India, officially the Republic of India, is the second-most populous country in the world. It covers an area of 3.29 million square kilometers. The country is surrounded by the Bay of Bengal in the east, the Arabian Sea in the west, and the Indian Ocean in the south. India occupies a major portion of the South Asian subcontinent. There are 28 states and eight Union territories in the country. The agricultural sector remains the country’s main employer. However, it is no longer the largest contributor to GDP. Major growth has been in trade, finance, and other services.
For global companies looking to hire in India or hire employees in India, the country offers a vast, skilled, and cost-effective talent pool across technology, finance, operations, and services.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in India.
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Fast-track your talent onboarding while ensuring 100% compliance with local regulations. using an Employer of Record in India
Calculate net salary post deductions and compare it with the salary in other countries instantly.
Receive process support by an experienced team of experts & pay your talent on time and in their local currency, ideal for companies looking to hire employees or contractors in India
Easily onboard your remote talent in India through our Employer of Record (EOR) solution. Our subsidiaries and network partners make this process fast and 100% compliant.
India, officially the Republic of India, is the second-most populous country in the world. It covers an area of 3.29 million square kilometers. The country is surrounded by the Bay of Bengal in the east, the Arabian Sea in the west, and the Indian Ocean in the south. India occupies a major portion of the South Asian subcontinent. There are 28 states and eight Union territories in the country. The agricultural sector remains the country’s main employer. However, it is no longer the largest contributor to GDP. Major growth has been in trade, finance, and other services.
For global companies looking to hire in India or hire employees in India, the country offers a vast, skilled, and cost-effective talent pool across technology, finance, operations, and services.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in India.
The national holidays mentioned below are valid for the year 2026 and are critical for hiring in India planning:
Workers are entitled to paid holidays for National and Public holidays (often called “festival holidays”). The total number of paid holidays depends on the specific Shops and Establishments Act governed by the state. Pay on holidays also varies depending on the specific Shops and Establishment Act.
The table below shows the public holidays observed by WorkMotion India.
The holidays mentioned below are valid for the year 2026.
| January 15 | Makara Sankranti (Uttarayana Punyakala) | Movable |
| January 26 | Republic Day | National Holiday |
| March 4 | Holi | Movable |
| April 3 | Good Friday | Movable |
| May 1 | May Day | |
| May 27 | Eid uz Zuha | |
| October 2 | Gandhi Jayanti | National Holiday |
| October 21 | Dussehra (Vijay Dashami) | Movable |
| November 10 | Deepavali | Movable |
| December 25 | Christmas | Public Holiday |
The approximate time for sharing the contract with an employee in India is 2 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
This fast turnaround helps companies quickly hire remote talent from India and scale teams without operational friction.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.
Both the employer and the employee are required to contribute 12% to the Employee’s Provident Fund respectively. Yet, the employer must withhold the contributions for both parties and deposit the contributions (total of 24%) to the Provident Fund by the 15th day of the following month.
NOTE: Contributions to the Provident Fund are paid based on a maximum wage ceiling of Rs.15,000.
Using an Employer of Record India model ensures these benefits are administered accurately while enabling companies to confidently hire remote employees from India at scale.
The full contribution breakdown is as follows:
The normal working hours and days for the employee must be clearly stated and included in the employment contracts. Usually, the Shops and Establishment Acts (SEAs) of different states provide provisions for working hours for the private sector.
Any hours that are worked above the contractually defined normal working hours are considered overtime.
The employer should pay the employee for work on any day in excess of the number of hours constituting a normal working day, at not less than twice the normal wages, for every hour or for part of an hour so worked in excess.
Probation is not mandatory. The common practice is three to six months depending on the seniority of the position.
There are both national-level and state-level regulations. The common practice is to give 30 days’ notice. For senior positions, the notice period is up to 90 days. However, the notice period can be shortened via mutual agreement.
The normal working hours and days for the employee must be clearly stated and included in the employment contracts. Usually, the Shops and Establishment Acts (SEAs) of different states provide provisions for working hours for the private sector.
Any hours that are worked above the contractually defined normal working hours are considered overtime.
The employer should pay the employee for work on any day in excess of the number of hours constituting a normal working day, at not less than twice the normal wages, for every hour or for part of an hour so worked in excess.
Probation is not mandatory. The common practice is three to six months depending on the seniority of the position.
There are both national-level and state-level regulations. The common practice is to give 30 days’ notice. For senior positions, the notice period is up to 90 days. However, the notice period can be shortened via mutual agreement.
Both the employer and the employee are required to contribute 12% to the Employee’s Provident Fund respectively. Yet, the employer must withhold the contributions for both parties and deposit the contributions (total of 24%) to the Provident Fund by the 15th day of the following month.
NOTE: Contributions to the Provident Fund are paid based on a maximum wage ceiling of Rs.15,000.
Using an Employer of Record India model ensures these benefits are administered accurately while enabling companies to confidently hire remote employees from India at scale.
The full contribution breakdown is as follows:
Benefits
Employer Contribution
Maximum Base
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