EOR Philippines: Complete 2025 Guide for Global Companies

Localized Philippines HR Support

Looking to expand into the Philippines without setting up a legal entity? AYP offers trusted Employer of Record Philippines services that enable you to hire, manage, and pay employees compliantly under local labour laws. With our EOR Philippines solution, you gain speed to market and peace of mind while we handle all administrative and legal employment matters on your behalf.

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EOR in Philippines from USD 288
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Key Takeaways

Quick Reference for EOR Philippines Services:

  • Setup Time: 1 day vs 14-20 weeks for local entity
  • Minimum Investment: No capital requirements vs PHP 5+ million for entity setup
  • Compliance: 100% Philippine labor law compliance with expert local support
  • Cost: Starting from USD 350/month per employee (all-inclusive)
  • Coverage: Complete HR, payroll, benefits, and legal compliance management
  • Best For: Companies hiring 1-100 employees, testing market entry, or needing rapid expansion

Why Choose EOR Philippines in 2025: The Philippines' GDP of $394 billion and position as Asia's fastest-growing major economy make it ideal for business expansion. An Employer of Record Philippines eliminates setup complexities while ensuring complete regulatory compliance from day one.

What is an Employer of Record Philippines?

An Employer of Record (EOR) Philippines is a third-party service that legally employs your workers in the Philippines on your behalf. While you maintain day-to-day management control, the EOR handles all legal employment responsibilities, payroll processing, benefits administration, and compliance with Philippine labor laws.

The EOR model has become increasingly popular in the Philippines as businesses recognize the country's potential as Asia's fastest-growing major economy. With the Philippines government actively promoting foreign investment through initiatives like the CREATE Act, Bayanihan to Recover as One Act, and the Digital Philippines 2030 program, international companies are seeking efficient ways to tap into this market without the complexities of establishing local entities.

How EOR Philippines Works

Your Responsibilities EOR Responsibilities
Day-to-day employee management Legal employment contracts
Performance oversight Monthly payroll processing
Strategic direction Tax withholding & filing
Project assignments SSS/PhilHealth/Pag-IBIG contributions
Company culture Benefits administration
Goal setting Work permit assistance

The relationship between your company and the EOR creates a seamless employment experience where you retain complete operational control while transferring all legal and compliance obligations to local experts who understand the Philippines' intricate regulatory environment.

Philippines Employment Landscape 2025

The Philippines stands as Asia's fastest-growing major economy and a strategic gateway to Southeast Asia, offering companies access to the world's largest English-speaking workforce outside the US and UK, well-developed digital infrastructure, and a government that actively promotes foreign investment. The country serves as a global hub for business process outsourcing (BPO), information technology, and emerging industries, providing exceptional opportunities for international expansion.

Market Overview

Economic Indicator 2025 Data
GDP $394 billion (Asia's fastest-growing major economy)
Population ~110 million
Labor Force ~45.2 million active workers
GDP per Capita ~$3,580 USD
Currency Philippine Peso (PHP), ~56-58 per USD
Business Language English (official), Filipino

The Philippines Digital Transformation Roadmap represents a PHP1.5 trillion initiative focused on digital infrastructure, e-governance, cybersecurity, and digital skills development. The program aims to create over 2 million digital jobs by 2030, positioning the Philippines as a regional technology and innovation hub.

The country is also positioning itself as a key player in global supply chain diversification, particularly in electronics manufacturing and renewable energy. The Philippines expects significant investment in semiconductor assembly, solar panel manufacturing, and wind energy projects over the next five years.

Key Business Advantages

Advantage Details
English Proficiency World's largest English-speaking workforce outside US/UK
Cost Effectiveness 60-80% lower operational costs vs Western markets
Young Demographics Median age 25.7 years, tech-savvy population
Time Zone Benefits Overlaps with Asia-Pacific and US business hours
Government Support CREATE Act incentives, BOI programs, PEZA benefits
Strategic Location Gateway to 650M+ ASEAN consumers

With the Philippines positioned as the "Silicon Valley of Asia" for BPO and emerging as a major player in global technology services, the country's business-friendly environment continues to attract international investment across multiple sectors.

