If inbound immigration to India had a theme in 2026, it was codification. Discretion and practice gave way to statute and rule. For global employers, this is good news only if they adapt quickly.

The five-year arc

Five years ago, inbound mobility was shaped by the aftermath of the pandemic and by border tensions. After the 2020 Galwan clash, visa processing for Chinese nationals slowed sharply. Over the same period, tighter scrutiny of investments from land-border countries came through Press Note 3. Policy was reactive and decided case by case.

Then the direction changed. In 2025, the government brought equipment installation and commissioning work under the business visa and created a Production Investment Visa category. In December 2025, a digital sponsorship platform and fewer inter-ministerial clearances shortened business visa approvals for foreign technicians. In 2026, some Press Note 3 approvals reportedly moved faster, with strategic sectors still restricted. The pattern is a selective opening for sectors that India needs, with security vetting kept in place.

What 2026 actually changed

The foundation is the new statute. The Immigration and Foreigners Act 2025, in force since 1 September 2025, replaced four older statutes. The Bureau of Immigration, which earlier operated under executive orders, now has statutory status.

The June 2026 amendment rules then moved from principle to practice. They made three changes that matter to compliance teams.

• Registration timing: foreign nationals staying beyond 180 days must now register before reaching that threshold, and the 14-day grace period is gone. This mainly affects Business Visa holders, since Employment Visa holders were already required to register within 14 days of arrival.
• Category redesign: four Employment Visa categories became three. E-1 is now the catch-all for employment, including intra-company transferees, so project-based assignments need to be re-checked against the new structure.
• Family reporting: parents must notify the FRRO within 30 days if a child residing in India acquires another country’s citizenship.

The amendments also added an online appeal route, which signals that the system is meant to be digital and accountable.

The geopolitical climate

Mobility policy now follows trade and geopolitical alignment. Take the United States, where a USD 100,000 fee now applies to new H-1B petitions. That pushes employers toward other delivery locations, India among them, and so toward more inbound movement of senior leaders and specialists.

At the same time, the India–UK CETA entered into force on 15 July 2026 with mobility provisions, and the India–EU agreement is concluded but not yet in force. India is building a network of reciprocal talent pathways.

India–China relations remain the clearest example of volatility, with a thaw in 2025 and continued uncertainty in 2026 on both sides. Corporates should treat nationality-specific processing as a risk to plan for.

What we expect next

These are our judgements, not announced policy.

• Enforcement will follow data. With digital registration, e-arrival records and statutory reporting duties, mismatches between visa, role and employer will be easier to detect. We expect employer-side audits to become routine.
• Codification will continue. Rules on project work, secondments and short assignments still need clarity now that the Employment Visa categories have been consolidated. Expect further notifications and operating procedures.
• Openness will be sector-led. Manufacturing, electronics and global capability centres are likely to get faster tracks, while sensitive sectors stay tightly screened.
• Trade deals will carry more mobility. Reciprocity will increasingly be negotiated, so inbound rules may adjust alongside outbound access.
• Thresholds will draw attention. India has kept a minimum salary threshold for the Employment Visa since 2009, and a review would not surprise us.

What to do now

Map every foreign national in India to a visa, a sponsor and a registration deadline. Check each project-based assignment against the new categories. Add the 180-day trigger and the family notification rule to your compliance calendar. And review any Business Visa use, because the line between visiting and working is where most violations arise.

At LaFrontier India, we treat compliance as the product. We design the right route, file correctly, track every deadline and keep employers audit-ready as the rules continue to evolve.

The opening scenario is an illustrative composite, not a specific client.

A familiar Monday morning

An Indian technology services company has signed a three-year delivery contract with a client in Germany. Twelve engineers must be on site within ninety days. There is no German entity, so the mobility head proposes an Employer of Record (EOR), which is how the company has solved similar problems before.

Counsel stops the plan. For client-site delivery, an EOR is not a shortcut. The question changes from “which provider?” to “what structure is lawful for this deployment?”

Why EOR rarely fits client-site work

An EOR works best when someone is employed locally and directed by you. Client-site deployment puts people under the day-to-day direction of someone else, and the law treats that differently.

