Author name: Jugal Popat

Check Company Name Availability on the MCA Portal
Company Registration

How to Check Company Name Availability on the MCA Portal (2026 Step-by-Step Guide)

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Your company name is the first thing customers, banks and investors will know you by — and under the Companies Act, 2013, it has to be unique. Before you fall in love with a name, it makes sense to check whether it is actually free to use. The good news: the Ministry of Corporate Affairs (MCA) gives you a free tool to do exactly that. This guide shows you, in simple steps, how to check company name availability on the MCA portal in 2026, how to read the results, the naming rules that apply, and how to reserve your name once it’s clear. Why a company name check matters A quick company name check at the start saves you real time and money later. Here’s why it’s worth doing before anything else: It prevents rejection. If your proposed name is identical or too similar to an existing company or LLP, the Registrar of Companies (ROC) will reject your application — and you lose the fee and the days spent. It keeps you compliant. Every name must follow the Companies Act, 2013 and the naming rules. An early check helps you avoid restricted words and formats that get refused. It protects your brand. A distinct name avoids clashes with existing businesses and trademarks, so you don’t have to rebrand a year later. How to check company name availability on the MCA portal The MCA moved to its new V3 portal, so the steps below reflect the current 2026 process. The MCA “Check Company/LLP Name” tool is free, and you don’t need to log in just to run a search. Step 1 — Open the MCA portal Go to www.mca.gov.in. A laptop or desktop browser works best, as the name search results are easier to scan on a larger screen. 📷 Screenshot placeholder: MCA V3 homepage. Step 2 — Open the name-check tool From the top menu, click MCA Services → FO Services → Check Company/LLP Name. On the V3 portal this single tool now searches both company and LLP names together, so you cover the whole corporate register in one go. 📷 Screenshot placeholder: MCA Services menu path. Step 3 — Enter your proposed name Type only the main keyword of your name — for example, enter “Mohit” if you want “Mohit Chemicals Private Limited”. Do not add suffixes like “Private Limited”, “Limited” or “LLP” at this stage, as they only clutter the results. 📷 Screenshot placeholder: name entry box. Step 4 — Review the search results The tool shows existing names that match or resemble what you typed. Read the list carefully for exact matches and close look-alikes (more on how to judge this in the next section). 📷 Screenshot placeholder: MCA name search results list. Step 5 — Refine and search again if needed If you spot a conflict, adjust the name — change a word, add a distinctive coined term, or drop a common word — and run the MCA name search again until the result looks clear. Step 6 — Confirm before you reserve Only move ahead to reserve the name (through RUN or SPICe+ Part A) once your company name check comes back clean. This one habit avoids most first-round rejections. How to read your MCA name search results The tool shows you names — but it’s your judgement that matters. Say you search “Nimbus Tech”. The results might include: Nimbus Technologies Private Limited — strong conflict; almost certain to be refused. Nimbus Consulting LLP — possible conflict, depending on how close it looks and sounds. Nimbusverse Solutions Private Limited — likely fine, because it’s clearly distinct. If a close match shows up, revise your name to something clearly different, such as “NimbusEdge Solutions”. The “identical or too nearly resembling” test The ROC doesn’t only reject exact copies. Under the naming rules, a name that too nearly resembles an existing one is also refused. That includes small spelling tweaks and similar-sounding names. A classic example: since “Flipkart” exists, “Flipcart” would still be rejected, even though the spelling differs. So aim for genuinely distinct, not just slightly changed. MCA company naming rules for 2026 Your name has to follow the Companies (Incorporation) Rules, 2014. Keep these in mind so your MCA name check translates into an approval: Words that need prior approval Some words suggest government backing, regulation or scale and can’t be used freely. Words like National, Bank, Insurance, Stock Exchange, Government or Federal usually need special approval or a licence before they’ll be accepted. Use the correct ending A private company name must end with “Private Limited”, a public company with “Limited”, and an LLP with “LLP” or “Limited Liability Partnership”. You don’t type these into the search box, but your final name must carry the right suffix. Names that get refused outright Avoid names that are identical to an existing company or registered trademark, that are misleading about your activity, or that use offensive or prohibited terms. A name should also connect sensibly to what your business actually does. How to reserve your company name (RUN vs. SPICe+ Part A) Once your name is clear, reserve it so no one else can take it while you prepare your documents. There are two routes. RUN (Reserve Unique Name) RUN is a simple, standalone way to book a name. Log in to the MCA portal, open the RUN service, enter your proposed name (you can submit up to two), add a short line about your business activity, and pay the government fee of ₹1,000. The MCA then approves the name or asks you to resubmit. SPICe+ Part A SPICe+ is the integrated incorporation form. Part A handles name reservation, and Part B handles the actual registration (DIN, PAN, TAN, EPFO/ESIC and more). If you’re incorporating a brand-new company, reserving through SPICe+ Part A keeps everything in one workflow. You’ll also need a Class 3 Digital Signature Certificate (DSC) to sign the forms when you file. RUN or SPICe+ Part A — which should you use?

In-House Payroll vs Outsourced Payroll
Payroll

In-House Payroll vs Outsourced Payroll: Which Is Better?

