TLDR
The Objective: This guide helps US C-suite executives, founders, CFOs, and HR leaders understand how to expand into India without the 12-18 month entity setup, $50K-$150K in legal fees, and compliance nightmares that derail most market entries.
The Solution: Professional Employer Organization (PEO) services let you hire, pay, and manage Indian talent in as little as 8 working hours, starting at $99/employee/month, while maintaining 100% compliance with India’s complex labor laws.
Why Husys: With 23 years of India-specific experience, operations across all 28 states and 6 union territories, and a track record of serving 5,000+ global companies managing 50,000+ workers, Husys is a trusted leader in PEO outsourcing in India. we’ve seen every scenario—and solved it. Our ISO 9001 and 27001 certifications, combined with our proprietary HRIS platform, mean you get enterprise-grade compliance with startup-speed execution.
Why India Demands Your Attention Right Now
The Numbers That Matter
Let’s cut through the noise. India isn’t just another emerging market—it’s becoming the market.
| Metric | India | US Equivalent Context |
|---|---|---|
|
GDP (2024)
|
$3.7 trillion
|
Roughly the size of California + Texas combined |
|
GDP Growth Rate
|
7.2% annually
|
3x faster than US growth (2.4%)
|
|
Working-Age Population |
900+ million |
Nearly 3x the entire US population |
|
English-Speaking Workforce |
125+ million |
Larger than the entire workforce of Germany |
|
Tech Graduates Annually |
1.5 million |
5x more than the US produces |
|
Average Developer Salary |
$8,000-$15,000/year
|
70-80% cost savings vs US ($80K-$120K) |
Source: World Bank Data 2024, NASSCOM Industry Reports
But here’s what the spreadsheets don’t tell you: India’s government is actively courting foreign investment like never before.
The Policy Shift US Executives Need to Know
In March 2024, India announced a 5-year tax holiday for cloud service providers operating in designated Special Economic Zones (SEZs). On paper, this sounds incredible—zero corporate tax for half a decade.
The Reality Check: This benefit only applies if you establish a legal entity in India. That means:
- 12-18 months for full entity registration
- $50,000-$150,000 in legal and compliance setup costs
- Permanent Establishment (PE) risk if you get the structure wrong
- Ongoing corporate tax (30%) and GST (18%) obligations after the holiday ends
- Annual compliance costs of $25,000-$40,000 minimum
What Reddit Founders Are Saying:
We spent 14 months and $120K setting up our India subsidiary to ‘save on taxes.’ By the time we were operational, we’d burned through our Series A runway and had to lay off the US team. Should’ve just used an EOR.” — r/startups discussion, Jan 2024
The PEO Alternative: You bypass entity setup entirely, start hiring within 8 working hours, and pay a predictable $99/employee/month. No corporate tax obligations, no GST registration, no PE risk. You’re testing the market, not betting the company.
What US Leaders Get Wrong About India Hiring
We’ve worked with 150+ US companies expanding to India. Here are the five misconceptions that cost them the most:
Misconception #1: “Indian Labor Laws Are Like At-Will Employment”
The Reality: India has some of the world’s most employee-protective labor laws. Here’s the comparison:
| Employment Law Aspect | United States | India |
|---|---|---|
| Employment Default | At-will employment (termination anytime without cause) | Contract-based employment (mandatory notice period) |
| Notice Period | No statutory notice period required | 30–90 days standard notice period (negotiable) |
| Severance Pay | Not legally required (except WARN Act cases) | Legally mandated based on tenure |
| Wrongful Termination Risk | Moderate risk (depends on discrimination/contract claims) | Very high risk — labor courts favor employees |
| Probation Period | Rare or informal | 3–6 months standard, must be in writing |
| Annual Leave | 0 days federally mandated paid leave | 12–15 days minimum mandated by law |
| Maternity Leave | 12 weeks unpaid (FMLA) | 26 weeks paid maternity leave (employer-funded) |
Misconception #2: "Payroll Is Just Salary + Taxes
The Reality: Indian payroll has 7+ mandatory components that vary by state, salary level, and company size. Miss one, and you’re non-compliant.
