employment press release, November 21, 2025; EY India Tax Alert, November 2025; DLA Piper Global Employment \u2014 November 2025)<\/span><\/i><\/p>\n<p><b>Status of implementation: <\/b><span style=\"font-weight: 400;\">The four Codes have been promulgated. Central and state-specific rules will be notified in phases. Employers need not wait for full notification of rules to conduct self-assessments on their compliance status. (Reference: EY India)<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"The_Four_Labour_Codes_%E2%80%94_At_a_Glance\"><\/span><b>The Four Labour Codes \u2014 At a Glance<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<table>\n<tbody>\n<tr>\n<td><b>Code<\/b><\/td>\n<td><b>Central Laws Replaced<\/b><\/td>\n<td><b>Primary Focus<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Code on Wages, 2019<\/span><\/td>\n<td><span style=\"font-weight: 400;\">4 laws<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Wages, minimum wages, bonus, equal pay<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Industrial Relations Code, 2020<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3 laws<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Trade unions, strikes, retrenchment<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Code on Social Security, 2020<\/span><\/td>\n<td><span style=\"font-weight: 400;\">9 laws<\/span><\/td>\n<td><span style=\"font-weight: 400;\">PF, ESI, Gratuity, Maternity, Gig workers<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">OSHWC Code, 2020<\/span><\/td>\n<td><span style=\"font-weight: 400;\">13 laws<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Safety, health, working conditions<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3><span class=\"ez-toc-section\" id=\"6_Changes_That_Directly_Affect_EOR_Operations\"><\/span><b>6 Changes That Directly Affect EOR Operations<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ol>\n<li><b> New &#8220;Wages&#8221; Definition \u2014 The 50% Rule<\/b><span style=\"font-weight: 400;\"> Allowances exceeding 50% of total remuneration are now treated as &#8220;wages&#8221; for PF, gratuity, and bonus calculations. CTC structures designed to suppress PF contribution by keeping basics low are non-compliant. Your EOR must audit all existing salary structures.<\/span><\/li>\n<li><b> Full and Final Settlement \u2014 Within 2 Working Days<\/b><span style=\"font-weight: 400;\"> Outstanding wages at separation must now be settled within 2 working days. This replaces the informal 30\u201345 day process many companies previously followed. EORs without automated F&amp;F workflows will struggle with this mandate.<\/span><\/li>\n<li><b> Gig and Platform Workers \u2014 Social Security Coverage<\/b><span style=\"font-weight: 400;\"> According to the code of social security, platform and gig workers fall under PF, ESI, and gratuity as well. Businesses that employ workers through hybrid models, where they use both EOR workers and gig workers, need to reconsider the nature of each engagement.<\/span><\/li>\n<li><b> Retrenchment Threshold Raised \u2014 100 to 300 Workers<\/b><span style=\"font-weight: 400;\"> Establishments with up to 300 workers can now retrench without prior government approval (previously, this threshold was 100 workers). This changes exit planning for mid-sized India teams working through an EOR.<\/span><\/li>\n<li><b> Fixed-Term Employees \u2014 Equal Benefits as Permanent Staff<\/b><span style=\"font-weight: 400;\"> Fixed-term workers are now entitled to the same PF, ESI, and pro rata gratuity as permanent employees. How your EOR structures short-duration contracts must be reviewed.<\/span><\/li>\n<li><b> Annual Health Check \u2014 Mandatory for Employees Aged 40+\u00a0 Employers<\/b><span style=\"font-weight: 400;\"> must now provide free annual health examinations for all workers aged 40 and above. This is a new addition to the benefits administration scope that every EOR must operationalise.<\/span><\/li>\n<\/ol>\n<h2><span class=\"ez-toc-section\" id=\"How_EOR_Onboarding_Works_in_India_2026_%E2%80%94_Step_by_Step\"><\/span><b>How EOR Onboarding Works in India 2026 \u2014 Step by Step<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h4><i><span style=\"font-weight: 400;\">How do I hire an employee in India using an EOR?<\/span><\/i><\/h4>\n<p><b>Total timeline:<\/b><span style=\"font-weight: 400;\"> 5\u201310 business days to Day One; first payroll by Day 30\u201335.<\/span><\/p>\n<p><b>Step 1 \u2014 MSA Execution (Days -7 to 0)<\/b><span style=\"font-weight: 400;\"> Client and EOR sign a Master Services Agreement. Role classification, CTC structure, state of employment, and notice period are defined. The 50% wage rule is applied during salary structuring.