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Every growing business in India eventually hits the same crossroads: should you run payroll yourself with an internal team, or hand it to a specialist provider? The honest answer is that it depends on your headcount, how complex your salary structure is, and how many states you operate in. In-house payroll means your own HR or finance team processes salaries and handles compliance; outsourced payroll means a third-party expert runs the whole cycle for you. For most growing or multi-state Indian businesses, outsourcing wins on cost and compliance — but in-house still suits some. Here’s a clear, side-by-side comparison to help you decide. In-House vs Outsourced Payroll: Quick Comparison Factor In-house payroll Outsourced payroll Cost Higher once fully loaded (salary + statutory + software + penalty risk) Predictable monthly fee; usually lower for SMEs Compliance & legal liability Your team tracks every rule; full liability sits with you Provider handles filings, but legal liability as the employer still stays with you Control & data security Full control; sensitive data stays in-house You share data with a third party, so their security standards matter Accuracy Depends on your team; manual errors are more likely Specialists plus automation usually mean higher accuracy Scalability & multi-state Harder — each new state adds compliance load Easier — providers already manage multi-state compliance Turnaround for changes Instant; you control timing Depends on the provider’s response time Staying updated with law Your team must track every change themselves Tracking legal changes is the provider’s core job The pattern is clear: in-house gives you control, confidentiality and speed; outsourcing gives you expertise, accuracy and a lighter compliance load. Which matters more depends on your situation. Comparing the Real Cost This is where most decisions are won or lost — and where most businesses get the maths wrong. The common objection is, “We already have an HR person, so in-house is free.” That only holds if you compare outsourcing against zero. The fair comparison is outsourcing versus the fully-loaded cost of doing payroll in-house, which includes: The payroll person’s salary Employer PF and ESI contributions on that salary Gratuity and statutory bonus provisions for that person Payroll software licences and upgrades Training to keep up with changing law Replacement cost when they leave (HR tenure at small firms is often short) The cost of penalties when something is filed late or wrong Once you add all of that up, the gap is significant. As an indicative 2026 picture, outsourcing typically costs around ₹150–₹500 per employee per month, while fully-loaded in-house payroll works out to roughly ₹870–₹1,800 per employee per month for SMEs under 100 employees. For most small and mid-sized businesses, that means outsourcing saves somewhere in the range of 40–60% — and the gap widens once you factor in avoided penalties. That penalty exposure is the cost in-house calculations almost always miss. A single late PF deposit, for example, attracts 12% annual interest plus damages (currently 1% per month) under the EPF Act, and a missed filing or a wrong statutory calculation can quickly exceed a year of outsourcing fees. The takeaway isn’t that in-house is always pricier — it’s that you should compare the true total cost, not just the visible salary line. When In-House Payroll Makes Sense In-house isn’t the wrong choice for everyone. It tends to work best when: You’re a small team in a single state with a simple, stable salary structure. You have a genuinely capable payroll person who stays current with PF, ESI, Professional Tax and TDS rules. Data confidentiality and full control matter more to you than cost — for example, you want salary data to never leave the building. You need instant, same-day adjustments without waiting on a vendor’s turnaround. One caution for 2026: even in these cases, the bar has risen. The four labour codes (in force from 21 November 2025) added the 50% wage rule, two-working-day full-and-final settlement, and mandatory digital records — so an in-house setup now needs more expertise than it did a few years ago. When Outsourcing Is the Better Choice Outsourcing usually becomes the stronger option when: Your headcount is growing and payroll admin is eating into HR’s time. You operate across multiple states, each with its own Professional Tax, minimum wages and registrations. You don’t have in-house payroll or compliance expertise and don’t want to build it. You want to offload compliance risk and keep up with the 2025 labour codes and the Income Tax Act, 2025 (which renamed the salary TDS forms to Form 138 and Form 130) without tracking every notification yourself. You’re a foreign company or GCC setting up in India and need local compliance from day one. It’s also worth knowing this isn’t strictly either/or. Many businesses use a co-managed (hybrid) model — keeping employee data and approvals in-house while a provider handles processing and statutory filings — which blends control with reduced compliance burden. Frequently Asked Questions Is outsourcing actually cheaper than in-house payroll? For most Indian SMEs, yes — once you count the fully-loaded in-house cost (salary, employer statutory contributions, software, training, replacement and penalty risk), outsourcing typically works out 40–60% cheaper for teams under 100 employees. If I outsource, who is legally liable for compliance? You are. The provider handles the calculations and filings, but as the principal employer the ultimate statutory liability generally stays with you. That’s why you should still review the provider’s filings and choose one with a clear compliance track record. Is my employee data safe with an outsourcing provider? It can be, but it depends on the provider. Reputable firms use encryption, restricted access and confidentiality agreements. Always check their data-security standards and ask how they handle breaches before signing. At what team size should I switch to outsourcing? There’s no fixed rule, but the case for outsourcing strengthens once you cross PF/ESI registration thresholds, expand into a second state, or grow past the point where one person can reliably manage payroll and compliance together. Can I use a

Payroll Outsourcing Cost in India
Payroll

Payroll Outsourcing Cost in India: What Affects Pricing?

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If you’re weighing up payroll outsourcing, the first thing you want is a straight answer on cost — and the honest version is “it depends.” For most Indian businesses, payroll outsourcing runs from about ₹50 to ₹1,000 per employee per month, depending on how much you hand over and how complex your payroll is. Small teams are often quoted a flat monthly fee instead, usually starting around ₹5,000. But the per-employee number is only half the story. What you actually pay is shaped by a handful of clear factors — your headcount, how many states you operate in, the depth of compliance work, and more. This guide breaks down the price ranges, the common pricing models, and exactly what pushes your payroll bill up or down. How Much Does Payroll Outsourcing Cost in India? Pricing is usually quoted per employee per month (PEPM), and it rises with the scope of work. Here’s a realistic picture for 2026: Service level What’s included Typical cost (per employee / month)* Basic processing Salary calculation and payslips ₹50 – ₹150 Payroll + statutory compliance The above, plus PF, ESI, Professional Tax and TDS filings ₹150 – ₹500 Full managed payroll + HR The above, plus leave, reimbursements, reporting and employee support ₹500 – ₹1,000+ *Indicative 2026 ranges. Actual pricing varies by provider, location, and scope. Small teams are often charged a flat retainer (from around ₹5,000/month) instead of a per-employee rate. To put that in context with a few examples: A 10-person startup on a payroll compliance package typically spends around ₹3,000–₹8,000 a month. A 50-person company on a standard package usually lands in the ₹15,000–₹40,000 a month range. A 200-person company on full-service payroll can cross ₹1 lakh a month — but the per-employee rate is lower, because larger teams get volume pricing. The pattern to remember: as headcount grows, the per-employee rate usually falls, even though your total monthly cost rises. Common Payroll Outsourcing Pricing Models Payroll providers in India bill in one of four ways. Knowing which model you’re being quoted makes it far easier to compare two providers fairly. Pricing model How it works Best suited to Per-employee per-month (PEPM) A fixed fee multiplied by your number of employees Most businesses; scales cleanly as you grow Flat monthly retainer One fixed fee for a set headcount band Small teams with a stable employee count Hybrid (base + add-ons) A base fee plus charges for extra services Larger or more complex payrolls Pay-as-you-go (per payslip) You pay only for the payslips actually processed Seasonal or fluctuating workforces When you compare quotes, always check the scope first, then the price. A ₹100 PEPM quote for salary processing only is not comparable to a ₹400 PEPM quote that includes full PF, ESI, PT and TDS compliance. What Affects Payroll Outsourcing Pricing? This is where the real number comes from. The same provider can quote two businesses very different prices based on these factors: Number of employees. Larger teams get lower per-employee rates because of economies of scale. Very small teams often pay a higher per-head rate or a flat minimum fee. Scope of services. Basic payslip processing is cheapest. Adding statutory compliance (PF, ESI, PT, TDS) costs more, and full managed payroll with HR support sits at the top. Number of states you operate in. This is one of the biggest drivers in India. Every additional state brings its own Professional Tax slabs, minimum wages and registrations, so multi-state payroll typically costs noticeably more than single-state. Payroll complexity. Variable pay, commissions, multiple pay cycles, and lots of allowances all add processing work — and cost. Employee turnover and off-cycle runs. Frequent joinings and exits, mid-month changes, bonus runs, and full-and-final settlements (which the labour codes now require within two working days of exit) add effort that providers often price in. System integrations. Connecting payroll to your attendance, biometric, HRMS or accounting/ERP systems usually adds a one-time and sometimes ongoing cost. Support level. A shared support desk is cheaper than a dedicated account manager with fast response times. Compliance depth and accountability. This is the factor most people underprice. A cheap provider with no clear compliance ownership can leave you exposed — a single late PF deposit attracts 12% annual interest plus damages (currently 1% per month) under the EPF Act, which can easily exceed a year of outsourcing fees. Paying a little more for a provider that takes responsibility for deadlines is often the cheaper choice overall. Hidden Costs to Watch For The headline rate rarely tells the whole story. Before you sign, ask whether these are included or charged separately: Setup and onboarding — one-time implementation and data-migration fees. Off-cycle and ad-hoc runs — extra charges for bonus payouts, arrears, or final settlements outside the regular cycle. Annual tax documents — generation of Form 16 (now Form 130 under the Income Tax Act, 2025) for all employees. Multi-state registration support — help with new-state PF/ESI/PT registrations as you expand. Custom reports and integrations — anything beyond the standard report pack. A clear, written quote that lists exactly what’s covered is the simplest way to avoid surprises on your first invoice. Frequently Asked Questions What’s the lowest cost to outsource payroll for a small team?  Very small teams are usually charged a flat monthly fee starting around ₹5,000, rather than a per-employee rate — which works out cheaper than hiring or training in-house payroll staff. Per-employee or flat fee — which is cheaper?  For stable, small headcounts, a flat retainer is often cheaper and easier to budget. For growing or fluctuating teams, per-employee (or pay-per-payslip) pricing usually works out better because you only pay for who you process. Are PF, ESI and TDS filings included in the price, or charged extra?  It depends on the package. Basic processing plans often exclude statutory filings, while payroll-plus-compliance plans include them. Always confirm in writing whether PF, ESI, PT and TDS are part of the quoted fee. Is there a setup fee?  Many providers charge

