Terms of service
Website legal policy
AVE Enterprises, an Indian partnership firm trading as Opvia
Effective date: 01 September 2026
1. Acceptance and scope
These Terms of Service (“Terms”) govern access to and use of the websites at https://opvia.in,
https://www.opvia.in, and https://opviahq.com, and any page that links to them (collectively, the “Website”),
and preliminary interactions with AVE Enterprises, an Indian partnership firm trading as Opvia (“Opvia”, “we”,
“us”, or “our”). By using a Website feature, submitting an enquiry or application, or otherwise affirmatively
accepting these Terms, you agree to them. If you act for an organisation, you represent that you are
authorised to bind it for the relevant use.
If you do not agree, do not use the Website. You must be at least 18 and legally capable of agreeing to these
Terms.
2. About Opvia, contract hierarchy, and the law governing Opvia's own workforce
Opvia helps international businesses build and manage dedicated India-based teams. Services may include
recruitment and talent sourcing, screening, office-based teams, HR and payroll support, compliance support,
office infrastructure, IT/device support, employee engagement, ongoing operations, and scaling support.
Website descriptions are general and are not a binding offer or a complete statement of a service. Client
services begin only under an accepted proposal, order form, statement of work, master services agreement,
employment-services agreement, or other written agreement (each a “Service Agreement”). A Service
Agreement controls over these Terms for the specific services if there is a conflict.
Opvia employs its own team in India under Indian law – Where Opvia is the legal employer of a team member (see Section 8), that employment relationship, and Opvia’s obligations as employer, are governed by Indian employment, labour, and social-security law. This is true regardless of where a client instructing Opvia is based: a client’s location in the United Kingdom, the United States, or elsewhere does not cause that country’s employment law to apply to Opvia’s employment of its own India-based staff. Where a candidate is instead engaged directly by a client as the candidate’s own employer or as a contractor, that relationship is governed by the offer, employment agreement, contractor agreement, and applicable law stated in that specific arrangement, which may be a different law depending on how the parties structure it, but is not assumed by these Terms.
Opvia employs its own team in India under Indian law – Where Opvia is the legal employer of a team member (see Section 8), that employment relationship, and Opvia’s obligations as employer, are governed by Indian employment, labour, and social-security law. This is true regardless of where a client instructing Opvia is based: a client’s location in the United Kingdom, the United States, or elsewhere does not cause that country’s employment law to apply to Opvia’s employment of its own India-based staff. Where a candidate is instead engaged directly by a client as the candidate’s own employer or as a contractor, that relationship is governed by the offer, employment agreement, contractor agreement, and applicable law stated in that specific arrangement, which may be a different law depending on how the parties structure it, but is not assumed by these Terms.
3. Website licence and acceptable use
Opvia grants you a limited, revocable, non-exclusive, non-transferable licence to access and use the Website
for lawful business, career, or informational purposes. You must not:
● violate law, another person’s rights, or these Terms;
● submit false, misleading, discriminatory, defamatory, infringing, malicious, or unlawful material;
● impersonate another person, misrepresent authority, or provide information you are not entitled to share;
● introduce malware, probe vulnerabilities, bypass security or access controls, disrupt the Website, or attempt unauthorised access;
● scrape, harvest, crawl, copy, index, or use automated means to extract Website, candidate, contact, or service information except with written permission or as permitted by law;
● reverse engineer, decompile, frame, mirror, or create a derivative service from the Website;
● use Website information to spam, discriminate, surveil, or contact candidates, team members, clients, or personnel outside an authorised process;
● use Opvia’s name, marks, content, or candidate information to compete unfairly, avoid agreed fees, or misrepresent an affiliation; or
● assist anyone else to do the above.
We may investigate suspected misuse and preserve or disclose information where reasonably necessary and lawful.
● violate law, another person’s rights, or these Terms;
● submit false, misleading, discriminatory, defamatory, infringing, malicious, or unlawful material;
● impersonate another person, misrepresent authority, or provide information you are not entitled to share;
● introduce malware, probe vulnerabilities, bypass security or access controls, disrupt the Website, or attempt unauthorised access;
● scrape, harvest, crawl, copy, index, or use automated means to extract Website, candidate, contact, or service information except with written permission or as permitted by law;
● reverse engineer, decompile, frame, mirror, or create a derivative service from the Website;
● use Website information to spam, discriminate, surveil, or contact candidates, team members, clients, or personnel outside an authorised process;
● use Opvia’s name, marks, content, or candidate information to compete unfairly, avoid agreed fees, or misrepresent an affiliation; or
● assist anyone else to do the above.
