As Organizações Profissionais de Empregadores (PEOs) nas Filipinas são parceiros de emprego que ajudam a contratar e gerir trabalhadores filipinos sem estabelecer a sua própria entidade local. Podem tratar de contratos de trabalho, salários, benefícios, subsídio do 13.º mês, autorizações de trabalho e requisitos da legislação laboral, enquanto a sua equipa gere o trabalho diário.
Este guia compara os principais fornecedores com base na experiência local, transparência dos preços, apoio à integração e responsabilidade operacional, ajudando-o a escolher um parceiro adequado para uma contratação ou para uma equipa distribuída em crescimento.
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Our reviews reflect our human editorial judgment, not a sales pitch.
Expert reviewers:
- Phil GrayCOO
Kim BehnkeHR Tech Editor & Analyst
Josh BarkerPeople Ops Manager
Tabela comparativa de PEOs nas Filipinas
Esta tabela comparativa resume os detalhes de preços das minhas seleções dos principais PEOs nas Filipinas:
| Tool | Best For | Trial Info | Price | ||
|---|---|---|---|---|---|
| 1 | Best for multi-currency benefits | Free demo available | From $599/employee/month | Website | |
| 2 | Best for no-aggregator hiring | Free demo available | Pricing upon request | Website | |
| 3 | Best for hiring via owned local entity | Not available | From $8/user/month | Website | |
| 4 | Best for Baker McKenzie-backed PH compliance | Free demo available | From $399/employee/month | Website | |
| 5 | Best for AI-guided onboarding at scale | Free demo available | From $599/employee/month | Website | |
| 6 | Best for payroll cost transparency | Free demo available | From $399/user/month | Website | |
| 7 | Best for AEP and work permit handling | Free demo available | From $599/employee/month | Website | |
| 8 | Best for navigating Philippine termination rules | Free demo available | Pricing upon request | Website | |
| 9 | Best for built-in talent sourcing | Free demo available | From $150/employee/month | Website | |
| 10 | Best for built-in equity and 13th-month pay | Free demo available | From $699/employee/month | Website |
Avaliações de PEOs nas Filipinas
Apresento abaixo os meus resumos dos melhores PEOs da minha lista restrita. Estas avaliações analisam os preços, o apoio à conformidade e a integração de cada fornecedor para o ajudar a escolher o mais adequado.
Best for multi-currency benefits- Free demo available
- From $599/employee/month
Visit WebsiteCustomer Rating:4.9/5
Deel Hire manages multi-country payroll cycles from a single dashboard. Deel Hire is a global employer of record platform that handles Philippine statutory compliance, semi-monthly payroll, benefits administration, and employment contracts.
Who Is Deel Hire Best For?
Deel Hire works well for global expansion leads and finance teams managing headcount across several countries and currencies.
Why I Picked Deel Hire
I've included Deel Hire in my top picks because it supports payroll disbursement in 120+ currencies, which is genuinely useful when your Philippine team includes workers who prefer to receive pay in currencies other than PHP. I also like that the supplementary benefits menu goes beyond statutory minimums, letting you add Maxicare or PhilCare private health coverage directly through the platform. On top of that, Deel's in-house legal team monitors Philippine labor law changes and updates contracts automatically.
Deel Hire Key Features
- Employment contract localization: Generates Philippine-compliant contracts covering probation periods, IP assignment clauses, and local labor code terms, updated automatically as laws change.
- Automated statutory deductions: Payroll runs handle SSS, PhilHealth, Pag-IBIG, and BIR withholding calculations, including Form 2316 issuance, within each semi-monthly cycle.
- Immigration and visa support: Covers 70+ countries with 48-hour visa eligibility assessments, an in-app tracker, and case support for the Philippine AEP and 9(g) visa process.
- Employee self-service portal: Let employees access payslips, tax documents, and time-off balances through a web and mobile portal.
Deel Hire Integrations
Deel Hire offers integrations with QuickBooks, BambooHR, Acumatica, Slack, and Google Workspace. It also offers an API for custom connections.
Pros and Cons
Pros:
- Employees can choose their withdrawal currency
- Private HMO options alongside statutory cover
- Multi-currency benefits support
Cons:
- Co-employment PEO available only in the US
- Payment delays can affect withdrawal timeline
Learn more about Deel Hire:
Best for no-aggregator hiring- Free demo available
- Pricing upon request
Visit WebsiteCustomer Rating:4.8/5
Mercans provides a unified dashboard to monitor global payroll across entities. Mercans is an employer of record service covering 160 countries, including the Philippines. It handles local payroll processing, statutory compliance, employment contracts, and HR administration.