The Mandatory Deductions US CFOs Don’t Expect:
| Payroll Component | What It Is | Who Pays | Rate | US Equivalent |
|---|---|---|---|---|
| EPF (Employee Provident Fund) | Retirement savings | Employer + Employee | 12% each | Like 401(k) but mandatory |
| ESI (Employee State Insurance) | Health insurance for low-wage workers | Employer + Employee | 3.25% + 0.75% | Medicaid-style, employer-funded |
| Professional Tax | State-level income tax | Employee (employer deducts) | ₹200–₹2,500/month | State income tax withholding |
| TDS (Tax Deducted at Source) | Federal income tax | Employer withholds | 10–30% based on salary | Federal withholding |
| Gratuity | Severance fund | Employer accrues | 4.81% of salary | Similar to accrued benefit |
| Bonus | Statutory annual bonus | Employer | 8.33% (for salaries < ₹21,000/month) | No US equivalent |
| Leave Encashment | Unused leave payout | Employer | Varies | Similar to PTO payout |
Source: India’s Payment of Gratuity Act, EPF Organization
The Trap: ESI only applies to employees earning less than ₹21,000/month ($252). But if you have 10+ employees in this bracket, you must register—even if most of your team earns more. Miss this, and you face retroactive penalties.
What This Costs: A fintech startup hired 15 customer support reps in Bangalore at ₹18,000/month. They didn’t register for ESI because “most of our team is engineers.” The penalty: ₹8.5 lakhs ($10,200) in back contributions plus ₹3.2 lakhs ($3,840) in fines.
How PEO Solves This: Our payroll system automatically calculates all statutory deductions based on salary, location, and headcount. We handle EPF, ESI, Professional Tax, and TDS filings across all 28 states. You get a single monthly invoice—we manage the 47 different compliance touchpoints behind it.
Misconception #3: "We Can Hire Contractors to Avoid Compliance"
The Reality: India’s labor authorities are cracking down on misclassification harder than the IRS. The penalties are severe—and personal.
The Legal Test: India uses a multi-factor test to determine employment status. If you fail, the “contractor” is reclassified as an employee—retroactively.
| Factor | Contractor | Employee |
|---|---|---|
| Control over Work | Sets own hours, methods | Employer dictates schedule and process |
| Tools / Equipment | Uses own laptop and software | Employer provides equipment |
| Exclusivity | Works for multiple clients | Works primarily or exclusively for one company |
| Payment Structure | Project-based or hourly | Monthly salary |
| Benefits | None | EPF, ESI, leave, bonus |
| Termination | Can end anytime | Requires notice period and severance |
Source: India’s Contract Labour Act, Ministry of Labour Guidelines
The Penalty: If reclassified, you owe:
- All unpaid EPF contributions (12% employer + 12% employee share)
- ESI contributions (if applicable)
- Gratuity accruals
- Statutory bonuses
- Penalties of 100-200% of unpaid amounts
- Potential criminal liability for directors
Real Case: A US e-commerce company hired 30 “contractors” in Mumbai for customer support. After 18 months, one contractor filed a labor complaint. The court reclassified all 30 as employees. Total liability: ₹47 lakhs ($56,400) in back pay and contributions, plus ₹18 lakhs ($21,600) in penalties.
How PEO Eliminates This Risk: We employ your team members directly under proper employment contracts. There’s no misclassification risk because they’re legally our employees—we just assign them to work for you. You get the flexibility of contract work with zero compliance risk.
Misconception #4: "Setting Up an Entity Gives Us More Control"
The Reality: Entity setup creates more problems than it solves—especially in your first 2-3 years.
Entity Setup vs. PEO: The Real Comparison
| Factor | India Entity Setup | PEO Service |
|---|---|---|
| Time to First Hire | 12–18 months | 8 working hours |
| Upfront Costs | $50K–$150K (legal, registration, compliance) | $0 setup fee |
| Monthly Costs | $3K–$5K (accounting, legal, compliance) | $99 per employee |
| Corporate Tax | 30% on profits (after tax holiday) | None (no entity required) |
| GST Registration | Mandatory if revenue exceeds ₹20 lakhs (~$24K) | Not required |
| Annual Compliance | 15+ filings (ROC, tax, labor, FEMA) | Handled by PEO |
| Permanent Establishment Risk | High if structure is incorrect | Zero (PEO is legal employer) |
| Exit Complexity | 18–24 months to wind down | 30-day notice period |
| Director Liability | Personal liability for non-compliance | None (PEO assumes liability) |
Source: India’s Companies Act 2013, FEMA Regulations
The Hidden Costs: Even if you qualify for the 5-year tax holiday, you still pay:
- GST (18%) on all services sold in India
- Minimum Alternate Tax (MAT) of 15% if you have no taxable income
- Transfer pricing compliance if you invoice your US parent
- Annual audit fees ($8K-$15K)
- Legal retainer ($2K-$4K/month)
When Entity Setup Makes Sense:
- You’re generating $2M+ in India revenue annually
- You’re selling directly to Indian customers (not just hiring talent)
- You need to own IP in India for regulatory reasons
- You’re committing to 50+ employees in India long-term
For Everyone Else: PEO lets you test the market, scale to 20-30 employees, and validate product-market fit—all without the $200K+ entity setup cost.