We may investigate suspected misuse and preserve or disclose information where reasonably necessary and lawful.
4. Enquiries, accounts, and submissions
The Website does not currently provide user accounts. You are responsible for the accuracy and lawfulness of
information you submit and for providing only information that you are entitled to share.
Submitting an enquiry, CV, role requirement, or other material does not require Opvia to respond, provide
services, present a candidate, or offer employment. Electronic communications may be retained and used as
described in the Privacy Policy, and cookie-related aspects of Website use are addressed separately in the
Cookie Policy.
5. Recruitment and talent sourcing
Opvia may source, contact, screen, assess, shortlist, and introduce candidates against information supplied by
a client. The scope may vary by Service Agreement and may include interviews, skills or work-sample
assessments, reference or background checks, offer coordination, onboarding, or ongoing support. Candidate
profiles are confidential and are provided solely to evaluate the candidate for an authorised role. A client
must not disclose a profile beyond personnel and advisers who need it, use it for an unrelated purpose,
contact a candidate outside the agreed process, or circumvent Opvia. Any non-solicitation, noncircumvention, ownership period, introduction fee, or conversion fee applies only as stated in a Service
Agreement.
6. Candidate information and assessments
Candidates represent that information and work samples they provide are materially accurate, current, and
lawful, and that they have the right to provide them. Candidates must not disclose a former employer’s or
another person’s confidential information. Assessments, interview materials, scoring methods, and results
may be confidential and owned by Opvia, a client, or a provider. They may not be copied, recorded, shared,
reverse engineered, or used to help another person obtain an unfair advantage. Screening and assessment
reduce uncertainty but cannot eliminate it. Unless expressly agreed, Opvia does not independently warrant
every statement in a profile, the authenticity of every document, or a candidate’s future performance.
Background checks will be conducted only where agreed, lawful under the law actually applicable to that
check, and supported by appropriate notices or permissions.
7. Client responsibilities and hiring decisions
A client must:
● provide accurate, complete, lawful, and non-discriminatory role and workplace requirements;
● designate authorised contacts and give timely feedback, approvals, access, information, and decisions;
● protect candidate and team-member information and use it only for authorised purposes;
● conduct lawful interviews and make hiring, supervision, performance, discipline, and termination decisions in accordance with the Service Agreement and the law actually applicable to that decision;
● provide a safe, respectful, non-discriminatory working environment and comply with applicable workplace, information-security, export-control, sanctions, anti-bribery, and sector requirements that apply to the client’s own operations;
● not instruct Opvia or any person to evade Indian labour, tax, immigration, privacy, payroll, or other legal obligations that govern Opvia’s own employment of its India-based staff, nor any other legal obligation applicable to the client’s own operations; and
● pay agreed fees, employment costs, approved expenses, taxes, deposits, and other amounts when due.
The client has the final decision whether to interview, select, hire, engage, retain, promote, discipline, or terminate a candidate or team member, subject to the legal employer’s responsibilities under the law that actually governs that employment relationship (Indian law, where Opvia is the legal employer, see Section 8). Opvia may decline instructions that it reasonably believes are unlawful, unsafe, discriminatory, inconsistent with a Service Agreement, or likely to expose a person or Opvia to material risk.
● provide accurate, complete, lawful, and non-discriminatory role and workplace requirements;
● designate authorised contacts and give timely feedback, approvals, access, information, and decisions;
● protect candidate and team-member information and use it only for authorised purposes;
● conduct lawful interviews and make hiring, supervision, performance, discipline, and termination decisions in accordance with the Service Agreement and the law actually applicable to that decision;
● provide a safe, respectful, non-discriminatory working environment and comply with applicable workplace, information-security, export-control, sanctions, anti-bribery, and sector requirements that apply to the client’s own operations;
● not instruct Opvia or any person to evade Indian labour, tax, immigration, privacy, payroll, or other legal obligations that govern Opvia’s own employment of its India-based staff, nor any other legal obligation applicable to the client’s own operations; and
● pay agreed fees, employment costs, approved expenses, taxes, deposits, and other amounts when due.