Philippine Employment Laws & Compliance Requirements

Navigating the Philippines' complex employment landscape presents significant challenges for international businesses. Philippine employment regulations encompass the comprehensive Labor Code of the Philippines, Social Security Law, National Health Insurance Act, and various implementing rules and regulations, making expert guidance essential for business success.

The regulatory framework requires deep understanding of SSS obligations, PhilHealth contributions, Pag-IBIG requirements, Bureau of Internal Revenue (BIR) tax regulations, and the Philippines' work permit processes. Quality EOR service providers must demonstrate expertise across all these areas while offering transparent pricing and comprehensive advisory support.

2025 Minimum Wage Structure

The Philippines implements a regional minimum wage system with rates varying by region and sector, reflecting local economic conditions and cost of living differences.

Region Daily Rate (PHP) Monthly Equivalent
National Capital Region (NCR) 610 ~15,860 PHP
Region IV-A (CALABARZON) 470-550 ~12,220-14,300 PHP
Region III (Central Luzon) 450-500 ~11,700-13,000 PHP
Region VII (Central Visayas) 435-468 ~11,310-12,168 PHP
Other Regions 315-450 ~8,190-11,700 PHP

The minimum wage applies to basic daily pay and varies between non-agriculture and agriculture sectors. Regional Tripartite Wages and Productivity Boards review rates annually, with the latest adjustments effective throughout 2025.

Working Hours & Overtime Regulations

The Philippines Labor Code establishes clear guidelines for working hours and overtime compensation, balancing employee protection with business flexibility.

Regulation Requirement
Standard Hours 8 hours/day, 48 hours/week
Break Time Minimum 60 minutes after 8 hours
Regular Overtime 1.25x rate (exceeding 8 hours/day)
Rest Day Work 1.3x rate (designated rest days)
Holiday Work 2x rate (regular holidays)
Night Shift Differential Additional 10% of hourly rate (10 PM - 6 AM)

Special provisions apply to flexible working arrangements under Republic Act 11165, allowing compressed workweeks and telecommuting arrangements with Department of Labor and Employment (DOLE) guidelines.

Leave Entitlements and Public Holidays

Philippine employees are entitled to various types of leave throughout the year, with entitlements based on company policies and legal requirements.

Leave Type Entitlement Compensation
Service Incentive Leave 5 days annually Full salary
Vacation/Sick Leave Company policy (typically 15-30 days) Full salary
Maternity Leave 105 days 60 days full pay + SSS benefits
Paternity Leave 7 days Full salary
Solo Parent Leave 7 days annually Full salary
Public Holidays 12+ days Holiday pay rates

The Philippines provides 12 regular holidays and several special non-working holidays annually. The Maternity Leave Act provides 105 days for female employees, with recent amendments expanding coverage and benefits.

EOR Philippines vs Entity Setup: Strategic Decision Framework

The choice between establishing a local entity or partnering with an Employer of Record represents a critical strategic decision that impacts timeline, investment requirements, operational control, and long-term business flexibility in the Philippines.

Traditional entity setup in the Philippines can cost over PHP5 million and take 14-20 weeks to complete. This lengthy process includes business registration with the Securities and Exchange Commission (SEC), minimum capital requirements, foreign investment registration with Bangko Sentral ng Pilipinas (BSP), and ongoing regulatory compliance with multiple agencies.

In contrast, EOR providers can reduce setup time by 95%+, enabling immediate market entry without capital investment or administrative burden. This speed advantage becomes crucial in the Philippines' rapidly evolving business environment where first-mover advantage can determine market success.

