Hire Without Entity in India With EOR Services

With Rapid EOR, you can onboard employees in under 5 minutes. 

An EOR (Employer of Record) legally employs workers on behalf of another company, handling all employment-related tasks, including payroll, taxes, and compliance with local regulations. A payroll service, on the other hand, solely manages the calculation and distribution of employee wages, tax withholding, and relevant documentation. While both services handle payroll, an EOR provides broader employment-related responsibilities, whereas a payroll service focuses exclusively on pay-related functions.

In an employer-EOR partnership, the EOR becomes the official employer on paper, ensuring and continuously monitoring changes and adherence to laws around compliance, payroll, taxes, and employment. While the EOR sets the stage for hiring and employment, its scope is limited to the aforementioned areas.

 The hiring company retains full control over daily tasks, job roles, and operations. 

Think of it this way: the company takes care of the employee’s role, workplace, engagement, performance and growth, while the EOR takes care of all employment liabilities, local compliances, benefits etc., ensuring a compliant journey.

The right EOR service is more than just an administrative aid—it’s a strategic partner. With over two decades of experience, we can confidently tell you the key considerations you must make when choosing your EOR partner.
‍Check the countries where they specialize: It is difficult for EORs to offer the same level of service across all countries. Some might specialize in a specific industry or region. So, pinpoint your business's core requirements. Are you looking for domestic or international support? Which specific tasks do you need help with—payroll, taxes, or compliance?
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‍Tech Infrastructure: All EORs now offer a free, tech-based platform for their customers. This helps customers streamline hiring and payroll processes by a few steps. So, your EOR should have a robust tech platform not only to handle payroll and compliance but to simplify and streamline hiring matters, making it more efficient for you.
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‍Transparent & fixed pricing: Your EOR shouldn’t suddenly spring up any surprises in the form of legal fees, payroll charges etc. Hidden costs can quickly act as a stress on your resources. A top-notch EOR provides transparent pricing, ensuring no unexpected fees lurk around the corner.

It is also best to partner with EORs with a fixed pricing model. Some EORs charge a certain percentage of your candidate’s salary.  This can stress your salary budgets and increase hiring costs, particularly when you hire employees with high salaries. A fixed pricing model, on the other hand, allows you to pay a constant price regardless of your employee’s salary. Such a setting helps you plan your salary budgets properly.
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‍Quick Response: Employment issues can arise without notice. Your EOR should be responsive, offering prompt support when challenges emerge.
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‍Scalability: As your business grows and evolves, your EOR should be prepared to scale with you. Check for flexibility in their service offering, ensuring they can accommodate your business as it expands.
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‍Compliance & due diligence: EoR should have deep domain expertise to offer the highest compliance levels, which will help you sail your next due diligence in the shortest time. This includes local compliances, IP protection, appropriate stock options taxation, following streamlined processes and practices etc.

With candidate expectations changing, employers must adopt a more than one-size-fits-all approach when tailoring compensation packages. With Rapid, you can change and customize employee benefits to better align with your company's values and objectives. We ensure you offer baseline benefits that comply with local regulations while ensuring ample room for customization. Whether you want to introduce wellness programs, enhanced health coverage, or unique perks, our platform and team can accommodate your requirements.

With experts over 25 years of experience, we make sure all termination and exit procedures are compliantly followed. India’s termination procedures are governed by various laws from the Industrial Disputes Act, 1947 (IDA), Shops and Establishments Acts, maternity laws, and employment contracts, etc. Our experts ensure all final dues are settled, taxes are deducted, and experience letters are issued, ensuring a hassle-free separation.