The client has the final decision whether to interview, select, hire, engage, retain, promote, discipline, or terminate a candidate or team member, subject to the legal employer’s responsibilities under the law that actually governs that employment relationship (Indian law, where Opvia is the legal employer, see Section 8). Opvia may decline instructions that it reasonably believes are unlawful, unsafe, discriminatory, inconsistent with a Service Agreement, or likely to expose a person or Opvia to material risk.
8. Service delivery, operational dependencies, and the employer of record
Services, staffing model, work location, office arrangements, working hours, overlap, reporting lines,
equipment, systems, security controls, HR support, payroll responsibilities, benefits, statutory contributions,
and compliance responsibilities will be defined in the Service Agreement and relevant workforce documents.
Service delivery depends on timely client cooperation, candidate availability, labour-market conditions, thirdparty providers, banking and government systems, and changes in Indian law. Opvia may make reasonable
operational changes where necessary, subject to the Service Agreement.
Where AVE Enterprises employs a team member for a client engagement, AVE Enterprises is the legal employer under Indian law, signs the relevant employment documents under Indian law, administers payroll and statutory obligations under Indian law, and performs employer responsibilities under Indian law, specifically, not under the law of the client’s own country. A client may direct day-to-day work only within the Service Agreement, applicable policies, and Indian law governing that employment relationship. The allocation of responsibilities between Opvia and the client will be stated in the Service Agreement. Nothing in this Section, or in any Service Agreement, is intended to subject Opvia’s employment of its India-based staff to the employment law of a client’s own jurisdiction; a client that wants specific protections modelled on its own home-country employment standards should negotiate them expressly into the Service Agreement as contractual terms, rather than assuming its home law applies by default
Where AVE Enterprises employs a team member for a client engagement, AVE Enterprises is the legal employer under Indian law, signs the relevant employment documents under Indian law, administers payroll and statutory obligations under Indian law, and performs employer responsibilities under Indian law, specifically, not under the law of the client’s own country. A client may direct day-to-day work only within the Service Agreement, applicable policies, and Indian law governing that employment relationship. The allocation of responsibilities between Opvia and the client will be stated in the Service Agreement. Nothing in this Section, or in any Service Agreement, is intended to subject Opvia’s employment of its India-based staff to the employment law of a client’s own jurisdiction; a client that wants specific protections modelled on its own home-country employment standards should negotiate them expressly into the Service Agreement as contractual terms, rather than assuming its home law applies by default
9. Pricing, payments, taxes, and refunds
Website pricing, estimates, packages, savings illustrations, or descriptions such as “all-inclusive” are indicative
and non-binding unless incorporated into a Service Agreement. The Service Agreement will state currency,
fees, deposits, payroll funding, employment costs, included and excluded services, expenses, taxes, invoice
timing, payment method, late-payment consequences, adjustments, and any refund or credit terms.
No setup-fee, fixed-fee, no-markup, refund, or similar statement is binding unless confirmed in the applicable
Service Agreement. Amounts are non-refundable only if and to the extent the Service Agreement clearly says
so and applicable law permits. A client may not withhold undisputed amounts because of a dispute
concerning another invoice or service, except where the Service Agreement or law allows it.
10. Trials, probation, and replacement policies
No trial period, probation period, free service, performance guarantee, replacement right, refund, or service
credit applies merely because it is described in marketing content or discussed informally. Any such
arrangement must be stated in the Service Agreement or relevant workforce agreement, including:
● eligibility and excluded roles or circumstances;
● the start date and duration;
● the standard and process for raising concerns;
● client cooperation and timely notice requirements;
● whether a replacement search, credit, or other remedy is exclusive;
● fees, salary, notice, statutory dues, expenses, and taxes that remain payable; and
● exclusions for role changes, compensation changes, delayed feedback, restructuring, redundancy, client misconduct, or circumstances outside Opvia’s reasonable control.
Employment probation is governed by Indian law and the applicable employment agreement, and is distinct from any commercial replacement policy, which is a contractual matter between Opvia and the client, not an employment-law question. Opvia does not offer a general Website-level trial, replacement, refund, or servicecredit policy.