Germany. The Temporary Employment Act (AÜG) deals with employers who supply workers to third parties in the course of their business, and its first section is headed as a licensing requirement. The same section bars supplying the same worker to the same user for more than 18 consecutive months. The Act does carve out one exception, lending between group companies where the employee was not hired for the purpose of being lent. That exception is narrow and depends on the facts, so it should be tested before it is relied on.

Belgium. The federal employment ministry’s guidance deals with the lending of workers under the Law of 24 July 1987. It describes permitted lending as subject to conditions, with civil and criminal sanctions if those conditions are breached. It also notes that the user exercises actual employer authority over the lent worker. The same authority-over-the-worker feature appears in client-site delivery.

The lesson is the same in both countries. A structure built on paper, without checking who actually directs the work, can fail.

Social security: check this before the visa

For Indian employers, the first compliance question is often social security. The Employees’ Provident Fund Organisation (EPFO) is authorised to issue a Certificate of Coverage to employees posted to countries with which India has signed an agreement, which saves employers from double social security contributions. The countries listed include Belgium, Germany, Switzerland, France, the Netherlands and Austria. The Gulf states do not appear on that list. Detachment periods differ by agreement, so each destination needs its own check.

The options

1. Establish your own entity. For long-running European delivery, a subsidiary or branch is usually the sturdiest answer. It can employ, sponsor and contract in its own name, and it is a precondition for some immigration routes, as the next option shows. Entity formation should be planned together with tax advice on structure, payroll and profit repatriation.

2. Intra-corporate transfer (Germany). This is a residence route built for exactly this situation. The employee must work for a company or group headquartered outside the EU and be seconded to its establishment in Germany, with a transfer of more than 90 days. The German Embassy in India states that the employee must have been employed by the company for at least six months, and that the maximum stay is three years for managers and specialists. Because the route needs a German establishment, the question of entity formation comes up again.

3. A Middle East base. In the UAE, Federal Decree-Law No. 26 of 2020 permits 100 per cent foreign ownership of mainland companies, though strategic sectors still require approvals. The same reform removed the obligation for branches of foreign companies to appoint a UAE national service agent. On tax, the UAE rate is 0 per cent on taxable income up to AED 375,000 and 9 per cent above it. The Ministry of Finance confirmed the threshold in Cabinet Decision 116 of 2022.

4. Saudi Arabia: the regional headquarters route. The RHQ Program is a joint initiative of the Ministry of Investment and the Royal Commission for Riyadh City. To qualify, a multinational group must have a presence in at least two countries other than Saudi Arabia and its home country. The licence covers only RHQ activities, and any commercial operations must sit in a different entity. Whether it suits you depends on your Saudi business plans, which makes this a decision for consultation.

Where LaFrontier India comes in

None of these options is universally right. The best structure depends on the destination, the duration, the employees’ nationality and seniority, the client contract and your group’s tax position. A wrong choice can mean a visa refusal, a double-contribution bill or an entity that cannot sponsor the people you need.

LaFrontier India works alongside your mobility, legal and finance teams. We map each destination, help you form the right entity in Europe or the Middle East, coordinate the tax advisory, and manage the visa and registration process through to deployment.

Back to our composite company: after a short consultation, the mobility head swapped the EOR plan for a German entity and an intra-corporate transfer route. She also had the social security certificates sorted before departure. The engineers started on time, and the client contract went ahead on the plan she had visualised.

A focused consultation costs far less than rework, delay or penalties. Speak to LaFrontier India at frontier-india.com to review your destinations before you commit.

Sources

• Germany – Temporary Employment Act (AÜG), gesetze-im-internet.de
• Belgium – Federal employment ministry: lending of workers (werk.belgie.be)
• EPFO – International Workers and Certificate of Coverage
• BAMF – ICT Card (Germany)
• German Embassy India – Intra-corporate transfer
• UAE Government Portal – Full foreign ownership of commercial companies
• Saudi Arabia – Regional Headquarters (RHQ) Program

Overseas employers, relocation teams and individual applicants often discover late that an Indian document is not ready for a foreign authority. Degrees, birth and marriage certificates, affidavits, powers of attorney and police clearance certificates are all needed for work permits, residence applications, and investment-based residency or citizenship applications. Each follows its own chain of steps. This guide explains the chain and where most delays arise.

Does the destination accept an apostille?

