Choosing the right visa
| Visa | For | Key conditions |
|---|---|---|
| Employment visa | Highly skilled or qualified professionals employed in India | Not for routine, ordinary or clerical roles; minimum salary threshold (see below) |
| Business visa | Setting up a business, meetings and consulting | Multi-entry and renewable; the e-business visa is valid for up to 365 days |
| e-B-4 production investment visa | Specialists installing and commissioning equipment | The Indian company issues the sponsorship letter online |
Employment visa
The employment visa is for highly skilled or qualified professionals, not for routine or clerical roles. Guidelines issued by the Ministry of Home Affairs in 2018 set a minimum salary of ₹16.25 lakh a year, with listed exceptions. Confirm the current threshold before making an offer.
Employment visas are issued through Indian missions under the Ministry of Home Affairs rules.
Business visa
The business visa is multi-entry and renewable and covers activities such as setting up the Indian entity, attending meetings and consulting. The electronic business visa is valid for up to 365 days; check how validity and stay limits are counted on the official e-visa portal before planning repeat visits.
e-B-4 production investment visa
The e-B-4 is for specialists who travel to India to install and commission equipment. It replaced the e-PLI visa, and since 17 December 2025 the Indian company issues the sponsorship letter online. Manufacturers bringing in technicians from equipment suppliers should plan the sponsorship step into the commissioning schedule.
Registration on arrival
Foreigners staying more than 180 days, which covers most employment visa holders, must register with the Foreigners Regional Registration Office (FRRO) shortly after arrival. The deadline depends on the visa type; check it for each person before travel.
Provident fund for expatriates
Foreign nationals on Indian payroll are treated as “international workers” under the EPF Scheme, 2026, notified on 29 June 2026 under the Code on Social Security. Employees detached to India under a social security agreement are excluded. See social security.
Trade agreements with mobility provisions
- United Kingdom: the Double Contributions Convention, in force with the India-UK CETA from 15 July 2026, exempts Indian workers and their employers from dual contributions on temporary UK assignments for up to five years (previously three). Confirm how it applies to UK staff assigned to India.
- Oman: the CEPA, in force from 1 June 2026, includes temporary-entry commitments, including for intra-corporate transferees.
- Australia: talks on a wider agreement covering services and mobility were advancing in December 2025.
See trade agreements.
Secondees and permanent establishment risk
Sending staff to an Indian subsidiary can create tax exposure for the foreign parent. In the Hyatt case (Supreme Court, July 2025), control over Indian operations created a fixed-place permanent establishment. Where seconded staff exercise the parent’s decision rights in India, document their roles and reporting lines. See transfer pricing and PE risk.
What to check next
- Confirm that each role meets the employment visa skill test and the current salary threshold before an offer is made.
- Use the business visa only for set-up, meetings and consulting, and move staff to an employment visa before they take up employment in India.
- For equipment commissioning, issue the e-B-4 sponsorship letter online early enough for the visa to be granted before installation starts.
- Check whether each expatriate is detached under a social security agreement; if not, treat them as an international worker for EPF.
- Diary FRRO registration for every assignee staying more than 180 days.