<\/span><\/p>\n<p><b>Step 2 \u2014 Documentation Collection (Day 1 to Day 3) Documentation required by the employee:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Aadhar card (ID + address)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">PAN card (Tax)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Bank account details<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Education qualifications<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Last employer\u2019s PF UAN number and relieving letter<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Background verification consent<\/span><\/li>\n<\/ul>\n<p><b>Step 3 \u2014 Statutory Registrations (Days 3\u20135)<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">PF UAN allocation or transfer from existing company<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">ESIC IP enrollment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Professional tax enrollment in home state of employee<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">LWF deduction setup<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">TAN associated with payroll account<\/span><\/li>\n<\/ul>\n<p><b>Step 4 \u2014 Employment Contract (Days 4-6) For a compliant employment agreement in India, the following clauses should be included:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Notice period (industry-specific; IT industry: typically 2-3 months)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">IP assignment clause as per section 17 of the Copyright Act, 1957 (for technology employees)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Non-disclosure clause<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Leave benefits as per relevant labor laws<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Arbitration clause<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">POSH clause<\/span><\/li>\n<\/ul>\n<p><b>Step 5 \u2014 Day One Setup (Days 6\u201310)<\/b><span style=\"font-weight: 400;\"> Portal access provisioned (employer + employee), group health insurance enrolment, ESIC coverage activated, and device procurement for remote employees.<\/span><\/p>\n<p><b>Step 6 \u2014 First Payroll (Day 30\u201335) <\/b><span style=\"font-weight: 400;\">Recording of attendance and leave, salary calculation according to CTC, deduction of statutory deductions, issuance of payslip, submission of ECR to EPFO, and payment of TDS within the 7th day.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Which_Workforce_Types_Can_an_EOR_Manage_in_India\"><\/span><b>Which Workforce Types Can an EOR Manage in India?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h4><i><span style=\"font-weight: 400;\">Can an EOR handle blue-collar and factory workers, not just tech employees?<\/span><\/i><\/h4>\n<p><span style=\"font-weight: 400;\">Most <a href=\"https:\/\/www.tankhapay.com\/employer-of-record\">global EOR platforms<\/a> cover only white-collar employees. This is a meaningful limitation for companies with mixed workforce requirements.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Workforce Type<\/b><\/td>\n<td><b>Applicable Compliance Beyond PF\/ESI\/TDS<\/b><\/td>\n<\/tr>\n<tr>\n<td><b>White-collar<\/b><span style=\"font-weight: 400;\"> (tech, finance, operations, management)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">IP assignment clauses, TDS (old\/new tax regime), PT<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Blue-collar<\/b><span style=\"font-weight: 400;\"> (field staff, logistics, manufacturing)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Contract Labour (R&amp;A) Act, Factories Act, Motor Transport Workers Act, state minimum wages, Factory licence<\/span><\/td>\n<\/tr>\n<tr>\n<td><b>Apprentices<\/b><span style=\"font-weight: 400;\"> (NAPS \/ NATS)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Apprentices Act, 1961; stipend structure; social security applicability<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">An EOR with 26 years of owned-entity India operations manages all three workforce types with dedicated compliance teams for each. <a href=\"https:\/\/www.tankhapay.com\/employer-of-record\">Global EOR platforms<\/a> typically cover only Category 1.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"India_EOR_Compliance_Calendar_%E2%80%94_Key_Deadlines\"><\/span><b>India EOR Compliance Calendar \u2014 Key Deadlines<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<table>\n<tbody>\n<tr>\n<td><b>Frequency<\/b><\/td>\n<td><b>Obligation<\/b><\/td>\n<td><b>Deadline<\/b><\/td>\n<td><b>Filing Authority<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Monthly<\/span><\/td>\n<td><span style=\"font-weight: 400;\">TDS deposit<\/span><\/td>\n<td><span style=\"font-weight: 400;\">7th of following month<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Income Tax Department<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Monthly<\/span><\/td>\n<td><span style=\"font-weight: 400;\">PF challan (ECR filing)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">15th of following month<\/span><\/td>\n<td><span style=\"font-weight: 400;\">EPFO<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Monthly<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ESI contribution<\/span><\/td>\n<td><span style=\"font-weight: 