Who Is Mercans Best For?
Mercans is a strong fit for companies hiring across multiple countries that want one EOR provider with no subcontracted partners.
Why I Picked Mercans
I picked Mercans as one of the best because it owns its legal entity in the Philippines outright, with no local service providers or aggregator chains in between. That direct structure means your employment contracts, statutory filings (SSS, PhilHealth, Pag-IBIG, BIR), and DOLE compliance are handled by in-country Mercans staff, not subcontracted partners. I also like the Agent of Record option, which lets Mercans absorb compliance risk directly when misclassification exposure is a real concern.
Mercans Key Features
- Predictive Workforce Analytics: Delivers data-driven cost modeling and insights for global workforce spend.
- Agent of Record service: Absorbs compliance risk directly for contractor engagements, offering a formal risk-transfer option beyond standard EOR.
- 48-hour onboarding timeline: Supports moving from offer to active employment contract within 48 hours through its established Philippine entity infrastructure.
- Multi-currency payroll payments: Disburse payrolls in 103 currencies, including cryptocurrency, with client funds held until two days before the pay date.
Mercans Integrations
Mercans offers integrations with Oracle Cloud HCM, Workday, UKG Pro, BambooHR, Dayforce, and SAP SuccessFactors. An API for custom integrations is also available.
Pros and Cons
Pros:
- In-country staff handle statutory filings
- Detailed SSS and DOLE compliance guidance
- No aggregator between you and employees
Cons:
- Limited public detail on health benefits
- UI can feel more outdated and difficult to navigate
Learn more about Mercans:
Best for hiring via owned local entity- Not available
- From $8/user/month
Visit WebsiteCustomer Rating:4.9/5
Rippling tracks candidate pipeline stages and interview feedback in one view. Rippling is a global employer of record (EOR) platform for hiring, onboarding, and paying workers in the Philippines. It covers payroll, statutory benefits administration, and HRIS records.
Who Is Rippling Best For?
Rippling is a strong fit for global expansion teams and HR leaders who want to hire Philippine employees through a single platform.
Why I Picked Rippling
Rippling earns its spot on my shortlist because it employs workers through its own registered Philippine entity, which matters in a country where labor-only contracting is prohibited. I also like that the payroll engine calculates SSS, PhilHealth, Pag-IBIG, BIR withholding, and 13th-month pay automatically, with semi-monthly pay runs processed in as few as five days.
Rippling Key Features
- EOR-to-direct-hire conversion: If you open your own Philippine entity later, Rippling converts EOR employees to direct hires without re-onboarding them.
- In-country HR and legal advisors: Local advisors with 10+ years of Philippine experience handle terminations, policy questions, and DOLE-related support.
- Employee self-service portal: Let employees access payslips, documents for tax filing, and time-off balances through a web and mobile portal.
- Direct PHP payments: Pays employees and freelancers in Philippine pesos (PHP) by direct deposit.
Rippling Integrations
Rippling offers integrations with Datadog, Asana, Microsoft 365, Jira, Carta, Zoom, QuickBooks, Slack, and Salesforce. An API for custom integrations is also available.
Pros and Cons
Pros:
- Payroll runs in as few as five days
- Automated Philippine statutory payroll calculations
- Direct employer with no partner intermediary
Cons:
- Complex support cases may resolve slowly
- Requires Rippling’s core platform purchase
4Best for Baker McKenzie-backed PH compliancePebl
- Free demo available
- From $399/employee/month
Visit WebsiteCustomer Rating:4.6/5
Pebl guides users through setting employment contract details for new hires. Pebl is an employer of record platform that handles local employment contracts, payroll, statutory contributions, benefits administration, and termination support for companies hiring in the Philippines without a local entity.
Who Is Pebl Best For?
Pebl is a strong fit for global expansion leads and HR teams at mid-sized companies that put legal defensibility first when hiring in the Philippines.
Why I Picked Pebl
Pebl earns its spot on my shortlist because Baker McKenzie, a global employment law firm, vets its compliance framework. In practice, that means Pebl manages authorized-cause termination rules, 13th-month pay, and region-specific minimum wages across 51 daily wage rates without you needing to cross-check a local lawyer. Pebl also reports clearing 100+ audits, a documented track record that matters when DOLE exposure is a risk.