What Is Payroll Outsourcing
Payroll

What Is Payroll Outsourcing and How Does It Work in India?

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In India, paying your team is the easy part. The hard part is everything attached to it — calculating Provident Fund and ESI, deducting TDS correctly, paying Professional Tax in every state you operate in, and meeting deadlines that the new labour codes have made stricter. Miss a step and you’re looking at interest, penalties, or a failed audit. That is why many businesses hand this work to a specialist. Payroll outsourcing means giving your entire payroll function to a third-party expert who runs the monthly cycle for you and keeps you compliant with Indian law. This guide explains, in plain terms, what payroll outsourcing is, exactly how it works in India, what a provider handles, and what it costs. What Does Payroll Outsourcing Means? Payroll outsourcing is the practice of delegating your company’s payroll to an external provider instead of running it in-house. You share your employee and salary data each month; the provider calculates pay, makes the right deductions, pays your staff, deposits statutory dues, and files the required returns. It helps to clear up one common confusion: payroll software is not the same as payroll outsourcing. Software is a tool you still have to operate yourself — you enter the data, run the calculations, and remain responsible if a filing is late or wrong. With outsourcing, a team of specialists operates the whole process for you. You keep control of your data and approvals; they own the processing and the payroll compliance outcome. How Does Payroll Outsourcing Work in India? (Step by Step) Every provider works slightly differently, but in India the process almost always follows the same cycle: Onboarding and setup. You share your company details and statutory registrations — PAN, TAN, PF, ESI and Professional Tax — along with your salary structures and employee data. The provider sets up your payroll and usually runs a test cycle to catch errors early. Monthly inputs. Each cycle, you send the changes: attendance, leave, overtime, new joiners, exits, and any variable pay like incentives or reimbursements. Processing. The provider calculates each employee’s gross-to-net salary, applying all deductions — PF, ESI, Professional Tax and TDS — accurately for that month. Validation and your approval. They check the numbers for missing inputs or errors and share the payroll register with you for sign-off. Nothing is paid until you approve. Salary disbursement and payslips. Salaries are paid to employees, and digital payslips are generated. Statutory deposits and filings. The provider deposits TDS by the 7th, and PF and ESI by the 15th of the following month, pays Professional Tax as per each state’s schedule, and files the periodic returns. Reporting and self-service. You get clear payroll and compliance reports for your records and audits, and employees usually get a self-service portal to download payslips and tax statements. The key idea: you provide the inputs and the approvals, and the provider carries the work and the deadlines. What a Payroll Outsourcing Provider Handles A good payroll partner in India does far more than calculate salaries. The scope usually covers: Salary processing and payslips — accurate gross-to-net calculation, including overtime, bonuses and reimbursements. Statutory compliance — Provident Fund (12% employee + 12% employer), ESI (0.75% employee + 3.25% employer), Professional Tax, and Labour Welfare Fund, including deposits and returns. TDS on salary — calculating, depositing and filing salary TDS. Note the 2026 change: under the Income Tax Act, 2025 (in force from 1 April 2026), salary TDS falls under Section 392, the quarterly return is Form 138 (earlier Form 24Q), and the annual certificate is Form 130 (earlier Form 16). New labour-code duties — the four labour codes (in force from 21 November 2025) brought in the two-working-day full-and-final settlement rule for employee exits, the 50% wage rule, and digital record-keeping. A provider builds these into the process. Leave and attendance integration — syncing with your attendance or HR system so pay matches actual workdays. Employee self-service — a portal where staff view payslips, tax computations, and submit investment declarations. Because rules like Professional Tax and minimum wages vary state by state, this multi-state compliance is one of the biggest reasons companies outsource. Types of Payroll Outsourcing Models There are two common ways to set up the arrangement: Full (end-to-end) outsourcing. The provider manages the entire cycle — from attendance inputs to salary disbursement and every statutory filing. This suits businesses that want to hand the whole function over. Co-managed (hybrid). You keep some tasks in-house — usually employee data, attendance and approvals — while the provider handles the core processing and compliance filings. This suits companies that want to stay in control of their data but offload the compliance burden. Why Businesses in India Outsource Payroll The reasons are practical, not theoretical: Compliance with changing law. India’s labour and tax rules change often — the labour codes and the Income Tax Act, 2025 are recent examples. Providers track these so you don’t have to, reducing the risk of penalties. Lower cost than in-house. You avoid the salaries, software, and training a dedicated payroll team needs, and convert a fixed overhead into a predictable monthly cost. Fewer errors and penalties. Automated, expert-run processing reduces calculation and filing mistakes — and late filings in India carry real penalties. More time for core work. Your HR and finance teams stop spending days on payroll admin and focus on hiring, retention and growth. Easy scaling. Adding employees or expanding into a new state is far simpler when a specialist already handles multi-state compliance. How Much Does Payroll Outsourcing Cost in India? Pricing depends on your headcount, payroll frequency, and how much you outsource. Providers usually charge in one of three ways: a per-employee (per-payslip) fee, a flat monthly retainer for small teams, or a base fee plus a per-payslip charge. The main cost drivers are the number of employees, how complex your salary structure is, how often you run payroll, and whether you operate across multiple states. Ask for a clear quote up front, and

