Visas and Work Permits in the Philippines: A Quick Guide for Employers

Hiring or relocating employees to the Philippines is a strategic move for businesses looking to expand their global reach or tap into the country’s skilled workforce. However, when the talent you’re hiring isn’t a local citizen, navigating the legal and immigration landscape can become complex. 

The process involves securing the correct visas and work permits, which requires careful attention to detail to avoid potential legal or financial risks. Missteps in this area can lead to penalties or delays in onboarding, ultimately disrupting business operations. 

For this reason, many companies opt to use an Employer of Record (EOR) service in the Philippines to manage the process seamlessly. EORs act as local hiring partners, simplifying compliance, minimizing risks, and ensuring all legal requirements are met.

This guide walks you through the essentials of hiring foreign employees in the Philippines, including the types of visas available, how to obtain them, critical considerations, and how an EOR can help you confidently navigate the complexities of hiring and relocating talent to this vibrant Southeast Asian market.

Why is Compliance with Immigration Rules Important in the Philippines?

Ensuring compliance with immigration rules when hiring foreign workers in the Philippines is critical for safeguarding your business from significant risks. Non-compliance doesn’t just affect the individual employee—it can have far-reaching consequences for your company’s operations and reputation.

Non-compliance with the Philippines’ immigration or labor laws can result in hefty fines, legal action, or even criminal prosecution for your company. For the employee, working without the proper authorization could lead to deportation and a ban on re-entry, which might disrupt your project timelines or operational goals.

Violating employment laws can also damage your reputation with local authorities and potential business partners. A single compliance misstep might subject your company to ongoing scrutiny, making future work permits or expansion plans in the Philippines unnecessarily challenging.

Who Can Legally Work in the Philippines?

Filipino nationals do not require any special permits or visas to take up employment in the Philippines. However, for non-nationals, the process is more complex and requires careful adherence to immigration and labor regulations.

All foreign individuals who intend to work in the Philippines must secure a valid work visa from the Bureau of Immigration. This visa legally authorizes the individual to be employed within the country, whether on a temporary or long-term basis.

In addition to the work visa, non-Filipino employees are required to obtain an Alien Employment Permit (AEP), which is issued by the Department of Labor and Employment (DOLE). The AEP ensures that the position being filled by the foreign worker does not displace a qualified Filipino citizen and that the employment aligns with local labor market policies.

By securing both a valid work visa and an AEP, your foreign employee will be fully compliant with the Philippines’ legal requirements for employment. Ensuring these steps are completed not only protects the employee but also safeguards your company against regulatory violations.

Who Needs a Work Authorization Check in the Philippines?

In the Philippines, all non-national citizens must undergo a Work Authorization check to ensure they are legally permitted to work within the country. This requirement applies regardless of the individual’s residency status, and includes temporary residents, permanent residents, and work permit holders.

A Work Authorization check is an essential step to confirm that the appropriate visas and permits are in place, protecting both the employee and the employer from potential legal complications. By verifying these credentials early, you can avoid operational disruptions and demonstrate a commitment to full regulatory compliance.

Understanding Work Visas and Permits in the Philippines

To legally live and work in the Philippines, all non-national citizens must secure the appropriate work visa and residency permit. Understanding the distinctions and requirements for these documents is essential for ensuring compliance with Philippine labor and immigration laws.

In the Philippines:

• A work visa grants a foreign national the legal right to live and work in the country. Issued by the Bureau of Immigration, the work visa ensures that the individual meets the necessary qualifications and complies with local immigration policies. Different types of work visas are available depending on the nature and duration of employment.
• A work permit, specifically the Alien Employment Permit (AEP), is issued by the Department of Labor and Employment (DOLE). It confirms that a foreign employee is authorized to perform a specific role in the Philippines and that the position cannot easily be filled by a qualified Filipino worker. The work permit complements the work visa and is a critical step in the employment process.

