Healthcare Staffing in India | Hire Nurses & Doctors

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StaffBuilder: Your Healthcare Staffing Partner in India

Hiring nurses, doctors, and allied health professionals in India doesn't have to be complex. StaffBuilder simplifies healthcare hiring with tailored staffing solutions designed for the Indian market. From credentialing and payroll to compliance and employment law—we handle it all, so you can focus on providing excellent care.

What Does a Healthcare Staffing Partner in India Do?

A healthcare staffing partner like StaffBuilder acts as the legal employer of record for your healthcare professionals in India. We help you recruit and manage local clinical talent without setting up a legal entity, taking care of:

Registration and licensing with Medical Council of India (MCI), State Medical Councils, INC, and paramedical councils
Medical credential verification and background checks
Payroll management and income tax compliance
Provident Fund (EPF), ESIC, and gratuity contributions
Leave entitlements and duty hour compliance
Adherence to hospital, aged care, and telemedicine guidelines

Healthcare-Specific Licensing & Registration in India

Licensure for Physicians (Doctors)

Licensing for Nurses & Allied Health

Regulatory Landscape & Ethical Conduct

Hiring Employees in India

Staff Builder specializes in offering tailored employment services in India to meet your unique business needs. Our expertise ensures that you hire top talent who fit seamlessly into your company’s culture. Whether you need freelancers, full-time staff, or specialized professionals, our team is dedicated to sourcing, vetting, and delivering the best candidates in India for your business.

Employment Agreements in India

In India, while it is not mandatory to have a written employment contract, certain regulations under the Industrial Employment (Standing Orders) Act, 1946 require employees to provide specific details in writing. When a written contract is in place, it generally includes the following information:

The employee’s role and responsibilities
Compensation details, including benefits such as bonuses and retirement savings options
Working hours, holidays, and leave entitlements
Employment duration (if applicable) and termination terms
Provisions for dispute resolution concerning key employees

Probationary Periods in India

Average Working Hours in India

How Staff Builder Supports Hiring in India

Staff Builder enables you to hire in India without needing to establish a local entity. For companies without the resources or knowledge to handle compliant international hiring, outsourcing simplifies the process of accessing skilled talent while ensuring compliance with local laws.

As a leading staffing company in India, Staff Builder is your trusted hiring partner. Acting as the legal employer, we onboard your team members with compliant, locally adapted contracts, allowing you to focus on growing your business.

India Payroll Management

Managing India payroll can be a daunting task, but with Staff Builder, you can rest easy. Our payroll solutions ensure that your employees are paid accurately and on time while complying with local regulations. We handle everything from salary calculations and deductions to tax filings and statutory benefits, ensuring a hassle-free payroll process.

Payroll Cycles in India

Salaries and Wages in India

Under Indian labor law, there is no nationwide minimum wage that applies uniformly to all employees. Instead, both central and state governments have the authority to set minimum wages at different rates depending on the type of employment. As a result, minimum wages vary across India's states, industries, sectors, and job roles. The system used to determine minimum wages is complex, with nearly 2,000 job categories and over 400 employment sectors, each having its own prescribed minimum daily wage.

For instance, in Karnataka in 2021, the minimum monthly wage for a computer or data entry operator was 15,744.47 rupees ($201.85), while the wage for a manager was 18,146.20 rupees ($232.64).

The federal government has set a recommended minimum wage of 176 rupees ($2.26) per day and has advised state governments to adopt this standard.

Bonuses in India

Overtime in India

How Staff Builder Supports Payroll in India

Staff Builder's payroll services in India help you manage payroll for your global team in compliance with local regulations, ensuring accurate and timely pay and tax withholdings for employees based in India. Staff Builder acts like an international HR team, with expertise in the specific labor and payroll regulations of each market.

Taxes in India

Navigating the complex tax landscape in India can be challenging. Staff Builder ensures full compliance with local tax laws and regulations, managing everything from income tax to social security contributions. Our expertise in tax management helps reduce your financial risk and ensures that your business operates smoothly.

