सामान्य प्रश्न
Frequently asked questions
Answers on market entry, tax, working with us and employer compliance. Use Expand all to read every answer, or open one at a time.
Market entry, tax & working with us
Typically 10–15 business days for a private limited company, provided all documents are in order. Where foreign directors are involved, documents must be apostilled or notarised as required, which can add time.
Yes. Under section 149 of the Companies Act, 2013 at least one director must have stayed in India for a total of at least 182 days during the financial year. We can help with professional nominee director arrangements.
Form FC-GPR must be filed with the RBI, through your AD bank, within 30 days of issuing shares to a foreign investor. Delays attract compounding penalties under FEMA.
Up to three times the sum involved, where quantifiable, or up to ₹2 lakh where it is not, plus up to ₹5,000 per day for a continuing contravention.
Yes. Every private limited company in India, regardless of turnover, must have its accounts audited by a Chartered Accountant each year. The audit must be completed before the AGM, normally held within six months of the financial year end.
Many companies start that way, but contractors who work exclusively for one foreign company with fixed hours and company equipment risk being treated as employees, triggering PF, ESI and TDS obligations retroactively. We advise on the contractor-versus-employee line and structure compliant arrangements.
By default, the Indian entity that employs the developers. For the foreign parent to own it, use an inter-company IP assignment or a cost-plus development arrangement. Both have FEMA and transfer pricing implications that must be managed.
Yes. Once the entity is set up we help recruit, and run monthly payroll with TDS, PF and ESI compliance.
Yes. We use a dedicated pod model: the same professionals learn your preferences and work as an extension of your staff.
We track RBI, FEMA, GST and labour-law changes and advise proactively on how they affect you.
Work is done over VPN-enabled remote desktops so that data stays in your environment, with role-based access controls and encryption. See our Privacy Policy.
Team members are selected for communication skills as well as technical ability, and trained on Western business etiquette and reporting standards.
Employer compliance
No. The ceiling decides who must be a member and the maximum base for EPS and EDLI. From 17 September 2026, employees with Code wages up to ₹25,000 must be enrolled, and new joiners up to that level go into EPS. The EPS diversion rises to a maximum of ₹2,083 a month. Employers already paying 12% on actual wages above the ceiling can continue.
It is a split month: 1–16 September uses the ₹15,000 ceiling and 17–30 September uses ₹25,000, with wages pro-rated by days. File a single ECR for the month by 15 October 2026. Per the EPFO FAQs, any employee share not recovered in September can be recovered in the next payroll.
Under the Labour Codes, "wages" means basic pay + DA + retaining allowance. HRA, conveyance, overtime, commission and similar items are excluded, but if they exceed 50% of total pay the excess is added back. If basic + DA is below half of gross, your PF, ESI, gratuity and bonus base will be higher than basic alone.
Typically Shops & Commercial Establishments registration on e-Karmika (or OSH Code registration if applicable) and Professional Tax registration and enrolment. At 10+ employees also ESI (in notified areas), Karnataka LWF (from 7 January 2026), a POSH Internal Committee and gratuity liability. EPF becomes mandatory at 20 employees; voluntary coverage is possible earlier.
No. Since the Karnataka S&CE (Amendment) Act 2026 (gazetted 4 September 2026), registration is valid until closure. Establishments with 10+ workers registered under the OSH Code are exempt from separate registration. You still report changes and file Form U by 31 January.
Yes, from Tax Year 2026-27. The Income-tax Act 2025 uses Form 130 as the salary TDS certificate (first due 15 June 2027) and Form 138 as the quarterly statement (31 July, 31 October, 31 January, 31 May). Form 124 replaces Form 12BB. Form 16 and 24Q still apply to FY 2025-26 and earlier.
Wages due must be paid within two working days of resignation, removal, dismissal or retrenchment (Code on Wages s.17(2)). Gratuity, where payable, within 30 days of becoming due, or interest applies.
Yes, pro-rata after one year of continuous service (five years for permanent employees): 15 days' wages (15/26 of monthly Code wages) per completed year. A part-year of more than six months counts as a full year. The ceiling is ₹20 lakh.
No. Coverage is tested at the start of each contribution period (Apr–Sep, Oct–Mar). An employee covered at the start stays covered until the period ends, with contributions on actual wages. Stop from October 2026 if wages remain above ₹21,000 (₹25,000 for persons with disability).
Employees earning up to ₹21,000 a month who worked at least 30 days in the year. It is calculated on ₹7,000 or the minimum wage, whichever is higher, at 8.33% to 20%. For an April–March year, pay by 30 November. Thresholds were re-notified on 25 August 2026, retrospective from 21 November 2025.
Using this website
Yes. Use the Language menu at the top of any page to choose one of 13 Indian languages. The translation is done by Google Translate and loads only when you choose a language. The English text prevails. See Help.
Not yet. The form checks your details and prepares an email for you to send to the right office. Nothing is sent or stored by the website itself.
Use the Client portal login on the Portal page. Accounts are set up for clients as part of an engagement.
Still have a question?
Every engagement runs under a formal engagement letter. Ask any office for a scope and fee proposal.