versatileclub
See pricing Speak to sales

India EOR for UK companies. No subsidiary in Bengal.

Bring Indian engineers, designers and operators onto employment with our Bengaluru entity, paid in their local currency and invoiced to you in GBP. UK timezone overlap screened upfront, first hire working within the week.

Employ full-time staff in India through our registration instead of opening a subsidiary. London working hours overlap confirmed, statutory payroll handled, one invoice in your currency.

Speak to sales EOR vs entity, in detail

G2 4.8 / 5 on G2, from companies employing teams in India through us.

Teams building in India. First hire to full team.

What a subsidiary demands. What we replace.

A UK company setting up an Indian subsidiary faces months of regulatory overhead. These six rows show the shorter path.

Open an Indian subsidiary

Engage through our entity

Timeline to first hire
Six months, registration stalled on legal paperwork
Five working days from offer acceptance
Incorporation pre-work
UK-India residency proofs, MOA and AOA documents, PAN and TAN applications, PF and ESI registration, banking setup
A brief signed in UK English
Monthly filing load
Your subsidiary registers each month for PF, ESIC, PT and TDS
We file on our registration, certificates mailed to you
Late-payment exposure
Penalties accrue on your subsidiary. Interest at 12% yearly on PF, damages to 25%
Liability sits with our entity, not yours
Monthly all-in cost
Subsidiary compliance retainers, payroll software, statutory advisors
$149 per person per month, invoiced in GBP
Exit and closure
Striking off an Indian company takes half a year more
Notice period, no fees, walk away clean

Open an Indian subsidiary
Timeline to first hire Six months, registration stalled on legal paperwork
Incorporation pre-work UK-India residency proofs, MOA and AOA documents, PAN and TAN applications, PF and ESI registration, banking setup
Monthly filing load Your subsidiary registers each month for PF, ESIC, PT and TDS
Late-payment exposure Penalties accrue on your subsidiary. Interest at 12% yearly on PF, damages to 25%
Monthly all-in cost Subsidiary compliance retainers, payroll software, statutory advisors
Exit and closure Striking off an Indian company takes half a year more

Engage through our entity
Timeline to first hire Five working days from offer acceptance
Incorporation pre-work A brief signed in UK English
Monthly filing load We file on our registration, certificates mailed to you
Late-payment exposure Liability sits with our entity, not yours
Monthly all-in cost $149 per person per month, invoiced in GBP
Exit and closure Notice period, no fees, walk away clean
Month 1
Director sourcing and company name available
Month 2
MCA approves incorporation of the subsidiary
Month 3
PAN, TAN and GSTIN reach the subsidiary
Month 4
PF and ESI codes issued on the subsidiary
Month 5
Bank account live, payroll stack configured
Month 6
First hire can finally accept an offer

Missed PF deadline. Interest clock starts day one.

Each overdue PF challan accrues interest at 12% per year from the missed date, and damages can layer another 25% on top.

When your Indian team works on our registration instead, the filing obligation and any regulatory notice land on our desk, not yours.

Speak to sales
One missed PF payment grows like this Interest and damages compound
₹6,200 Day 1
₹41,500 Day 30
₹1,84,000 Day 90
₹3,12,000 Day 180
Illustration for a single small-payroll missed challan. Real exposure scales with team wage bills and days elapsed.
Tax demand letter recipient
Your subsidiary, your filing schedule Your UK company
Employment via Versatile, our filing schedule Versatile

Larger UK teams can justify an Indian subsidiary. The final FAQ spells out when. Run the numbers yourself in our EOR versus entity calculator with UK company data.

Your management, our employment machinery.

You set objectives and give feedback. Contracts, monthly salary runs and all India statutory duties sit on our registration. Your operating model stays unchanged.

