The global data analytics market is estimated to grow from $74.83 billion in 2024 to $256.6% billion in 2029, a CAGR of 28.4%, driving an unprecedented demand for skilled data analysts worldwide. Yet, local markets can’t keep pace with demand. Companies are now turning abroad to find skilled analysts who can manage big data, visualization, and business intelligence efficiently.
In this article, you’ll explore how four leading countries — India, the Philippines, South Africa, and Vietnam compare on talent, cost, compliance, and collaboration, so you can decide the best hiring strategy.
Methodology: How we chose the best countries
The countries here are selected using Multiplier’s Talent Trends insights, World Bank education data, and market salary benchmarks. We prioritized cost efficiency, availability of mid-senior analysts, English proficiency, and compliance clarity.
Best countries to hire data analysts
Choosing the right country to source data analytics talent depends on cost, expertise, compliance, and time zone alignment. Below is a breakdown of the top markets to consider for your next data hire.
1. India: The biggest data talent hub
With over 600,000 data and analytics professionals, India remains the largest and most cost-effective market for analytics talent globally. Cities like Bengaluru, Hyderabad, and Pune have evolved into advanced analytics hubs, offering deep expertise in business intelligence, predictive modeling, and visualization. India’s strong STEM foundation, thriving startup ecosystem, and global outsourcing network make it a go-to market for data-driven companies.
- Best for: SQL, Python, Power BI, Tableau, predictive modeling, and data warehousing
- Talent and seniority: India’s talent pool is primarily junior to mid-level, but the senior data analytics segment is expanding rapidly. Many professionals pursue advanced certifications in AI, ML, and big data analytics, making India ideal for scaling data operations efficiently.
- Typical monthly cost: $1,200
- Time-zone and English proficiency: Strong overlap with EU and APAC regions; partial overlap with the US. English fluency is high across major cities and IT hubs.
Top precautions
- Notice periods: 60–90 days common; buyouts often required for quicker transitions.
- EPF/ESI contributions: Statutory obligations under Indian labor laws.
- IP ownership: Must be explicitly detailed in contracts.
- Moonlighting: Employers should establish clear non-compete and confidentiality clauses.
Statutory costs
- EPF (Employees’ Provident Fund): 12% employer contribution
- ESIC (Employees’ State Insurance): Applicable below salary thresholds
- Gratuity and statutory bonus: Payable under the Payment of Gratuity Act and Bonus Act
Compliance obligations
- Strict adherence to EPF/ESI laws and payroll deadlines
- Clear distinction between contractors vs employees to avoid tax penalties
- IP ownership and confidentiality agreements are critical in analytics projects
- Local compliance overseen by the Ministry of Labour and Employment
Contractor or employee: Which to hire?
- Contractors = flexibility; risk misclassification if long-term
- Employees = safer for ongoing BI/reporting.
Learn more about the differences in our hiring contractors vs. employees in India guide.
Feasibility and risks
- Misclassification incurs back taxes, fines
- Payroll must include EPF/ESI deductions
- Currency conversion affects cross-border payroll
Hiring in India: What employers need to know
Foreign employers must use legally compliant contracts and payroll systems that adhere to Indian labor and tax laws. Compliance oversight from the Employees’ Provident Fund Organisation (EPFO) and ESIC is mandatory.
Entity setup
For large-scale hiring, consider registering a local subsidiary in India to streamline compliance, payroll deductions, and statutory filings.
How an EOR in India can help
An Employer of Record (EOR) in India simplifies hiring and compliance for foreign companies by managing employment contracts, payroll, and benefits under Indian law — without requiring a local entity.
- Handles EPF/ESI contributions, income tax deductions, and payslips
- Drafts legally compliant employment contracts aligned with Indian labor codes
- Ensures adherence to moonlighting and IP protection policies
- Provides seamless onboarding and payroll management through one platform
With an EOR in India, employers can hire analysts quickly, remain compliant, and avoid penalties related to misclassification or labor law breaches.
2. United Kingdom: The mature analytics market
The United Kingdom continues to lead globally in analytics maturity, driven by London’s finance and tech industries, coupled with strong compliance frameworks like the UK GDPR. The workforce is highly experienced in business analytics, visualization, and governance, making it a preferred destination for companies that prioritize data security and quality.
- Best for: Advanced analytics, Power BI, SQL, data governance, and compliance-driven reporting
- Talent and seniority: The UK features a balanced mix of mid- to senior-level professionals, many experienced in regulated sectors such as finance, healthcare, and retail. Continuous university-industry collaboration sustains a strong talent pipeline.
- Typical monthly cost: $4,500–$6,000
- Time zone and English proficiency: Full overlap with European markets and fluent communication for global collaboration.
