Hiring an EOR Employee

Step-by-step guide to hiring an employee through Omnivoo’s EOR service.

This guide walks you through the complete process of hiring a new employee through Omnivoo’s EOR service, from company compliance checks to creating the employee. EOR hiring is available in India today. To engage people in other countries, use contractors instead.

Before You Start: Company Compliance Gate

If this is your first time hiring an EOR employee, Omnivoo requires some one-time company setup to ensure compliance. You’ll be prompted to complete these steps before proceeding:

1. Company Setup. Provide your registered address, authorized signatory, billing information, and upload KYB documents.
2. EOR Agreements. Review and sign the Master Service Agreement (MSA), Data Processing Agreement (DPA), and Commercial Addendum.

You only need to complete the compliance gate once. After your first hire, you can proceed directly to the hiring wizard for all future employees.

The Hiring Wizard

Once your company compliance is verified, start a hire from your Home dashboard: click Add people and choose to hire an India EOR employee. This opens the 4-step hiring wizard (Employee Info, Employment, Compensation, Review).

The page is titled Hire EOR Employee with the subtitle “Set up a new employee through Employer of Record” and a Back to home button at the top.

If your company can’t hire yet, the page says so instead of opening the form. It lists the three steps (company details, owners and directors, and signing your MSA and DPA), each with its own state:

• Verify your business first: something is still on you. Continue verification takes you to company setup and brings you back here.
• Sign your agreements to hire: only the MSA and DPA are left. You can sign them while we’re still checking your company. Sign agreements takes you there.
• We’re checking your company: a step marked In review is with us, and there is nothing to do but wait, usually up to 3 business days.

Inviting and paying contractors needs your company verified too.

Moving Between Steps

Use Back and Next Step → to move through the wizard. You can click an earlier completed step’s title to jump back, but you cannot skip ahead, and each step must be valid before Next Step advances you:

• Step 1 needs first and last name, a valid email, and a job title.
• Step 2 needs a start date, work hours greater than 0, and a notice period of at least 15 days.
• Step 3 needs an annual gross salary greater than 0 that clears the statutory minimum wage, and every bonus or equipment item you added must be complete. Minimum wage is on the gross pay, so with employer contributions inside the CTC it’s the gross left after them that has to clear it. The floor is Maharashtra’s ₹15,766 a month for a skilled worker, or the employee’s own state where that is higher. A salary agreed in another currency is held to the same floor once it is converted to rupees. A salary under the floor is refused at the field, naming the floor and the state it comes from, rather than on submit.

1. Employee Information

   Provide the basic details about the person you’re hiring:

   Field	Description	Required
   First Name	Employee’s legal first name	Yes
   Last Name	Employee’s legal last name	Yes
   Email Address	Employee’s personal or work email (used for onboarding invite)	Yes
   Job Title	The role they’ll be performing	Yes
   Department	What payroll groups them under, for example Design	No
   Reports to	Anyone in your company. A reporting line is an org fact and grants no approval rights on its own. Hidden when we could not list anyone	No

   Each field validates when you move off it (on blur): a green check appears when the value is valid, and an inline red error appears when it is not. The email must match a standard email format.

   Use the employee’s personal email if they don’t have a company email yet. They’ll receive their onboarding invitation at this address.

2. Employment Details

   Configure where and when the employee will work:

   Field	Description	Default
   Country	The work country. EOR hiring is India only, so this is shown as a locked 🇮🇳 India tile (not a picker).	India
   Start Date	The first day of employment. Today to a year out; a hire cannot be backdated	-
   Work hours / week	Standard weekly work hours	40
   Notice period (days)	The notice period for the employment contract. At least 15	30
   Probation (days)	Printed in the offer letter and kept on the employment record. The form tells you which day probation ends	90

   Because EOR hiring is India only, India determines which employment laws, benefits, and tax rules apply. See What is Employer of Record? for more.

3. Compensation

   Set the employee’s pay:

   Field	Description	Required
   Annual gross salary	The yearly salary before bonuses and benefits, in Indian Rupees	Yes
   Employer contributions	Whether PF, ESI and gratuity sit on top of salary or inside the CTC figure	Yes
   Bonuses	Any bonus agreed as part of the offer	No
   Incentive plan	A performance incentive arrangement, described in your own words	No
   Equipment	Items you want Omnivoo to buy for the employee	No

   Salary can be agreed in rupees or in any of the nine currencies Omnivoo bills in. Whichever you pick, the employee is paid in rupees: the rate is fixed at hire and stays on the employment record, so a rate that moves later never re-cuts someone’s pay. See Agreeing a salary in another currency.