Misconception #5: "All PEOs Are the Same"
The Reality: The PEO market in India is fragmented. You have global players with shallow India expertise, and local players with no understanding of US business needs.
What Separates the Winners:
| Capability | Why It Matters | What to Ask |
|---|---|---|
| India-Specific Experience | Labor laws vary by state; generic global playbooks fail | How many years have you operated exclusively in India? |
| State Coverage | You need compliance across all 28 states and 6 Union Territories | Which states can you hire in today? |
| Onboarding Speed | Speed to market provides competitive advantage | What is your actual time-to-hire? |
| Tech Platform | Manual processes create errors and delays | Do you provide a self-service HRIS platform? |
| Compliance Depth | Missing a filing can lead to penalties and reputational risk | Who handles EPF, ESI, Professional Tax, and TDS filings? |
| US-Friendly Contracts | Contracts must align with US legal expectations | Can I review a sample employment contract? |
Red Flags:
- “We operate in 150+ countries” (means shallow India expertise)
- “We’ll get back to you on state-specific rules” (means they’re Googling it)
- “Onboarding takes 2-3 weeks” (means manual processes)
- “We partner with local providers” (means they’re a middleman, not the employer)
Why Husys Is Different:
- 23 years of India-only operations (we’re not a global player dabbling in India)
- All 28 states + 6 UTs covered with local compliance teams
- 8 working hours to onboard (we’ve done this 50,000+ times)
- ApHusys platform for real-time payroll, leave, and compliance tracking
- ISO 9001 & 27001 certified (enterprise-grade processes and data security)
- $99/employee/month with no hidden fees or setup costs
How PEO Services Actually Work: The Step-by-Step Reality
Let’s walk through a real scenario. You’re a Series A SaaS company in Austin. You need 3 senior engineers in Bangalore to build your India product roadmap. Here’s what happens:
Week 1: Kickoff and Scoping
What You Do:
- Share job descriptions for the 3 roles
- Provide salary ranges (we’ll tell you if they’re market-competitive)
- Sign our Master Services Agreement (MSA)
What We Do:
- Assign you a dedicated account manager
- Review your JDs for India labor law compliance (e.g., notice periods, probation terms)
- Set up your company profile in ApHusys
Timeline: 2-3 business days
Week 2-4: Hiring (Optional—You Can Bring Your Own Candidates)
If You Want Our Help:
- We tap our network of 50,000+ pre-vetted candidates
- We screen for technical fit and cultural alignment
- We handle salary negotiations (we know the market)
If You’re Bringing Your Own Candidates:
- We run background verification (education, employment, criminal)
- We draft offer letters that comply with India labor laws
- We handle salary negotiations if needed
Timeline: 2-4 weeks (depends on role complexity)
Week 4: Onboarding (This Is Where We Shine)
Day 1-2: Documentation
- Candidates submit KYC docs (PAN card, Aadhaar, bank details, education certificates)
- We verify everything and flag any issues
- We draft employment contracts (you approve the terms)
Day 3-5: Contract Signing
- Candidates e-sign contracts via ApHusys
- We register them for EPF, ESI (if applicable), and Professional Tax
- We set up payroll profiles
Day 6-8: First Day Prep
- We send welcome kits (company policies, benefits overview, ApHusys login)
- We coordinate with your IT team for laptop/equipment delivery
- We schedule orientation calls
Timeline: 8 working hours from signed offer to active employee
Ongoing: Payroll and Compliance (The Invisible Work)
What Happens Every Month:
| Day of Month | Activity | Who Does It |
|---|---|---|
| 1st–5th | Employees log hours and attendance in ApHusys | Employees |
| 5th–10th | Gross pay, deductions, and net salary are calculated | Husys Payroll Team |
| 10th | Payroll approval via ApHusys (1-click approval) | You |
| 11th–15th | Salary payments processed to employee bank accounts | Husys |
| 15th | EPF, ESI, PT, and TDS filings submitted to government authorities | Husys Compliance Team |
| 20th | Single consolidated invoice sent | Husys |
| 25th | Wire transfer payment processed | You |
What You Never See:
- 47 different government filings across 28 states
- Reconciling EPF/ESI payments with government portals
- Handling employee queries about payslips, tax forms, leave balances
- Updating payroll for new hires, terminations, salary changes
- Annual compliance (Form 16, gratuity calculations, bonus payments)
Timeline: Fully automated, zero effort on your end
When Someone Leaves: Termination and Offboarding
The US Way: “Thanks for your work. Today is your last day. Here’s your final paycheck.”
