Global companies choose Anjusmriti because India's employment law is genuinely complex and getting it wrong is expensive. We are the partner that gets it right, every time, across every Indian state and 50+ countries worldwide.
Most EOR platforms treat India like any other country. They do not. India has one of the most layered, state-specific, and penalty-heavy employment compliance frameworks on the planet. Getting it wrong means fines, back-pay claims, and reputational damage. Getting it right requires someone who lives and breathes Indian labour law every single day.
From the Payment of Wages Act to the Industrial Disputes Act. Every one of them applies to your India employees, and every one of them is Anjusmriti's responsibility, not yours.
Professional Tax slabs, Shops and Establishments Act requirements, minimum wages, and notice period norms all vary by state. We handle every single variation.
PF ECR, ESI, TDS challan, Professional Tax, quarterly returns, and annual reconciliations. None of this lands on your desk.
When international companies need someone who truly understands how India works, not just in theory but in practice, Anjusmriti is who they call.
An Employer of Record is a company that legally employs someone on your behalf in a country where you have no legal presence. Whether you source the candidate independently or engage a recruitment partner, once the right person is identified, Anjusmriti steps in to handle everything that sits between the offer letter and the employee actually starting work.
You direct the day-to-day work. We carry every ounce of the legal and compliance responsibility.
Setting up a legal entity in a new country typically costs $10,000 to $50,000 and takes 3 to 6 months. EOR removes that entirely.
Every employment agreement is drafted to meet local labour law requirements, including mandatory benefits, notice periods, and termination rules.
We process local payroll, deduct the right taxes, and file with local authorities. You get a single consolidated invoice each month.
EOR does not change who manages the employee day to day. Your team gives direction, sets goals, and measures performance. We handle the employment paperwork.
EOR is not a workaround. It is the proper, legal, and increasingly standard way global companies build international teams without unnecessary overhead.
You have product-market fit and need to hire fast in new geographies. EOR means you can onboard talent in a new country this month, not next year.
Fast market entryYour best candidates are in different countries. EOR gives every one of them a proper employment contract, statutory benefits, and compliant payroll.
Remote-first hiringBefore you commit to a full local entity, use EOR to hire a local sales lead or country manager and validate the market with minimal risk.
Low-risk market testingYou need to hire in a specific country for a project or role but setting up a local entity is not justified by the headcount. EOR fills that gap precisely.
Project-specific hiringIf you have been paying people as contractors when they function as full-time employees, you are exposed to significant fines. EOR fixes that cleanly and compliantly.
Compliance rectificationBuilding a client-facing team in the US, UK, or any global market? EOR lets you hire locals with proper employment status without registering a foreign subsidiary.
Outbound global hiringWhen you use Anjusmriti as your EOR, we take on the full scope of employment administration. This is what that looks like in practice.
A clear comparison so you can decide what makes sense for your situation. Most companies hiring internationally for the first time choose EOR.
| What you need | ✅ EOR via Anjusmriti | Hire as Contractor | Set Up Own Entity |
|---|---|---|---|
| Legal entity in target country | Not required | Not required | Required (3-6 month setup) |
| Employment contract under local law | Yes, fully compliant | No employment protection | Yes, but you manage it |
| Statutory benefits (leave, health, etc.) | All handled | Not applicable | Your responsibility |
| Payroll compliance and tax filing | Fully managed | Employee handles it | Your legal obligation |
| Misclassification risk | Zero risk | High (significant fines) | Low if done correctly |
| Speed to hire | 2 to 3 days | Fast, but legally risky | 3 to 6 months minimum |
| Upfront setup cost | No setup cost | None | $10,000 to $50,000+ |
| Control over day-to-day work | Full control | Limited (contractor autonomy) | Full control |
Entity setup costs and timelines vary by country. EOR fees depend on country and headcount. Speak to us for a specific quote.
We work with companies hiring across Asia Pacific, the Americas, Europe, the Middle East, Africa, and beyond. You do not need a different vendor for each region.
This is a snapshot of what employment compliance involves in India alone. Multiply this across multiple countries and you start to understand why companies choose EOR.
Monthly employer and employee PF deductions, ECR filings, and annual reconciliation
Employee State Insurance registration, monthly contributions, and benefit administration
Monthly TDS computation, challan payments, quarterly returns, and Form 16
State-specific PT registrations and monthly filings applicable per employee location
Actuarial calculation, provisioning, and payment upon resignation or retirement
Locally compliant offer letters, appointment letters, and role-specific clauses
Earned leave, casual leave, sick leave tracking, carry-forward, and encashment
Annual returns under Minimum Wages Act, Contract Labour Act, and state-specific rules
Full and final settlement, relieving letter, and statutory exit formalities
Group health insurance, flexible benefits setup, and POSH policy compliance
We handle all of the above across every country where we operate. You do not need to learn any of this.