Factor EOR Philippines Local Entity Setup
Setup Time 1 day 14-20 weeks
Initial Investment USD 0 capital required USD 100,000 minimum
Ongoing Costs USD 288/employee/month Office, admin, compliance costs
Legal Compliance 100% managed by EOR Internal responsibility
Hiring Speed Immediate After full setup
Control Level Operational control Complete control
Scalability Easy up/down scaling Fixed overhead
Risk Level Low (transferred to EOR) High (direct liability)
Best For 1-100 employees, market testing 100+ employees, permanent presence

The EOR model provides particular value for companies testing Philippines market viability, requiring rapid deployment of specialized talent, or managing seasonal workforce variations. The Philippines' 40% foreign ownership limit in most sectors (with exceptions for certain industries) makes EOR an attractive alternative for market entry.

Complete EOR Philippines Process

The EOR implementation process in the Philippines follows a structured approach designed to ensure compliance while minimizing time-to-market. Leading providers have streamlined this process to deliver predictable outcomes within established timelines.

Step 1: Partner Selection & Setup (Days 1-2)

Selecting the right EOR provider requires systematic evaluation of compliance capabilities, local expertise, and service delivery standards. The complexity of Philippine employment regulations and cultural considerations demands thorough due diligence to ensure provider reliability and regulatory adherence.

Activity Timeline Requirements
Due diligence 4-8 hours Verify EOR credentials & SEC registration
Contract negotiation 4-8 hours Define scope, pricing, responsibilities
System setup 2-4 hours Platform access, reporting protocols

Critical evaluation criteria include compliance track record verification, with top providers maintaining zero-penalty track records and providing transparent compliance reporting. Verify provider registration with Philippine authorities and their understanding of Labor Code, SSS, PhilHealth, and Pag-IBIG requirements.

Step 2: Job Definition & Contract Drafting (Days 2-3)

Working with your EOR partner, you'll define the employment structure that complies with Philippine labor standards while meeting your business objectives. This phase requires careful attention to both legal requirements and cultural expectations.

Component Details
Position Documentation Job description, DOLE classification, reporting structure
Compensation Structure Base salary, allowances, benefits, overtime rates
Contract Creation Labor Code compliant terms
Legal Review Employment law verification, Data Privacy Act compliance

Employment contracts in the Philippines must include specific mandatory elements such as employee personal information, detailed job responsibilities, compensation structure, working conditions, and termination procedures. Contracts can be in English or Filipino, with English being standard for international businesses.

Step 3: Employee Onboarding (Days 3-7)

Once contracts are executed, the EOR manages comprehensive onboarding procedures that ensure immediate productivity while maintaining full regulatory compliance across all aspects of Philippine employment law.

Process EOR Responsibility
Registration SSS, PhilHealth, Pag-IBIG enrollment
Documentation Work permits, visa support (foreigners)
Benefits Setup Healthcare, insurance, local benefits
Payroll Configuration Salary structure, deductions, payment method

The onboarding process includes SSS membership, PhilHealth enrollment, Pag-IBIG registration, Tax Identification Number (TIN) assignment, and benefit activation. For foreign employees, the EOR coordinates work permit applications and visa support, ensuring all Bureau of Immigration requirements are met.

Step 4: Ongoing Management Excellence

Continuous compliance management ensures ongoing legal adherence while providing the reporting transparency and operational support necessary for successful business operations in the Philippines' dynamic regulatory environment.

Monthly Tasks Quarterly Tasks Annual Tasks
Payroll processing Compliance reports Labor law updates
Tax withholding SSS/PhilHealth reconciliation 13th month pay calculation
Benefits administration Performance documentation BIR filing support
Leave management Immigration reporting Contract renewals

Professional EOR providers maintain dedicated Philippines legal teams, conduct regular compliance audits, and implement automated regulatory monitoring systems. They provide compliance certificates and regular regulatory updates specific to Philippines requirements, ensuring your business stays ahead of regulatory changes.

