주요 요점
- 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.
인도는 중국을 제치고 세계에서 가장 인구가 많은 국가가 되었습니다. 거의 1.4 10억 명이 인도에 살고 있습니다. 이는 젊은 인구와 중산층의 증가와 맞물려 큰 인재풀과 소비자 시장을 제공합니다. 인도는 세계에서 가장 빠르게 성장하는 경제대국 중 하나이며, 2020년 말에는 세계에서 네 번째로 큰 경제대국이 될 것으로 예상됩니다( 2025).
인도에서 채용하기 전에 계약, 세금, 임금, 복리후생 및 기타 고용법을 이해해야 합니다. 저희 가이드가 인도 채용에 대해 알아야 할 모든 것을 알려드립니다.
인도에서 채용하기 전에 알아야 할 사항
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.
인도에서 채용할 때 알아야 할 5가지 사항을 소개합니다.
1. 인도의 인력
인도의 인재풀은 기술과 인간 중심 역량에 중점을 두고 있습니다. 국가는 인공지능(AI), 머신러닝, 사이버보안, 클라우드 컴퓨팅, 데이터 분석 분야에서 글로벌 인재 강자가 되는 것을 목표로 하고 있습니다.
2. 인도에서의 이직
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. 인도의 급여 패키지
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:
- 성과급 보너스
- 자녀 교육 수당
- 자녀 하숙비 수당
- 주택 임대료 수당(HRA)
- 자동차 수당
- 전화 수당
- 휴가 수당 또는 경로 우대 수당(LTA/LTC)
- 특별 수당
일부 수당은 과세 대상입니다. 특정 지점까지 면세 혜택을 받을 수 있는 상품도 있습니다.
4. 인도의 세금 및 사회보장 기여금
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. 인도의 보장된 직원 복지
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.
- 상업 시설(사무실, 소매점 등)은 해당 주의 상점 및 사업장 법의 적용을 받습니다.
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.
인도 최고의 채용 허브
인도의 일부 도시는 특정 산업으로 유명합니다. 각 도시가 제공하는 서비스를 파악하면 적재적소에 채용 노력을 집중하고 더 빠르게 직책을 채울 수 있습니다.
인도의 주요 인재 허브는 다음과 같습니다:
- 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.
인도의 주요 산업
인도의 주요 산업을 이해하면 벤치마크 급여와 복리후생을 파악할 수 있습니다. 이 인사이트를 활용하여 인재풀을 어디에 투자하고 성장시킬지 현명한 선택을 할 수 있습니다.
인도의 주요 산업은 다음과 같습니다:
- 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.
인도에서 직원을 고용하는 데 드는 비용
인도에서 한 명의 직원을 채용하든 전체 팀을 채용하든, 비용은 불가피합니다. 다음 항목에 대한 예산을 책정합니다:
- Entity setup (unless you partner with an employer of record)
- 구인 광고
- 지원자 검토를 위한 인건비
- 급여
- 세금
- 월급
- 혜택
- 보너스
- 수당
- 보험
- 여행
- 번역가(해당되는 경우)
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%.
인도에서 직원을 채용하려면 기업이 필요한 것은 무엇인가요?
인도에서 팀을 확장하기 전에 이러한 필수 사항을 반드시 확인하세요:
- 법인을 설립합니다.
- File your official company name with the Ministry of Corporate Affairs (MCA) via the SPICe+ (Simplified Proforma for Incorporating Company Electronically Plus) portal.
- 법인 설립 증명서를 받습니다.
- 영구 계좌번호(PAN)를 만드세요.
- 직원 급여에서 세금을 공제하고 납부하기 위해 추심 계좌번호(TAN)를 받으세요.
- 직원 공제기금기구(EPFO)와 같은 법정 사회보장제도에 등록하세요.
- Prepare compliant employment contracts, offer letters, and HR policies in line with India’s labor laws and state-specific requirements.
- 급여 계산, 세금 공제, 법정 기여금(EPF, ESI, 전문직 세금, TDS)을 납부하는 급여 시스템을 구축하세요.
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.
인도 채용 단계
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. 인도 내 채용 공고
자세한 직무 설명을 작성하고 책임과 자격에 따라 역할을 정의하세요. 기업에 25 명 이상의 직원이 있는 경우, 일자리를 채우기 전에 관련 정부 고용 교환소에 공석을 통지해야 합니다.
Naukri, LinkedIn, Indeed, Monster는 인도에서 인기 있는 구인 사이트입니다.
2. 인도 내 구직 지원 평가
지원서를 수집하고 이력서를 검토합니다. 지원자의 자격, 경력, 역할 적합성을 기준으로 지원자를 선별합니다. 초기 심사를 할 때는 지원자의 나이, 결혼 여부 또는 건강에 대해 묻지 마세요.
3. 인도에서 지원자 면접
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. 인도에서 취업 제안을 하기
선택한 입사 지원자에게 연락하여 귀사와 함께 일할 것을 제안하세요. 인도 노동법 및 주별 요건에 따른 법적 조항을 포함한 규정준수 근로계약서 초안을 작성합니다.
5. 인도에서 신입 직원 온보딩
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.
인도에서 계약자 고용하기
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.
독립계약자를 고용하면 고용의 복잡성과 비용 부담 없이 비즈니스 요구에 따라 인력을 쉽게 조정할 수 있습니다.
인도에서 독립 독립계약자와 계약을 체결하기 전에 다음 사항을 고려하세요:
1. 인도에서 직원과 독립 계약자 간의 차이
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. 인도에서 계약자에게 지급하는 방법
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.
G-P와 함께 인도에서 직원과 계약자를 채용하세요
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.
