Recruitment gets the candidate to a signed offer — but statutory onboarding compliance is what protects the employer once that person is actually on payroll. Gaps here rarely surface immediately, which is exactly why they're easy to miss.
Registrations to confirm before day one
- EPF enrollment for eligible employees, with correct UAN linkage
- ESIC registration where the salary threshold applies
- Professional Tax registration in the employee's work state
- Labour Welfare Fund contribution, where applicable by state
Documentation that protects both sides
A signed offer letter is not the same as a compliant employment contract. Ensure appointment letters reference applicable policies, probation terms, and notice periods clearly, matching what was verbally discussed during the offer stage.
Don't skip background verification because the role feels low-risk
Even non-sensitive roles benefit from basic identity and employment history verification — it protects against fraud and reduces the risk of a costly early exit.
Every placement made through FOGS Recruitment can be paired with FOGS Payroll's compliance onboarding, so statutory setup happens in parallel with recruitment, not after.