Key Takeaways
Employers must be registered with the Ministry of Home Affairs to sponsor foreign workers.
The work permit process generally takes 2 to 6 weeks.
Common work visas include the Employment Visa and the Tourist Visa for business purposes, with fees starting from ₹10,000.
Independent contractors must follow a separate process and generally do not require employer sponsorship.
Work permits are location-specific and job changes may require approval from the Ministry.
Who Needs a Work Permit in India?
Any foreign national (non-citizen) seeking employment in India requires a valid work permit or visa. Employers are responsible for initiating and supporting the work visa application process. This includes ensuring employees meet the necessary criteria and providing relevant supporting documentation, which we’ll unpack in more detail below.
Types of Work Visas in India
India offers various types of visas depending on the nature of work and duration of stay. Some of the most common types of work visas include:
Employment Visa (E Visa)
The Employment Visa (E Visa) is the primary work visa for foreign nationals taking up skilled employment in India. It is issued to professionals hired by an Indian-registered entity for roles that require specialized knowledge, senior-level expertise, or technical skills not readily available in the local labor market. It is typically issued for 1 year or the duration of the contract, with the possibility of extension up to 5 years.
Eligibility criteria include:
- A minimum annual salary threshold (currently USD $25,000 or equivalent, with some exceptions)
- A formal employment contract
- The sponsoring company must be registered in India and provide proof of need for the foreign hire
Employers are responsible for providing offer letters, corporate registration documents, and justifying the foreign hire based on role requirements.
💡Best work permit option if: You are hiring skilled foreign professionals, senior executives, or technical experts into full-time roles at your Indian entity. It is the go-to visa for most long-term in-country employment.
Project Visa (P Visa)
The Project Visa is issued to foreign nationals coming to India to execute specific projects in sectors such as power, steel, infrastructure, and engineering. It is role- and project-specific, meaning it cannot be used for general employment. The visa is typically granted for the duration of the project or up to 1 year, whichever is shorter, and is non-renewable.
The hiring company must be an Indian-registered entity executing a specific contract. The visa application must include project documentation, the employee’s role description, and confirmation that the role is temporary and tied to project completion.
This visa is ideal for employers looking to hire foreign staff for defined, time-bound, technical assignments, especially where local talent is unavailable.
💡Best work permit option if: You are bringing in foreign technicians, engineers, or specialists to work on a fixed-term infrastructure or industrial project in India.
Intern Visa
The Intern Visa is designed for foreign nationals undertaking internships in Indian companies, NGOs, or educational institutions. The visa is valid for the duration of the internship or up to 1 year, whichever is shorter. There must be a minimum gap of one year between the completion of formal education and the start of the internship.
The host organization must issue a formal internship offer letter, and the intern’s role must relate to their academic background. The intern must also demonstrate sufficient financial support during their stay.
This visa allows employers to legally onboard international interns for training, research, or short-term functional exposure.
💡Best work permit option if: You offer international internship programs or exchange opportunities and want to onboard recent graduates for short-term assignments or early-career exposure in India.
Journalist Visa (J Visa)
The Journalist Visa (J Visa) is issued to foreign journalists, media professionals, and documentary filmmakers traveling to India for media coverage, including reporting, filming, or interviewing. It is valid for 3 months to 6 months, often with restrictions on travel to sensitive areas.
Journalists must declare their itinerary and seek additional permissions for specific activities or locations. The visa does not permit general employment in India and must be applied for with clear editorial intent.
This will likely be relevant if your company is a media outlet, production house, or broadcasting firm bringing foreign media personnel into India for specific assignments.
💡Best work permit option if: You are hiring or sending media professionals to India for short-term assignments like news reporting, documentary production, or interviews. Use this for non-commercial, editorial work requiring formal press credentials.
Entry Visa (X Visa)
The Entry Visa (X Visa) is a non-employment, non-tourist visa granted to foreign nationals for purposes such as accompanying family members of foreign employees, dependents of Indian citizens, or persons of Indian origin. In some cases, the X Visa may be issued to spouses or dependents of individuals working in India under an Employment Visa.
This visa does not grant the right to work, although some dependents may later apply for work authorization in specific cases.