Payroll Tax Due Dates in India

Tax Residency and Income Thresholds in India

Residents and resident companies in India are taxed on their global income, while non-residents and non-resident companies are taxed only on income earned in India. If a non-resident stays in India for 182 days or more during the relevant tax year, they are considered a resident.

In 2017, India introduced the Goods and Services Tax (GST) to simplify the tax structure and eliminate the cascading effect of double taxation from the manufacturing stage to consumers. The GST is a sliding scale, with rates ranging from 0% to 28%, depending on the specific goods or services.

For the financial year 2021-2022, the following income tax rates apply to individuals under 60 years of age (amounts are measured in lakh, where 1 lakh equals 100,000 rupees):

Income of 0 lakh up to 2.5 lakh: 0%
Income of 2.5 lakh up to 5 lakh: 5%
Income of 5 lakh up to 10 lakh: 20%
Income above 10 lakh: 30%

Employer contributions in India include up to 12% for the Employees’ Provident Fund (EPF), which serves as a pension fund, 3.25% for health insurance, 0.50% for the Employees’ Provident Fund Administration Fee, and a fixed amount for the Employee Deposit Linked Insurance (EDLI). These contributions ensure employees have retirement savings, health coverage, and insurance benefits.

Health Insurance in India

Pensions in India

The typical retirement age in India ranges from 58 to 60 years, as governed by the Employees’ Provident Fund Act of 1952 and the Industrial Employment Act of 1946. The Employees’ Provident Fund Act applies to establishments with more than 20 employees and those earning up to 15,000 rupees per month. Both the employer and employee are required to contribute to various funds, including pension and deposit-linked insurance. These contributions amount to 12% of the employee's total earnings.

How Staff Builder Assists with Tax Calculations in India

Leave Management in India

Staff Builder helps you create and manage leave policies that comply with Indian labor laws. From vacation and sick leave to maternity and paternity leave, we ensure that your employees' entitlements are managed efficiently. Our streamlined leave management process helps maintain employee satisfaction and productivity.

Annual Leave in India

Parental Leave in India

The Maternity Benefit Act of 1961 guarantees salary-paid leave to pregnant women during their maternity period, along with protection from dismissal while on leave. This applies to female employees who have worked for at least 80 days with the same employer in the 12 months leading up to the expected due date.

The Act was amended in 2016 to introduce the following changes:

Extended Paid Leave: Female employees with fewer than two children are entitled to 26 weeks of paid leave, while those with two or more children are eligible for 12 weeks of leave.
Commissioning and
Adopting Mothers:
Commissioning and adopting mothers are granted 12 weeks of paid leave.
Work-from-Home Option: After the leave period, employees may have the option to work from home, subject to employer approval.
Childcare Facilities: Employers with 50 or more employees are required to provide childcare facilities for female employees.

In addition, a female employee is entitled to an extra six weeks of paid leave in case of miscarriage or medical termination of pregnancy. Employees who experience illness related to pregnancy, delivery, premature birth, miscarriage, or medical termination are also entitled to an additional month of paid leave. A medical bonus of 3,500 rupees ($44.84) is provided to these employees, along with nursing breaks as prescribed.

While India’s private-sector businesses are not required by law to provide paid paternity leave, many federal and state governments allow married male employees to take up to two weeks of paid leave within six months following the birth of their child

Sick Leave in India

Regional and National Holidays in India

Public holidays in India vary by state, but most states typically provide around 10 days of public holidays annually, with paid time off also granted to employees for voting purposes. Among these, four to five are mandatory national holidays, while the remaining holidays are selected by employers from a broader list provided by the state. Public holiday entitlements are generally outlined in the employment contract.