You run

  • Project scope and delivery schedule
  • Career feedback and performance reviews
  • Compensation and role progression

We handle

  • Employment contract on our entity
  • INR payroll on the 30th, payslips attached
  • PF, ESIC, PT and TDS filed each month
  • Leave, departures and final settlements

You run
  • Assign work and review progress
  • Conduct appraisals and feedback
  • Set promotions and salary changes
  • Manage like you always have

We handle
  • Contracts on our Indian registration
  • Monthly payroll and itemised slips
  • All statutory filings with proof
  • India-side personnel records
  • Leave policy, offboarding, dues
  • Payroll support for your team

When something happens in India, it is ours.
Notice from EPFO or state labour We handle it
Error on a payslip We correct it
New India tax law passes We brief you in plain language

A named compliance manager owns your account. Not a queue, not a chatbot, one person who already knows your headcount and your last filing.

Account managerMedian first reply 4 to 6 hours
Recruitment coordinatorBrief to shortlist 9 days
Finance associateFilings on time 8 / 8

London overlap vetted before your call.

Our recruitment filter checks for true 4-6pm UK time availability and communication ability before anyone reaches your inbox. Shortlist in nine working days.

Quiet signals of engagement trouble early.

We monitor pay market drift and work-life fatigue indicators before they become resignations, giving you weeks to retain or refresh.

No India compliance emails in your inbox.

Your team asks us directly about PF, Form 16 and leave policies. Overnight response, not your calendar.

Move to subsidiary later without friction.

If your UK company later opens an Indian subsidiary, employees transfer with full UAN history, gratuity accrual and service tenure kept intact.

London overlap vetted before your call.

Our recruitment filter checks for true 4-6pm UK time availability and communication ability before anyone reaches your inbox. Shortlist in nine working days.

Most global EORs skip timezone fit screening entirely.

Quiet signals of engagement trouble early.

We monitor pay market drift and work-life fatigue indicators before they become resignations, giving you weeks to retain or refresh.

Hiring again costs more than a timely retention move.

No India compliance emails in your inbox.

Your team asks us directly about PF, Form 16 and leave policies. Overnight response, not your calendar.

You stay focused on what your people build.

Moving someone across

Bring existing India contractors onto clean employment.

Whether they previously worked as contractors or for another employer, switching them to our entity means UAN continuity, no lost tenure, and zero payroll gap.

Service tenure Kept
Gratuity accrual Kept
PF and UAN Continuous
Payroll gap 0 days

We moved a 200-person transition in a single payroll cycle without losing a single day of history.

Supporting evidence

Check our registration before any conversation.

Foo Falcon Technologies Pvt Ltd, Bengaluru, registered 2022, employing on our own balance sheet.

  • Incorporation
  • GST
  • EPFO code
  • ESIC
  • Shops and Establishments
  • PAN and TAN
  • Udyam MSME
What we verify
  • Incorporation Ministry of Corporate Affairs
  • GST Goods and Services Tax
  • EPFO code Employees Provident Fund Organisation
  • ESIC Ministry of Labour and Employment
  • Shops and Establishments Government of Karnataka
  • PAN and TAN Income Tax Department
  • Udyam MSME Government of India

Every compliance certificate arrives as a PDF before we discuss terms or pricing.

200

persons transitioned to our entity in one cycle, every UAN record unbroken

33

monthly invoices to one account over two years, zero disputes, every one on time

5 days

from written offer acceptance to the person's first payroll run

G2 4.8 / 5 on G2, from companies employing teams in India through us.

G2 4.8 / 5 on G2, from companies employing through us.

UK founders running India teams.

How it works when UK management hires and directs through our entity.