400;\">15th of following month<\/span><\/td>\n<td><span style=\"font-weight: 400;\">ESIC<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Monthly<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Professional Tax<\/span><\/td>\n<td><span style=\"font-weight: 400;\">15th (most states)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">State government<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Quarterly<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Form 24Q (TDS return)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">July 31 \/ Oct 31 \/ Jan 31 \/ Jun 15<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Income Tax Department<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Annual<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Form 16 to employees<\/span><\/td>\n<td><span style=\"font-weight: 400;\">By June 15<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Income Tax Department<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Biannual<\/span><\/td>\n<td><span style=\"font-weight: 400;\">LWF contribution<\/span><\/td>\n<td><span style=\"font-weight: 400;\">June + December (state-specific)<\/span><\/td>\n<td><span style=\"font-weight: 400;\">State Labour Welfare Board<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Annual<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Statutory Bonus<\/span><\/td>\n<td><span style=\"font-weight: 400;\">October\u2013November<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Ministry of Labour<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Annual<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Shops &amp; Establishments renewal<\/span><\/td>\n<td><span style=\"font-weight: 400;\">State-specific<\/span><\/td>\n<td><span style=\"font-weight: 400;\">State government<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><b>Why this calendar matters:<\/b><span style=\"font-weight: 400;\"> A <a href=\"https:\/\/www.tankhapay.com\/blog\/eor-vs-workforce-deployment-costs-india\/\">company recruiting employees from 5 different states in India will have to manage anywhere between 60-80 different compliance filings every year,<\/a> where each one has its own authority, portal, form, and fine for non-compliance.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Frequently_Asked_Questions\"><\/span><b>Frequently Asked Questions<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><b>What is an Employer of Record (EOR) in India?<\/b><\/p>\n<p><span style=\"font-weight: 400;\">In India, an EOR is a third-party company that legally hires employees for you. The EOR handles all employment contract-related matters, payroll management, PF\/ESI\/TDS filing, and ensures statutory compliances while you handle the employment activities. There is no need for any subsidiary in India.<\/span><\/p>\n<p><b>Can a foreign company hire employees in India without setting up a local entity?<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Yes. Via an Employer of Record, a foreign business organisation can hire and remunerate their employees in India without setting up any subsidiary, branch office or even private limited company. In this case, the Employer of Record becomes the legal employer.<\/span><\/p>\n<p><b>How does an EOR manage PF in India?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">EOR is registered with EPFO with its own employer code number. The deductions of 12% are made by EOR from basic salary + DA. Another contribution of 12% as an employer is made by EOR. The ECR is submitted by EOR on or before the 15th day of each month.<\/span><\/p>\n<p><b>What changed for employers under India&#8217;s new Labour Codes?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Six major amendments came into force starting from November 21, 2025: (i) New definition of wages \u2013 allowances in excess of 50% of the CTC will be regarded as wages for PF purposes. (ii) Disposal of F&amp;F within two working days. (iii) Gig workers included in social security. (iv) Recessed threshold raised from 100 to 300. (v) Benefits provided on par with permanent employees to fixed-term employees. (vi) Annual health check for workers above 40 years of age.<\/span><\/p>\n<p><b>What is the difference between an EOR and a PEO in India?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The EOR becomes the only legal employer, and you do not need to create any Indian company. The PEO works together with your company to become the employer, which means that your company should have registered with the Indian government first. Most foreign companies will use the EOR method in India for their first hire.<\/span><\/p>\n<p><b>How long does EOR onboarding take in India?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In the case where we have a cooperative EOR specializing in India, we get the onboarding process done within 5-10 days. The first payroll is processed between days 30 and 35. Global EORs that use partnering networks could take 15-25 days to set up.<\/span><\/p>\n<p><b>What are the penalties for PF non-compliance in India?