Securing both a valid work visa and an AEP permit is a non-negotiable requirement for non-nationals working in the Philippines. These documents collectively establish the employee’s legal status and ensure compliance with the country’s labor and immigration regulations.

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Types of Work Visas and Permits in the Philippines

The Philippines offers several types of work visas and permits that allow foreign employees to work while residing in the country. Choosing the right option depends on the nature and duration of the employment arrangement. Below are the primary options for non-national workers.

Temporary Business Visa - 9(a)

The Temporary Business Visa is primarily for short-term business activities, such as attending meetings, conferences, or exploring business opportunities. While it does not permit formal employment, it can be a stepping stone for arranging long-term work authorization. 

Eligibility includes proof of business activity and a return ticket to the individual’s home country.

Pre-Arranged Employment Visa - 9(g)

The Pre-Arranged Employment Visa is the most common work visa for foreign employees engaged in long-term employment with a Philippine-based employer. It requires sponsorship from the employer and verification that the role cannot be filled by a local worker. 

This visa is ideal for professionals, skilled workers, and executives relocating to the Philippines for extended periods.

Treaty Trader’s Visa - 9(D)

The Treaty Trader’s Visa is available to nationals of countries that maintain treaties of commerce and navigation with the Philippines, such as the United States and Japan. It applies to individuals involved in substantial trade or investment activities in the country. 

Eligibility includes proof of treaty qualification, trade or investment activity, and a valid employment contract.

Provisional Work Permit

The Provisional Work Permit (PWP) is a temporary solution that allows foreign nationals to begin working while their long-term work visa application is being processed. This permit is particularly useful for employees who need immediate authorization to work. Applicants must already have a job offer and meet the basic criteria for their intended long-term visa.

Alien Employment Permit

The Alien Employment Permit (AEP) is issued by the Department of Labor and Employment (DOLE) and is a mandatory requirement for most foreign workers in the Philippines. It certifies that the employment of a foreign national will not harm local employment opportunities. 

To qualify, applicants must provide proof of their job offer and the necessity of their expertise for the role.

What are the Eligibility Requirements for Work Visas in the Philippines?

To obtain a work visa in the Philippines, particularly the Pre-Arranged Employment Visa (9(g)), applicants must meet specific eligibility requirements. Below are the general criteria:

• Job Offer and Sponsorship: The applicant must have a valid job offer from a Philippine-based employer willing to sponsor their visa application.
• Proof of Qualification: Evidence of the applicant's skills, experience, or education must demonstrate they are qualified for the role.
• Employment Contract: A signed employment contract specifying the job role, duration, and terms of employment must be submitted.
• Position Justification: The employer must show that the role cannot be filled by a local worker, often requiring a labor market test.
• Clearance Certificates: The applicant may need to provide police clearance from their home country and/or the country of last residence, proving they have no criminal record.
• Medical Examination Results: A medical certificate verifying the applicant is in good health and free from communicable diseases is required.
• Valid Passport: The applicant’s passport must be valid for at least six months beyond the intended duration of their stay.

Meeting these requirements ensures that the applicant complies with Philippine labor and immigration laws and is eligible to work legally in the country.

How to Apply for an Alien Employment Permit in the Philippines

The application process for an Alien Employment Permit (AEP) in the Philippines involves several key steps. Below is a breakdown of the process:

1. Prepare Required Documents: Gather necessary documents, including an AEP application form, a copy of the employment contract, proof of the employer’s business registration, and a copy of the applicant’s passport with a valid visa.
2. Submit the Application: Submit the completed application and supporting documents to the regional DOLE office where the employer’s business is located.
3. Pay the Application Fee: Pay the applicable processing fee, which varies depending on the length of the employment period requested.
4. Await Processing: The DOLE will review the application, verify the submitted documents, and assess whether the employment of the foreign worker aligns with labor market policies.
5. Attend an Interview (if required): The applicant or employer may be asked to attend an interview to provide additional information or clarification about the employment arrangement.
6. Receive the Permit: Once approved, the AEP will be issued, allowing the foreign worker to legally engage in the specified employment in the Philippines.

