PF & ESIC Compliance for Foreign Employers in India
What foreign companies need to know about statutory deductions before their first India hire.
How to Hire in India Without a Local Entity
A practical walkthrough of the Human Resource Partner model, step by step.
PoSH Compliance: Setting Up Your ICC the Right Way
What an Internal Complaints Committee needs to be genuinely independent and audit-ready.
FAQ
Common questions from foreign HR & finance leaders
If a person is employed and paid through an Indian payroll structure, including a payroll partner like HUM, standard PF and ESIC thresholds apply the same way they would for any India based employee, regardless of who owns the company paying them.
No. Through a Human Resource Partner model, HUM can engage and pay India based talent on your behalf, so you can start working together without incorporating a local entity first.
A contractor is fastest but offers the least structure and protection. A payroll partner (HUM’s core model) engages and pays talent compliantly without you owning a local entity. A formal Employer of Record becomes the legal employer under Indian law, a distinct, licensed status that HUM does not claim to hold.
Our internal standard is under 15 business days from a signed mandate to your first fully compliant payroll run, covering registrations, contracts, and the first cycle of statutory deductions.
PoSH obligations in India generally apply once you cross a small headcount threshold, but many clients set up an Internal Complaints Committee earlier as a matter of workplace policy. HUM can advise on what applies to your specific headcount and structure.
Yes. Compliance-only is a standalone engagement, statutory filings, PoSH, audits, and contract review, with no requirement to also use HUM for hiring or payroll.