Everything starts here. India has been a member of the 1961 Hague Apostille Convention since 2005, and an apostille is accepted in all other member countries. The Hague Conference status table, last updated on 30 June 2026, lists 130 Contracting Parties, including countries where the Convention has not yet entered into force. For countries outside the Convention, MEA performs a normal attestation instead, and the destination country’s embassy then adds its own legalisation. Confirm the destination’s current status before you begin.

Notarisation in India

Notarial work is governed by the Notaries Act, 1952. The Central and State Governments appoint notaries from among legal practitioners, and no one may practise as a notary without a certificate of practice. Whether a notary is required varies by document and by state. One state’s published guidelines, for example, ask for notary-certified copies and three copies of each certificate. Do not assume another state works the same way.

State authentication, and the “MHA attestation” question

Before MEA acts, the document is authenticated by the designated State or Union Territory authority through the Regional Authentication Centres. You may hear “MHA attestation” from agents or foreign authorities. In practice, this often refers to the State Home Department’s authentication rather than a central Ministry of Home Affairs step. MEA’s published procedure does not list a separate MHA stage, so ask for written clarification of what is meant.

MEA apostille or attestation, and Chambers of Commerce

MEA legalises documents on the basis of the signature of the designated authorities of the State, the UT or the Chambers of Commerce, and does not vouch for the contents. An apostille therefore confirms who signed the document, not that its contents are accurate. MEA attests only originals or true copies and does not legalise photocopies. Submissions go through MEA’s outsourced service providers, and services were decentralised in January 2019 to Branch Secretariats and Regional Passport Offices in 16 cities. At the last update of MEA’s page, the fee was Rs 50 per apostille sticker, and normal attestation carried no MEA fee. For eligible documents, there is also e-Sanad, an online service that requires the document to be available in a digital repository.

Certified translation

The destination authority decides whether a translation is needed, who may certify it, and whether the original, the translation or both must be apostilled. Ask for that in writing before you commission any translation, because a translation done on the wrong basis is wasted time and cost.

Police clearance certificates from India

MEA describes the police clearance certificate as issued to Indian passport holders applying for residential status, employment, a long-term visa or immigration. It is issued only after a clear report from the Indian police authorities, and uploading that report can take about two weeks. Foreign nationals living in India obtain theirs from the District Police or the FRRO. Start this first, as it is usually the longest-lead item.

Frequently asked questions

Is an Indian apostille valid abroad? It is accepted in other Hague Apostille Convention countries. For non-member countries, MEA attestation is followed by the embassy’s legalisation.

Can a photocopy be apostilled? No. MEA attests originals or true copies and does not legalise photocopies.

Does an apostille prove the content is true? No. MEA does not vouch for the contents.

How early should we start? As early as you can. MEA itself recommends leaving generous lead time, because checking and processing documents takes a while.

Speak to our expert

LaFrontier India supports document legalisation for a wide range of documents from across India, for companies and applicants overseas. We map each document to the destination’s requirement, coordinate notarisation, state authentication, Chamber of Commerce and MEA steps, and manage translations and tracking.

Sources

• MEA – Apostille / Attestation of documents
• MEA – Police Clearance Certificate
• HCCH – Apostille Convention status table
• The Notaries Act, 1952
• Government of Kerala (GAD) – Attestation guidelines (example of a state procedure)

Nobody plans to visit a visa centre three times. Yet it happens often. A name is spelt one way on the contract and another on the passport. A designation changes after the file is lodged. A document is missing, and the candidate’s joining date slips quietly into the next month. None of this is dramatic, and almost all of it is avoidable.

This piece is about starting an Employment Visa for India in a way that spares your employee that experience.

Start earlier than feels necessary

The best time to begin is when the offer is still being shaped, not when the joining date is already fixed. Several things take longer than anyone expects: gathering and legalising documents, finalising the role and compensation, and getting the sponsoring entity’s own papers in order.

Starting early also protects you from the most common shortcut. Some people arrive on a Business Visa and plan to “sort the rest out” in India. A Business Visa is for meetings and commercial discussions, not for working, and it can’t be converted into an Employment Visa from inside India. Done the wrong way round, the employee has to leave and apply again. Done in the right order, the move is calm.

A petition should tell one person’s story

A generic petition is easy to spot. It reads like a template because it is one. A strong petition is built around three things at once: the employee, the role and the sponsoring company.