While employers do not sponsor the X Visa directly, it’s important to support employees and their families with the documentation needed for smooth visa processing and settlement in India.
💡Best work permit option if: You are relocating foreign employees with families and want to facilitate dependent relocation as part of a comprehensive talent mobility strategy. Essential for long-term hires relocating to India for extended assignments.
Work Permit Application Process in India (Step-by-step)
In India, most foreign employees work under an Employment Visa supported by an Indian entity, rather than a separate work permit card. The process requires coordination between the employer in India, the foreign national, and the Indian mission abroad that issues the visa.
- Step 1: The employer defines the role and confirms that it is suitable for a foreign national, typically at a managerial, technical, or highly skilled level with a minimum salary threshold as per current policy. The employer prepares a detailed job description, proposed salary, and justification for hiring an international candidate.
- Step 2: The employer gathers corporate documentation to support sponsorship of the Employment Visa. This often includes the company’s certificate of incorporation, PAN details, proof of business activities, and, where applicable, sector-specific registrations or licenses to show that the entity is active and compliant.
- Step 3: The employer issues a formal employment contract or appointment letter that clearly sets out the role, salary, location, and duration of employment. This document is a key part of the Employment Visa application and must align with Indian immigration policy, including any minimum salary requirements.
- Step 4: The employee collects personal documentation such as a valid passport, photographs, educational and professional qualifications, and evidence of relevant experience. Depending on the case, additional documents such as police clearance certificates or medical reports may be requested by the consulate.
- Step 5: The employee submits the Employment Visa application to the relevant Indian embassy, consulate, or outsourced visa center in their country of residence. They pay the applicable visa fees, provide biometrics if required, and may attend an interview or respond to follow-up questions from the mission.
- Step 6: Once the Employment Visa is granted, the employee travels to India and, where required, completes registration with the Foreigners Regional Registration Office (FRRO) or Foreigners Registration Office (FRO) within the prescribed time frame. At this stage, they may receive a Residential Permit and must ensure that their address and employment details are correctly recorded.
- Step 7: The employer and employee monitor visa and registration expiry dates and ensure timely extensions or changes, if permitted. Any change in role, employer, or location may require prior approval or a new visa, so both parties should seek up-to-date guidance before making significant changes.
Requirements and Eligibility for a Work Permit
Eligibility for working in India is primarily governed by the Employment Visa rules, which focus on the nature of the role, the salary level, and the qualifications of the foreign national.
Common requirments inlcude:
- Professional or managerial role: Employment Visas are generally intended for highly skilled, managerial, or technical positions rather than routine or entry-level work. This is to protect the local labor market and ensure that foreign hires fill genuine skill gaps.
- Minimum salary threshold: Policy typically requires a minimum annual salary for Employment Visa holders, excluding certain categories such as volunteers or specific experts. This threshold is intended to ensure that the role is genuinely senior or specialized.
- Relevant qualifications and experience: The foreign national is usually expected to hold appropriate degrees, professional certifications, or substantial work experience related to the role. Consular officers may review these documents to confirm that the candidate is suitably qualified.
- Valid sponsoring entity in India: The employer must be a legally established and compliant entity in India, such as a company, branch office, or liaison office. Authorities may request incorporation documents, tax details, and evidence of ongoing operations.
- Clear purpose and duration of stay: The application should clearly state the purpose of employment, location of work, and expected duration. This helps authorities determine the appropriate visa validity and whether FRRO/FRO registration will be required.
- Compliance with security and background checks: Depending on nationality, sector, and location, additional security clearances or background checks may apply. Applicants may be asked for police clearance certificates or other evidence of good conduct.
Work Permit Processing Time in India
Processing times for Employment Visas and related permissions in India can vary significantly based on the consulate, the applicant’s nationality, and the completeness of the file. Seasonal peaks and additional security checks can also extend timelines.
The typical processing time for a work permit or visa in India can vary depending on the type of visa, the specific Indian mission, and whether any additional clearances are required. Generally, you can expect the following timelines:
- Temporary Residence or Work Permit: Employment Visas that allow medium- to long-term work in India often take around 3 to 8 weeks after submission of a complete application, though some missions may be faster or slower.
