Build your India team without first setting up a local employing entity. Navcore Global coordinates employment, payroll and employee administration, while your business directs the work and manages day-to-day performance.
Put the employment essentials in place before the first joining date. The scope connects contracts, payroll, benefits and employee support, with local requirements assessed for the role, work location and individual.
An accepted offer needs a clear route to employment. Confirm the local employing entity, agreed terms and required records, then give the employee and hiring manager a practical joining plan.
Bring approved salary inputs, deductions and employer costs into a consistent monthly cycle. Confirm statutory coverage and relevant state requirements, with payroll reports and payment records that your finance team can follow.
Give employees a defined route for questions about pay, leave and employment records. Coordinate agreed benefits and approved changes, keeping your managers informed when a decision or additional information is needed.
Plan for the decisions that follow the first hire: additional employees, changes to terms and eventual exits. If your business later establishes an Indian entity, agree a transition plan that addresses employment continuity and the records required.
Set out the roles, work locations, headcount, proposed start dates and work eligibility. Review how the team will operate in India before confirming that EOR is suitable.
Confirm the employing entity, salary structure, benefits, notice provisions and responsibilities. Separate employment costs from service fees, with funding and approval terms in writing.
Collect the required records, complete employment documents and arrange payroll and benefit setup. Confirm the joining date once the necessary checks and approvals are complete.
Agree input cut-offs, approve salary changes and arrange funding. Process the pay cycle, provide the agreed reports and track applicable statutory payments and filings.
Coordinate changes to pay, role or location before they take effect. For an exit, review the required process, notice, final pay and employment records with the local employer.
A first hire, a growing team and a future subsidiary call for different plans. Match the employment arrangement, reporting and commercial terms to the people you need and how your India presence is expected to develop.
Put a defined employment arrangement around an initial India role, with the employer, monthly cost and onboarding requirements clear before the employee joins.
Create a consistent process for additional hires, monthly payroll and employee queries, with each new role assessed and start dates agreed against the hiring plan.
Coordinate a move to your own Indian entity when it is ready to employ, with the required documentation, employee arrangements and payroll handover reviewed in advance.
Name the employing entity, included services and escalation contacts in the agreement, with the responsibilities of Navcore and your business clearly recorded.
Set input deadlines, authorised approvers and funding dates. Review salary movements, employer costs and outstanding items before the pay run is finalised.
Agree access, confidentiality and retention arrangements for contracts, payroll and employee data, including any cross-border sharing required for delivery.
Route changes and exits through the agreed process. Confirm the required approvals, employee communications, notice and final-settlement treatment before action.
The service agreement records employment responsibilities, client approvals, funding obligations and escalation routes. An EOR arrangement does not by itself resolve corporate tax, permanent-establishment, licensing or immigration questions for your business; these depend on the activities and circumstances involved.
Keep approved payroll inputs, salary outputs, funding confirmations and applicable statutory payment records connected. The agreed reporting should show what is complete, what remains outstanding and who owns the next action, so your finance team can reconcile the cost of its India workforce.
Work back from the proposed joining date. Employment documents, payroll setup, employee checks and funding need clear owners, alongside your arrangements for equipment and access. Confirm readiness before making a commitment to the candidate.
EOR can suit an overseas business making its first India hire, building a distributed team or preparing its own entity. Assess the arrangement against the actual roles, work locations and operating plans, then compare the full employment cost and service scope.
An Employer of Record, or EOR, is the local legal employer for an employee who works under your business’s day-to-day direction. The arrangement covers the agreed employment administration, such as contracts, payroll, benefits and employee records. The proposal should identify the employing entity and distinguish its responsibilities from those of Navcore and your business.
For suitable roles and operating arrangements, EOR allows an overseas business to employ people in India through a local employer before establishing its own employing entity. Suitability depends on the work, location and business activities. Your wider corporate tax, registration, licensing and permanent-establishment position still needs to be assessed separately.
Your business sets the role, assigns work and manages daily performance. The local employer handles the agreed employment administration and its obligations as employer. Formal changes to employment terms, disciplinary matters and exits should be coordinated with the employer through the appropriate process, rather than treated as routine payroll instructions.
The agreed scope can include employment documentation, onboarding, INR payroll, salary tax withholding, applicable statutory contributions, benefits administration, employee records and support for changes or exits. Coverage depends on the role, work location and employee circumstances. The proposal should itemise the included services, reporting, responsibilities and any exclusions.
The total cost combines gross salary, applicable employer contributions, agreed benefits and the EOR service fee. Ask for deposits, funding requirements, currency conversion, additional services and potential exit costs to be shown separately. Share the proposed roles, locations, salaries and headcount so the employment cost can be scoped on a consistent basis.
The joining date depends on complete employee records, agreed employment terms, work eligibility, any local requirements and payroll readiness. Funding and approval cut-offs also matter. Navcore can coordinate a proposed onboarding schedule after reviewing the hire; the start date is confirmed when the required documents, checks and arrangements are in place.
A payroll outsourcing provider processes pay for an existing employer. Under an EOR arrangement, the entity named in the employment contract also acts as the local employer and undertakes the agreed employment responsibilities. If your business already has an Indian employing entity, payroll and HR administration support may be the more appropriate service to assess.
A transition can be planned once your entity is ready to employ. The local employer and your advisers should review the required documents, employee agreement, continuity of service, accrued benefits, notice and any final-settlement treatment. Agree the transfer sequence and payroll handover in advance; employment does not move automatically when the entity is incorporated.
Tell us the roles, headcount, work locations, proposed salaries and joining dates. We can then discuss the right employment arrangement, a clear cost breakdown and an onboarding plan for your India team.
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