Philippines Payroll & Tax Requirements 2025

The Philippines' payroll and taxation system requires precise compliance with Bureau of Internal Revenue (BIR) regulations and Labor Code provisions. Understanding the tax structure, contribution requirements, and processing timelines is essential for compliant employee compensation management.

Recent updates include the TRAIN Law implementation, CREATE Act incentives, and enhanced digital filing requirements, making expert payroll management increasingly valuable for international businesses operating in the Philippines.

Personal Income Tax Structure

The Philippines employs a progressive personal income tax system with rates ranging from 20% to 35% for resident individuals, with recent TRAIN Law modifications providing tax relief for lower-income earners.

Annual Taxable Income (PHP) Tax Rate
Up to 250,000 0%
250,001 - 400,000 20%
400,001 - 800,000 25%
800,001 - 2,000,000 30%
Over 2,000,000 35%

The Philippines also offers various tax incentives under the CREATE Act for qualified business activities, including reduced corporate income tax rates and investment allowances.

Mandatory Employer Contributions

Beyond salary and basic contributions, employers must budget for additional mandatory costs that support the Philippines' comprehensive social security and healthcare framework.

Contribution Employee Rate Employer Rate Cap (Monthly)
SSS 4.5% 9.5% PHP25,000
PhilHealth 2.25% 2.25% PHP80,000
Pag-IBIG 1-2% 2% PHP5,000
13th Month Pay N/A 1/12 of annual salary No cap

*13th Month Pay is mandatory for all employees who have worked at least one month during the calendar year, paid no later than December 24.

Payroll Processing Excellence

Monthly payroll processing follows established timelines that ensure employee satisfaction while meeting all regulatory deadlines and maintaining cash flow predictability for business planning.

Date Activity
Day 25-28 Payroll calculation completion
Day 29-30 Management approval
15th or 30th Salary payment (semi-monthly standard)
10th (next month) BIR tax remittance
10th (next month) SSS/PhilHealth/Pag-IBIG remittance

Philippine practice typically involves semi-monthly salary payments (15th and 30th of each month), though monthly payments are also acceptable. All salary payments are made in Philippine Peso through local bank accounts.

Employee Benefits & Workplace Culture

The Philippines' comprehensive benefits framework combines statutory requirements with competitive market practices, creating attractive employment packages that support work-life balance and employee wellbeing. Understanding both mandatory and discretionary benefits is crucial for designing competitive compensation packages that attract and retain top talent.

Philippine business culture emphasizes relationship-building, respect for hierarchy ("pakikipagkapwa"), and maintaining harmony in professional interactions. English is widely spoken in business settings, making the Philippines particularly attractive for international companies. Understanding cultural nuances around "hiya" (shame/embarrassment), "utang na loob" (debt of gratitude), and family-oriented values significantly enhances business success.

Mandatory Benefits Overview

Philippine employment law establishes comprehensive mandatory benefits designed to protect employees and provide financial security throughout their careers and beyond.

Benefit Requirement Coverage
SSS All employees Retirement, disability, death, sickness benefits
PhilHealth All employees Healthcare coverage
Pag-IBIG All employees Housing loans, savings
13th Month Pay All employees Additional month's salary
Service Incentive Leave 5 days annually Paid leave for eligible employees
Holiday Pay Regular/special holidays Premium rates

SSS provides comprehensive social security benefits including retirement pensions, disability benefits, and survivor benefits. PhilHealth offers universal healthcare coverage, while Pag-IBIG provides housing finance and savings programs.

Competitive Benefits Strategies

While not legally required, competitive employers often provide additional benefits that enhance the total compensation package and improve employee retention in the Philippines' competitive talent market.

Category Common Offerings
Health Insurance HMO coverage, medical allowances
Transportation Service vehicles, allowances PHP3,000-8,000/month
Meals Meal allowances PHP100-200/day
Performance Annual bonuses 1-3 months salary
Development Training, certification, education assistance
Work-Life Balance Flexible hours, work-from-home arrangements

Health Maintenance Organization (HMO) coverage is highly valued, providing access to private healthcare networks beyond PhilHealth coverage. Transportation benefits help offset Manila's traffic challenges, while performance bonuses are often tied to company and individual KPIs.

