Name: Netskill LMS/LXP
Brand: Sansovi
Rating: 5 (1 reviews)

SansoviGCC’s EOR Services legally employ your India team in 7–14 days without an entity, backed by a dedicated HR Business Partner and full PF, ESIC, gratuity, and labour-law ownership.

Global platforms like Deel, Rippling, and Remote list the same $599-per-employee-per-month starting price, but they run India through partner networks or generic playbooks. An India-specialist runs India as its core market, not one of 150 countries on a pricing page.

If you’re comparing Employer of Record Services for a first India hire or your fifth the platform fee tells you almost nothing about what you’ll actually experience. This article breaks down the real differences: cost structure, compliance depth, onboarding speed, and what happens after month one.

What Is an Employer of Record, and Why Does India Need a Specialist?

An Employer of Record legally employs staff on your behalf in a country where you have no registered entity. The EOR issues the contract, runs payroll, deducts taxes, and remits statutory contributions, while you manage the employee’s day-to-day work.

India complicates this more than most markets. Employers must handle:

Provident Fund (PF) — a combined 24% of Basic + DA (12% employee, 12% employer), split by EPFO into EPS pension, EPF savings, and EDLI insurance components
Employee State Insurance (ESI) — 3.25% employer and 0.75% employee contribution on gross wages, applicable when gross pay is at or below ₹21,000/month
Gratuity — a statutory accrual under the Payment of Gratuity Act, 1972, payable after five years of continuous service
State-specific Professional Tax and Shops & Establishments Act registrations, which vary by state

A generic EOR platform can automate these calculations. A specialist provider builds its entire operating model around getting them right the first time, every payroll cycle, in every state you hire in.

SansoviGCC’s EOR Services: Built for GCCs, Not Just Payroll

SansoviGCC’s EOR Services onboard employees in as little as 7 days and take full ownership of India’s statutory compliance stack PF, ESIC, TDS, gratuity, and labour law while you retain operational control of the employee’s work.

What separates this from a payroll-only EOR is the layer built around it:

A dedicated HR Business Partner assigned to your account, not a rotating support queue
Custom employee handbooks and policy frameworks, rather than a templated contract
HRMS implementation, leave and attendance tracking, and full employee lifecycle management from offer letter to exit
Governance reporting to your leadership team, covering headcount cost, attrition, and compliance status
Add-on services covering background verification, laptop and hardware rental, interview panels, and recruitment all integrated into the same account rather than sourced from separate vendors

This matters because SansoviGCC’s clients aren’t typically hiring one remote employee. They’re building the first cohort of what becomes a full Global Capability Centre (GCC). Enterprises including Mercedes-Benz, Standard Chartered, Société Générale, Siemens, BMW, and Medtronic have used this model to enter India, according to SansoviGCC’s EOR Services page.

The EOR-to-GCC Transition Path

Most global EOR platforms treat EOR as the end state. SansoviGCC treats it as a starting point. Its Build-Operate-Transfer (BOT) model lets you begin with EOR for speed, then transfer employees into your own legal entity in India through legal novation of contracts with zero disruption to the employees themselves. This structured pathway is why the company reports a 100% success rate transitioning EOR clients into scaled India operations.

For context on when EOR makes sense versus incorporating outright, SansoviGCC recommends EOR for teams of 1–5 employees, a hybrid model for 5–15, and a full GCC subsidiary or BOT structure once headcount exceeds 15.

How Do Deel, Rippling, and Remote Handle India?

Deel

Deel lists standard EOR pricing at $599 per employee per month, rising to $899 for its enterprise tier, with volume discounts bringing the rate down to roughly $400–$500 at 20-plus headcount. Complex markets, India included, can carry a $50–$150 monthly country surcharge on top of the base fee, and a refundable deposit of 1 to 1.5 times the monthly cost is typically held before the first payroll run, per pricing analysis from Gloroots. Deel’s scale 150-plus countries and 35,000-plus customers makes it a strong fit for companies hiring across many markets at once, but India is one line item among many, not the core focus.

