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First of all you need to be clear on what is the scope of outsourcing you want to do with the HR Consultant, then define the outcomes and the action in case of default or shortfall. As regards PF, ESI compliance you need not insist on their pass word or login id as the same could be done by using the unique identity number of employee deployed under these scheme. Insist on production of wage bill or salary statement signed by the employees concerned of having received the amount shown against each as well as copy of the return indicating the breakup of individual-wise contribution. Finally take indemnity bond from the contractor as to any future claim after the contract period is over and take some performance guarantee for a period of one year.