● eligibility and excluded roles or circumstances;
● the start date and duration;
● the standard and process for raising concerns;
● client cooperation and timely notice requirements;
● whether a replacement search, credit, or other remedy is exclusive;
● fees, salary, notice, statutory dues, expenses, and taxes that remain payable; and
● exclusions for role changes, compensation changes, delayed feedback, restructuring, redundancy, client misconduct, or circumstances outside Opvia’s reasonable control.
Employment probation is governed by Indian law and the applicable employment agreement, and is distinct from any commercial replacement policy, which is a contractual matter between Opvia and the client, not an employment-law question. Opvia does not offer a general Website-level trial, replacement, refund, or servicecredit policy.
11. Intellectual property
Website and Opvia materials – The Website, its design, text, graphics, software, databases, processes,
assessment materials, templates, know-how, trade marks, and other content are owned by or licensed to
Opvia and protected by applicable law. Except for the limited Website licence in these Terms, no rights are
granted. “Opvia” and associated branding may not be used without written permission.
User and client materials – You retain ownership of material you submit. You grant Opvia a non-exclusive, worldwide, royalty-free licence to host, reproduce, adapt, transmit, and disclose it only as reasonably needed to operate the Website, evaluate an enquiry or application, provide services, protect systems, comply with law, and exercise contractual rights. You represent that you have all required rights and permissions.
Work product and team-member inventions – Ownership and assignment of deliverables, inventions, code, designs, documents, data, and other work product created during client service must be addressed in the Service Agreement and applicable employment or contractor documents, which for an Opvia-employed team member are governed by Indian law (see Section 8). Opvia does not promise that intellectual-property rights transfer merely because a person works with a client. Counsel should ensure a valid chain of title, moralrights treatment, background-IP licence, open-source rules, and local-law formalities appropriate to the country whose law actually governs each specific agreement. Feedback about the Website or services may be used by Opvia without restriction or payment, provided Opvia does not identify the contributor or disclose confidential information without permission.
User and client materials – You retain ownership of material you submit. You grant Opvia a non-exclusive, worldwide, royalty-free licence to host, reproduce, adapt, transmit, and disclose it only as reasonably needed to operate the Website, evaluate an enquiry or application, provide services, protect systems, comply with law, and exercise contractual rights. You represent that you have all required rights and permissions.
Work product and team-member inventions – Ownership and assignment of deliverables, inventions, code, designs, documents, data, and other work product created during client service must be addressed in the Service Agreement and applicable employment or contractor documents, which for an Opvia-employed team member are governed by Indian law (see Section 8). Opvia does not promise that intellectual-property rights transfer merely because a person works with a client. Counsel should ensure a valid chain of title, moralrights treatment, background-IP licence, open-source rules, and local-law formalities appropriate to the country whose law actually governs each specific agreement. Feedback about the Website or services may be used by Opvia without restriction or payment, provided Opvia does not identify the contributor or disclose confidential information without permission.
12. Confidentiality
Each party must protect non-public business, technical, commercial, candidate, assessment, security, and
personal information received through the Website or service discussions; use it only for the purpose
disclosed; and share it only with people who need it and are bound by appropriate duties. Confidentiality
does not apply to information that the recipient can demonstrate was lawfully known without restriction,
becomes public without breach, is received lawfully from another source, or is independently developed. A
legally compelled disclosure may be made after reasonable notice where lawful. More detailed confidentiality
terms in a non-disclosure or Service Agreement control.
13. Privacy and data protection
Personal information is handled as described in the Privacy Policy and, for Website tracking technology
specifically, the Cookie Policy. As those documents explain, Opvia’s own employment relationships with its
India-based staff are governed by Indian law, principally the Digital Personal Data Protection Act, 2023, while
a foreign data-protection law (such as UK or EU GDPR) applies only to processing that specifically concerns an
individual actually located in that jurisdiction, not to Opvia’s business generally merely because a client is
based there. Each party must comply with the data-protection obligations that actually apply to its own role,
maintain appropriate safeguards, and promptly cooperate on relevant requests or incidents. Where Opvia
processes personal information for a client, the parties should enter appropriate data-processing terms
covering instructions, confidentiality, security, subprocessors, international transfers (where a foreign law is
actually engaged), assistance, retention/deletion, audits, and incident notification. The client remains
responsible for the lawfulness of its own instructions and for notices and legal bases within its own control
under whatever law applies to the client’s own operations.
