Etätiimit Intiassa

Certainly. IndiaConnected has an in-house recruitment team that recruits and selects employees. If you do not have your own entity in India, we can support you with payroll administration, social security contributions and office space. In addition, we support in determining market-conform salaries (benchmark) and drawing up employment contracts in accordance with Indian laws and regulations.

Employment contracts in India are no different from contracts in other countries. The conditions of employment must of course comply with Indian labour laws and are described in the contract. These are things like pay, work location, appointment, working hours, etc. In India, employees earn one extra day of paid holiday for every 24 days he/she works in his/her position. The employee may take this leave for urgent matters during the notice period. Our guide for employers with Indian staff provides more information on Indian labour laws and hiring Indian personnel.

To employ staff in India, you need your own entity in India. The only question is whether that is the best solution, because starting your own entity in India is time-consuming and the costs are significant. Setting up your own entity makes sense when you: 

1. expects to hire many often
2. your operations in India are an important part of your long-term strategy,
3. when you want long-term employee loyalty. 

IndiaConnected can help you set up your own entity. We also offer comprehensive payroll and HR support.

If it is possible to carry out the work remotely, we usually recommend doing that over bringing staff to your home country . Optionally, you can invite your Indian employees to the HQ for an occasional work visit, to train them or integrate them into your team.  Do you want to assign Indian staff to your HQ? Then download our employer guide, which explains in detail the steps you need to take to move your Indian staff to your home country.

In India, people talk about the Take Home salary and the CTC salary (Cost-to-Company). The CTC salary is the total cost of employment from the employer's point of view. The Take Home salary is the amount that employees actually get deposited into their bank accounts at the end of the month. The exact CTC depends on the employee's state (some taxes vary by state) and the employee's personal situation and preferences regarding various allowances. Usually, the salary structure is reviewed in detail for each individual in order to find the most optimal fit for the employee in terms of the CTC and Take Home salary. Download our guide for employers with Indian staff and get more information on the key elements of salary negotiations in India.

India has its own management style, which can also be described as a highly hierarchical (business) culture. Indians also communicate very indirectly. When foreign companies try to implement an open management style in India, they are usually unsuccessful. International companies that are successful in India usually have a local management that manages the staff and with which the head office communicates. It is not common to communicate directly with employees (non-management) in the organisation from HQ. Don't be naive: fathoming unwritten, cultural rules is impossible. The tech sector is an exception; cultural differences have been reduced considerably in this sector. Read more about the differences in culture and how to tackle this as an international company in our free guide for employers in India.

 

Companies that have an HD video connection with the office in India, which streams throughout the workday, report that it greatly enhances collaboration. Such a razor-sharp video link is therefore a good alternative to your physical presence.