Run Indian payroll with a disciplined monthly process for salary inputs, statutory deductions, payslips and management reporting. Navcore Global supports your finance and people teams with clear owners, documented checks and practical employee administration.
A strong payroll process puts the right information in front of the right approver at the right time. Define the employee data, salary rules, pay calendar and statutory scope first; then make the monthly cycle repeatable.
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.
The agreed service can include payroll setup, employee master data, INR salary calculations, payslips, payroll reports, TDS working support, and applicable EPF, ESI and state-level payroll administration. The exact scope depends on the establishment, employee profile, work locations and registrations.
Yes. A transition begins with a review of employee data, salary structures, current registrations, the pay calendar, historic payroll records and the responsibilities held by HR, finance and any other provider.
The monthly process defines a secure input route and cut-off for attendance, leave, incentives, reimbursements, deductions, joiners and leavers. Your authorised contact reviews payroll variances, approves the final result and confirms funding.
Depending on the employer, employees and location, payroll may involve salary TDS, EPF, ESI, professional tax, labour-welfare fund and other state-specific requirements. Applicability should be confirmed for the particular establishment and employee profile.
Pricing depends on employee numbers, pay groups, record quality, statutory scope, reporting, implementation work and employee support. Ask for recurring fees, implementation charges, out-of-scope work and transition costs to be shown separately.
Timing depends on the completeness of employee data, salary structures, opening balances, registrations, approvals and the next available payroll date. A practical implementation plan is confirmed after reviewing the records.
Yes. The agreed payroll process can cover employee lifecycle changes. New joiners, revisions, incentives, leave changes and exits must reach the payroll team through the agreed route before the cut-off.
With payroll outsourcing, your Indian company remains the employer and Navcore supports its payroll administration. In an EOR arrangement, the entity named in the employment contract is also the legal employer.
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.
Thank you for your interest in our services. Our experts are analyzing your requirements, and we will share a detailed quotation with you as soon as possible.