Cost to Set Up a Company in India for Foreigners
Legal

How Much Does It Cost to Set Up a Company in India for Foreigners?

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If you are a foreign founder, NRI, or overseas company planning to enter India, the first question is usually the simplest: how much will this cost? The honest answer is that it depends on the type of company you choose, the state you register in, and a few foreigner-only steps like getting your documents apostilled. But you don’t need a vague “₹5,000 to ₹50,000” answer. Here is a realistic figure to start with: setting up a foreign-owned private limited company in India in 2026 usually costs around ₹35,000 to ₹75,000 (roughly USD 400–900) for a clean, professionally handled setup. That figure includes government fees, a digital signature for each director, professional charges, and PAN/TAN — but it sits before two things that vary a lot from person to person: getting your home-country documents apostilled, and arranging a resident director if you don’t have one. This guide breaks down every part so you can budget with no surprises. How Much Does Each Type of Company Cost? Foreigners in India mainly choose between three structures, and the cost depends heavily on which one fits your plan. Company type Best for Typical one-time setup cost* Key point for foreigners Private Limited Company Most foreign companies, funded startups, long-term operations ₹35,000 – ₹75,000 100% foreign ownership allowed in most sectors; needs at least 1 resident director Limited Liability Partnership (LLP) Consulting, services, lighter compliance ₹20,000 – ₹45,000 Foreign investment allowed in sectors with 100% automatic-route FDI; cheaper to run Branch / Liaison / Project Office Foreign companies wanting a limited presence ₹1,00,000 and above Needs RBI / authorised-dealer bank approval; higher professional cost *Indicative for 2026. Excludes home-country document apostille and any nominee/resident-director arrangement, which are explained below. For most foreign companies, the private limited company is the practical choice — it allows full foreign ownership in most sectors, makes hiring and fundraising easier, and is widely understood by banks and investors. An LLP is cheaper and lighter, and suits service firms, but its foreign-investment rules are slightly narrower. A branch or liaison office is a different route altogether, needs prior regulatory approval, and costs noticeably more to set up. A Simple Breakdown of the Setup Costs When you register a private limited company, your money goes into a handful of clear items. The good news: the government has made most of these very cheap, and the biggest real cost is professional help. What you pay for Who charges it Typical cost (2026) Digital Signature Certificate (DSC) Certifying authority ₹1,000 – ₹2,000 per director Director Identification Number (DIN) MCA Free for up to 3 directors (issued inside SPICe+) Name approval (SPICe+ Part A) MCA ₹1,000 Government incorporation fee (ROC) MCA ₹0 for authorised capital up to ₹15 lakh Stamp duty (on MoA & AoA) State government ₹200 – ₹12,600 (depends on state and capital) PAN & TAN Income Tax Department Issued with incorporation (nominal/included) Professional fees (CA / CS / legal) Professional firm ₹7,000 – ₹20,000 Two things are worth understanding here. First, the government’s own fee for incorporation is zero as long as your authorised capital is ₹15 lakh or below — which covers almost every new company. Starting with a high authorised capital only raises your stamp duty and yearly fees, so most founders begin at ₹1–10 lakh and increase it later if needed. Second, stamp duty is a state subject, so the same company costs a little more to register in states like Punjab, Kerala or Madhya Pradesh, and a little less in Delhi, Karnataka or Tamil Nadu. Extra Costs Foreigners Need to Plan For This is where a foreign-owned setup differs from a purely Indian one. These steps don’t always apply to local founders, so budget for them separately. Getting your documents apostilled or notarised. Your passport, address proof, and the parent company’s documents must be notarised and apostilled (or consularised) in your home country before they can be used in India. This is paid abroad, not in India, and the cost varies widely by country — anywhere from a few thousand rupees to ₹20,000 or more. This is often the single biggest variable in a foreigner’s budget. Arranging a resident director. Every Indian company must have at least one director who is a resident of India (someone who stays in India for 182 days or more in a year). If your team is entirely overseas, you’ll need to appoint a resident or nominee director. This is usually an ongoing annual arrangement, and the fee varies a lot by provider, so treat it as a recurring cost rather than a one-time one. FEMA and RBI reporting after you bring in money. When the foreign parent invests and shares are issued, the company must report it to the RBI by filing FC-GPR, supported by a valuation report from a registered valuer and bank documents. Professional help for this filing and valuation is an extra cost on top of incorporation. Government approval if your sector needs it. Most sectors (IT, software, consulting, manufacturing and similar) allow 100% foreign investment under the automatic route — no prior approval needed. But a few restricted sectors require government approval, which adds time and professional cost. Check your sector before you budget. A registered office address. You need a valid Indian office address to register. If you don’t have one yet, a rented or virtual office address is an added monthly or yearly cost. What It Costs to Run the Company Every Year Registration is only the start. A foreign-owned company carries yearly compliance costs that are slightly higher than a local company’s, mainly because of the extra RBI reporting and, often, transactions with the overseas parent. Plan for these every year: Annual ROC filings (financial statements and annual return) Bookkeeping and accounting A statutory audit (mandatory for companies, even with low revenue) Income tax return, and GST returns if you are GST-registered Annual FLA return to the RBI, if foreign investment is held at year-end Director KYC (DIR-3 KYC) — free if filed by

How to Incorporate Subsidiary of Foreign Company in India
Legal

How to Incorporate Subsidiary of Foreign Company in India?