For the employee, that means qualifications, experience and the reason this person is the right fit. For the role, it means the actual responsibilities, reporting line, location and duration, described so that the work and the visa category match. For the company, it means the entity’s details and why the position needs this expertise from abroad.

Compensation deserves particular care. India’s Employment Visa framework works with a minimum salary benchmark, which is widely quoted at about US$25,000 a year, with narrow exceptions. The offer letter, the contract and the petition must tell the same story about pay. A mismatch between documents is exactly the kind of thing that sends a file back.

The process we follow, and why

We work in a fixed sequence, because discipline is what prevents repetition. First comes a scoping conversation to understand the person, the role and the timeline. Then we build a document checklist specific to that employee and not a standard list. Every draft is then reviewed against the contract, the passport and the company records, so that names, dates, designations and salary figures match everywhere. A second person checks the complete file before it goes anywhere near the mission or visa centre. Only then do we prepare the employee for the appointment, so they know what to carry and what to expect.

After arrival, the work continues. Employment Visa holders are already required to register with the FRRO within 14 days of arrival, and that deadline is easy to forget in the excitement of a first week in a new country. We track it for you.

The questions clients ask us, including the ones they hesitate to ask

There are no silly questions in immigration. The ones people feel embarrassed about are often the ones that save the most trouble.

“Can my employee just come on a business visa and start?” No. Working on a Business Visa is a violation, and it can lead to penalties for both the employee and the company.

“Can we apply now and finalise the role later?” We would strongly advise against it. The petition is specific to the role, so a later change can mean starting again.

“Will my employee need to visit the Indian Mission more than once?” Our aim is a single, well-prepared visit. We can’t control every decision at the other end, but a complete and consistent file removes the most common reasons for return trips.

“Does my employee’s spouse get to work?” Dependents generally travel on a dependent visa that does not allow paid work. A spouse who wants to work needs to look at their own visa route.

“Is my passport name a problem if it differs slightly from the contract?” Yes, it can be. Correct it before filing, not after.

Then there are the questions on tax, which we hear constantly, usually with a nervous look.

“Will my employee pay Indian tax from day one?” It depends on how long they stay, how they are paid and where they are treated as resident for tax purposes. A short assignment and a three-year posting can look very different. We map this with your tax advisor, so the visa and the tax position are aligned from the start.

“If they stay on our home-country payroll, are we in the clear?” Not automatically. Where the salary is paid and who bears the cost can raise Indian tax and corporate questions for the company, not just the employee. This needs a considered answer for each case.

“Do they need to contribute to provident fund in India?” Foreign employees can be treated as “international workers” under Indian provident fund rules, unless a social security agreement between India and their home country gives them an exemption. Many employers don’t realise this until after payroll has begun.

“Are relocation allowances and housing support taxable?” The treatment depends on how the benefits are structured and documented. This is worth settling before the offer letter is signed, not after the first payslip.

“Which comes first, the contract or the visa?” The contract should be settled first, in a form that matches the petition. The visa then follows the contract.

What “no surprises” really means

We can’t promise that nothing will ever go wrong, and you should be wary of anyone who does. What we can promise is care: a petition built for this person, a process we follow every time, and a second check before anything is submitted. In immigration, that is what keeps an employee’s first months in India free of avoidable stress.

Talk to us before you start

If you are planning to send someone to India, a short conversation at the beginning is worth more than any amount of correction later. Tell us about the person, the role and the timeline, and we will tell you honestly what the path looks like.

Short, legally careful answers for Indian founders going abroad, and for global businesses entering India

The 60-second answer

Part 1: Indian individuals and companies setting up abroad

Can an Indian resident open a company in Europe or the UAE?

Yes, within the framework of the Foreign Exchange Management Act, 1999 (FEMA) and the Overseas Investment Rules, 2022. Investment in the equity of an overseas entity is generally permitted if it meets the conditions, is routed through an authorised dealer (AD) bank and is reported correctly.

What is ODI, and why does it matter?

Overseas Direct Investment (ODI) is investment by a person resident in India in the equity of an unlisted foreign entity, or in a listed foreign entity where the investment qualifies as ODI. Equity investment in an unlisted foreign company is treated as ODI even if the stake is below 10%. ODI triggers filings with the Reserve Bank of India (RBI) through your bank.