The India Way: Notice periods, exit formalities, and final settlements—all legally mandated.
What We Handle:
| Step | What Happens | Timeline |
|---|---|---|
| 1. Notice Period | Employee serves 30–90 days as per employment contract | 1–3 Months |
| 2. Exit Interview | Exit interview conducted and feedback collected | Week Before Last Working Day |
| 3. Asset Return | Coordination of laptop and company equipment return | Last Week of Employment |
| 4. Final Settlement |
Calculation of:
|
Within 7 Days of Last Working Day |
| 5. Compliance Documents |
Issuance of:
|
Within 15 Days |
What Happens If You Skip This: Labor courts can award 6-12 months of back pay for wrongful termination. We’ve seen penalties as high as $30,000 for a single employee.
How We Protect You: We’ve handled 10,000+ terminations. We know the exact documentation, timelines, and language that keeps you compliant—and out of court.
The Financial Case: What PEO Actually Costs (vs. the Alternatives)
Let’s model a real scenario: You’re hiring 10 employees in India over 12 months.
Option 1: Set Up an India Entity
| Cost Category | Year 1 | Year 2 | Year 3 | Description |
|---|---|---|---|---|
| Entity Setup | $75,000 | $0 | $0 | Legal fees, registration, and initial compliance setup |
| Payroll Software | $12,000 | $12,000 | $12,000 | HRIS platform, payroll processing, compliance tracking |
| Accounting / Tax | $18,000 | $18,000 | $18,000 | Monthly bookkeeping, annual audit, corporate tax filings |
| Legal Retainer | $30,000 | $30,000 | $30,000 | Employment contracts, compliance advisory, dispute handling |
| HR Headcount | $45,000 | $45,000 | $45,000 | 1 Full-Time HR resource managing payroll, benefits, compliance |
| Compliance Penalties | $8,000 | $5,000 | $5,000 | Missed filings, late payments (conservative estimate) |
| Total | $188,000 | $110,000 | $110,000 |
Option 2: Hire "Contractors" (The Risky Shortcut)
| Cost Category | Year 1 | Year 2 | Year 3 | Description |
|---|---|---|---|---|
| Contractor Payments | $120,000 | $120,000 | $120,000 | 10 contractors @ $1,000 per month each |
| Misclassification Penalty | $0 | $0 | $85,000 | One contractor files complaint in Year 3 |
| Back Contributions | $0 | $0 | $42,000 | Retroactive EPF, ESI, gratuity for all 10 contractors |
| Legal Defense | $0 | $0 | $25,000 | Labor court proceedings and legal representation |
| Total | $120,000 | $120,000 | $272,000 |
3-Year Total: $512,000 (and massive reputational risk)
Option 3: PEO Service (Husys)
| Cost Category | Year 1 | Year 2 | Year 3 | Description |
|---|---|---|---|---|
| PEO Fees | $11,880 | $11,880 | $11,880 | 10 employees @ $99 per month each |
| Setup Costs | $0 | $0 | $0 | No entity formation or registration required |
| Compliance Risk | $0 | $0 | $0 | PEO assumes employment and compliance liability |
| Total | $11,880 | $11,880 | $11,880 |
3-Year Total: $35,640
The ROI Comparison
| Option | 3-Year Cost | Savings vs. Entity | Risk Level |
|---|---|---|---|
| Entity Setup | $408,000 | Baseline | Medium (with in-house legal & compliance experts) |
| Contractors | $512,000 | - $104,000 (More Expensive) | Very High (Misclassification & Penalties) |
| PEO (Husys) | $35,640 | $372,360 Saved | Zero (Compliance Liability Assumed) |
What You Can Do With $372K:
- Hire 3 more senior engineers in India
- Fund 18 months of runway
- Double your marketing budget
- Actually build the product instead of fighting compliance
What to Watch Out For: The 5 Mistakes That Cost US Companies the Most
Mistake #1: Treating India Payroll Like US Payroll
The Problem: US payroll is straightforward—gross salary minus taxes and benefits. India payroll has 7+ mandatory components that vary by state, salary, and company size.