By following these steps, employers and employees can ensure compliance with local labor laws and secure the necessary authorization for legal employment.

How to Apply for a Work Visa in the Philippines

The application process for a work visa in the Philippines involves multiple steps to ensure compliance with immigration and labor regulations. Below is a step-by-step guide:

1. Secure a Job Offer: Obtain a valid job offer from a Philippine-based employer who will sponsor your visa application.
2. Gather Required Documents: Collect the necessary documents, including a completed visa application form, passport valid for at least six months beyond the intended stay, a copy of the AEP Permit, a signed employment contract, and clearance certificates (e.g., police or medical).
3. Submit the Visa Application: The employer submits the work visa application to the Bureau of Immigration or the Philippine Embassy/Consulate if applying from abroad.
4. Pay the Application Fees: Pay the required fees for visa processing. The fees vary depending on the type of visa and the duration of stay.
5. Attend an Interview (if required): Attend an interview at the Philippine Embassy, Consulate, or Bureau of Immigration to provide additional information and verify application details.
6. Await Approval: The Bureau of Immigration or relevant authority reviews the application and supporting documents to assess eligibility.
7. Receive the Visa: Once approved, the work visa is issued, granting the individual legal authorization to live and work in the Philippines.

Following these steps ensures compliance with Philippine immigration laws and a smoother process for obtaining the necessary work authorization.

How can a Company Sponsor a Work Visa Application in the Philippines?

To sponsor a work visa application for a foreign employee in the Philippines, employers must meet specific requirements to ensure compliance with local labor and immigration laws. 

Here are the key sponsorship requirements:

• Legal Business Registration: The sponsoring company must be legally registered with the appropriate Philippine government agencies, such as the Department of Trade and Industry (DTI) or the Securities and Exchange Commission (SEC).
• Proof of Business Operations: Employers must demonstrate that their business is actively operating, typically through submission of a Certificate of Registration or proof of ongoing business activities.
• Labor Market Test (if applicable): Sponsors may need to provide evidence that the role cannot be filled by a qualified Filipino worker, ensuring the employment of a foreign national aligns with local labor market policies.
• Valid Employment Offer: The employer must issue a formal job offer and an employment contract outlining the role, responsibilities, and terms of employment for the foreign employee.
• Compliance with Wage and Labor Standards: The employer must ensure that the offered position adheres to Philippine labor laws, including minimum wage standards and other employment regulations.
• Commitment to Regulatory Compliance: Employers are responsible for ensuring the foreign employee meets all work visa and permit requirements and remains compliant throughout their employment in the Philippines.

By meeting these sponsorship requirements, employers can facilitate the legal hiring of foreign employees while adhering to Philippine labor and immigration regulations.

Use an EOR to Avoid Immigration Compliance Stress

Navigating immigration and labor compliance in the Philippines can be a daunting task for employers, especially when dealing with complex work visa and permit requirements. This is where an Employer of Record (EOR) can step in to simplify the process and reduce your compliance burden.

An Employer of Record is a third-party organization that serves as the legal employer of your foreign hires. While the employee works directly for your company, the EOR takes on the administrative responsibilities related to employment. 

These responsibilities include ensuring compliance with local labor and immigration laws, assisting with work permit and visa applications, and managing global payroll and related tax obligations.

Working with an EOR provides numerous benefits, including the following:

• Compliance Monitoring: Your EOR will keep you up-to-date with ever-changing labor and immigration laws, reducing the risk of non-compliance.
• Misclassification Insurance Coverage: Protects your business from risks associated with employee misclassification, offering peace of mind.
• Global Hiring Expertise: Provides in-depth knowledge of hiring practices in different countries, streamlining the onboarding process and reducing delays.
• Stress-Free Expansion: Allows you to focus on growing your business while the EOR handles the complexities of international employment.