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A foreign company that wants to start business in India can set up an Indian subsidiary company. This is one of the most preferred ways for foreign businesses to enter the Indian market because it gives them a proper legal presence in India. An Indian subsidiary is usually registered as a private limited company. It can enter into contracts, hire employees, open a bank account, raise capital, own assets and operate like any other Indian company. However, the foreign parent company must follow Indian company law, FDI rules, FEMA reporting, tax laws and post-incorporation compliances. In 2026, foreign companies should not look at incorporation as only an MCA registration process. Before starting, they must also check foreign investment rules, sector limits, resident director requirements, document apostille or notarisation, bank KYC and RBI reporting after funds are brought into India. Key Takeaways A foreign company can register an Indian subsidiary as a private limited company or public limited company. A private limited company is the most common structure for foreign subsidiaries in India. The subsidiary is a separate legal entity from the foreign parent company. A private limited company needs at least 2 directors and 2 shareholders. At least 1 director must be a resident director in India. 100% foreign ownership is allowed in many sectors, but it depends on India’s FDI policy. Foreign parent company documents may need notarisation and apostille or consularisation. After incorporation, the Indian subsidiary must complete bank account opening, share allotment, FEMA/RBI reporting and ROC compliances. What Is an Indian Subsidiary of a Foreign Company? An Indian subsidiary is a company registered in India and owned or controlled by a foreign company. The foreign company is known as the parent company. For example, if a company from the USA, UAE, Singapore, UK, Germany or Australia wants to start operations in India, it can register a new company in India. That Indian company becomes its subsidiary. The foreign parent company may own more than 50% shares in the Indian company. In many sectors, it can also own 100% shares, subject to FDI rules. Once registered, the Indian subsidiary becomes a separate legal entity. This means the Indian company has its own legal identity, separate from the foreign parent company. Why Foreign Companies Prefer a Private Limited Subsidiary in India Most foreign companies prefer a private limited company because it is simple, flexible and widely accepted in India. It is suitable for long-term business operations, hiring employees, opening offices, signing contracts and receiving foreign investment. A private limited subsidiary also gives limited liability protection. This means the liability of shareholders is usually limited to the amount invested in the company. Foreign companies choose this structure because it allows them to control Indian operations while keeping the business legally compliant under Indian law. Key Requirements to Register a Foreign Subsidiary in India To register a private limited subsidiary in India, the company must meet some basic requirements. Requirement Details Directors Minimum 2 directors are required Resident Director At least 1 director must be resident in India Shareholders Minimum 2 shareholders are required Registered Office A valid office address in India is needed DSC Digital Signature Certificate is required for filing Name Approval Company name must be approved by MCA FDI Check Sectoral FDI rules must be checked Foreign Documents Parent company documents may need apostille or notarisation The resident director does not need to be a shareholder. The person is appointed to meet Indian company law requirements and support local compliance. Documents Required to Incorporate a Foreign Subsidiary in India Documents are very important in foreign subsidiary registration. Many delays happen because foreign documents are incomplete, not properly authorised, or not apostilled. Documents from the Foreign Parent Company The foreign parent company usually needs to provide: Certificate of incorporation Charter documents, MOA, AOA or constitution documents Board resolution approving incorporation of Indian subsidiary Authorisation letter for signing and filing documents in India Address proof of the foreign company Details of directors and shareholders Beneficial ownership details, wherever required Documents from Foreign Directors or Subscribers Foreign directors or subscribers may need to provide: Passport Address proof Photograph Email ID and mobile number Digital Signature Certificate Notarised and apostilled documents, wherever applicable Documents from Indian Director The Indian resident director usually needs to provide: PAN card Aadhaar card Address proof Photograph Email ID and mobile number Digital Signature Certificate Documents for Registered Office in India For the Indian office address, the company usually needs: Rent agreement or ownership proof Latest utility bill No Objection Certificate from the owner Address proof of the premises Step-by-Step Process to Incorporate Subsidiary of Foreign Company in India Step 1: Choose the Right Company Structure The first step is to decide the right structure. Most foreign companies choose a private limited company because it is suitable for business operations, investment and compliance. Structure Best For Private Limited Company Most foreign subsidiaries Public Limited Company Large-scale business with wider shareholders Branch Office Limited business activities in India Liaison Office Representation and market research only A liaison office cannot directly do commercial business in India. A branch office also has restrictions. That is why a private limited subsidiary is usually the preferred route for foreign companies that want to actively do business in India. Step 2: Check FDI Eligibility and Sector Rules Before starting the incorporation process, the foreign company must check whether foreign investment is allowed in its sector. Some sectors allow 100% FDI under the automatic route. Some sectors have foreign ownership limits. Some sectors require government approval. Certain activities are also prohibited for foreign investment. In 2026, foreign companies should also check land-border investment rules and beneficial ownership requirements. If the investor or beneficial owner is linked to a country sharing a land border with India, additional FDI approval or reporting checks may apply. This step is important because MCA incorporation and FDI approval are different things. A company may be incorporated with MCA, but foreign investment still has to follow FEMA and FDI

How to Set Up a GCC in India
Legal

How to Set Up a GCC in India: Legal, FEMA & Compliance Guide (2026)

