Singapore staff can enter India on an e-Business visa for short meetings, but anyone who joins the Indian payroll or works there for a long period needs an employment visa, with a general salary floor of USD 25,000 a year. People of Indian origin who hold a foreign passport can apply for an Overseas Citizen of India card, which lets them live and work in India without a visa. Everyone staying more than 180 days registers with the FRRO within 14 days of arrival, and every assignment needs a day count to protect the tax position.
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Key facts
| Short visits | e-Business visa for meetings, contract talks and similar; not for employment |
|---|---|
| Employment visa | For work in India; salary generally at least USD 25,000 a year, with limited exceptions; sponsor is the Indian entity |
| OCI card | For foreign citizens of Indian origin and their spouses; lifelong stay and work rights without a visa |
| Dependants | Entry (X) visa for the spouse and children of an employment visa holder |
| Registration | FRRO registration within 14 days of arrival for stays of more than 180 days |
| Tax residence | 182 days in the financial year, or 60 days plus 365 days in the preceding four years; different thresholds apply to Indian citizens and persons of Indian origin visiting India |
| Social security | Singapore citizens are exempt from EPF under CECA; see the employees guide |
Choosing the visa route
| Purpose | Route | Who sponsors | Notes |
|---|---|---|---|
| Meetings, negotiations, site visits | e-Business visa | Self or inviting company | No work on the Indian payroll; check permitted activities |
| Transfer of a manager or specialist to the Indian entity | Employment visa | Indian subsidiary | Salary floor, qualifications and experience tests |
| Short technical assignment | Employment visa or business visa depending on the task | Indian entity | Installation and maintenance have their own rules |
| Singapore national of Indian origin | OCI card | None | Allows long stays and work; treated as a non-resident for FEMA |
| Spouse and children | Entry (X) visa | The employee | Linked to the main visa; work rights are limited |
OCI for people of Indian origin
Many Singapore professionals are of Indian origin and hold Singapore citizenship or permanent residence. A foreign citizen who was eligible to be an Indian citizen, or whose parents or grandparents were, can apply for an Overseas Citizen of India card, with exclusions for citizens of certain countries. The card gives lifelong multiple-entry rights, no need for an employment visa, and no FRRO registration for each stay. The holder is still subject to Indian tax based on days present and to the rules for foreign exchange, where an OCI card holder is treated broadly like a non-resident Indian.
Registration and paperwork on arrival
- Obtain the visa and enter India; keep the appointment letter and the Indian entity's sponsorship papers.
- Register with the Foreigners Regional Registration Office within 14 days of arrival if the visa is for more than 180 days.
- Open a bank account through the employer; the bank checks the passport, visa and address.
- Obtain a PAN and register for payroll with the employer.
- Update the address at the FRRO if the person moves.
- Before departure, close out the payroll position and the bank account, and collect the tax statement.
Tax and day-count controls
- Keep a daily log of days in India for every assignee, including weekends and short trips back to Singapore.
- Watch the treaty exemption for employees: 183 days or fewer, a non-Indian employer and no cost borne by an Indian PE. See the employees guide.
- Indian citizens and persons of Indian origin visiting India face a 120-day test where their Indian income exceeds ₹15 lakh, so a long stay by an OCI card holder can make them tax resident sooner.
- Agree a tax equalisation policy: who bears Indian tax, and whether the person is taxed as if in Singapore.
- Review the PE risk when more than one person is in India on the same project. See the tax treaty guide.
Housing, banking and family
- Allow time for a rental agreement, police verification and utilities, which vary by city.
- Check schooling and medical cover before accepting the posting.
- Plan the banking: Indian salary in an Indian account, with remittances home through the banking channel.
- Agree a travel policy for home leave and for the first six months, when the person will make many trips.
Official sources
Check the rules at the primary sources: Income Tax Department (India), Reserve Bank of India, Ministry of Corporate Affairs, IRAS, ACRA and the Singapore Academy of Law (apostilles).
Frequently asked questions
What visa does a Singapore employee need to work in India?
An employment visa, sponsored by the Indian entity, with a general salary floor of USD 25,000 a year. Short meetings can use an e-Business visa. People of Indian origin with a foreign passport can use an OCI card.
Can a Singaporean of Indian origin work in India without a visa?
Yes, if they hold an Overseas Citizen of India card, which gives lifelong multiple-entry and work rights without an employment visa.
When must a foreign employee register with the FRRO?
Within 14 days of arrival if the visa is for a stay of more than 180 days.
Can a spouse work in India on a dependant visa?
An entry (X) visa gives limited work rights. A spouse who wants to work normally needs their own employment visa.
How do I stop a Singapore manager creating a permanent establishment in India?
Track days per person, keep contract-making authority in the right entity, and check the treaty thresholds for services staff: more than 90 days, or 30 days for services to an associated enterprise.
Does an OCI card holder pay Indian tax as a resident?
That depends on days in India. Different thresholds apply to persons of Indian origin, including a 120-day test where Indian income exceeds ₹15 lakh.
Related guides
Singapore Employees Working in India: What the Tax Treaty, the EPF Exemption and CPF Mean
How income tax, India's Employees' Provident Fund and Singapore's CPF apply to Singapore staff working in India: the treaty's 183-day test, the citizen exemption, and PR and foreign-national gaps.
Read the guide →Hiring in India as a Singapore Employer: What Changes from Singapore Practice
A comparison for Singapore HR teams hiring in India: employment contracts, provident fund, ESI, gratuity, labour codes, notice and termination, payroll tax and share plans, set against Singapore practice.
Read the guide →The India-Singapore CECA: What the 2005 Agreement Gives a Singapore Company Setting Up in India, and What It Leaves Alone
What the India-Singapore Comprehensive Economic Cooperation Agreement (CECA) means for a Singapore company with an Indian subsidiary: investment, services, people, the EPF exemption and the open review.
Read the guide →12 Common Mistakes Singapore Companies Make When Entering India, and How to Avoid Each
The twelve mistakes we see most often when a Singapore company sets up an Indian subsidiary: treaty assumptions, holdco substance, EPF for PRs, services PE, FEMA clocks, stamping, data transfers and year-end gaps.
Read the guide →Sources
Last updated 21 October 2026. General information only, not legal or tax advice. Indian and Singapore rules change often; confirm current requirements before acting.