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Work Permits & Visas for Foreign Employees

Foreign nationals seeking employment in the Philippines must obtain proper work authorization through the Philippines' immigration and labor permit system. The process involves multiple government agencies and requires careful coordination between visa applications and work permit approvals.

The Philippines government has implemented the One Realty system to streamline government processes, though compliance with immigration requirements remains critical for both employers and employees.

Visa Categories for Employment

Different visa categories serve various employment needs, from traditional working visas to specialized programs targeting high-skilled professionals and investors.

Visa Type Purpose Validity Requirements
9(g) Working Visa Pre-arranged employment 1-3 years Labor certification, employer sponsorship
47(a)(2) Working Visa Investors/executives 1 year renewable Investment thresholds, business registration
SIRV Special investor Multiple entry Investment minimums, BOI endorsement
SRRV Special resident retiree Indefinite Age/investment requirements

The Alien Employment Permit (AEP) is required for all foreign workers and must be obtained from the Department of Labor and Employment (DOLE) before starting work in the Philippines.

Work Permit Application Process

The work permit application process requires systematic documentation and compliance with Bureau of Immigration and DOLE requirements to ensure successful approval within established timelines.

Step Timeline Requirements
Labor Market Test 30 days DOLE job advertisement, local recruitment
AEP Application 15-30 days DOLE processing, employer petition
Visa Processing 7-15 days Bureau of Immigration application
ACR-I Card 30 days Alien registration upon arrival

Required documentation includes personal documents (passport, educational credentials, medical certificates), employment documents (contract, company registration, AEP), and financial documents (investment proofs for certain visa types).

Immigration Costs and Considerations

Understanding the full cost structure for work permits and visas enables accurate budgeting for international talent acquisition while ensuring compliance with all regulatory requirements.

Service Cost Range
AEP Application PHP10,000-30,000
Visa Processing PHP3,000-15,000
Annual Registration PHP5,000-10,000
Medical Examination PHP3,000-8,000
Legal/Processing Fees PHP20,000-50,000

Annual requirements include AEP renewal, ACR-I card updates, and various reporting obligations. The total annual cost for maintaining foreign worker status typically ranges from PHP50,000-100,000 depending on visa type and services required.

Termination & Employee Exit Procedures

The Philippines' termination laws balance employer flexibility with strong employee protection, requiring careful attention to legal procedures and legitimate grounds for dismissal. Understanding these requirements is essential for maintaining compliance while managing workforce changes effectively.

Legal termination grounds include just causes (serious misconduct, fraud, breach of trust) and authorized causes (redundancy, retrenchment, business closure). The Labor Code provides detailed procedures for each type of termination, with different notice and compensation requirements.

Severance Pay Requirements

Severance pay requirements vary based on the reason for termination and length of service, providing financial protection for employees during career transitions.

Termination Reason Severance Entitlement
Redundancy 1 month pay or 1/2 month per year (whichever is higher)
Retrenchment 1 month pay or 1/2 month per year (whichever is higher)
Business Closure 1 month pay or 1/2 month per year (whichever is higher)
Just Cause No severance required
Resignation No severance (unless company policy)

Separation pay calculations include basic salary plus regular allowances, with unused service incentive leave also payable upon termination.

Notice Period and Final Settlement

Notice periods provide adequate time for both parties to prepare for employment termination while ensuring orderly business operations.

Termination Type Notice Period
Authorized Causes 30 days to employee and DOLE
Just Causes None required (summary dismissal)
Employee Resignation 30 days (or per company policy)
End of Contract None required

Final settlement must include all accrued benefits, unused leaves, and applicable separation pay. Professional EOR providers manage this process to ensure compliance with Labor Code requirements while maintaining positive employee relations.