Pebl Key Features
- Employment contract localization: Generates Philippine employment contracts in 25+ languages, reflecting Labor Code rules on probation, notice, and termination.
- Leave tracking: Manages statutory leave on-platform, including 105-day maternity leave, 7-day paternity leave, 13 days of annual leave, and 18 public holidays.
- Employee cost calculator: Estimates total annual hiring costs in the Philippines, factoring in employer-mandated contributions so you can budget before committing.
- Alfie AI assistant: Answers compliance, compensation, and onboarding questions around the clock.
Pebl Integrations
Pebl offers 250+ integrations, including BambooHR, Workday, Greenhouse, NetSuite, QuickBooks, SAP Concur, and Slack. An API for custom integrations is also available.
Pros and Cons
Pros:
- Documents regional wage rates and leave rules
- Compliance framework vetted by Baker McKenzie
- Documented record of hundreds of audits
Cons:
- Complex hires can face onboarding delays
- No built-in HRIS
Learn more about Pebl:
5Best for AI-guided onboarding at scaleG-P
- Free demo available
- From $599/employee/month
Visit WebsiteCustomer Rating:4.5/5
G-P's AI assistant helps employees get instant benefits answers. G-P is a global employer of record platform that lets you hire workers in the Philippines without setting up a local entity, handling payroll, statutory compliance, benefits administration, and employment contracts.
Who Is G-P Best For?
G-P is a strong fit for global expansion leads and HR teams at mid-to-large companies hiring in several countries at once, with the Philippines as one of them.
Why I Picked G-P
I picked G-P as one of the best because its AI-guided onboarding genuinely changes how fast you can bring Filipino talent onto a compliant payroll. Gia, G-P's AI compliance agent, monitors regulatory changes across 1,500+ government sources and flags updates automatically, so your contracts and filings stay current without manual tracking. The onboarding flow includes self-service right-to-work verification and handles Philippines-specific payroll logic like 13th-month pay, night shift differential, and holiday pay multipliers from day one.
G-P Key Features
- Statutory contribution management: Remits SSS, PhilHealth, Pag-IBIG, and BIR withholding tax on your behalf, handling all employer-side filings each pay cycle.
- Philippine-specific payroll logic: Payroll calculations include overtime at 125%, night shift differential, and regular holiday pay at 200%, all built into the automated gross-to-net engine.
- Employment contract generation: Produces PHP-denominated, locally compliant contracts that account for the rank-and-file versus managerial distinction under Philippine labor law.
- Termination and offboarding administration: Manages the two-notice rule, DOLE notification requirements, and severance calculations as the legal employer of record.
G-P Integrations
G-P offers integrations with ADP Workforce Now, BambooHR, HiBob, Workday, SAP SuccessFactors, Okta, Microsoft Entra ID, and Google Workspace. It also provides an API for custom integrations.
Pros and Cons
Pros:
- Strong compliance guidance and support
- AI-guided onboarding supports rapid hiring
- Self-service right-to-work verification
Cons:
- Less mature for pure local PEO workflows
- Support delays complicate urgent payroll questions
Learn more about G-P:
Best for payroll cost transparency- Free demo available
- From $399/user/month
Visit WebsiteCustomer Rating:4.7/5
Playroll lets users track and approve employee expense requests in one place. Playroll is an employer of record platform covering 180+ countries, including the Philippines, where it handles local employment contracts, statutory compliance, semi-monthly payroll processing, and benefits administration.
Who Is Playroll Best For?
Playroll is a good fit for HR directors and global expansion leads who need a detailed, itemized view of Philippines employment costs before hiring.
Why I Picked Playroll
Playroll earns its spot on my shortlist for the payroll cost visibility it gives you before you sign. It publishes a worked employer-cost example on a ₱50,000 salary that breaks down each statutory on-cost (SSS, PhilHealth, Pag-IBIG, 13th-month accrual), so you see the full monthly spend alongside the EOR fee. Its free Employee Cost Calculator and Payroll Tax Calculator let you model other roles and salary levels.
Playroll Key Features
- Labor Code-compliant contract drafting: Generates employment contracts in English or Filipino covering probation periods, termination grounds, and fixed-term conditions.
