Punti chiave
- India’s booming talent market: Tap into India's vast, young, and tech-focused talent pool, which is a global powerhouse in AI, machine learning, and cybersecurity, to meet your expansion and upskilling needs.
- Compliance & complex compensation: Navigate India's labor laws, state-specific benefits, and complex salary structures, which often include multiple allowances making up a large portion of total compensation, to ensure full compliance.
- Strategic global hiring options: Hire employees and manage compliance risk by leveraging Employer of Record (EOR) services like G-P to hire full-time employees quickly, or use independent contractors for flexible global hiring.
L'India ha superato la Cina ed è ora il paese più popoloso del mondo. Quasi 1.4 miliardi di persone vivono in India. Questo, unito a una giovane demografia e a una classe media in crescita, offre una grande rosa di talenti e un mercato di consumo a cui attingere. L'India ha una delle economie in più rapida crescita al mondo ed è prevista per diventare la quarta a livello globale entro la fine di 2025.
Prima di assumere in India, dovrai comprendere contratti, tasse, salari, benefici e altre leggi sul lavoro. La nostra guida ti spiegherà tutto ciò che devi sapere sulle assunzioni in India.
Cosa sapere prima di assumere in India
If you’re hiring employees in India for the first time, there are legal requirements to be aware of. These norms and laws influence hiring practices in India and many aspects of the employer-employee relationship, including compensation and benefits.
G-P Gia™, our AI-powered global HR agent, can answer your toughest compliance questions across 50 countries — including India — and all 50 U.S. states. Reduce your reliance on outside counsel and cut the time and cost of compliance by up to 95% with Gia.
Ecco cinque cose da sapere sull'assunzione in India.
1. La forza lavoro indiana
La rosa di talenti indiana è focalizzata sulla tecnologia e sulle competenze centrate sull'uomo. Il paese mira a diventare una potenza globale di talento nell'intelligenza artificiale, nel machine learning, nella cybersecurity, nel cloud computing e nell'analisi dei dati.
2. Cambiare lavoro in India
An Aon study from April 2025 found that 82% of India-based employees are actively seeking a new job or considering a switch in the next 12 months. The trend is strong amongst younger generations. Another survey found that 47% of Gen Z employees in India plan to leave their current job within two years. The main reason is the desire for career progression and upskilling. India-based professionals see job hopping as a way to broaden skills and gain cross-functional exposure.
3. Pacchetti salariali in India
Negotiating compensation packages is a complex process in India due to the many allowances employees receive on top of basic pay. These allowances can make up 60% of an employee’s total compensation. Allowances can include:
- Premi per prestazioni;
- Indennità per l’istruzione dei figli;
- Indennità per l’ostello dei figli;
- Indennità per l’affitto della casa (House Rent Allowance, HRA);
- Indennità auto
- indennità telefonica
- Indennità per viaggi vacanza (Leave Travel Allowance or Concession, LTA/LTC);
- Indennità speciale
Alcune detrazioni sono tassabili. Altri sono esenti da tasse fino a un certo punto.
4. Contributi fiscali e di previdenza sociale in India
India has two tax systems. Employees can choose annually which one to follow. Both systems are progressive, meaning tax rates increase with income. Employers deduct tax at source. Employees below certain incomes (e.g., INR 3,00,000 under the new regime or INR 2,50,000 under the old regime for those under 60) don’t pay income tax.
Employers and employees contribute to a retirement savings scheme called the Employees Provident Fund (EPF). Employees and employers pay an equal 12% contribution. Employers cover most contributions to other types of social insurance, such as Employees’ Deposit Linked Insurance (EDLI).
5. Benefici garantiti e indipendenti in India
India doesn’t have a single, universal list of statutory benefits that applies to all workers. Instead, statutory benefits are determined by central (federal) laws and state-specific legislation. The rules depend on the sector (e.g., factory, commercial establishment, IT, etc.) and the state where the employee works. For example:
- Factories are governed by the Factories Act, 1948.