Video
Bharath Rasoi KS Rajeshwari Founder, Bharath Rasoi
Video
Open Theatre Anand Raj Founder, Open Theatre
Abid Hassan Verified client
Sensibull
“They moved fast and took the whole compliance side off my plate. For a founder making an early India hire, that is exactly what you want.”
Abid Hassan Founder and CEO, Sensibull
Via G2
Moonshot
“Every option was either 'set up your own entity' or a platform that quotes a great price then hits you with add-ons. Versatile was the one that actually made it simple. First payroll ran on time. No scramble.”
Angad S. Co-Founder, Moonshot
Via G2
Digital Marketing Agency
“Contracts, PF, ESI, TDS and payroll all in one place. Invoicing in USD meant zero exchange rate surprises. The compliance rigour is genuinely reassuring.”
Vedant T. Founder, Digital Marketing Agency
Via G2
Design Studio
“Setting up in a new country can get messy fast, but their India EOR made onboarding feel easy. The team is responsive, clear, and great to work with.”
Setu C. Studio Owner, Design Studio
Via G2
US Startup
“We used Versatile to hire our first employee in India after months of putting it off because the compliance side seemed like a mess. They walked us through it and now we don't think about it.”
Verified US Founder First-time Founder, US Startup
Via G2
Mid-Market Tech Co.
“Versatile consistently delivered work that was both strategically sharp and execution-ready. Their turnaround times are impressive, and they think about problems the way an in-house team would.”
Shivani K. Senior Manager, Tech TA
Via G2
Growth-stage Startup
“Their team was highly responsive, professional, and easy to work with. They made a complex process feel simple.”
Mukul S. Core Team, Growth-stage Startup

Case studies.

Largest food delivery app in India, decacorn View case study The world's largest professional network, part of Microsoft View case study Legacy US software company, publishing platforms View case study

GBP clarity, USD rate, no surprises.

Per-employee monthly fee, invoice in your home currency at the RBI rate of that day, salary and statutory at cost, recruitment sourcing optional. Nothing upfront, no exit fees, no minimum term.

Employer of Record

No subsidiary needed
$149 /employee/mo

Step to $129 once you cross twenty employees. Invoiced monthly in GBP at the RBI rate, cancel whenever.

Start hiring
  • Employment on our Indian entity
  • PF, ESIC, TDS and PT filed monthly
  • Single GBP invoice at RBI rate
  • Hire starts work in five business days
  • One assigned compliance contact
  • Dedicated payroll lead for your account
  • Monthly payslips and employee self-service
  • Migrate to a subsidiary later without losses
  • Employment on our Indian entity
  • PF, ESIC, TDS and PT filed monthly
  • Single GBP invoice at RBI rate
  • Hire starts work in five business days
Plus four additional benefits
  • One assigned compliance contact
  • Dedicated payroll lead for your account
  • Monthly payslips and employee self-service
  • Migrate to a subsidiary later without losses

UK company with 20+ planned hires or a team to migrate? Connect with sales.

Recruitment

We find your candidates
12% of annual CTC

Priced for junior and mid-level hiring. 15% for senior roles, custom pricing for directors and C-suite. No charge if you source.

Brief us on the role
  • Shortlist ready in nine business days
  • Salary benchmarks for Indian talent
  • Timezone-aware interview booking
  • Billed at day ninety only
  • Senior roles invoiced at 15%
  • Director searches priced on scope
  • Candidates you find cost nothing
  • Can start on either entity
  • Shortlist ready in nine business days
  • Salary benchmarks for Indian talent
  • Timezone-aware interview booking
  • Billed at day ninety only
Plus four more details
  • Senior roles invoiced at 15%
  • Director searches priced on scope
  • Candidates you find cost nothing
  • Can start on either entity

Scaling a UK management team in India? Speak to sales.

When you hit twenty-one hires

$149 $129 /employee/mo

Your whole team reprices downward, no renegotiation, same entity, no new paperwork.

What each fee covers

  • Employment deed from our entity
  • Monthly payroll with itemised payslips
  • PF, ESIC, PT and TDS compliance
  • Gratuity starting from day one
  • Group health insurance via our partner
  • One invoice monthly in GBP
  • Background checks, induction, Form 16
  • Offboarding and final dues settlement

Employee twenty-one brings the rate down

$149 $129 /employee/mo

All seats drop to $129 instantly, no commitment attached, same India entity underneath.