14. Third-party services and links
The Website or services may depend on third-party sites, software, job boards, assessment tools, payment
providers, banks, government portals, office services, devices, or other providers. Their terms and privacy
notices may apply. Opvia is not responsible for an independently controlled third-party service, but this does
not exclude responsibility that cannot lawfully be excluded or Opvia’s obligations under a Service Agreement.
Links are provided for convenience and do not imply endorsement. You are responsible for evaluating thirdparty terms, security, and suitability.
15. Website content and disclaimers
The Website and its content are provided on an “as is” and “as available” basis for general information. To the
fullest extent permitted by law, Opvia disclaims implied warranties of accuracy, completeness,
merchantability, fitness for a particular purpose, non-infringement, uninterrupted availability, and freedom
from errors or harmful components. Opvia does not provide legal, tax, accounting, immigration, investment,
or other regulated professional advice through general Website content. References to compliance support
mean support with Indian compliance obligations within an agreed scope, not a guarantee that a client’s
business, workforce, tax position, permanent-establishment exposure, classification, or conduct complies
with every law in every country the client operates in. Obtain independent advice, in the relevant country, for
decisions affecting your organisation or workers.
16. No guarantee of results
Opvia does not guarantee that a role will be filled by a particular date, that a candidate will accept or remain,
that a team member will meet every expectation, that a dedicated team will achieve a particular commercial
result, or that services will produce revenue, savings, funding, productivity, or other outcomes. Results
depend on market conditions, client decisions and cooperation, management, role design, compensation,
systems, and other factors outside Opvia’s control. Any express service level, replacement commitment, or
warranty must appear in the Service Agreement and is subject to its conditions and exclusive remedies.
17. Limitation of liability
Nothing in these Terms excludes or limits liability that cannot lawfully be excluded, including liability for fraud
or fraudulent misrepresentation, death or personal injury caused by negligence, or any other non-excludable
liability under applicable law.
Subject to the above, and to the fullest extent permitted by law, Opvia will not be liable under these Website Terms for indirect, incidental, special, exemplary, punitive, or consequential loss, or loss of profit, revenue, opportunity, goodwill, anticipated savings, or data, arising from Website use.
Liability cap – Subject to the first paragraph of this section, Opvia’s total aggregate liability arising out of or in connection with your use of the Website under these Website Terms, as distinct from liability under a Service Agreement, which is governed by that agreement, will not exceed the greater of (a) the total amount, if any, you paid to Opvia in the twelve (12) months before the event giving rise to the claim, or (b) INR 50,000. Any recoverable liability must in any event be a direct loss that was reasonably foreseeable and caused by Opvia’s breach.
Liability for paid services is governed by the Service Agreement rather than this Website clause. Any limitation must be interpreted consistently with applicable law.
Subject to the above, and to the fullest extent permitted by law, Opvia will not be liable under these Website Terms for indirect, incidental, special, exemplary, punitive, or consequential loss, or loss of profit, revenue, opportunity, goodwill, anticipated savings, or data, arising from Website use.
Liability cap – Subject to the first paragraph of this section, Opvia’s total aggregate liability arising out of or in connection with your use of the Website under these Website Terms, as distinct from liability under a Service Agreement, which is governed by that agreement, will not exceed the greater of (a) the total amount, if any, you paid to Opvia in the twelve (12) months before the event giving rise to the claim, or (b) INR 50,000. Any recoverable liability must in any event be a direct loss that was reasonably foreseeable and caused by Opvia’s breach.
Liability for paid services is governed by the Service Agreement rather than this Website clause. Any limitation must be interpreted consistently with applicable law.
18. Indemnity
To the extent permitted by law, an organisation using the Website will defend, indemnify, and hold harmless
Opvia and its directors, officers, employees, and agents from third-party claims, damages, penalties, costs,
and reasonable legal fees arising from that organisation’s unlawful Website use, material breach of these
Terms, infringement by submitted material, unauthorised disclosure or misuse of candidate information, or
unlawful instructions (including any instruction that would require Opvia to evade Indian law governing its
own employment relationships). This indemnity does not apply to the extent a claim was caused by Opvia’s
breach, negligence, wilful misconduct, or another matter for which indemnification cannot lawfully be
required. Candidate and consumer indemnities, if any, should be reviewed for fairness and enforceability.