- Gli esercizi commerciali (uffici, negozi al dettaglio, ecc.) sono regolati dalla legge sui negozi e gli esercizi dello stato competente.
Working hours, rest breaks, and paid leave are set by the relevant central or state law. There’s no national minimum for sick leave, and annual leave entitlements can range from 12–21 days.
National holidays vary regionally in India. All employers have to observe three national holidays (Republic Day, Independence Day, and Gandhi Jayanti), but the rest are determined by state governments.
Maternity leave is governed by the Maternity Benefit Act, 1961 (amended 2017). This provides 26 weeks of paid leave for the first two children and 12 weeks for additional children.
Health insurance isn’t a statutory requirement. However, employees covered under the ESI Act (generally those earning up to INR 21,000/month in eligible establishments) get statutory health benefits. Many employers offer private group health insurance to supplement statutory benefits.
Principali centri di reclutamento in India
Alcune città in India sono note per particolari industrie. Conoscere cosa ha da offrire ogni città ti permette di concentrare i tuoi sforzi di assunzione nel posto giusto e di coprire i ruoli più rapidamente.
I principali centri di talento in India sono:
- Bengaluru (Bangalore) is known as the Silicon Valley of India. Bengaluru is the top hiring center for technology, IT services, startups, and R&D centers. It has a strong presence in biotechnology, aerospace, and fintech.
- Hyderabad is a major IT and business process outsourcing (BPO) center. Hyderabad is home to many global tech companies, pharmaceutical firms, and a growing startup ecosystem.
- Delhi NCR (National Capital Region) includes Delhi, Gurgaon (Gurugram), and Noida. The NCR is a hiring hub for IT, finance, consulting, e-commerce, manufacturing, and media.
- Mumbai is the financial capital of India. Mumbai is a center for banking, finance, insurance, media, entertainment, and multinational corporate headquarters.
- Pune is known for its strong IT, automotive, and manufacturing sectors. Pune has a big education and research community.
Settori chiave in India
Comprendere i principali settori dell'India ti permette di fare riferimento a stipendi e benefit. Puoi usare questa intuizione per fare scelte intelligenti su dove investire e coltivare la tua rosa di talenti.
I principali settori industriali in India includono:
- IT and IT-enabled services: India is a global leader in software development, IT services, business process outsourcing (BPO), and digital transformation.
- Manufacturing: This sector includes automotive, electronics, textiles, chemicals, machinery, and consumer goods. The "Make in India" initiative has boosted this sector in recent years.
- Pharmaceuticals and biotechnology: India is one of the world’s largest producers of generic medicines and has a strong biotechnology and life sciences sector.
- Financial services: This sector includes banking, insurance, fintech, and capital markets, with Mumbai as the financial capital.
- Telecommunications: India has one of the largest telecom markets globally, especially with the fast mobile and internet penetration.
Costo dell'assunzione di un dipendente in India
Che tu stia assumendo un solo dipendente o un intero team in India, le spese sono inevitabili. Budget per quanto segue:
- Entity setup (unless you partner with an employer of record)
- Annunci di lavoro
- Costo del lavoro per la valutazione del candidato
- Busti paga
- Tasse
- Retribuzioni
- Benefici
- Bonus
- Indennità
- Infortuni
- Viaggio
- Traduttore (se applicabile)
According to G-P Verified Sources from Gia, the employer burden rate in India, which includes costs triggered on top of salaries, is approximately 4.5%.
Cosa deve fare a un'azienda per assumere dipendenti in India?
Assicurati di coprire questi aspetti essenziali prima di espandere il tuo team in India:
- Costituire un'entità giuridica.
- File your official company name with the Ministry of Corporate Affairs (MCA) via the SPICe+ (Simplified Proforma for Incorporating Company Electronically Plus) portal.
- Richiedi un certificato di incorporazione.
- Richiedi un codice fiscale permanente (PAN).