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India has become one of the most preferred countries for setting up Global Capability Centres, also known as GCCs. Many global companies are now building their own teams in India for technology, finance, research, data analytics, HR, legal support, product development and shared services. But setting up a GCC in India is not only about opening an office and hiring employees. A GCC has to be structured properly from the legal, FEMA, tax, labour and compliance side. If the setup is not done correctly in the beginning, the foreign parent company may face issues with RBI reporting, tax authorities, employment laws, data protection, contracts and intellectual property ownership. What Is a GCC in India? A Global Capability Centre, or GCC, is an Indian office or Indian company set up by a foreign company to support its global business. In simple words, it works like the foreign company’s own team in India. For example, a company based in the USA may set up an Indian subsidiary to manage software development, customer support, finance operations or HR support for its global offices. That Indian entity becomes the company’s GCC. A GCC may work on different functions such as IT services, product engineering, finance and accounting, payroll support, legal operations, data analytics, research and development, cybersecurity, customer service and back-office operations. The main point is that a GCC is generally owned or controlled by the foreign parent company. It is not the same as hiring an outside vendor. GCC vs Outsourcing: Key Difference Many people confuse a GCC with outsourcing because both may involve work being done from India. But legally and operationally, they are different. In outsourcing, the foreign company gives work to an external service provider. In a GCC model, the foreign company creates its own Indian entity or Indian team to do the work internally. Point of Difference GCC in India Outsourcing Ownership Owned or controlled by the foreign parent company Work is given to an external vendor Control Parent company has direct control over people, process and quality Vendor manages its own team and process Employees Employees usually work for the Indian GCC entity Employees work for the vendor Data handling Data remains within the group structure, subject to proper safeguards Data is shared with a third-party service provider IP ownership IP can be structured within the parent-GCC group IP depends on the outsourcing contract Best suited for Long-term, sensitive and strategic work Short-term or non-core work Compliance responsibility Indian GCC handles company, tax, FEMA, labour and data compliance Vendor handles its own business compliance Example A UK company forms an Indian subsidiary for product development A UK company hires an Indian IT agency A GCC is usually preferred when the work involves sensitive data, source code, customer information, research, technology, finance or long-term business operations. Legal Structures Available for Setting Up a GCC in India Choosing the right legal structure is the first major step. This decision affects ownership, foreign investment rules, tax treatment, RBI reporting, hiring, contracts and future expansion. A foreign company can usually set up its GCC in India through a wholly owned subsidiary, LLP, branch office, liaison office or project office. Wholly Owned Subsidiary A wholly owned subsidiary in India is the most preferred structure for setting up a GCC in India. In this model, the foreign parent company incorporates a private limited company in India and owns 100% of its shares, subject to FDI rules. This structure is suitable for long-term GCC operations because it gives the foreign parent company better control over the Indian entity. The Indian company can hire employees, open a bank account, lease office space, sign agreements, raise capital from the parent company, obtain tax registrations and operate as a proper legal entity. For most GCCs working in IT, software development, finance support, analytics, consulting, product support and shared services, a private limited company is usually the most practical option. Limited Liability Partnership A Limited Liability Partnership, or LLP, may also be considered in limited cases. An LLP has a simpler structure compared to a company, but it may not be suitable for every GCC. Foreign investment in LLPs is allowed only where the sector permits 100% FDI under the automatic route and there are no FDI-linked performance conditions. For larger or long-term GCCs, foreign companies usually prefer a private limited company because it is better for ownership, governance, employee planning, ESOPs, investor reporting and group-level structuring. Branch Office, Liaison Office or Project Office A foreign company may also consider a branch office, liaison office or project office in India. However, these structures are more restricted. A liaison office can mainly act as a communication or representative office. It cannot normally carry out commercial business activities in India. A branch office can carry out only permitted activities and may require RBI approval depending on the business activity and country of the parent company. A project office is usually created for a specific project in India. For a full-scale GCC that wants to hire employees, deliver services, manage data and operate for the long term, a private limited company is usually a better structure. FEMA and FDI Rules for GCC Setup in India FEMA stands for Foreign Exchange Management Act. FEMA controls foreign investment, foreign remittance, share allotment, RBI reporting, cross-border payments and other foreign exchange transactions. When a foreign parent company invests money into an Indian GCC, FDI and FEMA compliance in India becomes very important. Even if the Indian company is properly incorporated, missing FEMA filings can create problems later during audit, restructuring, share transfer, due diligence or future funding. Is 100% FDI Allowed for GCCs in India? In many common GCC activities, 100% foreign direct investment is allowed under the automatic route. This means the foreign parent company can usually own 100% of the Indian GCC if the activity is permitted under the FDI policy. Common GCC activities such as software development, IT services, consulting, analytics, back-office support, finance support, product engineering and shared services generally

Payroll Compliance in India
Payroll

Payroll Compliance in India: PF, ESIC, TDS, and Labour Law Basics

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Paying your team isn’t just about transferring a salary on the 1st of the month. Behind every payslip sits a stack of rules, about how much tax to cut, how much to save for an employee’s retirement, and how much to set aside for their medical cover. Get these right, and nobody notices. Get them wrong, and you’re looking at interest, penalties, and in serious cases, prosecution. That set of rules is called payroll compliance. And in 2026, it matters more than ever, because India changed two of its biggest rulebooks back to back: a brand-new income tax law and four new labour codes. This guide breaks down the four things every employer must understand PF, ESIC, TDS, and the labour law basics. Whether you run a 5-person startup or a growing company, you’ll know exactly what to deduct, when to pay it, and what’s new this year. What Is Payroll Compliance in India? Payroll compliance simply means following every legal rule that applies when you pay your employees. That includes calculating salaries correctly, deducting the right taxes and contributions, depositing them with the government on time, filing the right returns, and keeping proper records. Here’s a distinction that trips up most business owners: Payroll processing = making sure salaries are calculated and paid. Payroll compliance = making sure those payments follow the law. You can process payroll perfectly, everyone gets paid on time and still be non-compliant because you missed a deduction or a filing. Think of compliance as the legal boundary inside which payroll has to operate. Cross that boundary, and the money you saved by “keeping it simple” comes back as fines. For most Indian employers, payroll compliance rests on four pillars: Provident Fund (PF), Employees’ State Insurance (ESIC), Tax Deducted at Source (TDS), and the broader labour laws that govern wages, bonus, and gratuity. Let’s take them one at a time. PF (Provident Fund / EPF) Compliance The Employees’ Provident Fund (EPF) is basically a forced savings account for retirement. A slice of the employee’s salary goes into it every month, the employer matches it, and the money (plus interest) is theirs when they retire or leave. Who it applies to: Any establishment with 20 or more employees must complete PF registration with the EPFO (Employees’ Provident Fund Organisation). Under the 2025 labour codes, this now applies across all industries, not just a select list of scheduled sectors. How much is deducted: Employee contributes 12% of “wages” (basic pay + dearness allowance). Employer contributes another 12%. Of the employer’s share, part goes into the pension scheme (EPS) and part into PF, calculated up to a statutory wage ceiling of ₹15,000 a month. What you must do: Register the business with EPFO and generate a UAN (Universal Account Number) for each employee — think of it as a permanent PF ID that follows them job to job. Deposit both contributions and complete the monthly PF return filing — the ECR (Electronic Challan cum Return) — by the 15th of the following month. Miss the deadline, and you owe interest plus damages on top of the unpaid amount. ESIC Compliance ESIC (Employees’ State Insurance) is a government-run health and social security scheme. In exchange for a small monthly contribution, covered employees get medical care, plus cash support if they fall sick, have a baby, or get injured at work. Who it applies to: Establishments with 10 or more employees (20 in a few states) must register. Big 2026 update  under the new Code on Social Security, ESIC now applies across all of India; the old rule that limited it to specific “notified areas” is gone. Who’s covered: Employees earning up to ₹21,000 a month (₹25,000 for employees with disabilities). How much is deducted: Employee contributes 0.75% of wages. Employer contributes 3.25%. Total: 4%. What the employee gets: Free treatment at ESIC hospitals and dispensaries, sickness benefit (cash while on medical leave), maternity benefit, disability benefit, and support for dependants if the worst happens. What you must do: Complete your ESIC registration on the ESIC portal, enrol every eligible employee, and deposit the monthly contribution by the 15th of the following month. TDS on Salary Compliance TDS (Tax Deducted at Source) is the income tax your employer cuts from your salary before paying you, and deposits with the government on your behalf. Instead of you paying a big tax bill once a year, a little is taken out every month. Simple idea, but the rulebook behind it changed completely in 2026. The big 2026 change: On 1 April 2026, the Income Tax Act, 2025 replaced the old Income Tax Act, 1961. A few things every payroll team needs to know: Salary TDS now falls under Section 392 of the new Act (it used to be Section 192). Any policy or payslip still quoting “Section 192” for salary paid after April 2026 is out of date. The terms “Previous Year” and “Assessment Year” are gone, replaced by a single “Tax Year.” Tax Year 2026-27 simply means 1 April 2026 to 31 March 2027. The forms were renumbered. The annual salary TDS certificate (the document that proves how much tax was cut from your salary) is now Form 130, it used to be Form 16. The quarterly salary TDS return is now Form 138, it used to be Form 24Q. How TDS is worked out: The employer estimates the employee’s yearly income, applies the income tax slabs under the regime the employee has chosen (old or new), and divides the tax across 12 months. Investment declarations for the new tax year must reference the new law. What you must do: Get a TAN (Tax Deduction Account Number) — you can’t deduct or deposit TDS without it. Deposit the TDS you’ve cut by the 7th of the following month. File the quarterly return in Form 138. Issue the annual certificate in Form 130 to every employee. Labour Law Basics Every Employer Must Know This is the part that changed the most