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to the EPF Act: Interest of 12% per annum on arrears (Section 7Q) + Damages of 5% &#8211; 25% of arrears (Section 14B). Criminal penalty for directors in case of wilful default. ESIC penalties: \u20b950,000 for the first violation and up to 2 years&#8217; imprisonment for repeat offenders.<\/span><\/p>\n<p><b>Why should I choose an India-specialist EOR over a global EOR platform?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">EORs specialising in India will be actively registered in all 28 states, manage multiple workforce categories (white-collar, blue-collar, and apprenticeship programmes), actively monitor notifications on labour codes, and have India compliance departments. It makes more sense to consider global EORs if you require a single platform in 10+ countries where India is just one market among others.<\/span><\/p>\n<p><b>What IP protections does an EOR employment contract include in India?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The compliant employment agreement in relation to EORs for hiring tech employees shall contain the clause of IP assignment under Section 17 of the Copyright Act, 1957, wherein all work done during employment shall belong to the organisation. There should be clauses of moral rights waiver and NDA.<\/span><\/p>\n<p><b>Is basic salary required to be at least 50% of CTC under the new Wage Code?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to the Code on Wages, 2019 (already implemented), where the allowances exceed 50% of the gross pay, the excess will be treated as &#8220;wages&#8221; for the purposes of statutory calculations, thereby increasing the PF, gratuity, and bonus calculation base. Though there is no explicit requirement in the code about keeping the basic minimum at 50%, the lower salary structure may be revisited.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Conclusion_%E2%80%94_Do_You_Need_an_EOR_in_India\"><\/span><b>Conclusion \u2014 Do You Need an EOR in India?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">India is one of the highest-value talent markets in the world \u2014 and one of the most complex employment jurisdictions to navigate independently. Four new Labour Codes, 28-state compliance variation, and mandatory contributions across PF, ESI, TDS, PT, and LWF make the EOR model not just convenient but strategically sound for most foreign companies entering India.<\/span><\/p>\n<p class=\"font-claude-response-body break-words whitespace-normal\">The <a href=\"https:\/\/www.tankhapay.com\/blog\/employer-of-record-vs-local-entity\/\">right EOR removes the entity setup barrier<\/a>, eliminates compliance risk, and gets your first Indian hire onboarded in under 10 business days. Not all providers manage all of this equally well \u2014 coverage depth, owned entity vs partner network, and multi-workforce capability vary significantly across the market. Before shortlisting, see how <a class=\"underline underline underline-offset-2 decoration-1 decoration-current\/40 hover:decoration-current focus:decoration-current\" href=\"https:\/\/www.tankhapay.com\/blog\/top-eor-companies-india-2026\/\">India&#8217;s top 15 EOR companies<\/a> compare on pricing, compliance scope, and state coverage.<\/p>\n<p><span style=\"font-weight: 400;\">With the new Labour Codes now in force, the standard for &#8220;compliant EOR&#8221; has risen. The 50% wages rule, the 2-working-day F&amp;F settlement mandate, and expanded gig worker social security coverage mean you need an EOR that is actively implementing \u2014 not just tracking \u2014 these changes.<\/span><\/p>\n<p><b>TankhaPay has operated as a fully owned-entity EOR for 26 years under AKAL Information Systems Ltd \u2014 ISO 9001, 27001, 20000, 14001 certified and CMMI Appraised \u2014 managing PF, ESI, TDS, PT, and LWF across all 28 Indian states for 500+ companies, across white-collar, blue-collar, and apprentice workforce types.<\/b><\/p>\n<p><a href=\"https:\/\/www.tankhapay.com\/demo.php\"><b>Schedule a Free EOR Demo \u2192<\/b><\/a><a href=\"https:\/\/www.tankhapay.com\/pricing.php\"> <b>View EOR Pricing \u2192<\/b><\/a><a href=\"https:\/\/www.tankhapay.com\/employer-of-record\"> <b>See All EOR Services \u2192<\/b><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<div class=\"tmnf_excerpt\">\ud83d\udcc5 Published: June 2026 \ud83d\udd04 Last Updated: June 2026 \u23f1 Reading Time: 5 minutes QUICK REFERENCE \u2014 INDI\u2026<\/div>","protected":false},"author":7,"featured_media":13662,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[281],"tags":[],"class_list":["post-13661","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-eor"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How Employer of Record (EOR) Works in India 2026 Guide - Tankhapay<\/title>\n<meta name=\"description\" content=\"Learn how Tankhapay EOR works in India, PF, ESI, TDS, Gratuity, and the 4 new Labour Codes. 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