Rippling

Rippling structures EOR as a module inside a broader HR, IT, and Finance platform, rather than a standalone product. Pricing starts near $499–$599 per employee monthly on top of an $8 per-user base platform fee, and stacking additional modules payroll, benefits, IT management adds further cost. Rippling does run native payroll in India through its own entity, which is a genuine strength, but reviewers note that complex markets can push all-in India costs toward $800–$1,200 per employee per month once modules and country-specific handling are factored in, according to eorHQ’s Rippling pricing guide. For a company already standardised on Rippling for US HR, adding India EOR is convenient. For a company hiring only in India, the modular fees add overhead without matching benefit.

Remote

Remote charges a flat $599 per employee per month for EOR, built on a model of owned legal entities rather than third-party partners in each country. That ownership model gives compliance teams more confidence in the contractual chain, and Remote’s India entity handles PF, ESI, and TDS directly. The trade-off is narrower country coverage than Deel and pricing that stays closer to list price, with less aggressive volume discounting, per eorHQ’s Remote pricing breakdown.

SansoviGCC vs. Deel vs. Rippling vs. Remote: Quick Comparison

Why Does India-Specific Depth Matter More Than Global Reach?

A provider covering 150 countries allocates one generic playbook to India. A specialist allocates its entire operating model to it every state-level Professional Tax slab, every labour code nuance, every EPFO filing deadline.

India’s Global Capability Centre ecosystem has grown fast enough that generic coverage is no longer good enough for serious entrants. According to the Nasscom-Zinnov GCC Landscape 2026 report, India now hosts 2,117 GCCs employing roughly 2.36 million professionals and generating close to USD 98.4 billion in market revenue, with more than 506 Forbes Global 2000 companies now running a GCC in the country. That scale of activity is exactly why global enterprises increasingly favour a provider whose only job is getting India right, rather than one balancing India against 149 other markets.

Three practical gaps show up repeatedly when companies compare a global platform to an India specialist:

Compliance ownership vs. compliance pass-through. A specialist takes direct accountability for PF, ESIC, gratuity, and audit readiness. A partner-network platform routes compliance through a third-party local entity, adding a layer between you and the actual filing.
HR partnership vs. ticket-based support. A dedicated HR Business Partner who understands your team’s context differs meaningfully from a rotating support queue answering generic queries.
A transition plan vs. a dead end. Few global platforms are built to help you exit EOR into your own entity. An India specialist with a structured BOT model treats that transition as the expected next step, not an edge case.

What Does EOR Actually Cost in India Once Statutory Contributions Are Added?

The headline EOR fee is rarely the biggest line item on your invoice. Statutory employer contributions — PF, ESI, and gratuity accrual typically add far more to total cost than the platform fee itself.

Here’s what the employer side of statutory contributions looks like under current EPFO and ESIC rules:

PF: Employer contributes 12% of Basic + DA, split into 8.33% EPS (pension, capped near ₹15,000 basic) and 3.67% EPF, plus a 0.5% EDLI contribution
ESI: Employer contributes 3.25% of gross wages, applicable only when gross pay is at or below ₹21,000/month
Gratuity: Accrual under the Payment of Gratuity Act, 1972, becomes payable after five years of continuous service

Budgeting an additional 5–15% above the headline EOR fee to cover the full employment lifecycle onboarding, statutory contributions, and eventual offboarding is a reasonable planning benchmark, according to SansoviGCC’s EOR India Pricing Guide.

The Bottom Line

Global EOR platforms compete on country count and headline pricing. SansoviGCC’s EOR Services compete on depth compliance ownership, dedicated HR partnership, and a real pathway from EOR to a fully operational GCC. If India is one of several markets on your expansion map, a global platform’s breadth may serve you well. If India is the market you’re building around, the specialist model is built for exactly that scenario.

Explore SansoviGCC’s GCC Talent Solutions to see how EOR, recruitment, and talent strategy connect, or talk to an EOR advisor to map your India entry model.

SansoviGCC by GoodWorks Group is India’s Leading End-to-End GCC Solutions Platform to build, operate and scale GCCs.

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SansoviGCC’s EOR Services vs. Global EOR Platforms: What Makes an India-Specialist Different?

What Is an Employer of Record, and Why Does India Need a Specialist?