Some regional and national holidays in India include:

Lohri (January 13)
Republic Day (January 26)
Maha Shivaratri/Shivaratri (March 11)
Dolyatra (March 28)
Holi (March 29)
Good Friday (April 2)
Ambedkar Jayanti (April 14)
Rama Navami (April 21)
Mahavir Jayanti (April 25)
Ramzan Id/Eid-ul-Fitar (May 14)
Buddha Purnima/Vesak (May 26)
Bakr Id/Eid ul-Adha (July 21)
Muharram/Ashura (August 9)
Independence Day (August 15)
Janmashtami (August 30)
Mahatma Gandhi Jayanti (October 2)
Dussehra (October 15)
Milad un-Nabi/Id-e-Milad (October 19)
Diwali/Deepavali (November 4)
Guru Nanak Jayanti (November 19)
Christmas (December 25)

How Staff Builder Helps Manage Leave and PTO in India

Staff Builder helps companies effectively manage annual leave, paid time off (PTO), and local holidays worldwide, including in India. When it comes to overseeing a company’s leave requirements, Staff Builder ensures compliance with local labor laws at every step of the process.

By partnering with Staff Builder, businesses can benefit from a streamlined approach to managing employee time off in India. Staff Builder provides tools and resources to facilitate accurate tracking, ensure compliance, and maintain smooth administration of leave and PTO. This allows you to focus on other business priorities while effectively managing your workforce's time-off needs.

The Benefits of Employees in India

Providing competitive employee benefits is crucial for attracting and retaining top talent. Staff Builder offers comprehensive benefits administration, including health insurance, retirement plans, and other perks that align with your company’s goals. We handle all the details, ensuring that your employees receive the benefits they deserve.

Federal Benefits in India

Mandatory employee benefits in India are governed by five key statutes:

Employees’ State Insurance Act 1948: medical insurance, disability insurance, and unemployment benefits
Employees’ Provident Fund Act 1952: pension fund
Maternity Benefit Act 1961: paid parental leave
Payment of Gratuity Act 1972: employee separation and retirement benefits
Employees’ Compensation Act 1923: employee death, injury, partial disability, and occupational disease insurance

Supplemental Benefits in India

Supplemental benefits in India are additional perks provided by employers alongside statutory benefits. These typically include:

Medical insurance
Accident insurance
Retirement funds

The most common supplemental benefit is additional medical coverage, particularly for management-level employees. Employer-sponsored plans often cover maternity care, cancer treatments, and fertility treatments, and may extend coverage to dependents and partners.

Employers frequently offer life and Accidental Death and Dismemberment (AD&D) insurance as part of their supplemental benefits. These benefits provide employees with peace of mind, ensuring their families are supported in the event of unforeseen circumstances.

Some companies also provide allowances for transportation, meal vouchers, and reimbursements for mobile or internet expenses.

Simplifying Employee Benefits in India

Staff Builder simplifies the understanding of foreign statutory and supplemental benefits, offering your workforce competitive packages specifically designed for India and beyond.

Terminations and Offboarding in India

Terminating an employee can be challenging, but Staff Builder ensures the process is managed smoothly and in compliance with Indian labor laws. From conducting exit interviews to handling final pay and benefits, we take care of all aspects of the offboarding process, minimizing disruption to your business.

Employee Notice Periods in India

Severance Pay in India

Employee Terminations in India

As the legal employer for your employees in India, Staff Builder manages statutory benefits, ensuring that employees are enrolled and contributing to the appropriate government programs. We also handle the administration of supplemental benefits, ensuring that employees receive tailored, expert-vetted, and competitive benefits packages.
Staff Builder simplifies the understanding of foreign statutory and supplemental benefits, offering your workforce competitive packages specifically designed for India and beyond.

Why Choose StaffBuilder for Healthcare Staffing in India?

We source and onboard fully licensed and compliant healthcare professionals
We manage FMGE or NExT, nursing NUID registration, and allied professional compliance
We deliver smooth payroll and compliance with Indian labor and benefit mandates
Leverage our established network for placements in hospitals, clinics, and care facilities—without forming a local entity

Smiling nurse assisting an elderly patient in a hospital room

Discover how Staff Builder can help you hire talent in India and expand your business into new markets seamlessly with our comprehensive global hiring solutions.

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Disclaimer
THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). Staff Builder does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Staff Builder’s product delivery in any given jurisdiction. Staff Builder makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.