- Permanent Residence: India does not commonly offer a straightforward permanent residence route linked directly to an Employment Visa, but long-term residency or similar permissions, where available, can take 6 to 18 months or longer due to extensive background checks and document reviews.
- Short-Term Business or Work Visas: Business Visas for meetings, negotiations, or short technical visits may be processed in about 1 to 3 weeks after all documents are submitted, with some missions offering faster processing for straightforward cases.
Expected Processing Timeline: Employer vs Employee
From initial planning to the employee’s first day in India, both the employer and the employee have tasks that influence the overall timeline.
- Week 1: Employer finalizes the role, confirms eligibility for an Employment Visa, and prepares the job offer or contract along with key corporate documents.
- Week 2: Employee gathers personal documents, including passport, qualifications, experience letters, and any required police or medical clearances, while the employer issues formal invitation and support letters.
- Week 3: Employee submits the Employment Visa application at the relevant Indian mission, pays fees, and provides biometrics or attends an interview if requested.
- Weeks 4–6: Indian mission reviews the application, may request additional information, and issues the visa if approved; timelines can be longer if security clearances are needed.
- Weeks 7–8: Employee travels to India, joins the company, and completes FRRO/FRO registration and Residential Permit formalities if required by the visa conditions.
Who Does What During India Work Permit Sponsorship?
- Employers are responsible for: Defining the role, confirming that it meets Employment Visa criteria, issuing the employment contract, and providing accurate corporate documentation and support letters. They also help the employee with post-arrival formalities, monitor visa and registration expiry dates, and ensure ongoing compliance with Indian labor, tax, and immigration rules.
- Employee is responsible for: Providing truthful and complete personal information, collecting and submitting all required documents, and attending any interviews or biometrics appointments. They must also comply with visa conditions, register with the FRRO/FRO when required, keep their passport valid, and notify authorities of any reportable changes.
Work Permit Renewal Periods in India
Employment Visas are typically granted for a limited period, often up to the length of the employment contract and subject to policy caps, and can be extended in India if conditions are met. Renewals usually require updated corporate documents, a continued employment contract, and evidence that the original eligibility criteria are still satisfied.
Because rules and practice may vary by location and over time, employers and employees should check current guidance from the Bureau of Immigration, FRRO/FRO, and the relevant Indian mission before planning renewals. Building internal reminders several months before expiry helps avoid gaps in status and ensures that both visa and registration documents remain valid.
What Are the Fees for a Work Permit or Visa in India?
Work visa fees in India vary depending on the applicant's nationality and the length of the visa.
Note: The above fees reflect government fees for work permits and visas in India, and is not associated with Playroll's fees for visa support services. Please contact our team for detailed information on our visa support services.
Visa Requirements for Digital Nomads in India
Currently, India does not offer a specific digital nomad visa. Foreign nationals who wish to work remotely from India, even for an employer located abroad, must obtain an appropriate visa, such as a Business Visa or Employment Visa, depending on the nature of their work. Working remotely while on a tourist visa is not permitted.
Employers should ensure that their remote employees understand the visa restrictions and apply for the correct visa category. Violating visa conditions can lead to penalties, deportation, or bans on future travel to India.
Hire Global employees without hassle with an EOR solution
Expanding your workforce across international borders is an exciting step, but it can be a logistical nightmare to hire and pay employees in different countries. That’s the advantage of using a trusted Employer of Record like Playroll. They can:
- Handle your international payroll: An EOR will act as your payroll provider, paying your employees on your behalf in the local currency. The company will also have in-depth knowledge of local tax codes, regulatory practices, and everything else that goes into managing global payroll.
- Alleviate compliance concerns: Different countries each have their own federal and local laws governing employee payments. An EOR helps ensure that you are compliant with the unique set of laws for any country in which your company operates. This is extremely important since a compliance slip-up can result in heavy fines or even a lawsuit.
- Hire and pay international contractors: Sometimes a particular project or role doesn’t require hiring a full-time employee. An EOR gives employers the flexibility to also hire contractors as needed, and avoid the potential for misclassification under local labor law.
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). Playroll does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect Playroll’s product delivery in any given jurisdiction. Playroll 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.


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