What Is Startup India Registration
Compliance

What Is Startup India Registration and How to Get One? (2026 Guide)

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If you are launching a venture in India, Startup India registration is one of the highest-value, one-time credentials you can secure in your first few years. Yet many founders are unsure what it actually is, whether they qualify, and how the process works. This guide explains what Startup India registration is, who is eligible, the benefits it unlocks, the documents you need, and a clear, step-by-step walkthrough of how to get it in 2026. What is Startup India registration? Startup India registration — officially called DPIIT recognition — is a free government certification granted by the Department for Promotion of Industry and Internal Trade to eligible Indian startups. Once recognised, a startup can access income-tax holidays, IPR rebates, relaxed compliance, easier public procurement and a simpler exit route. What is Startup India registration? Startup India is a flagship Government of India initiative, launched in January 2016, to build a strong ecosystem for innovation and entrepreneurship. The registration itself is the DPIIT recognition your entity receives after applying on the official Startup India portal. Importantly, DPIIT recognition is not a separate company — you must first have a legally incorporated entity. Most founders register a Private Limited Company or LLP before applying, because those structures qualify for the widest set of benefits (including the income-tax exemption). If you are still deciding on a structure, our explainer on why most founders choose a Private Limited Company is a useful starting point. The recognition certificate is what officially makes you a “recognised startup.” Without it, you cannot claim any of the tax, funding or procurement benefits described below. Who is eligible for Startup India registration? To qualify for DPIIT recognition, your entity must meet all of the following criteria. The 2026 norms widened the turnover ceiling and introduced a dedicated Deep Tech category with a longer runway. Criteria Normal startup Deep Tech startup Entity age Up to 10 years from incorporation Up to 20 years from incorporation Entity type Private Limited Company, LLP, Registered Partnership Firm, or Cooperative Society (sole proprietorships do not qualify) Annual turnover Below ₹200 crore in any financial year Below ₹300 crore in any financial year Originality Must not be formed by splitting up or reconstructing an existing business Innovation Must work on developing/improving a product, process or service, or have a scalable model with high potential for jobs or wealth creation Tip: A sole proprietorship is not eligible, but if you convert it into an LLP or Private Limited Company, recognition can still be granted. Speak to an advisor before restructuring. What are the benefits of Startup India registration? DPIIT recognition unlocks five core categories of benefits: 1. Income-tax exemption under Section 80-IAC Eligible startups can claim a 100% income-tax deduction on profits for any 3 consecutive financial years within their first 10 years. Only Private Limited Companies and LLPs incorporated after 1 April 2016 qualify, and this requires a separate application (explained further below). 2. IPR fast-tracking and fee rebates Recognised startups get an 80% rebate on patent filing fees and a 50% rebate on trademark fees, plus fast-tracked examination and government-funded facilitators. This makes protecting your brand and inventions far more affordable — see how our trademark registration service helps you make full use of these IPR rebates. 3. Self-certification and relaxed compliance Startups can self-certify compliance under 6 labour laws and 3 environmental laws, with no labour-law inspections for the first 5 years. This eases routine obligations such as PF and ESIC registration and related filings during your early growth phase. 4. Easier public procurement Recognised startups can list and sell on the Government e-Marketplace (GeM), are exempted from “prior experience/turnover” criteria in many government tenders, and are exempt from submitting Earnest Money Deposit (EMD). 5. Faster, simpler exit Under the Insolvency and Bankruptcy Code, eligible startups with simple debt structures can wind up within roughly 90 days — letting founders redeploy capital quickly if a venture does not work out. Note on angel tax: the Union Budget 2024 abolished “angel tax” under Section 56(2)(viib) with effect from FY 2025-26 for all companies, so this is no longer a separate concern for recognised startups raising equity. Documents required for Startup India registration Keep these ready before you begin the DPIIT recognition application: Certificate of Incorporation / Registration of the entity PAN of the company or LLP Details of directors / partners (name, contact, address) A short write-up on what your startup does and how it is innovative or scalable Supporting links — website, pitch deck, or a short product video (optional but recommended) Details of any patents, trademarks, awards or funding received (if applicable) Getting your entity correctly incorporated first is what makes the rest of this fast — having your structure, directors and constitutional documents in order keeps the DPIIT application clean. How to do Startup India registration: step-by-step Here is exactly how to do Startup India registration, from incorporation to certificate. Step 1 — Incorporate your entity Register a Private Limited Company, LLP, Partnership Firm or Cooperative Society. You will need a Digital Signature Certificate (DSC) for the authorised signatory during incorporation and for several downstream filings. Step 2 — Create your Startup India account Go to the official Startup India portal (startupindia.gov.in) and register as a user with your name, email and mobile number. Verify via OTP to activate your profile. Step 3 — Apply for DPIIT recognition Click “Get Recognised” and fill the recognition form: entity details, full address, authorised representative, directors/partners, and information about your activities. Clearly describe how your product, process or service is innovative or scalable — this section carries the most weight. Step 4 — Upload documents and submit Attach your incorporation certificate and supporting material, accept the self-certification declarations, and submit the application. Step 5 — Receive your DPIIT recognition certificate On successful review you receive a recognition number immediately, and the DPIIT Certificate of Recognition (downloadable via the portal and DigiLocker) typically follows within a few working days. How to get the Section 80-IAC