- Stage-by-stage onboarding timeline: Tracks each hire through a defined sequence—contract (2–3 days), government registrations (5–7 days), and payroll setup (2–3 days)—with progress visible in the dashboard.
- Statutory form filing and remittance: Handles SSS (Form R-1A), PhilHealth (PMRF), Pag-IBIG (MDF), and BIR (Form 1902) registrations, plus monthly and annual tax remittances.
- Dedicated employee success manager: Every employee gets a named support contact for payslip queries, leave requests, and documentation at no extra cost.
Playroll Integrations
Playroll offers integrations with BambooHR, HiBob, and Expensify. It also provides an open API for custom integrations.
Pros and Cons
Pros:
- Detailed termination guidance and employee support
- Free cost and tax calculators
- Transparent Philippines payroll cost modeling
Cons:
- Supplementary benefits details remain difficult to assess
- Reporting is not highly customizable
Learn more about Playroll:
Best for AEP and work permit handling- Free demo available
- From $599/employee/month
Visit WebsiteCustomer Rating:4.6/5
Atlas HXM guides users through contractor classification with structured questions. Atlas HXM is a direct employer of record platform for hiring in the Philippines. It handles PHP payroll, statutory contributions, employment contracts, and benefits administration.
Who Is Atlas HXM Best For?
Atlas HXM is a strong fit for global companies placing foreign nationals in the Philippines that want work authorization and employment handled by one provider.
Why I Picked Atlas HXM
Atlas HXM earns its spot on my shortlist because it handles Alien Employment Permit (AEP) and work permit applications in-house. I've found that when a company needs to place a foreign national in the Philippines, the AEP process alone, including eligibility assessment, case management, and quota compliance, can stall a hire by weeks if it's outsourced separately. Atlas bundles that directly into its EOR service, running on its own owned Philippine legal entity rather than a third-party partner network.
Atlas HXM Key Features
- Statutory contributions management: Calculates and remits SSS, PhilHealth, Pag-IBIG, and BIR withholding in every Philippine payroll run.
- Localized employment contracts: Generates Philippine-compliant contracts covering probation periods, leave entitlements, termination terms, and notice requirements during onboarding.
- Agent of Record (AOR) for contractors: Assesses worker classification, runs quarterly reviews, and provides reclassification cost protection up to $100,000 per contractor.
- Upskilling & L&D perks: Includes Atlas HXM Learning, giving local teams access to 9,000+ courses.
Atlas HXM Integrations
Atlas HXM integrates with Workday, BambooHR, Sage, Paycor, UKG, Okta, and Dayforce. It also provides an API for custom connections.
Pros and Cons
Pros:
- Philippine statutory contributions handled locally
- Directly owned Philippine employing entity
- In-house AEP and work permit handling
Cons:
- Steep learning curve
- Payroll coordination can delay payouts
Learn more about Atlas HXM:
Best for navigating Philippine termination rules- Free demo available
- Pricing upon request
Visit WebsiteCustomer Rating:4.3/5
Safeguard Global covers hiring, payroll, and workforce management within its platform. Safeguard Global is an employer of record (EOR) service covering 187 countries. In the Philippines, it handles employment contracts, statutory payroll, labor compliance, and benefits administration.
Who Is Safeguard Global Best For?
Safeguard Global is a strong fit for global expansion leads and HR teams hiring in the Philippines that want termination guidance documented before the first offer goes out.
Why I Picked Safeguard Global
I’ve included Safeguard Global in my top picks because its Philippines guidance addresses the hardest part of local employment: termination. Philippine labor law separates just causes from authorized causes, each with its own DOLE due-process steps and separation pay calculations, and Safeguard documents both in detail. also like that it handles statutory contributions (SSS, PhilHealth, Pag-IBIG, and BIR withholding) and mandatory 13th-month pay as part of its standard EOR scope.
Safeguard Global Key Features
- Worker classification quiz: A self-serve tool that assesses misclassification risk before you hire, helping you decide whether to engage a Philippine worker as an employee or contractor.
- Employee self-service portal: Lets Philippine employees update personal information and upload documents, reducing administrative back-and-forth for your HR team.
- Regulatory Hub: A continuously updated resource tracking Philippine labor law, payroll, and tax changes from DOLE and BIR.
- Workforce spend analytics: Built-in data charts that give finance teams immediate visibility into total employer burdens, including basic salary, employer contributions, and EOR operational fees.