Top precautions
- IR35 compliance: Crucial for determining contractor vs employee status
- Data protection: Must comply with UK GDPR for all data-handling roles
- Pension and National Insurance contributions: Mandatory under PAYE
- Employment contracts: Must define IP ownership, confidentiality, and notice periods
Statutory costs
- Employer National Insurance: 13.8% on salaries above threshold
- Pension contributions: Minimum 3% employer contribution
- Holiday pay and statutory leave: Protected under the Employment Rights Act
Compliance obligations
- IR35 assessments for contractors to prevent misclassification
- Payroll compliance with HMRC’s PAYE system
- Data handling under the Data Protection Act 2018
Contractor or employee: Which to hire?
- Contractors: Flexible but high IR35 compliance burden
- Employees: Suitable for regulated sectors and long-term analytics functions
Learn more about the differences in our hiring contractors vs. employees in the UK guide.
Feasibility and risks
- Misclassification under IR35 invites HMRC penalties
- Payroll or reporting errors trigger compliance audits
- GBP/USD volatility can impact payroll budgets
Entity setup
For sustained hiring, registering a subsidiary enables full payroll and pension management. Alternatively, employers can partner with a local EOR to avoid entity setup.
How an EOR in the United Kingdom can help
An Employer of Record (EOR) in the United Kingdom enables companies to hire data analysts quickly and compliantly without setting up a local business entity.
- Manages PAYE payroll, pension, and National Insurance contributions
- Ensures compliance with IR35 and UK employment laws
- Drafts compliant contracts under Data Protection Act 2018 and GDPR
- Handles local onboarding, payroll filings, and statutory benefits
By partnering with an EOR in the United Kingdom, employers gain full legal protection, streamlined HR processes, and the flexibility to scale analytics teams without entity-related delays or risks.
Cost of hiring data analysts by country
See the cost of hiring data analysts in the top 4 countries we mentioned earlier in the table below:
Country | Gross annual salary (indicative) | Typical mandatory on-costs | Total monthly employer cost (approx.) |
India | $12,000 | PF, ESI, gratuity | $1,200 |
United Kingdom | $55,000 – $70,000 | National Insurance (13.8%), Pension (3%), Holiday pay | $4,800 – $6,000 |
Note: Estimates are for mid-level data analysts, inclusive of employer statutory costs. For exact modeling, use the employee cost calculator.
Salary ranges are indicative and vary by role, location, and company size. On-costs reflect mandatory contributions (e.g., social security, pensions, statutory benefits). Beyond salaries and contributions, employers must also budget for admin, legal, and entity setup costs — factors that often make an Employer of Record (EOR) the more efficient choice for payroll, compliance, and contracts.
Pro tip: Ready-to-use job description templates
Looking to speed up hiring? Use our free, customizable job description template to attract the right talent faster:
💡 These templates are designed to align with global hiring best practices, saving you time and ensuring compliance-ready job posts.
Decision framework
Use the framework below to match your hiring priorities, like cost, compliance, time zone, or expertise, with the right country for data analysts:
- Need high-volume + low-cost hiring→ India
- Need senior/advanced analytics + strong compliance framework→ United Kingdom
- Need scalable junior–mid data talent in Asia→ India
- Need full English fluency + strong communication skills→ United Kingdom
- Need overlap with EU/APAC time zones→ India
- Need structured payroll, IP protection, and GDPR-grade data governance→ United Kingdom
- Need quick hiring without setting up a local entity→EOR in India or the United Kingdom
How Multiplier helps you hire data analysts, fast and compliant (with EOR)
Multiplier’s global EOR service solutions simplify hiring skilled data analysts in India and the United Kingdom—ensuring speed, compliance, and seamless payroll management.
- Hire without local entities: Onboard data analysts in India and the United Kingdom without setting up a legal entity or managing complex local registrations.
- Compliant contracts: Deploy localized employment contracts covering IP ownership, data confidentiality, and labor law compliance under the EPF/ESI Acts (India) and Employment Rights Act (UK).
- Automated payroll and taxes: Manage monthly payroll, tax deductions, and statutory contributions—like EPF, ESI, and National Insurance—through Multiplier’s unified platform.
- Faster onboarding: Handle KYC, banking setup, and employment documentation digitally for instant deployment of analytics talent.
- Scalable growth: Begin with EOR for flexible, compliant hiring and easily transition to a local entity once team size or long-term investment justifies it.
Ready to see how fast and compliant global hiring can be?
Book a demo and let Multiplier show you how to onboard your next data analyst in days, not months.
FAQs
What is the typical cost difference between hiring in India vs the UK?
India’s monthly cost is around $1,200; the UK's is approximately $4,800-$6,000.
Can companies hire data analysts in India or the UK without setting up a local entity?
Yes, using an EOR lets you hire compliant talent without incorporating locally.
How do compliance risks differ between India and the UK when hiring analysts?
In India, key risks include EPF/ESI and notice-period buyouts; in the UK, IR35 and PAYE compliance dominate.
Which country is better for junior to mid-level analytics scale versus senior expertise?
India is better suited for high-volume, cost-efficient junior to mid-level talent; the UK is better suited for senior/advanced analytics roles.