How to Set Up a Wholly Owned Subsidiary in India
Compliance

How to Set Up a Wholly Owned Subsidiary in India: Step-by-Step Guide (2026)

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India is the world’s fifth-largest economy and one of the fastest-growing markets for foreign investment. For multinational corporations and foreign businesses looking to establish a permanent, fully operational presence here, a Wholly Owned Subsidiary (WOS) is the most widely chosen entry structure — and for good reason. Unlike a liaison office or branch office, a WOS is a distinct legal entity incorporated under Indian law. It can generate revenue, hold assets, enter contracts, hire employees, and operate across virtually any permitted sector — all while limiting the parent company’s liability to its investment in India. But the process involves multiple regulatory touch points: MCA incorporation, RBI reporting, FDI route verification, and an ongoing compliance calendar that begins the moment the Certificate of Incorporation is issued. This guide walks you through every step of Indian subsidiary registration — from pre-incorporation planning to your first annual filing — updated for the 2026 regulatory environment. What Is a Wholly Owned Subsidiary? And Why Choose It Over a Branch or Liaison Office? Before diving into the process, it is worth understanding why a WOS is the right structure for most foreign companies entering India for long-term commercial operations. Feature Liaison Office (LO) Branch Office (BO) Wholly Owned Subsidiary (WOS) Legal status Foreign company (no separate entity) Foreign company (no separate entity) Indian company (separate legal entity) Can earn revenue? No Limited — only RBI-permitted activities Yes — full business operations Liability Parent bears full liability Parent bears full liability Limited to investment in subsidiary Tax rate 40% (foreign company rate) 40% (foreign company rate) 22% (domestic company rate) Setup approval RBI approval required RBI approval required MCA incorporation — no RBI approval needed Sectors permitted Representation only Limited RBI-approved list All sectors where FDI is permitted Ideal for Market research, liaison Specific project-based operations Full-scale, long-term India operations The verdict: If your India operations involve selling products or services, hiring a team, signing contracts, or building a permanent presence, a WOS is the right structure. An LO or BO is a temporary measure at best. Step 1: Verify Your FDI Route and Sector Eligibility Before a single document is prepared, confirm that your business activity is permitted under India’s FDI policy and identify which route applies. Automatic Route No prior approval from the RBI or government is required. The foreign parent can invest up to the sectoral cap, and the only obligation is post-investment reporting to the RBI within 30 days. Most sectors — IT/software, manufacturing, e-commerce marketplace, FMCG, professional services — fall here at 100% FDI. Government Approval Route Prior approval from the DPIIT or the relevant ministry is required before incorporation and investment. Sectors that require approval include defence (above 74%), multi-brand retail, print media, and broadcasting. Why this matters: Incorporating on the wrong route — or receiving capital before receiving required approvals — is a FEMA violation regardless of intent. Pre-incorporation route verification is not optional. For a complete breakdown of sector eligibility, FDI caps, and approval requirements, our FDI & FEMA advisory team can conduct a pre-investment screening before you begin incorporation. Step 2: Gather and Authenticate Parent Company Documents A WOS registration in India requires documentation from both the foreign parent company and the proposed directors. All foreign documents must be authenticated before submission to Indian authorities. Documents from the Foreign Parent Company Certificate of Incorporation of the parent company Memorandum & Articles of Association (or equivalent constitutional documents) Board Resolution authorizing the setup of an Indian subsidiary and naming authorized signatories Latest audited financial statements of the parent company Documents from Each Proposed Director Valid passport (identity proof) Address proof — utility bill or bank statement (not older than 2 months) Passport-size photographs Authentication Requirements All foreign documents must be: Notarized by a local notary in the country of residence Apostilled (for countries signatory to the Hague Convention) Consularized by the Indian Embassy or High Commission (for non-Hague countries) Authentication typically takes 5–10 business days and is the most commonly underestimated delay in the incorporation timeline. Step 3: Obtain Digital Signature Certificates (DSC) for All Directors Every director who will sign MCA forms must hold a Class 3 Digital Signature Certificate (DSC) issued by an Indian Certifying Authority (eMudhra, Sify, NSDL). Foreign directors can obtain their DSC remotely via video verification — no India visit is required. The DSC is typically issued within 1–2 business days once KYC documents are submitted. The Director Identification Number (DIN) for each director is allotted automatically through the SPICe+ incorporation form — there is no separate DIN application process. Step 4: Reserve Company Name via SPICe+ Part A Company name reservation is done through Part A of the SPICe+ form on the MCA21 portal. You may submit up to two name options per application. Naming rules to follow: The name must end with “Private Limited” It must not be identical or deceptively similar to an existing registered company or trademark It cannot contain words that require central government approval (e.g., “National”, “Bank”, “Insurance”) Once approved, the name is reserved for 20 days, extendable to 60 days. If both name options are rejected, a fresh application with filing fees is required. Practical tip: Run a trademark and existing company name check before submitting — a rejected name application delays the entire timeline. Step 5: File SPICe+ Part B — Incorporation, PAN, TAN, and More SPICe+ (Simplified Proforma for Incorporating Company Electronically Plus) is the unified MCA form that combines the following into a single filing: Company incorporation DIN allotment for directors PAN and TAN registration ESIC and EPF registration GST registration (optional at this stage) Bank account opening (via AGILE-PRO-S linked form) Key documents submitted with SPICe+ Part B: Memorandum of Association (MoA) — defines the company’s objects and permitted business activities Articles of Association (AoA) — defines internal governance rules Authenticated parent company documents (from Step 2) DSC-signed declarations from all proposed directors The SPICe+ form and attachments are submitted digitally on the MCA portal. The Registrar of Companies (RoC) reviews

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