Top 10 HR Outsourcing Companies in India: Services & Cost

Which HR outsourcing companies in India can actually take payroll and statutory compliance off your plate? The honest answer is that most of the firms below cannot do it alone, and the reason has little to do with how good they are.

What does an HR outsourcing company in India actually do?

An HR outsourcing company in India runs defined HR processes for you: payroll, statutory filings, benefits administration, records and often recruitment. You stay the legal employer. The provider does the work and advises on compliance, but liability for a wrong filing remains with your company.

• Payroll and statutory filings: monthly salary processing, provident fund and state insurance remittances, and salary tax returns. This is the core of payroll compliance in India.

Do you need HR outsourcing, a PEO or an Employer of Record?

They are three different things. HR outsourcing gives you a service provider while you stay the employer. A PEO co-manages HR on an Indian entity you already own. An Employer of Record legally employs your team through its own entity, so you can hire in India without registering a company.

If you have no entity, no amount of HR outsourcing fixes it. Someone still has to hold the registrations your employees are enrolled under, which is why hiring in India without an entity runs through an EOR.

The crossover point is usually headcount. Run your own numbers on the EOR vs entity calculator before you commit to either path.

Which HR outsourcing companies in India compare best?

The 10 firms below run three different businesses that get confused constantly: HR and payroll outsourcing, staffing and recruitment, and HR consulting. Only some of them will ever run your payroll, and not one publishes a price.

Read the category column first. It is the quickest way to cut a list of 10 names down to the three or four worth a call.

What does a foreign employer actually owe in India?

You owe provident fund, state insurance where it applies, gratuity on exit, professional tax in most states, and monthly salary tax withholding. A vendor can calculate and file all of it. If you are the legal employer, the liability for a late or wrong filing still lands on you.

• Provident fund (PF): 12% from you and 12% from the employee, on basic pay plus dearness allowance. Treat it as a 401(k)-style retirement contribution. It becomes mandatory once you employ 20 or more people.
• The wage cap that just moved: PF is calculated on a capped wage base of ₹15,000 a month. The Union Cabinet approved raising that cap to ₹25,000 on September 16, 2026. As of September 2026 the gazette notification had not issued, so employers were still computing on ₹15,000.
• Employees' State Insurance (ESI): 3.25% from you and 0.75% from the employee, on wages up to ₹21,000 a month, per ESIC's published rates. It applies at 10 or more employees in factories, and at 10 or 20 in other establishments depending on the state.
• Gratuity: 15 days' pay for each completed year, due after five years of service and capped at ₹20 lakh. Fixed-term employees qualify after one year on a pro-rata basis. Our gratuity calculator sizes the liability.
• Salary tax withholding (TDS): India's equivalent of payroll withholding. It now sits under Section 392(1) of the Income-tax Act 2025, which replaced the 1961 Act on April 1, 2026. See our guide to payroll tax in India.

The four Labour Codes took effect on November 21, 2025, replacing 29 central labour laws. The Central Rules followed on May 8, 2026, and state rules are still being notified one state at a time as of September 2026. Our guide to the new Labour Codes tracks what changed.

A quick way to test whether a provider is current: ask which form they file for quarterly salary TDS. Form 138 replaced Form 24Q, and Form 130 replaced Form 16. Anyone still citing Section 192 or Form 16 has not updated since April 2026.

Deadlines are unforgiving. Salaries and TDS fall due by the 7th of the following month, PF and ESI by the 15th, and final settlement on exit within two working days. The full India payroll deadline calendar lists the penalties.

1. Wisemonk

We are an India-only Employer of Record. That is the first thing to know, and for some readers it is a reason to stop reading: if you need one provider across 40 countries, a global platform fits you better than we do.

• Category: Employer of Record, plus PEO services for companies that already hold an Indian entity.
• Pricing: EOR from $99 per employee per month, PEO from $49, Contractor of Record at 6% per contractor payment, and recruitment at 10% of annual salary, all published on our pricing page.
• Limitation: India only. We do not operate anywhere else, so a multi-country rollout means adding a second provider or choosing a different one.

What we trade breadth for is depth: our own Indian entities, local counsel, and direct dealings with the tax, provident fund and GST authorities when a filing is queried. That is also how we run payroll in India for 300+ global clients.

2. ADP India

• Category: payroll software and HCM, with managed payroll and HR outsourcing services layered on top.
• Limitation: you cannot benchmark the cost before a sales conversation, and the model assumes you already hold the Indian entity.

3. TalentPro India

• Category: HR and payroll outsourcing, with recruitment process outsourcing alongside it.
• Limitation: its ownership is stated only on its own About page, which describes it as part of the Briley group. We found no independent confirmation of that.

4. Quess Corp

Read this entry carefully, because the business most lists describe is no longer inside Quess. It completed a three-way demerger in April 2025, and its HR and payroll operations moved to Digitide Solutions.

