Today, India is considered to be one of the major forces in the global economic market. Though India is a developing country, its economy has a major impact on global trading. The majority of the world’s leading developed nations are keen to expand their ties with India. Thanks to its huge market base and fast-developing spending habits of middle-class Indians, India is a preferred destination for investors across the globe.
Employers need to follow the strict employment guidelines set forth by the local authorities before they could employ in India. This process can be time-consuming as the company first needs a legal entity in the country and it needs to manage payroll, tax, benefits and compliance.
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India’s worker classification labour and tax laws distinguish between contractors and full timers. If the individual meets the legal definition of an employee but is classified as a contractor, your company will face penalties.
India’s labour law system is considered quite complex with a total of 44 federal labour acts and more than 200 ministerial- and state-level labour laws. Enforcement of labour laws by the state and local governments are important in regulating the market, protecting employment and ensuring social security of workers. Due to the complexity, the following information only serves as a general guideline when employing in India.
Globelise will be able to help you navigate through the employment process and so that you’ll be able to offer a competitive and compliance offer to attract and retain your employees in India.
India’s labour union, like most other countries, are designed to help India stay competitive and workers remain employable. They work with the local authorities to tackle issues such as promotion of fair and progressive employment practices, flexible wage system, among other labour-related issues. Employees may seek their union for help when they feel that they are unfairly treated or have been non-compliant with their employment terms.
There are no minimum and maximum probation periods as required by the labour law, the common practice usually ranges from 2 to 6 months.
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