Safeguard Global Integrations
Safeguard Global integrates with Oracle HCM, Workday, SAP SuccessFactors, and ADP. An API is also available for custom integrations.
Pros and Cons
Pros:
- Handles statutory payroll and benefits locally
- Responsive in-country support
- Detailed guidance on Philippine termination rules
Cons:
- User interface can feel outdated
- EOR model isn't Philippine co-employment
Learn more about Safeguard Global:
Glints TalentHunt lets employers review and filter job applicants efficiently. Glints TalentHub is a PEO and employer of record service for the Philippines. It covers payroll administration, statutory compliance, and benefits management.
Who Is Glints TalentHub Best For?
Glints TalentHub is a good fit for companies entering Southeast Asia that want to hire Philippine talent without managing separate recruitment and EOR vendors.
Why I Picked Glints TalentHub
I’ve included Glints TalentHub in my top picks because it pairs talent sourcing with EOR coverage under one vendor. If you don’t have a candidate lined up, it can shortlist from its regional network within a week, then move straight into onboarding and 13th-month pay administration. I also like that the local specialists handle AEP and 9(g) visa applications.
Glints TalentHub Key Features
- Statutory contributions management: Handles SSS, PhilHealth, Pag-IBIG, and BIR withholding registration and remittance on your behalf.
- Termination and offboarding module: Dedicated support for Philippine just-cause termination, DOLE compliance, and severance calculations.
- Employee self-service portal: Staff can access payslips, submit expenses, track leave, and view attendance through the Managed Talent Platform.
- Private health insurance add-on: Local insurance partner packages are available for EOR employees based in the Philippines.
Glints TalentHub Integrations
Glints TalentHub doesn't have any documented native integrations, public API, webhooks, or Zapier connection.
Pros and Cons
Pros:
- Local immigration and visa assistance
- Philippine statutory filing support
- Unified talent sourcing and employment
Cons:
- Focused on Asia-Pacific markets
- Limited platform workflow controls
Learn more about Glints:
Oyster lets users review itemized payroll costs for global team members. Oyster is an employer of record platform covering the Philippines and 120+ other countries. It handles employment contracts, statutory payroll, and benefits administration.
Who Is Oyster Best For?
Oyster is a strong fit for founders and global expansion teams that include equity in their Philippine offers.
Why I Picked Oyster
Oyster earns its spot on my shortlist because its 13th-month pay is built into payroll calculations with Philippine tax-exempt thresholds (up to ₱90,000) already accounted for, so there's no scrambling every December. Oyster also tracks live regulatory changes like the BIR Revenue Regulations (RR) No. 29-2025, so your Philippine contracts stay current without extra legwork on your end.
Oyster Key Features
- Statutory contribution management: Calculates and remits SSS, PhilHealth, and Pag-IBIG contributions, reflecting rate changes like the 2025 SSS increase to 15%.
- Localized contract generation: Auto-generates Philippine-compliant employment contracts with built-in probation, IP assignment, and non-compete guidance.
- Employee self-service portal: Employees can access payslips, PTO balances, and benefits enrollment through a mobile-friendly, localized app.
- Oyster Shell misclassification assessment: Analyzes contractor misclassification risk and provides aggregate protection up to $500,000 for Philippine contractor engagements.
Oyster Integrations
Oyster offers integrations with BambooHR, Xero, QuickBooks, NetSuite, SAP Concur, and Carta. It also provides an API for custom integrations.
Pros and Cons
Pros:
- Contracts updated for new BIR rules
- Tracks Philippine statutory contribution changes
- Equity grants managed in the platform
Cons:
- Ticket support can delay payroll answers
- Partner-entity model limits local control
Learn more about Oyster:
Outros PEOs nas Filipinas
Eis algumas opções adicionais de PEO que não entraram na minha lista restrita, mas que ainda vale a pena consultar:
- 11Papaya GlobalBest for enterprise payroll with liability transfer
- 12RemoteBest for flat-rate PH hiring with no entity needed
- 13RivermateBest for dedicated account manager support
- 14Employment HeroBest for unified HR and EOR across 180+ markets
- 15MultiplierBest for scaling multi-country hiring
- 16RemoFirstBest for low-cost hiring across 185 countries
- 17Payoneer Workforce ManagementBest for Payoneer-backed global hiring
- 18GlorootsBest for low-cost hiring with no FX markup
How I Evaluate Philippines PEOs
I split my evaluation into three parts: core functionality (legally employing workers in the Philippines and managing SSS, PhilHealth, Pag-IBIG, and BIR filings) carries the most weight. Then I look for standout features like immigration and visa support. Beyond that, I consider cost transparency and termination risk management.