Take Compliance Off My PlateWe have kept this as simple as possible. You do not need to understand the underlying complexity to get a team member hired and working.
Entity setup is not a one-time cost. It is an ongoing commitment of time, money, and management overhead that most growing companies underestimate when they plan their expansion.
We needed to hire a senior engineer in India without setting up a local entity. Anjusmriti had the employment contract ready in days. The employee has been on payroll for over a year now with zero compliance issues on our side.
We had been using contractors in India for years and the risk was always in the back of my mind. Anjusmriti converted all five of them to proper employees within a month. The process was smooth and the team was communicative throughout.
What stood out was that we got a real advisor, not just a platform. When there was a nuance around our employee's benefits structure, Anjusmriti gave us practical guidance within hours. That human touch makes a real difference in unfamiliar territory.
There are global EOR platforms. There are local HR vendors. Anjusmriti sits at the intersection: India's employment compliance depth, combined with a global network and a managed service that platforms cannot replicate.
Every advisor on our team understands the granular, state-level, function-specific reality of Indian employment law. Not from a manual. From years of handling real edge cases for real clients.
India has more employment compliance layers than almost any other country. The fact that we get it right here every time is proof that our rigour scales to any geography we work in.
You get a dedicated advisor who responds to real questions in real time. Not a ticket queue. Not a chatbot. A person who knows your account and picks up the phone.
US and UK startups, Singapore fintechs, UAE enterprises, German GCCs. Companies from across the world have chosen Anjusmriti as their India and global EOR partner.
When your India team grows and it makes sense to incorporate locally, we support that transition completely. Your employees continue working without a single day of disruption.
We tell you exactly what EOR costs before you commit. What is included, what is not, and what changes if your headcount grows. No opaque invoices. No exit penalties.
Because India is where we were built. Our advisors have handled Indian employment compliance across industries, states, and company sizes. We cover all 28 states and 8 Union Territories, manage every statutory obligation from PF and ESI to Gratuity and POSH, and provide hands-on advisory that generic global platforms cannot match. When something nuanced comes up, and in India it always does, our team knows exactly how to handle it.
A Professional Employer Organisation (PEO) works as a co-employer and typically requires you to have a legal entity in the country already. An EOR takes on the full legal employer role, so no entity is needed on your side. EOR is the right structure when you are entering a new country without a local presence.
No. That is the core value of EOR. You can hire full-time employees in a new country without registering a local company, opening a bank account, or navigating foreign labour law yourself. Anjusmriti handles all of that as the legal employer of record.
Contractors work independently and you have limited legal protection. With EOR, the worker is a fully employed, payroll-on-record employee with all statutory benefits. This eliminates misclassification risk, which can attract very significant fines in countries like the US, UK, Germany, and most of Southeast Asia. If someone works for you full-time, they generally should not be classified as an independent contractor.
In most cases, once the employment agreement is finalised and necessary documents are collected, a new hire can be fully onboarded and on payroll within 2 to 3 days of finalising the employment agreement. This compares with the 3 to 6 months it typically takes to incorporate and set up payroll in a new country from scratch.
Absolutely. Many companies start with EOR to test a market or build a founding team, then transition employees to their own entity once the opportunity is validated. Anjusmriti supports that transition in a structured way so there is no disruption to your team during the changeover.
Not at all. EOR works for any function: engineering, finance, operations, sales, marketing, customer support, legal, procurement, and more. If the role can be performed in the target country and the person needs to be a proper employee, EOR is the right structure regardless of job function.
You fund payroll to Anjusmriti in a single transfer each month, which covers the employee's gross salary plus all applicable employer-side contributions. We handle local payroll processing, statutory deductions, and net salary disbursement to your employee. You receive a consolidated invoice with a full breakdown.
Anjusmriti manages the offboarding process in full compliance with local labour law, including notice periods, statutory severance entitlements where applicable, full and final settlement, and all exit documentation. The rules vary significantly by country and we advise you on the process before any action is taken.
India's employment law does not forgive shortcuts. Tell us who you need to hire, where, and when. We will show you exactly how Anjusmriti makes it simple, compliant, and fast.