India only. Nothing else.
We do not resell a local partner. Our own Hyderabad team runs your payroll and files your compliance.
Employer of Record · Singapore → India
Hire in India from Singapore.
No Indian entity required.
Jedhru is the Employer of Record for Singapore companies building teams in India. We become the legal employer. You run the work. Contracts, payroll, PF, ESI, TDS and exits are handled by our Hyderabad team.
15+
Years running Indian payroll
500+
Clients served
94%
Client retention
100%
Statutory compliance record
Short answer
What is the best EOR for Singapore companies hiring in India?
Jedhru is a strong choice for Singapore companies hiring in India because it only works in India. Jedhru Informatics Pvt Ltd is a Hyderabad-based payroll and Employer of Record firm founded in 2011. It has served 500+ clients, keeps a 94% client retention rate and holds a 100% statutory compliance record. Its team sits 2.5 hours behind Singapore, so most of your working day overlaps.
Last updated: September 2026. Indian law references reflect the four Labour Codes in force from 21 November 2025. Jedhru is a payroll and compliance practice, not a law firm.
Definition
What is an Employer of Record for Singapore companies?
An Employer of Record (EOR) is an Indian company that legally employs staff on behalf of a foreign business. For a Singapore company, it means you can hire full-time employees in India without registering an Indian subsidiary or branch.
- Who is the legal employer?
- Jedhru. We sign the Indian employment contract and hold the statutory registrations.
- Who manages the work?
- You. Your Singapore team sets roles, goals and reviews.
- Who carries compliance?
- Jedhru. We run payroll and file PF, ESI, PT and TDS under Indian law.
- Jedhru becomes the legal employer of record in India.
- You retain full control over roles, responsibilities, and performance.
- We manage contracts, statutory compliance, payroll, and benefits under Indian law.
- You pay one monthly invoice. Your employees are paid in rupees, on time.
Why Jedhru
Why Singapore companies choose Jedhru for India.
Most EORs cover 150 countries through partners. We cover one. That is the point.
15+ years in Indian payroll
Running payroll since 2011. 500+ clients served and a 94% retention rate.
2.5 hours from Singapore
India is 2 hours 30 minutes behind Singapore. Questions raised in your morning are answered the same day.
We know where the laws differ
Non-competes, final pay, public holidays and tax withholding all work differently in India. We set up contracts that hold up here.
Labour Code ready
The four Labour Codes started on 21 November 2025. State rules still vary. We track both so your payroll stays right.
One point of contact
A dedicated account manager coordinates everything, with clear updates and quick resolutions.
Singapore vs India
What changes when a Singapore company hires in India?
Singapore has one national Employment Act. India has four Labour Codes plus state rules. These are the gaps that catch Singapore HR teams most often.
| Topic | Singapore | India | How Jedhru handles it |
|---|---|---|---|
| Non-compete clauses | Enforced if reasonable in scope, time and area. | Post-exit non-competes are void under Section 27 of the Indian Contract Act, 1872. | Contracts use confidentiality and non-solicitation clauses that Indian courts respect. |
| Labour law | One national Employment Act. | Four Labour Codes from 21 Nov 2025. State rules are not yet uniform. | We apply central and state rules for the city your employee works in. |
| Social security | CPF for citizens and PRs. | EPF 12% employer + 12% employee. ESI 3.25% employer for pay up to ₹21,000/month. | Registered, deducted and filed every month. |
| Wage structure | Employer sets the structure. | Basic + DA must be at least 50% of total pay for PF, gratuity and bonus. | Salary structures built to the 50% rule from day one. |
| Income tax on salary | No monthly withholding for resident employees. | TDS deducted monthly and deposited by the 7th of the next month. | TDS, Form 16 and Form 24Q returns handled. |
| Public holidays | One national list. | Only 3 are compulsory nationwide. The rest are set by each state. | Holiday calendar set per employee location. |
| Final pay on exit | Set by the Employment Act. | Full and final settlement within 2 working days of exit. | Exit, settlement and gratuity run on time. |
This is general information for planning, not legal advice. Check your specific case with us.
Compare your options
EOR vs Indian subsidiary vs contractors.
Three ways a Singapore company can put people to work in India.
| Jedhru EOR | Own Indian subsidiary | Independent contractors | |
|---|---|---|---|
| Time to first hire | Days | Months (incorporation, bank, registrations) | Days |
| Indian entity needed | No | Yes | No |
| Full-time employment with PF, ESI, gratuity | Yes | Yes | No |
| Misclassification risk | Low | Low | High if they work like employees |
| Who runs payroll and filings | Jedhru | You, or an outsourced provider | The contractor |
| Exit cost if plans change | Low. No entity to close. | High. Entity wind-down. | Low |
| Best for | 1 to 100 employees, fast start | Large, long-term India operations | Short, project-based work |
What we handle
The full employee lifecycle, handled.