Core Functionality (Table Stakes For This List)
When I'm selecting tools for my list, I score each one on a scale from 0 (does not offer the functionality) to 5 (excels in this area) for each core functionality listed below. I then convert the total into a percentage to help assess each tool's overall fit, with extra weight on any functionalities I've deemed essential.
- Local Employer of Record (Essential): I check whether the provider employs Philippine workers under its own registered entity or relies on third-party partners, since that affects compliance risk transfer.
- Statutory Compliance (Essential): I evaluate how each provider handles SSS, PhilHealth, Pag-IBIG, and BIR filings, looking for automated tracking and timely remittance rather than manual processes.
- Local Payroll Processing: Accurate pay runs on Philippine cycles matter, so I look at how each tool handles overtime, holiday pay, 13th-month calculations, and multi-currency disbursement.
- Benefits Administration: Beyond statutory coverage, I look for supplementary options like HMO enrollment and whether employees get self-service access to manage their own benefits.
- Contract Localization: Each provider should issue employment contracts that reflect current Philippine labor code requirements without needing your legal team to rewrite them.
- HR Support and Documentation: I evaluate onboarding, offboarding, and recordkeeping support, paying attention to response times, dedicated account management, and termination handling.
Once I have a list of tools that meet the criteria, I consider what sets each platform apart.
Differentiating Factors (What Sets Vendors Apart)
Here's how I compare and contrast different vendors:
Standout Features
I look for immigration and visa support that covers 9(g) work permits and Alien Employment Permit applications, since hiring foreign nationals in the Philippines without that capability creates real delays. Equity and bonus administration also matters—I check whether a provider can handle stock options alongside mandatory 13th-month pay, because mismanaging either creates compliance gaps. Employee self-service portals round out my evaluation; when Philippine-based employees can access payslips, leave balances, and tax documents directly, it reduces the volume of routine requests hitting your HR team.
Beyond Features
I check how quickly a provider can onboard a Philippine hire without waiting on entity setup, since delays cost you candidates in a competitive market. Cost transparency matters just as much—I compare per-employee-per-month pricing against percentage-of-payroll models and look for hidden fees around benefits or termination. Termination risk is the other area I evaluate closely. Philippine labor law requires strict just-cause documentation and DOLE due process, so I look for providers with demonstrated experience handling disputes rather than ones that simply promise compliance.
Como escolher um PEO nas Filipinas
Escolha o PEO certo avaliando o seu processo de conformidade local, a exatidão dos salários, a documentação e a forma como gere os riscos laborais.
| Se a sua prioridade for | Procure |
|---|---|
| Se a sua prioridade forAdministração correta das obrigações legais | ProcureResponsabilidade definida por escrito relativamente às declarações à SSS, PhilHealth, Pag-IBIG e BIR |
| Se a sua prioridade forProcessamento salarial previsível | ProcureUm cálculo de exemplo que inclua horas extraordinárias, feriados e o subsídio do 13.º mês |
| Se a sua prioridade forContratação mais rápida | ProcureUm calendário de integração documentado, desde a proposta assinada até ao primeiro processamento salarial |
| Se a sua prioridade forMenor exposição aquando da cessação | ProcureUm processo escrito para justa causa, aviso, documentação e devido processo da DOLE |
Como avaliar a sua lista restrita
- Teste o apoio à conformidade: Envie uma pergunta detalhada sobre as remessas para a SSS, PhilHealth, Pag-IBIG e BIR e avalie a resposta escrita no prazo de dois dias úteis.
- Peça comprovativos do processamento salarial: Solicite um recibo de vencimento filipino com os dados ocultados e um exemplo de cálculo do subsídio do 13.º mês antes de assinar.
- Analise os documentos de trabalho: Solicite o contrato de trabalho proposto e verifique as cláusulas relativas ao salário, horário de trabalho, férias, cessação e benefícios legais.
- Faça um teste de integração: Peça ao fornecedor que trace o percurso de uma contratação hipotética, desde a aceitação da proposta até ao primeiro processamento salarial, utilizando um plano de implementação de cinco etapas.