Real Example: A fintech startup paid their Bangalore team “gross salary” without breaking out EPF, ESI, and Professional Tax. After 8 months, the labor department audited them. Penalty: ₹6.2 lakhs ($7,440) in back contributions plus ₹2.8 lakhs ($3,360) in fines.
How to Avoid It: Use a PEO that calculates all statutory deductions automatically. Our ApHusys platform handles EPF, ESI, PT, TDS, gratuity, and bonus calculations across all 28 states—you never have to think about it.
Mistake #2: Ignoring State-Level Compliance Differences
The Problem: India has 28 states and 6 union territories. Each has different rules for Professional Tax, Shops & Establishments Act, and labor welfare funds.
Real Example: A SaaS company hired remote workers in 5 different states but only registered in Karnataka (where their “office” was). When employees in Maharashtra and Tamil Nadu filed complaints, they faced penalties in 3 states simultaneously. Total cost: ₹4.8 lakhs ($5,760) plus 6 months of legal headaches.
The Compliance Matrix (Simplified):
| State | Professional Tax | Shops & Establishment Registration | Labor Welfare Fund |
|---|---|---|---|
| Karnataka | ₹200 per month | Required if 10+ employees | ₹20 per employee per year |
| Maharashtra | Up to ₹2,500 per month (maximum) | Required if 5+ employees | ₹6 per employee per year |
| Tamil Nadu | Up to ₹2,400 per year (maximum) | Required if 5+ employees | Not Applicable |
| Delhi | Not Applicable | Required if 10+ employees | Not Applicable |
| Telangana | Up to ₹2,500 per year (maximum) | Required if 10+ employees | ₹20 per employee per year |
Source: State Labor Department Websites
How to Avoid It: Work with a PEO that has local compliance teams in every state. We have boots on the ground in all 28 states—we know the local rules because we live them every day.
Mistake #3: Misunderstanding Notice Periods
The Problem: In the US, you can terminate at-will. In India, employment contracts mandate 30-90 day notice periods—for both employer and employee.
Real Example: A US CEO wanted to fire an underperforming engineer “effective immediately.” The engineer sued for wrongful termination. The labor court awarded 3 months of salary (₹3.6 lakhs / $4,320) plus legal fees (₹1.2 lakhs / $1,440).
The Legal Framework:
| Scenario | US (At-Will) | India (Contract-Based) |
|---|---|---|
| Employer Terminates | No notice required (except WARN Act cases) | 30–90 days notice or payment in lieu (as per contract) |
| Employee Resigns | Typically 2 weeks’ courtesy notice | 30–90 days notice (as per employment agreement) |
| Immediate Termination | Allowed (except discrimination or protected cases) | Only permitted for “gross misconduct” (theft, violence, fraud, etc.) |
| Severance | Not required (except mass layoffs or contractual obligations) | Legally mandated based on tenure and applicable labor laws |
How to Avoid It: We draft employment contracts with clear termination clauses that comply with India labor laws. When you need to let someone go, we handle the notice period, final settlement, and all exit paperwork—keeping you out of court.
Mistake #4: Assuming "Contractor" Status Protects You
The Problem: If it looks like employment, India labor authorities will treat it as employment—regardless of what your contract says.
The Misclassification Test:
| Factor | Weight | Contractor | Employee |
|---|---|---|---|
| Control | High | Sets own schedule and work methods | Employer dictates hours and processes |
| Tools | Medium | Uses own equipment and software | Employer provides laptop and tools |
| Exclusivity | High | Works with multiple clients | Works primarily for one company |
| Payment | Medium | Project-based or milestone payments | Fixed monthly salary |
| Duration | High | Short-term or defined projects | Ongoing, indefinite relationship |
Real Example: A US e-commerce company hired 12 “contractors” for customer support. They worked 9am-6pm, used company laptops, and worked exclusively for the company for 18+ months. One contractor filed a complaint. The labor court reclassified all 12 as employees. Total liability: ₹28 lakhs ($33,600) in back pay and contributions.