19. Suspension and termination
Opvia may suspend, restrict, or terminate Website access where reasonably necessary to address security,
unlawful conduct, material breach, non-payment under an applicable Service Agreement, legal requirements,
risk to another person, or discontinuation of the Website. Where practical and appropriate, we will provide
notice and an opportunity to remedy. You may stop using the Website at any time. Ending Website use does
not end a Service Agreement or employment relationship. Provisions concerning intellectual property,
confidentiality, privacy, accrued payment obligations, disclaimers, liability, indemnity, disputes, and
provisions intended by nature to survive will continue.
20. Changes to the Website or Terms
We may update the Website and these Terms. Revised Terms will be posted with a new “Last updated” date.
Material changes will receive additional notice where required and will apply prospectively. Changes to paid
services require the process stated in the Service Agreement; continued Website use will not by itself amend
a signed Service Agreement.
21. Governing law and dispute resolution
Before commencing formal proceedings, the parties will attempt in good faith for 30 days to resolve a dispute
through written notice and discussions between authorised representatives.
Default governing law and forum for these Website Terms – Unless a Service Agreement states otherwise for disputes arising under it, these Terms and any dispute relating to the Website (including its formation, validity, or termination) are governed by the laws of India, and the parties submit to the exclusive jurisdiction of the competent courts at Kolkata, West Bengal, India. This default does not apply to a dispute that a specific Service Agreement expressly and validly assigns to a different governing law or forum, which will control for that agreement.
This governing-law clause is about the Website Terms and Opvia’s contractual relationships, not a claim that Indian law displaces a client’s own employment law for the client’s own staff, or that a client’s law extends to Opvia’s employment of its India-based team, those questions are addressed in Section 8 and the Privacy Policy respectively, not by this clause.
Nothing in this section prevents either party from seeking urgent interim or injunctive relief in any court of competent jurisdiction, or limits any non-waivable right or remedy available to a consumer or worker under mandatory local law (for example, an Opvia employee’s statutory rights under Indian labour law, which cannot be contracted away by this clause or by any Service Agreement).
Default governing law and forum for these Website Terms – Unless a Service Agreement states otherwise for disputes arising under it, these Terms and any dispute relating to the Website (including its formation, validity, or termination) are governed by the laws of India, and the parties submit to the exclusive jurisdiction of the competent courts at Kolkata, West Bengal, India. This default does not apply to a dispute that a specific Service Agreement expressly and validly assigns to a different governing law or forum, which will control for that agreement.
This governing-law clause is about the Website Terms and Opvia’s contractual relationships, not a claim that Indian law displaces a client’s own employment law for the client’s own staff, or that a client’s law extends to Opvia’s employment of its India-based team, those questions are addressed in Section 8 and the Privacy Policy respectively, not by this clause.
Nothing in this section prevents either party from seeking urgent interim or injunctive relief in any court of competent jurisdiction, or limits any non-waivable right or remedy available to a consumer or worker under mandatory local law (for example, an Opvia employee’s statutory rights under Indian labour law, which cannot be contracted away by this clause or by any Service Agreement).
22. General terms
If part of these Terms is unenforceable, it will be modified to the minimum extent necessary or severed, and
the remainder will continue. A delay in enforcing a right is not a waiver. You may not assign these Terms
without Opvia’s written consent; Opvia may assign them as part of a reorganisation or transfer of business,
subject to applicable law.
These Terms are the entire agreement concerning Website access and use, but do not replace a Service
Agreement, employment agreement, candidate notice, or other specific agreement. The Privacy Policy and
Cookie Policy describe personal-information and technology practices and are not treated as contractual
consent or as a waiver of privacy rights. Headings are for convenience. “Including” means “including without
limitation.”
23. Contact
Legal entity: AVE Enterprises, an Indian partnership firm trading as Opvia
Registered address: 12th Floor, 8 Abanindra Nath Thakur Sarani, Kolkata, West Bengal 700017, India
Legal and privacy email: contactopvia@gmail.com
Phone: +91 79800 74354
Websites: https://opviahq.com