- Escolha a sua posição relativamente ao risco: Decida se prefere uma entidade local própria, com controlo direto, ou um modelo baseado num parceiro, potencialmente com uma cobertura mais ampla e limites de responsabilidade diferentes.
O que é um PEO nas Filipinas?
PEO nas Filipinas refere-se a serviços de emprego que ajudam as empresas a contratar e gerir trabalhadores nas Filipinas sem estabelecer uma entidade local. Estes prestadores tratam normalmente dos contratos de trabalho, processamento salarial, contribuições legais, benefícios, subsídio do 13.º mês e conformidade laboral. A sua empresa dirige o trabalho diário dos funcionários, enquanto o PEO gere a administração e a documentação essenciais relacionadas com o emprego.
Características dos PEO nas Filipinas
Ao procurar contratar um PEO nas Filipinas, tenha em atenção estas características fundamentais:
- Empregador local registado: O prestador emprega os seus trabalhadores baseados nas Filipinas através da sua própria entidade local ou de um parceiro aprovado, permitindo-lhe contratar sem uma filial nas Filipinas.
- Conformidade legal: Abrange os registos, cálculos, declarações e pagamentos relativos à SSS, PhilHealth, Pag-IBIG e BIR, incluindo o acompanhamento dos prazos.
- Processamento salarial local: Calcula salários, trabalho suplementar, pagamento de feriados, deduções por faltas, impostos e subsídio do 13.º mês de acordo com os calendários salariais das Filipinas.
- Gestão de benefícios: Inscreve os funcionários nos programas governamentais obrigatórios e coordena benefícios suplementares, como a cobertura de saúde.
- Contratos de trabalho adaptados à legislação local: Prepara contratos que refletem os requisitos laborais das Filipinas em matéria de remuneração, horário de trabalho, licenças e cessação do contrato.
- Integração e saída de funcionários: Gere a recolha de documentos, o registo dos funcionários, a confirmação de leitura das políticas, o pagamento final e os registos de saída.
- Autosserviço para funcionários: Dá aos funcionários acesso, através de um portal, a recibos de vencimento, documentos fiscais, saldos de licenças e informações sobre benefícios.
- Imigração e autorizações de trabalho: Apoia a contratação de cidadãos estrangeiros através de pedidos de autorização de emprego para estrangeiros e de vistos de trabalho 9(g).
- Apoio à cessação do contrato: Orienta a sua equipa relativamente aos requisitos de aviso prévio, à documentação de justa causa, ao pagamento final e ao processo devido do Departamento do Trabalho e Emprego (DOLE).
- Apoio dedicado de recursos humanos: Atribui um gestor de conta identificado ou uma equipa local de recursos humanos para responder a questões sobre salários, preocupações dos funcionários e pedidos relacionados com a conformidade legal.
Benefícios dos PEO nas Filipinas
A utilização de um PEO nas Filipinas oferece vários benefícios à sua equipa e à sua empresa. Eis alguns dos benefícios que pode esperar:
- Contratação local mais rápida: Integre funcionários nas Filipinas sem que a sua empresa tenha primeiro de estabelecer uma entidade local.
- Apoio à conformidade legal: Os prestadores gerem os registos, cálculos, declarações e pagamentos relativos à SSS, PhilHealth, Pag-IBIG e BIR.
- Processamento salarial local rigoroso: A administração salarial pode abranger trabalho suplementar, pagamento de feriados, deduções, impostos, pagamento de salários e subsídio do 13.º mês.
- Contratos de trabalho adaptados à legislação local: Os prestadores preparam contratos que abrangem os requisitos laborais das Filipinas, o horário de trabalho, as licenças, a remuneração e as condições de cessação do contrato.
- Gestão de benefícios: Os funcionários podem receber a cobertura governamental obrigatória e ter acesso a benefícios suplementares através de um processo de inscrição coordenado.
- Redução do risco de cessação do contrato: Os especialistas locais de recursos humanos podem orientar relativamente à documentação, aos requisitos de aviso prévio, ao pagamento final e ao processo devido do Departamento do Trabalho e Emprego.
- Autosserviço para funcionários: Os portais dão aos funcionários acesso a recibos de vencimento, documentos fiscais, saldos de licenças, informações pessoais e detalhes sobre benefícios.
Custos e preços dos PEO nas Filipinas
A seleção de um PEO nas Filipinas exige compreender os modelos de preços e os planos disponíveis. Os custos variam consoante as características, a dimensão da equipa, os complementos e os requisitos de emprego. A tabela abaixo resume os planos comuns, os preços médios e as características normalmente incluídas.