Top EOR Providers in Philippines: 2025 Comprehensive Analysis

The Philippines EOR provider market has expanded significantly, with both international and regional service providers competing to serve growing demand from technology companies, BPO firms, manufacturing businesses, and multinational corporations establishing Asian operations.

Selecting the right EOR service provider requires evaluating several critical capabilities specific to the Philippines' complex business environment. Philippine employment law complexity and strong labor protections demand providers with deep local expertise and proven compliance track records.

Leading EOR Philippines Providers

AYP Group leads the Philippines EOR provider market through its unwavering commitment to regulatory excellence, comprehensive advisory support, and complete price transparency. With extensive local expertise and a proven zero-penalty track record in the Philippines' complex regulatory environment, AYP Group delivers unmatched peace of mind for companies expanding into this strategic Asian market.

AYP Group's Philippines operations are built on three core pillars: guaranteed compliance with no penalties, comprehensive advisory services eliminating uncertainty, and complete price transparency with no hidden costs. Their local team maintains deep expertise in Philippine Labor Code, SSS requirements, PhilHealth obligations, and work permit processes, ensuring clients never face compliance surprises.

Remote offers comprehensive EOR services in the Philippines through its global platform, providing standardized processes with local compliance expertise and multi-currency payroll capabilities suited to the Philippines' growing international business environment. Remote manages Philippine employment contracts, government contributions, and provides integrated work permit support for foreign employees.

Deel provides EOR services in the Philippines through its digital-first platform, emphasizing speed and technology integration for the Philippines' rapidly digitalizing business environment. Deel offers rapid onboarding capabilities, automated Philippine tax calculations, and integrated contractor-to-employee conversion services essential for fast-growing technology companies.

Oyster HR delivers EOR services across the Asia-Pacific region with specialized Philippines operations and deep understanding of Philippine business culture and relationship-focused practices. Oyster provides English/Filipino employment contracts, local benefits administration, and comprehensive government contribution management with cultural integration support.

Globalization Partners offers enterprise-grade EOR services in the Philippines with focus on large-scale deployments and complex organizational requirements suitable for major BPO operations and regional headquarters. GP provides dedicated Philippines entity management, comprehensive legal support, and enterprise-level compliance infrastructure.

Service Comparison Framework

Provider Starting Price Key Strengths Best For
AYP Group $288/month Zero-penalty guarantee, transparent pricing, advisory support APAC expansion, high-growth, mid-large enterprises
Deel $599/month Speed, technology integration, contractor conversion Fast-growing startups, tech companies
Remote $699/month Global platform consistency, multi-currency support Technology companies, distributed teams
Oyster HR $699/month Cultural expertise, relationship management Relationship-focused businesses
Globalization Partners Custom pricing Enterprise capabilities, complex deployments Large enterprises, BPO operations

Selection Criteria and Due Diligence

Evaluating EOR service providers in the Philippines requires systematic assessment of compliance capabilities, local expertise, and service delivery standards. The complexity of Philippine employment regulations and strong labor protections demands thorough due diligence to ensure provider reliability and regulatory adherence.

Compliance track record verification should include detailed compliance histories, DOLE penalty records, and regulatory audit results. Top providers maintain zero-penalty track records and provide transparent compliance reporting, with verification of provider SEC registration and understanding of Labor Code requirements.

Local expertise assessment involves evaluating provider teams' Philippines market knowledge, English/Filipino language capabilities, and cultural understanding. Assess their ability to handle regional wage variations and navigate the Philippines' relationship-focused business environment and hierarchical structures that characterize successful Philippine business operations.

Pricing structure transparency requires detailed cost analysis including setup fees, monthly charges, government contribution handling, and potential penalty fees. Compare total cost of ownership and ensure providers offer clear, predictable pricing without hidden charges for regulatory changes, 13th month pay administration, or compliance updates.

Implementation Best Practices

Successfully implementing EOR services in the Philippines requires careful planning, clear communication, and attention to both regulatory requirements and cultural considerations that characterize Philippine business relationships.

