- The provider’s entity, not yours, holds the PF code, ESIC code and TAN.
- Employer PF is 12% of wages, capped at ₹3,000 a month at the ₹25,000 ceiling since 17 September 2026.
- Foreign nationals on Indian payroll count as International Workers and contribute PF on full salary.
- India has no social security agreement with the USA or any GCC country.
On this page
Is an international PEO the same as an EOR?
In practice, yes. Most providers use the two labels for the same service.
A domestic PEO co-manages staff on an entity you already own. An international PEO does not. It brings its own entity, so it is the legal employer, which is exactly how an employer of record works. The “PEO” half of the name survives from the US market, where co-employment is the norm.
Read the contract. Skip the brochure. If the provider’s Indian company issues the payslip, you are buying EOR employment, whatever the sales deck calls it. Our explainer on what an international PEO is traces how the term spread.
What should you check before signing with an international PEO in India?
Three things: whose entity employs the team, where the money flows, and what your people actually do.
| Check | What a good answer looks like |
|---|---|
| Entity | An Indian private limited company with its own PF, ESIC, PT and TAN registrations |
| Money flow | Salary paid in rupees from India, with TDS deducted under section 392 of the Income-tax Act, 2025 |
| Activity | Staff deliver work to you, without signing sales contracts in India on your behalf |
The third row matters most. It is about tax.
Suppose your India hire habitually negotiates and concludes deals with Indian customers for your foreign company. That pattern can create permanent establishment risk, and an EOR wrapper does not cure it. Keep roles focused on delivery, engineering or support until you have an Indian entity.
How do foreign nationals fit into an international PEO set-up?
They join Indian payroll as International Workers, and the PF rules change.
An International Worker contributes 12% on full salary, with no ₹25,000 cap, unless a Certificate of Coverage from an agreement country applies under EPFO’s international worker rules. The UK became the 21st partner on 15 July 2026.
The rules are contested. The Karnataka High Court struck them down in April 2024, and the Delhi High Court upheld them in November 2025. The Supreme Court issued notice on 12 March 2026 without a stay, according to a Cyril Amarchand Mangaldas client alert. Plan for full-salary PF.
How does Remunance deliver International PEO services in India?
Remunance runs International PEO services through its own Indian entity, Remunance Services Pvt Ltd, and handles only India. That focus has meant 1,200+ Indian employees hired for clients across 34 cities. If you want an India team without opening a company, ask for a side-by-side cost quote.
What else do people ask about international PEOs?
What is the difference between a global PEO and an international PEO?
None that matters legally. Both names describe a provider that employs staff abroad through local entities for a foreign client.
Can an international PEO move my team to my own entity later?
Yes, if the provider supports transfers. The employees resign from the provider and join your subsidiary, ideally with service continuity agreed for gratuity purposes.
Is an international PEO cheaper than setting up a subsidiary?
Usually, for small teams. A subsidiary brings incorporation, a resident director, annual audits and a compliance calendar, while a PEO charges per employee and lets you exit without winding up a company.
Planning a hire in India?
Our founding team has run payroll and hiring in India for 22+ years, first as Remunance Systems, which was later acquired by ADP.