• Category: staffing and recruitment. Its own service list now runs to general staffing, IT services, recruitment outsourcing, capability centre services, mobility and gig platforms.
• Limitation: if you are shopping for HR and payroll outsourcing, the company you want is Digitide, not Quess Corp. Most comparison pages have not caught up with the split.

5. TeamLease Services

• Category: staffing, with payroll outsourcing and an EOR line attached.
• Limitation: staffing-led rather than payroll-led, so payroll tends to sit as an add-on to a staffing relationship rather than a service you buy on its own.

6. Randstad India

• Category: staffing and recruitment, from operational roles through to executive search.
• Limitation: staffing-led. If your need is payroll and statutory filing rather than hiring, that is not the core service here.

7. ManpowerGroup India

• Category: staffing and recruitment, delivered through several specialist brands.
• Limitation: no published pricing, and the parent group is part-way through a restructuring that included a US divestment completed in April 2026.

8. Adecco India

• Category: staffing, with a payroll outsourcing line among a broad service list.
• Limitation: staffing-led, with payroll as one service among many, and no published pricing to benchmark against.

9. Alp Consulting

• Category: staffing, with payroll and back-office outsourcing lines alongside.
• Limitation: it publishes no pricing, and it is a subsidiary of an overseas parent rather than the independent Indian firm some lists describe.

10. PERSOL India (formerly Kelly Services India)

If you are looking for Kelly Services India, it no longer trades under that name. The business is now PERSOL India, part of PERSOL APAC, and the old web address redirects there.

• Category: staffing and recruitment, with HR solutions alongside.
• Limitation: the offering is recruitment and staffing rather than payroll outsourcing, and any list still calling it Kelly Services India is out of date.

How much does HR outsourcing cost in India?

Nobody on this list except us publishes a rate, so the honest answer is a set of models rather than a number. What you can pin down is the shape of the bill: a per-employee monthly fee, a percentage of payroll, or a percentage of salary for recruitment.

Two things reliably catch US buyers out. The first is that a per-employee fee almost always excludes the statutory employer contributions above, which you pay on top of it. Our cost of outsourcing payroll in India breaks that out.

Which option fits your situation?

Match the provider to your entity position and your headcount, not to the length of its service list. Four situations cover most global companies hiring in India, and each one points at a different kind of vendor.

• No Indian entity, 1 to 30 hires: an Employer of Record. It is the only model that can legally employ people for you, and it is the fastest to start.
• No entity yet, but you want one later: start on an EOR and transfer when the numbers justify it. Our comparison of an EOR against your own India entity sets out the sequence.
• You have an entity and a small team: payroll outsourcing or fully managed payroll. You are buying execution, not employment.
• You have an entity and 100 or more staff: full HR outsourcing or a PEO provider in India, where advisory depth starts to earn its fee.

Hiring outside India as well? Our list of global HR outsourcing companies covers multi-country providers, and there is a separate cut for small business HR outsourcing.

What goes wrong when you outsource HR in India?

The usual failures are not vendor incompetence. They are misclassifying contractors, assuming a service contract moved a liability it never moved, and creating a taxable presence in India through the way people were engaged.

• Misclassification: engaging people as contractors when the relationship looks like employment. Authorities look at substance, and the back-dated exposure covers PF, ESI and gratuity.
• Assumed liability: a service agreement rarely transfers statutory liability. It is worth knowing who is liable when a payroll vendor makes an error before you need the answer.
• Permanent establishment: how you engage people can create a taxable presence in India without an office ever existing. Our permanent establishment risk quiz takes a few minutes.

If most of that sounds like work you would rather not own, here is what we do about it.

How does Wisemonk take HR and payroll off your plate in India?

Wisemonk is an India-native Employer of Record that helps global companies hire, pay and manage people in India without setting up a local entity.

Today that covers 300+ global clients and more than 2,000 employees in India, with over $20M in annual payroll running through the platform. Clients rate us 4.8 out of 5 on G2, and EOR pricing starts at $99 per employee per month.

• Employer of Record: we become the legal employer in India, so you can hire without registering a company.
• Managed payroll: already hold an entity? We run the monthly cycle, statutory deposits and filings through managed payroll, on a custom quote.
• PEO services: HR depth on your own Indian entity through our PEO in India, from $49 per employee per month.
• Contractor of Record: compliant contractor engagement and payments at 6% per contractor payment.
• Entity setup: when you outgrow the arrangement, we handle company registration in India and the registrations that follow, on a custom quote.

We are a leading EOR in India, now expanding our services to the US and UK.

We've been using WiseMonk to support our India team for the past six months, and the experience has been excellent. They've handled everything from payroll and statutory compliance to equipment procurement and benefits enrollment, all with a level of responsiveness and professionalism that makes managing a remote India team from Canada feel seamless. Nileena and the team are always quick to reply and proactive about flagging anything we need to know. We'd happily recommend WiseMonk to other companies looking to hire and manage talent in India.
- Monika Russell, CFO at Minehub, Canada