Pre-Implementation Preparation

Define your hiring needs clearly, including specific roles, timelines, and budget parameters. Research EOR providers thoroughly, comparing services, pricing, and local expertise while checking references from clients with similar Philippines operations.

Review contracts carefully, paying attention to terms, service level agreements, and termination clauses. Establish clear communication protocols and reporting procedures to ensure smooth ongoing operations and rapid issue resolution.

Cultural Integration Strategies

Understanding and respecting Philippine business culture significantly enhances employee integration and retention. Philippine workplaces emphasize relationship-building ("pakikipagkapwa"), respect for hierarchy, and family-oriented values requiring sensitivity to organizational dynamics and communication styles.

Provide English/Filipino language support as needed while respecting the Philippines' strong family culture. Offer flexible arrangements to accommodate family obligations and recognize local festivals to demonstrate respect for work-life balance and cultural traditions.

Ongoing Success Factors

Monitor monthly payroll accuracy and compliance through regular reviews with your EOR provider. Conduct quarterly compliance checks to stay updated on regulatory changes while maintaining annual contract reviews to update terms and compensation structures.

Track EOR service quality through performance monitoring and plan for expansion as your business grows in the Philippines' dynamic market environment.

Why Choose AYP Group for EOR Philippines?

AYP Group distinguishes itself in the Philippines EOR provider market through its unique combination of guaranteed compliance, comprehensive advisory support, and complete price transparency—delivering unmatched peace of mind for businesses expanding into the Philippines' dynamic and relationship-focused market environment.

Our Philippines Advantage

AYP Group's zero-penalty compliance guarantee sets the standard for Philippines EOR services, backed by deep local expertise and proactive regulatory monitoring across the Philippines' complex employment regulations. Our comprehensive advisory approach eliminates uncertainty by providing strategic guidance on Philippine employment best practices, cultural considerations, and relationship management strategies.

Capability AYP Group Advantage
Local Expertise 15+ years Philippines experience, dedicated local team
Compliance Record 100% compliance rate, zero DOLE violations
Technology Platform Modern HRIS, real-time reporting, mobile access
Customer Support Dedicated account managers, English/Filipino support
Pricing Transparency No hidden fees, clear all-inclusive pricing

Complete price transparency ensures clients understand all costs upfront with no hidden fees for compliance management, government contribution administration, or regulatory changes. This transparency, combined with our advisory expertise, enables accurate budgeting and confident decision-making throughout your Philippines expansion journey.

Comprehensive Service Portfolio

Our Philippines operations combine cutting-edge technology with human expertise, providing real-time compliance monitoring while maintaining the personal relationships and cultural sensitivity essential for successful Philippine business operations.

  • ✅ Employment Law Compliance: Full Philippine Labor Code adherence with zero-penalty guarantee
  • ✅ Payroll Processing: Accurate, timely payments in PHP with automated tax calculations
  • ✅ Benefits Administration: Comprehensive packages including SSS, PhilHealth, Pag-IBIG management
  • ✅ Work Permit Support: Complete AEP applications, visa renewals, and immigration compliance
  • ✅ Tax Management: Optimized withholding, BIR filing, and strategic tax planning
  • ✅ HR Advisory: Cultural guidance, policies, procedures, and employee relations
  • ✅ Risk Management: Comprehensive insurance and liability protection

Get Started with EOR Philippines Today

The Philippines' economy is transforming rapidly, and the businesses that thrive will be those who act fast, hire smart, and scale with agility. Partnering with an Employer of Record like AYP Group gives you a strategic edge—enabling you to unlock the Philippines' market potential quickly, legally, and cost-effectively.

Ready to Expand to the Philippines?

The opportunity in the Philippines is clear: Asia's fastest-growing major economy offers exceptional growth potential, the world's largest English-speaking workforce outside the US/UK, and government support for international businesses. However, success requires navigating complex regulations while respecting local culture and business practices.

