Shamini 
(C): Twitter
Global businesses that want to hire in India 2025 are facing a complicated legal landscape that is influenced by a movement towards formalization of the workforce and digital governance. Whether a company intends to set up a legal entity or to work with an Employer of Record (EOR), the company needs clarity regarding contract types, labor compliance and structure of operations. This guide will assist in understanding the essentials of hiring in India, supporting successful and compliant hiring practices.
How Should You Structure Your Hiring in India?
Legal Entity – By creating a private or public limited company you are free to express full control but would have to acquire a DIN, DSC, name approval, incorporation, PAN, EPFO/ESI registration and GST registration.
Employer of Record (EOR) – A quicker option; they become the legal employer and take care of payroll, taxes, compliance and benefits. An EOR is ideal for market testing or short-term projects.
What Types of Employment Contracts Exist?
India offers various forms of contract:
Permanent Employment Contract- open ended and includes full statutory benefits.
Fixed Term Employment Contract- defined period of employment with same statutory benefits.
Temporary / Contract Labor- often provided via a third party acting under the Contract Labour Act.
Zero Hour Contract- open to flexible hours with minimum protections.
Employment contracts should outline job roles, salary, notice period, entitlements and dispute resolution.
What Laws Do You Have To Follow?
Employers have to comply with central and state laws:
Wage Code & Maternity Benefit Act – wages and leave.
EPFO, ESI, Gratuity, Bonus Act – social contributions.
Shop hours, leave and closure according to any of the state – Shop & Establishments Acts.
How Do You Manage Payroll, Tax and Benefits?
Employers are required to:
-Contribute 12% of basic salary to EPF and ESI as applicable.
-Deduct TDS under Income Tax Act.
-Pay gratuity after 5 years of service and retrenchment compensation under the Industrial Disputes Act.
What About Foreign Employees?
Employment visas are appropriate for foreign nationals but usually only to work in managerial or skilled positions with minimum pay caps (approximately US$25,000). An applicant must register their employment visa with the FRRO within fourteen days of arrival in India. If they do not, they can face fines or deportation.