- Ottieni un numero di conto in recupero credito (TAN) per detrarre e versare le tasse dagli stipendi in pendenza.
- Registrarsi per i programmi di previdenza sociale statutari, come l'Organismo del Fondo di Previdenza dei Dipendenti (EPFO).
- Prepare compliant employment contracts, offer letters, and HR policies in line with India’s labor laws and state-specific requirements.
- Istituire un sistema di busti paga per calcolare gli stipendi, detrarre le tasse e versare i contributi statutari (EPF, ESI, tasse professionali, TDS).
Setting up an India subsidiary can take weeks or months. Use G-P EOR to hire full-time employees in India without setting up your own entity. Build your team in India at a lower cost and with peace of mind that you’re doing so compliantly.
Procedura di assunzione in India
The hiring process in India is similar to the one you’re likely familiar with in your own country. The hiring process follows five basic steps: advertising the job, evaluating applications, interviewing candidates, sending job offers, and onboarding new employees.
1. Pubblicizza offerte di lavoro in India
Crea una descrizione dettagliata del lavoro e definisci il ruolo in base a responsabilità e qualifiche. Se la tua azienda ha 25 o più dipendenti, devi notificare le offerte di lavoro all'Ufficio Impiego governativo competente prima di riempire il posto.
Naukri, LinkedIn, Indeed e Monster sono siti di ricerca lavoro molto popolari in India.
2. Valutazione delle candidature di lavoro in India
Raccogli le candidature e rivedi i curriculum. Seleziona i candidati in base alle loro qualifiche, esperienza e idoneità al ruolo. Se fai una selezione iniziale, evita di chiedere ai candidati la loro età, stato civile o salute.
3. Intervistare i candidati in India
Interview candidates who made it onto your shortlist. You can do these interviews in-person or virtually. Use structured interview questions. Gia can help you create questions that follow anti-discrimination laws in India, so you can find the best fit for the role while complying with local regulations.
4. Fare offerte di lavoro in India
Contatta il candidato scelto per offrirgli un posto presso la tua azienda. Rediga una conformità contratto di assunzione, includendo clausole statutarie secondo la legge sul lavoro indiana e i requisiti specifici dello stato.
5. Inserimento di nuovi dipendenti in India
Now you can onboard new employees. Register your employee for statutory benefits (EPF, ESI, professional tax, as applicable) and provide induction, company policies, and initial training.
If you’re working with an EOR like G-P™, you won’t have to worry about the administrative burden of onboarding. We’ll streamline the process, so you can focus on training your new hire and integrating them into your company culture.
Assunzione di appaltatori in India
Working with independent contractors in India can be a cost-effective way to test the market and build a presence, without the commitment of full-time employees. Contractors based in India understand local consumer behavior, rules, and business practices. They’ll be ready to start working quickly with their own equipment and established work processes.
L'assunzione di lavoratori a contratto ti consente di adattare facilmente la tua forza lavoro in base alle tue esigenze aziendali, senza le complessità e i costi del lavoro.
Prima di stipulare un accordo con un lavoratore a contratto indipendente in India, considera quanto segue:
1. Dipendenti contro lavoratori autonomi in India
It’s important to understand the difference between employees and independent contractors. In India, employers hire employees to do work and, in return, pay them a regular salary and benefits. Independent contractors provide services. Unlike employees, contractors set their schedules, use their own equipment, and work on specific projects rather than having an ongoing role.
2. Come pagare gli appaltatori in India
G-P Contractor™ takes away the messy, time-consuming process of hiring and paying international contractors. You can create and issue contracts and pay contractors with just a few clicks, all while ensuring a compliant process.
Assumi dipendenti e appaltatori in India con G-P
Our SaaS and AI-powered products – EOR, Contractor, and Gia – support companies as they build and manage global teams.
G-P is the recognized leader in global employment with more than a decade of experience, the largest team of HR, legal, and compliance experts, and a global proprietary knowledge base.
Make your expansion to India easier with G-P. Contact us or book a demo today.