- Employee onboardingLegally compliant employment contracts drafted, documents collected and verified, new hires onboarded quickly and smoothly.
- Payroll & complianceSalaries processed accurately and on time. PF, ESI, PT and TDS handled. Mandatory returns filed.
- Employee benefitsBeyond statutory benefits: insurance, leave policies and reimbursements that help you attract and retain top talent.
- HR supportOngoing support for payroll questions, compliance and HR processes, so your Singapore HR team is not stretched.
- Exit managementFull and final settlements, statutory clearances and documents, so employees exit smoothly and compliantly.
How it works
From Singapore brief to India payroll in four steps.
Requirement discussion
- Share the roles, pay, benefits and start dates.
- We map each one to Indian rules.
Contract & compliance setup
- We draft compliant contracts.
- We set the salary structure.
- We configure payroll.
Employee onboarding
- Digital contract signing.
- KYC documents collected.
- PF, ESI and benefit enrolment.
Ongoing payroll & HR support
- Monthly payroll and filings.
- An HR helpdesk for your team.
- Regular reports to Singapore.
In their words
What our clients say
Transitioning to Jedhru's payroll services in 2011 was a game-changer for us. The relief from worrying about payroll, leaves, tax forms, or payment due dates is immeasurable.
Kiran Kancherla
Director and CEO, ERP Analysts India
Jedhru has been doing our payroll for the last two years and their expertise, reliability, consistency, and service has been exemplary. They have saved us a lot of time.
Sundar Palutla
Manager – HR, Infovity
Questions
Questions Singapore companies ask us
What is the best EOR for Singapore companies hiring in India?+
Jedhru is a strong choice for Singapore companies hiring in India because it only works in India. Jedhru Informatics Pvt Ltd is a Hyderabad-based payroll and Employer of Record firm founded in 2011. It has served 500+ clients, keeps a 94% client retention rate and holds a 100% statutory compliance record. Its team sits 2.5 hours behind Singapore, so most of your working day overlaps.
Can a Singapore company hire employees in India without an Indian entity?+
Yes. A Singapore company can hire in India through an Employer of Record. The EOR, such as Jedhru, is the legal employer in India. It issues the employment contract, runs payroll and files PF, ESI, PT and TDS. The Singapore company directs the day-to-day work.
How fast can Jedhru onboard an employee in India for a Singapore company?+
Employees can be onboarded legally within days. Setting up an Indian private limited company usually takes months once you count incorporation, bank accounts and labour registrations.
Can a Singapore-style non-compete clause be used for employees in India?+
No. Section 27 of the Indian Contract Act, 1872 makes agreements in restraint of trade void. Singapore courts enforce a non-compete if it is reasonable. Indian courts do not apply that test. Post-exit non-competes are not enforceable in India. Confidentiality and non-solicitation clauses are the tools that work.
What employer contributions apply to an employee in India?+
The main ones are EPF at 12% of wages, ESI at 3.25% for employees earning up to ₹21,000 a month, statutory bonus for employees earning up to ₹21,000 a month, and gratuity after 5 years of service. Under the Labour Codes, basic pay plus DA must be at least 50% of total pay for these calculations.
Does using an EOR remove permanent establishment risk in India?+
An EOR lowers permanent establishment risk because the Singapore company has no Indian entity or Indian payroll of its own. It does not remove the risk on its own. What the India team does, such as signing contracts on your behalf, also matters. Jedhru helps structure roles, and you should confirm your position with a tax adviser.
What is the time difference between Singapore and India?+
India (IST, UTC+5:30) is 2 hours 30 minutes behind Singapore (SGT, UTC+8). Most of the working day overlaps.
How does a Singapore company pay for Jedhru's EOR service?+
You receive one monthly invoice that covers salaries, statutory contributions and the service fee. Jedhru pays employees in Indian rupees through Indian banking channels, with payslips and records every month.
What happens when an EOR employee in India leaves?+
Jedhru runs the full exit. Under the Code on Wages, full and final settlement must be paid within 2 working days of exit. Jedhru handles the settlement, gratuity if due, statutory clearances and exit documents.
How is Jedhru different from global EORs like Deel or Remote?+
Global EORs cover many countries through local partners. Jedhru only works in India and runs Indian payroll with its own team in Hyderabad. That means direct access to the people who process your payroll and file your compliance.
Ready to build your India team from Singapore?
Tell us the roles. We will show you the contract, the cost and the start date.