How to Avoid It: Don’t play games with classification. If you need ongoing work, hire them as employees through a PEO. You get the flexibility of contract work (we can terminate with 30 days notice) without the legal risk.
Mistake #5: Choosing a PEO Based on Price Alone
The Problem: The cheapest PEO is often the most expensive in the long run. Here’s why:
What “Cheap” PEOs Cut:
| What They Skimp On | What It Costs You |
|---|---|
| Compliance Expertise | Missed filings lead to penalties ($5,000–$15,000 per incident) |
| State Coverage | Inability to hire across all states limits your talent pool |
| Tech Platform | Manual processes cause payroll errors and salary delays |
| Customer Support | Slow responses result in frustrated employees and management teams |
| Background Verification | Poor hiring decisions increase turnover and reputational risk |
Real Example: A startup chose a PEO charging $49/employee/month (vs. our $99). After 6 months:
- 3 payroll errors (employees paid late)
- 2 missed EPF filings (₹80,000 / $960 in penalties)
- 1 bad hire (failed background check—discovered after 4 months)
- Zero customer support (emails took 3-5 days to get responses)
They switched to us. Total cost of “saving” $50/month: $12,000+ in penalties, turnover, and lost productivity.
How to Choose: Look for:
- India-specific experience (not a global player dabbling in India)
- State coverage (all 28 states + 6 UTs)
- Tech platform (self-service HRIS, not email-based processes)
- Transparent pricing (no hidden fees or setup costs)
- Certifications (ISO 9001, ISO 27001 = enterprise-grade processes)
Your 90-Day India Expansion Roadmap
Here’s how to go from “we’re thinking about India” to “we have a team in India”—in 90 days.
Days 1-30: Strategy and Planning
Week 1: Define Your “Why”
- What are you hiring for? (Engineering, support, sales, ops)
- How many people in Year 1? (Start with 3-5, scale to 10-15)
- What’s your budget? (Salaries + PEO fees + equipment)
- What’s your risk tolerance? (PEO vs. entity setup)
Week 2: Market Research
- Research salary benchmarks (use Glassdoor India or AmbitionBox)
- Identify target cities (Bangalore, Hyderabad, Pune, Mumbai, Delhi)
- Understand time zone overlap (India is 10.5-13.5 hours ahead of US)
- Review competitor hiring strategies (LinkedIn, Crunchbase)
Week 3: Vendor Selection
- Shortlist 3-5 PEO providers
- Request proposals and sample contracts
- Check references (ask for US clients in your industry)
- Verify certifications (ISO 9001, ISO 27001)
Week 4: Legal and Finance Prep
- Get US legal team to review PEO contract
- Set up wire transfer process (you’ll pay monthly invoices)
- Decide on benefits package (health insurance, learning budget, etc.)
- Create job descriptions (we’ll help you adapt them for India)
Days 31-60: Hiring and Onboarding
Week 5-6: Job Posting and Sourcing
- Post jobs on Naukri.com, LinkedIn India, AngelList India
- Tap your network for referrals (offer ₹25K-₹50K referral bonuses)
- Work with your PEO to access pre-vetted candidate pools
- Schedule interviews (remember the time zone—9am PT = 9:30pm IST)
Week 7: Interviews and Selection
- Conduct technical assessments (use HackerRank or Codility)
- Run cultural fit interviews (India has different communication styles—directness varies)
- Check references (your PEO should handle this)
- Make offers (your PEO drafts compliant offer letters)
Week 8: Onboarding Prep
- Candidates submit KYC documents to PEO
- PEO runs background verification (education, employment, criminal)
- Sign employment contracts (e-signature via PEO platform)
- Order equipment (laptops, monitors—ship to employee addresses)
- Set up IT access (email, Slack, GitHub, etc.)