How much can an Indian individual send abroad to start a business?

Resident individuals are subject to the Liberalised Remittance Scheme (LRS) ceiling, currently USD 250,000 per financial year, which covers overseas investment along with other permitted remittances. Always confirm the current limit with your AD bank, because regulators can revise it.

How much can an Indian company invest overseas?

Under the automatic route, an eligible Indian entity’s total financial commitment is capped by a multiple of its net worth (400% of net worth per the audited balance sheet, under the framework as generally applied). Larger commitments, certain sectors and certain structures may need prior approval. Eligibility conditions, such as clean banking and regulatory status, also apply.

What filings does an Indian investor have to make?

In general, Form FC is filed through the AD bank for the investment, and an Annual Performance Report (APR) for the foreign entity is filed each year by 31 December. An exemption from the APR applies where the Indian holding is under 10% without control. Missed filings can attract penalties and compounding proceedings under FEMA.

Are there sectors an Indian resident cannot invest in abroad?

Yes. The rules restrict or prohibit overseas investment in activities such as real estate business (as defined), gambling and certain financial products linked to the Indian rupee, without specific approval. Persons under investigation by certain agencies, or with non-performing accounts, may need a no-objection certificate.

Do I need to be a tax resident of the new country to run my company there?

Not always, but the country’s rules on directors, local presence and tax residency may require it. Meanwhile, you may still be an Indian tax resident on your global income. Double Taxation Avoidance Agreements (DTAAs) help, but only a qualified tax adviser can confirm your position.

Part 2: Setting up in the UAE and the Middle East

Can a foreigner own 100% of a company in the UAE?

Yes, in most commercial activities. Free zones have long permitted full foreign ownership, and mainland rules have been liberalised for most activities, though some strategic activities still require UAE national participation.

What is the difference between mainland and free zone?

Mainland companies can trade across the UAE market but are licensed by the emirate’s economic department. Free zone companies are licensed by the zone authority and are designed for specific sectors, and direct trading into the mainland is typically restricted or structured differently. Licensing, office requirements and permitted activities vary widely by zone.

Is the UAE still tax-free for businesses?

No. The UAE has a federal corporate tax: 9% on taxable income above AED 375,000. A free zone company may receive 0% on qualifying income only if it meets all the conditions of a Qualifying Free Zone Person, including substance in the zone and audited accounts. Income that does not qualify is taxed at 9%. A 15% minimum tax also applies to large multinational groups. Personal income from employment is not subject to corporate tax.

Does a UAE company need to register for corporate tax?

Generally yes, including free zone companies, even where the rate may be 0% on qualifying income. Deadlines and penalties apply, so ask your adviser to confirm your obligations immediately after licensing.

Does setting up a UAE company give me a visa?

A UAE trade licence usually allows the company to sponsor visas, subject to the licence type, office space and quota. It is the visa, medical test and Emirates ID process that grants residence. Separately, the Golden Visa offers long-term residency across categories such as property or public investment (commonly AED 2 million), entrepreneurs, and skilled professionals above a salary threshold. Criteria and documentation differ by category and are updated, so check them with the official source before relying on them.

What about Saudi Arabia, Qatar, Oman and Bahrain?

Each has its own foreign ownership, licensing and visa rules. For example, Saudi Arabia expects certain foreign companies that want government contracts to maintain a regional headquarters there. Treat each country as a separate project, not a variation of the UAE.

Part 3: Setting up in Europe

Can I set up one company and operate across all of Europe?

Not automatically. Many European markets sit within the EU single market, but company law, tax and immigration rules are set mostly at national level, and they differ by country. A company registered in one country does not, by itself, give its founders the right to live or work in another.

Do I need to live in Europe to own a European company?

Owning shares is often possible without residence. Managing the business day to day, serving as a director or working in it may need local residence or a work authorisation, depending on the country.

Does a business visa let me work or run my company in Europe?

No. A short-stay Schengen visa generally allows meetings and negotiations, not employment or running day-to-day operations. Founders and transferees normally need a national work, self-employment, investor or EU Blue Card-type permit, subject to each country’s eligibility criteria.

Which European country is best for an Indian founder?