   The split of that salary into basic, dearness allowance, HRA and special allowance is Omnivoo’s to set, and it is the same for everyone: basic is half of gross, dearness allowance a fifth of basic, HRA a fifth of gross. It is shown on the step, not asked for, and it keeps basic and dearness allowance above the Code on Wages floor.

   Your employee chooses their own tax regime in their investment declaration, and payroll follows their choice.

   Employer contributions: on top, or inside CTC

   You choose how the cost-to-company figure is presented:

   • Inside the CTC figure (recommended, and the default). The amount you entered is your total cost. Provident fund, ESI, gratuity and EDLI come out of it, so the employee’s salary works out lower than the headline. A few costs sit outside it and are billed on the Employer PF, ESI, gratuity, EDLI and LWF line: LWF in June and December, ESI on a bonus, and in a part month the PF and EDLI that stay at the full month’s amount.
   • On top of salary. The salary you entered is what the employee is paid, and employer contributions are added to your cost on top of it. Each month’s invoice bills them on their own Employer PF, ESI, gratuity, EDLI and LWF line, and the Omnivoo fee is priced from the salary plus those contributions.

   The Cost breakdown panel updates live as you type, and shows both sides: what you pay, and what the employee takes home.

   This choice is about how the CTC figure is presented. Employer provident fund is never recovered from an employee’s wages, which section 12 of the EPF Act prohibits.

   Bonuses

   Add as many as the offer includes. Each one takes a type, an amount (a fixed sum or a percentage of annual gross salary), how often it is paid, and the date of the first payout.

   Omnivoo creates the payroll entry for you: a one-off bonus is scheduled for the payroll run containing its payout date, and a repeating one is added to every run it falls due in.

   Two things follow from how often a bonus is paid:

   • A bonus paid monthly counts as ESI wages, because section 2(22) of the ESI Act covers anything paid at intervals of two months or less. A quarterly, annual or one-off bonus does not.
   • No bonus is provident fund wages, at any frequency. Section 2(b) of the EPF Act excludes them, so a bonus does not build retirement corpus.

   Statutory bonus is different from the rest. It is a legal obligation under section 26 of the Code on Wages for employees earning basic plus DA of ₹21,000 a month or less, at between 8.33% and 20% of a wage capped at ₹7,000 or the state minimum wage, whichever is higher (₹15,766 in Maharashtra). It applies once our establishment has 20 or more employees. Omnivoo shows you the obligation for this employee when you pick that type, and pays the minimum on its own anyway (see Statutory bonus). A statutory bonus you add here is paid ahead and counts toward it.

   Incentive plan

   Turn this on to record a performance incentive arrangement. There is no amount to schedule, because incentives vary each time by definition. You raise each one as a payroll adjustment when it is earned.

   Equipment

   Ask Omnivoo to buy equipment for the employee. Each item needs a type, a link to where you want it bought, an estimated cost, and a screenshot or quote (PDF, JPG or PNG, up to 5 MB). Model details are optional.

   The type matters for the employee’s tax: laptops and computers are exempt from perquisite valuation under Rule 3(7)(vii) of the Income Tax Rules, while other items are valued at 10% of cost a year and added to their taxable salary. The form tells you which applies.

4. Review & Confirm

   Before submitting, you’ll see a summary of everything you’ve entered, grouped into three sections:

   • Employee - name, email, and job title.
   • Employment - country, start date, work hours per week, and notice period.
   • Compensation - annual gross salary, how employer contributions are treated, every bonus, the incentive plan, each equipment request, and your total cost to company. Plus the FX note when your invoice currency is not INR.

   Review the details, then click Create EOR Employee (it reads Creating while it submits). On success you see either a first-hire celebration or an Employee created successfully! screen, each with a Back to the EOR dashboard button.

   You can track each employee from their detail page. See Managing EOR Employees.

Common Questions

Can I hire multiple employees at once? Yes. Run through the hiring wizard for each employee individually. Each submission is processed independently.

Where do I track a new hire? Open the employee from your People page to see their detail page, including onboarding and bank-details status. See Managing EOR Employees.

What’s Next?

• Managing EOR Employees - Learn about the employee detail view and lifecycle management.
• Employer Dashboard - Return to your Home dashboard to track the new hire.