Tabela de comparação de planos de PEO nas Filipinas
| Tipo de plano | Preço médio | Características comuns |
|---|---|---|
| Tipo de planoPlano gratuito | Preço médio$0 | Características comunsComparação de prestadores, recursos de conformidade e orientação básica para contratação. |
| Tipo de planoPlano pessoal | Preço médio$500-$800/funcionário/mês | Características comunsContratos de trabalho locais, processamento salarial, contribuições legais e integração de funcionários. |
| Tipo de planoPlano empresarial | Preço médio$300-$600/funcionário/mês | Características comunsTudo o que está incluído no plano pessoal, gestão de benefícios, autosserviço para funcionários e apoio dedicado de recursos humanos. |
| Tipo de planoPlano empresarial de grande dimensão | Preço médio$200-$500/funcionário/mês | Características comunsTudo o que está incluído no plano empresarial, preços baseados no volume, apoio à imigração, relatórios personalizados e assistência na cessação do contrato. |
Perguntas frequentes sobre PEOs nas Filipinas
Aqui ficam algumas respostas a perguntas comuns sobre PEOs nas Filipinas:
Uma PEO nas Filipinas pode contratar trabalhadores sem uma entidade local?
Sim, pode contratar trabalhadores locais sem exigir que a sua empresa constitua uma filial nas Filipinas. O fornecedor emprega os trabalhadores através da sua própria entidade local ou de um parceiro aprovado. A sua empresa continua a orientar o trabalho diário, as responsabilidades e as expectativas de desempenho. Antes de assinar, confirme qual é a entidade que consta dos contratos de trabalho e trata dos registos junto das autoridades. Pergunte também se o fornecedor utiliza um modelo de parceria. Essa estrutura afeta a comunicação, a responsabilidade, o controlo da folha salarial e a rapidez com que o fornecedor pode resolver as preocupações dos trabalhadores.
Quanto tempo demora a integração de um trabalhador filipino?
Os prazos de integração variam consoante o fornecedor, a documentação do trabalhador, os prazos de processamento da folha salarial e a necessidade de apoio em matéria de imigração. Uma contratação local pode normalmente avançar mais depressa do que a de um cidadão estrangeiro que necessite de autorização de trabalho. Peça um calendário por escrito que abranja a proposta assinada, a emissão do contrato, o registo do trabalhador, a configuração da folha salarial e o primeiro pagamento do salário. Deve também confirmar a data-limite mensal da folha salarial. Não cumprir essa data pode atrasar o primeiro pagamento. Peça um plano de integração em cinco etapas antes de escolher um fornecedor e compare depois os prazos entre os fornecedores selecionados.
Uma PEO nas Filipinas pode contratar cidadãos estrangeiros?
Sim, alguns fornecedores apoiam a contratação de cidadãos estrangeiros nas Filipinas, mas os serviços de RH diferem. Pergunte se o fornecedor trata do pedido de autorização de emprego para estrangeiros e do processo de obtenção do visto de trabalho 9(g). Confirme qual das partes prepara os documentos, comunica com as entidades públicas, acompanha as renovações e paga as taxas dos pedidos. O apoio em matéria de imigração pode também ter um preço separado. Não parta do princípio de que um fornecedor que oferece contratação local trata automaticamente das autorizações de trabalho. Obtenha por escrito o âmbito do serviço, o prazo estimado, os requisitos aplicáveis ao trabalhador e a responsabilidade por atrasos nas renovações antes de apresentar uma proposta.
Que documentos devo pedir antes de escolher um fornecedor?
Peça um exemplo de contrato de trabalho, um recibo de vencimento filipino com os dados sensíveis ocultados, o cálculo do 13.º mês, um resumo dos benefícios e o procedimento de cessação. Analise o contrato relativamente ao salário, horário de trabalho, licença, benefícios legais, período experimental e cláusulas de cessação. Verifique se o recibo de vencimento apresenta as deduções exigidas e as contribuições do empregador. Peça instruções por escrito sobre as responsabilidades relativas ao SSS, PhilHealth, Pag-IBIG e BIR. Deve também solicitar o contrato de prestação de serviços, a tabela de preços, o calendário de integração e o processo de escalonamento. Estes documentos revelam como o fornecedor trata a administração diária e o risco laboral.