There is no single best country. The right choice depends on the business model, funding, team, tax position and the founder’s route to residence. We assess destination options case by case.

Part 4: Foreign individuals and companies setting up in India

What are the legal ways for a foreign company to operate in India?

Does a foreign company need approval to invest in India?

In many sectors, no prior approval is needed (the automatic route), but the investment must still be reported to the RBI, for example through Form FC-GPR within 30 days of allotting shares. Some sectors have caps or require government approval. Investors from countries that share a land border with India need prior government approval under Press Note 3, with changes introduced in 2026 that you should review against your facts.

Can a foreigner be a director of an Indian company?

Yes. At least one director of an Indian company must have stayed in India for 182 days or more in the previous financial year, so you need to plan for a resident director.

What registrations does a new Indian company need?

Incorporation with the Registrar of Companies, then PAN and TAN, and GST registration where applicable. Depending on the state and business, shop and establishment, professional tax and labour-law registrations may also apply.

Can I start a business in any state of India?

Yes. India has no restriction on where in the country a foreign-owned entity is based, subject to sector rules. State-level matters such as industrial policy, incentives, labour registrations and GST are administered state by state, and special zones such as SEZs and GIFT City (an International Financial Services Centre) have their own frameworks.

Can a foreigner come to India on a business visa to set up a company?

A Business Visa is for activities such as meetings, exploring opportunities and establishing a business. It is not an employment visa, and it does not permit you to take up a job in India.

What visa do I need to work in my own Indian company?

Typically an Employment Visa, sponsored by the Indian entity once it exists, subject to eligibility requirements such as salary and skill thresholds set by the Ministry of Home Affairs. Alternatives such as the Project Visa or an Intra-Company Transfer arrangement may apply in some cases.

What happens after I land in India?

Foreign nationals on longer-stay visas generally need to register with the Foreigners Regional Registration Office (FRRO) within the prescribed window after arrival (14 days is commonly applied), and keep their registration or residential permit current.

Can my family move with me?

Yes. Spouses and children can apply for Dependent Visas, subject to the principal visa holder’s category. Foreign spouses of Indian citizens and people of Indian origin may also be eligible for an Overseas Citizen of India (OCI) card.

I have no entity in the destination country but want to hire there. What are my options?

An Employer of Record (EOR) is a legal route to employ staff in a country where you have no entity. The EOR is the statutory employer, handles payroll, tax withholding and benefits, and can sponsor the work permit, while you direct the day-to-day work. It is a bridge, not a replacement for a long-term entity strategy.

Common mistakes we see

1. Registering the company before planning the founder’s visa. The company can exist while the founders have no legal right to work in it.
2. Treating Europe or the Middle East as one jurisdiction. Each country has its own rules.
3. Assuming a free zone means zero tax. In the UAE, 0% applies only to qualifying income and only if conditions are met.
4. Missing FEMA reporting. Both outbound and inbound investments need timely reporting.
5. Using a visitor or business visa for work. This can lead to penalties, deportation or future visa refusals.
6. Ignoring permanent establishment risk. Sending employees abroad can create a taxable presence for the company.

Your next step

Company formation, investment compliance and immigration all affect each other. Getting the sequence right at the start saves time, cost and risk later.

La’Frontier Global Immigration Services supports Indian individuals and corporates expanding to Europe, the UAE and other international hubs, and foreign individuals and corporates entering India, with the immigration, residency and mobility dimension of each move considered alongside the corporate and compliance steps.

Why your home search matters more than you think

Most people treat a home search as a property exercise. For a foreign national relocating to India, it is also a compliance exercise, a lifestyle decision and a family decision, and a mistake in one area affects the others.

• Immigration: Foreign nationals on longer stays must register with the FRRO, and the registration is submitted with proof of residence. In practice, that means a properly executed and registered rental agreement. Every foreign national residing in India must register with the FRRO within 14 days of arrival, and landlords renting to foreigners must file Form C with the local police. A home that cannot support this paperwork creates problems on day one. rentu
• Family: Your home decides the school your children can reach and how long your spouse spends in traffic.
• Daily life: In large Indian cities, a 10-kilometre commute can mean over an hour. Choosing the right micro-market matters more than the size of the flat.

Start planning your search well before you land, ideally with a dedicated consultant who knows the city.