Days 61-90: Launch and Optimization
Week 9: First Day
- PEO conducts HR orientation (benefits, policies, payroll)
- You conduct company orientation (mission, values, team intros)
- Assign onboarding buddy (ideally someone in a similar time zone)
- Set 30-60-90 day goals
Week 10-12: Ramp-Up
- Weekly 1-on-1s with new hires (over-communicate in the first 90 days)
- Monitor productivity and engagement (use 15Five or Lattice)
- Gather feedback on onboarding process (what’s working, what’s not)
- Plan your next hiring wave (now that you know what works)
Week 13: 90-Day Review
- Assess performance against goals
- Decide: convert probation to permanent (standard in India)
- Celebrate wins with the team (public recognition goes a long way)
- Document lessons learned for your next cohort
Why Husys Is Your Best Partner for India Expansion
We’ve walked you through the complexity, the risks, and the costs. Now here’s why 5,000+ global companies trust us to get it right:
23 Years of India-Only Expertise
We’re not a global EOR trying to cover 150 countries. We’ve spent two decades mastering India’s 28 states, 47 labor laws, and countless regulatory nuances. When you work with us, you’re working with specialists—not generalists.
8 Working Hours to Hire
From signed offer to active employee in less than a day. Our ApHusys platform automates what other PEOs do manually—background checks, contract generation, payroll setup, compliance registration. Speed is your competitive advantage. We deliver it.
$99/Employee/Month, Zero Hidden Fees
No setup costs. No annual contracts. No surprise charges. You pay $99 per employee per month, and we handle everything—payroll, compliance, benefits, HR support. That’s it.
100% Compliance, Zero Risk
We’re ISO 9001 and ISO 27001 certified. We handle EPF, ESI, Professional Tax, TDS, and gratuity filings across all 28 states. We’ve processed 50,000+ employee lifecycles without a single compliance penalty. Your risk is our responsibility.
Enterprise-Grade Technology
Our ApHusys platform gives you real-time visibility into payroll, attendance, leave balances, and compliance status. Self-service for employees, one-click approvals for you, and automated government filings behind the scenes.
US-Friendly Service
We speak your language—literally and figuratively. Our contracts are written for US legal teams. Our invoices are in USD. Our support team works US hours. We’ve served 150+ US companies, so we know exactly what you need.
Conclusion: The India Opportunity Is Now—Don't Let Complexity Hold You Back
India isn’t just a cost-saving play anymore. It’s a strategic imperative.
With 1.5 million tech graduates annually, 7.2% GDP growth, and a government actively courting foreign investment, the talent and market opportunity are undeniable. But the complexity is real—labor laws, payroll intricacies, state-level compliance, and misclassification risks can derail even the most well-funded expansion.
Here’s what we’ve covered:
- The opportunity: India offers 70-80% cost savings, 3x faster growth than the US, and a talent pool larger than most countries’ entire populations.
- The risks: Entity setup costs $50K-$150K and takes 12-18 months. Contractor misclassification can cost $50K+ in penalties. One missed compliance filing can trigger audits and fines.
- The solution: PEO services let you hire in 8 working hours, pay $99/employee/month, and eliminate compliance risk entirely.
- The ROI: Over 3 years, PEO saves you $372,000+ compared to entity setup—money you can reinvest in growth, not bureaucracy.
The companies winning in India right now aren’t the ones with the biggest legal budgets or the most patience for red tape. They’re the ones who found the right partner—someone who knows India inside and out, who can move at startup speed, and who takes compliance off their plate entirely.
That’s what we do at Husys. For 23 years, we’ve been the bridge between US ambition and India execution. We’ve onboarded 50,000+ employees, served 5,000+ global companies, and maintained a 100% compliance track record across all 28 states.
Your competitors are already hiring in India. The question isn’t whether you should expand—it’s whether you’ll do it the hard way or the smart way.
Ready to Start Hiring in India?
Here’s what happens next:
- Book a 30-minute consultation with our India expansion team. We’ll review your hiring plans, answer your questions, and show you exactly how we’d support your growth.
- Get a custom proposal with transparent pricing, timelines, and a sample employment contract. No sales pressure—just clarity.
- Hire your first employee in 8 working hours. Once you’re ready, we move fast. You’ll have a compliant, onboarded team member before your competitors finish their legal review.
Contact us today:
- Email: contact@husys.com
- Phone: +91 72040 12636
- Website: www.husys.com
India is waiting. Let’s get you there – the right way.
About Husys: Founded in 2001, Husys is India's leading Professional Employer Organization (PEO), specializing in compliant hiring, payroll, and HR services for global companies. With ISO 9001 and ISO 27001 certifications, operations across all 28 Indian states and 6 union territories, and a track record of managing 50,000+ employees for 5,000+ clients, we're the trusted partner for US companies expanding to India. Learn more at www.husys.com.