Take the next step in your Philippines expansion with confidence:

  1. Free Consultation: Discuss your specific hiring needs with our Philippines hiring experts who understand both regulatory requirements and cultural nuances
  2. Comprehensive Cost Analysis: Receive transparent pricing for your exact requirements with no hidden fees or surprise charges
  3. Compliance Review: Understand all Philippine employment obligations and how we guarantee zero-penalty compliance
  4. Custom Implementation Plan: Get a tailored setup timeline designed around your business objectives and growth strategy

Our Philippines team combines deep local expertise with international best practices, ensuring your expansion succeeds from day one. Whether you're hiring your first employee in the Philippines or scaling an existing operation, we provide the compliance guarantee and cultural guidance essential for Asian success.

Client Success Story

"AYP Group transformed our Philippines expansion by eliminating compliance concerns and providing transparent, predictable costs. Their advisory team's deep local knowledge helped us navigate complex regulatory requirements and cultural expectations while their zero-penalty guarantee gave us complete confidence in our Philippines operations and Asian growth strategy."

— Fintech Company CEO, expanding from Australia to Manila

Start Your Philippines Journey Today

Don't let regulatory complexity delay your Philippines market entry. AYP Group's proven EOR Philippines platform enables you to hire top local talent within days while maintaining full compliance with local employment laws.

Our commitment to transparency, compliance excellence, and client success makes us the preferred EOR provider for discerning businesses entering the Philippines' relationship-focused and family-oriented market.

Ready to unlock the Philippines' potential? Contact AYP Group today and discover how guaranteed compliance and transparent pricing can accelerate your business success in Asia's fastest-growing major economy.

AYP Group has been simplifying global employment across Asia for over a decade. Our Philippines EOR services eliminate compliance complexity while accelerating your market entry with zero penalties guaranteed. Trust the experts who understand both the regulations and the relationships that drive Philippine business success.

Legal Disclaimer: This guide provides general information about Philippines employment regulations and EOR services. Specific legal advice should be obtained from qualified professionals. Employment laws and regulations are subject to change, and this information should not be considered as legal counsel. AYP Group maintains current regulatory knowledge and provides updates to clients as part of comprehensive EOR services.

Frequently Asked Questions (FAQs)

What is Employer of Record Philippines?

An Employer of Record (EOR) in the Philippines legally employs your staff on your behalf, taking care of HR, compliance, tax, and payroll—allowing you to operate without a local entity.

Why choose Employer of Record Philippines over direct hiring?

EOR Philippines allows companies to bypass incorporation, handle SSS/PhilHealth/PAG-IBIG registration, and meet local labor code requirements without direct risk.

Who provides Employer of Record Philippines services?

AYP is a regional expert with a local team in the Philippines, enabling fully compliant hiring through its EOR service.

Can company customize the additional benefits that employees get with an Employer of record (EOR) Philippines?

Yes! With an Employer of record (EOR) in Philippines, benefits may be customized for private health insurance, wellness related programmes, to fit the needs of employees, the local culture or standard practice of the organisation. The Employer of Record (EOR) Philippines partner will be the one to advise and ensure that benefits are compliant with local laws and best practices.

Can AYP sponsor work permits and visas in the Philippines?

Yes. We handle Alien Employment Permits (AEP) and 9G visa processes as part of our Employer of Record Philippines service.

How does AYP onboard Philippines employees?

  • Contract preparation and orientation
  • Optional benefits and digital onboarding

Can I transfer an employee from other countries to the Philippines using EOR?

Yes. AYP facilitates documentation, permits, and contract conversion under our EOR Philippines framework.

How is payroll and tax managed under EOR Philippines?

AYP calculates payroll, applies statutory deductions, and submits reports to BIR and SSS.

What are the income tax obligations for EOR employees in the Philippines?

Philippine-based employees are subject to progressive income tax. AYP handles monthly withholding and annual filing support.

Still have more questions? Contact us today

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