What each fee covers

  • Employment deed from our entity
  • Monthly payroll with itemised payslips
  • PF, ESIC, PT and TDS compliance
  • Gratuity starting from day one
  • Group health insurance via our partner
  • One invoice monthly in GBP
  • Background checks, induction, Form 16
  • Offboarding and final dues settlement

Recruitment billed at 12% of annual CTC on day ninety for junior and mid-senior roles. Payroll and statutory costs pass through with zero markup. Hardware, workspace and insurance bill from partners at actual spend. Calculate both scenarios side by side in our EOR versus entity calculator with your numbers.

What UK buyers ask first.

Nine questions from UK founders using an EOR to hire in India, answered as our calls answer them. The final one explains when you should not use us.

Can a UK company hire full-time staff in India without owning a subsidiary?

Yes, entirely. We hire them onto Foo Falcon Technologies Pvt Ltd, our Bengaluru entity. You sign a service MSA with us, we issue employment contracts in their name, and you direct their work from London. All statutory payroll and India filings sit with us.

How long until a hire is working in India from the UK?

Five business days. Day one: KYC, PAN and bank verification. Day two: PF UAN and ESI registration. Day three: insurance and equipment. Day four: welcome and systems onboarding. Day five: live on payroll.

Is hiring through an EOR legal for UK companies?

It is. The employment sits with an Indian company, ours, under a service contract with your UK company. Every registration, PF, ESIC, professional tax, sits in our name. We share the proof documents before you send any money.

What cost does the EOR model save versus a subsidiary?

$149 per person per month, or $129 above twenty. A subsidiary means six months to incorporation plus ongoing CA fees, payroll software and consultants. Our calculator shows both totals for your headcount and growth plan.

Who files taxes and statutory payments for our India team?

We do, because they sit on our registration. PF and ESI file by the 15th, TDS by the 7th, professional tax on state deadlines, Form 16 each January. You receive the filing evidence without logging into any Indian government portal.

Does hiring in India through an EOR create permanent establishment for a UK company?

No. Your company holds a vendor contract with an Indian company, and none of your own staff are employed in India. All employment rests with us. IP in the work product transfers to you via both the employment deed and the MSA.

Can we later open an Indian subsidiary and move the team across?

Yes, and that is the graduation path many UK companies take. When you incorporate in India, we transfer each employee with their UAN, gratuity accrual and tenure dates untouched, with zero payroll interruption.

How does UK GDPR sit alongside India's data law when our team is in Bengaluru?

Two regimes apply and they layer rather than clash. Your customer data stays governed by UK GDPR, so cross-border transfer terms go into the data processing agreement we sign with you. On the India side, the DPDP Act 2023 governs how the employee's own personal data is handled, and that obligation sits with us as the legal employer. Your engineers work inside your systems under your access controls; we never need your production data to run payroll.

When should a UK company skip the EOR route?

If your company already runs payroll on an Indian subsidiary and staff are working there, adding an EOR layer is redundant. If the engagement is under three months of project work, contractor agreements are usually cheaper than employment. And if the plan is permanent full-time roles on contractor paper indefinitely, we decline, because that misclassification territory puts both our registrations at risk.

Longer reading: EOR India 2026 · EOR India playbook · Pay employees in India · India compliance from a UK seat

Tell us where you are on the decision.

A role you want to hire, a team you want moved, or just the two routes to compare. A named person replies in 4 to 6 hours.

A named person replies in 4 to 6 hours, not an autoresponder.

We use these details to respond to your enquiry.

A named person replies in 4 to 6 hours, not an autoresponder. We use these details to respond to your enquiry.

What the first call covers

30 minutes

A cost comparison for your headcount, on your numbers, both routes.

  • A written cost breakdown
  • Entity documents before the call
  • PF, ESI, TDS, termination law
  • No follow-up sequence
Book a call →

You pick the time, we send a Meet link. Any timezone.

See pricing Speak to sales