The home search: how we do it

At La’Frontier, home search is the centrepiece of our destination services. Every engagement is led by a dedicated in-city consultant with hyperlocal expertise, not a call centre. We typically begin about four weeks before arrival and continue for around ninety days after landing.

Step 1: Understand the brief

Before we view a single flat, we build a profile:

• Family size, ages of children, and any need for a domestic helper’s room
• Office location and commute tolerance
• Preferred lifestyle: high-rise with amenities, low-rise and quiet, gated community, or serviced apartment
• Budget, lease length and furnishing preference
• Pets, dietary habits, accessibility needs and cultural preferences
• Whether the employer provides a housing allowance

Step 2: Match the neighbourhood, not just the flat

India is not one market. Even within a single city, rents, building quality and lifestyle differ by micro-market. A good consultant will explain the trade-offs between, for example:

• Business-district addresses close to the office, with newer towers, good amenities and higher cost per square foot
• Established residential neighbourhoods with mature greenery, walkability and proximity to schools
• Suburban and township options offering more space and community living, with longer commutes
• Serviced apartments for short assignments or a first few months while a long-term home is found

We work across Mumbai, Pune, Ahmedabad, Vadodara, GIFT City, Nagpur, Delhi, Gurgaon, Bangalore, Hyderabad and Chennai, and each city has its own logic.

Step 3: Shortlist across segments and budgets

We present options across the segments that fit your brief:

We match options to your budget, and we are candid when a budget cannot deliver a particular location or standard, so you can adjust before you waste time.

Step 4: Viewings, with a checklist that matters

We organise viewings in batches to save time and check what many first-time renters miss:

• Water supply, water pressure and storage
• Power backup and building maintenance quality
• Society rules on pets, guests, parking and domestic staff
• Structural condition, seepage, ventilation and sunlight
• Distance to school, hospital, groceries and public transport
• Noise: construction nearby, roads, religious sites and event venues

Step 5: Negotiation and lease

Rents, deposits, lock-in periods, maintenance charges and furnishing are negotiable in most cases. We negotiate with landlords and brokers on your behalf and review the terms with you, including:

• Security deposit and refund conditions
• Lock-in and notice periods
• Who pays maintenance, society charges and utilities
• Rent escalation clauses
• Repair responsibilities and inventory
• Exit and early termination terms

Step 6: Documentation that supports your visa status

Most leases in India are structured as leave and license or rental agreements, with the form and registration requirements depending on the state. We make sure the agreement is properly executed and registered, and that your landlord is ready to complete Form C. Landlords have a legal duty to report the stay of a foreign national. A property owner or manager must inform the FRRO within 24 hours of a foreign national’s arrival. A prepared landlord avoids delays in your FRRO registration. newsonair

Common home-search mistakes expats make

1. Signing before seeing the building at the time you will use it. A quiet street at noon can be very different at 8 pm.
2. Choosing a home first and a school second. In most cities, school catchment and bus routes decide where you should live.
3. Underestimating commute. Distance and travel time are not the same in Indian cities.
4. Overlooking paperwork. An unregistered agreement or a landlord unwilling to file Form C can delay your FRRO registration.
5. Paying advances without a written agreement. Always have terms in writing before money moves.
6. Relying on listings alone. Online photos and descriptions rarely tell you about maintenance quality, neighbours or water supply.

Beyond the home: the rest of our destination services

A home is the biggest step, but not the only one. Our settling-in support covers:

• Area orientation and neighbourhood tours: Learn your surroundings, local markets and transport options in the first days, not months.
• School search and placement advisory: Guidance on curricula, admission timelines and fit for your child.
• Bank account facilitation: Support with opening an account so salary, rent and daily payments run smoothly.
• PAN and Aadhaar support: Help with the key identity and tax documents you will be asked for repeatedly.
• Driving licence and utility set-up: Electricity, internet, gas and licensing, without queues and confusion.
• Cultural orientation and integration: Practical, respectful guidance on customs, working styles, domestic help and daily etiquette, so your family feels at home faster.

Each of these has rules and timelines, and delays in one often hold up another. Handled together, they save weeks.

Frequently asked questions

Speak to Pranay and the destination services team

Whether you are a corporate relocating one executive or a family moving across continents, we will build a plan around your budget, your timeline and your city.