By partnering with an EOR, employers can confidently hire and relocate talent in the Philippines without worrying about immigration compliance challenges, ensuring a smooth and legally compliant hiring process.

Best Employer of Record Services in the Philippines

If you’re ready to partner with an EOR service in the Philippines, these are my top 10 recommendations:

1. 1. Deel — Best for offering local health benefits to Filipino EOR employees
2. 2. RemoFirst — Best for budget-conscious remote team expansion
3. 3. Omnipresent — Best for hiring without a legal entity
4. 4. Papaya Global — Best for an AI-based payroll engine
5. 5. Atlas HXM — Best EOR partner for small businesses or startups
6. 6. Skuad — Best EOR for intellectual property protection
7. 7. AYP Group — Best EOR service for Asian market expertise
8. 8. Velocity Global — Best for navigating complex regulatory landscapes
9. 9. Links International — Best EOR in the Philippines for quick employee onboarding
10. 10. Horizons — Best for a flexible EOR contract with no termination fee

Show More (5)

Frequently Asked Questions

Here are answers to common questions about work visas and permits in the Philippines.

Does the Philippines offer a digital nomad visa?

No, the Philippines does not currently offer a specific digital nomad visa. However, remote workers can explore alternative visa options, such as the Temporary Business Visa (9a), to stay in the country legally for short-term work-related activities.

How long does it take to get a work visa or work permit in the Philippines?

The processing time for a work visa or work permit in the Philippines typically ranges from 2 to 6 weeks, depending on the specific type of visa, the completeness of the application, and the responsiveness of the relevant authorities. Delays may occur if additional documentation or clarifications are required.

What documents are required for a work permit application in the Philippines?

Documents required for a work permit application in the Philippines typically include a completed application form, a valid passport with applicable visa, a signed employment contract, proof of employer’s business registration, a Certificate of Medical Clearance, and a police clearance from the applicant’s home country.

Additional documents may be requested depending on the specific circumstances or type of permit.

What documents are required for a work visa application in the Philippines?

For a work visa application in the Philippines, applicants typically need a valid passport (with at least six months validity), a completed visa application form, a copy of the Alien Employment Permit (AEP), a signed employment contract, proof of the employer’s business registration, medical clearance, and police clearance from the applicant’s home country.

Additional documentation may be required depending on the visa type and individual circumstances.

How much does it cost to get a work permit and work visa in the Philippines?

The cost of obtaining a work permit and work visa in the Philippines varies depending on the type and duration of the permit or visa. Typically, work permit fees range from PHP 8,000 to PHP 10,000, while work visa fees can range from PHP 6,000 to PHP 12,000 or more.

Additional costs may include processing fees, medical examinations, and document authentication.

How do you renew a work visa or work permit in the Philippines?

To renew a work visa or work permit in the Philippines, applicants must submit a renewal application to the relevant authority (e.g., the Bureau of Immigration for visas or DOLE for permits) before the current document expires.

Required documents typically include the original work visa or permit, an updated employment contract, a valid passport, and proof of continued compliance with labor and immigration laws.

Additional fees may apply, and the renewal process generally mirrors the original application process.

Are family members included in work visa applications in the Philippines?

No, family members are not automatically included in work visa applications in the Philippines. However, dependents may apply for their own visas, such as a 9(a) Temporary Visitor’s Visa or a 13(a) Non-Quota Immigrant Visa, depending on their relationship to the work visa holder and their intended duration of stay. Separate applications and documentation are required for each family member.

How much does an Employer of Record charge in the Philippines?

The cost of an Employer of Record (EOR) in the Philippines varies depending on the provider, the level of service, and the number of employees being managed.

In general, EOR services in the Philippines cost between $250 to $2,000 per employee, per month.

Some EOR service providers, like Skuad and Remofirst, offer services starting at $199 USD per employee per month, whereas others, like Remote, charge between $599 and $699 USD per employee per month, depending on your payment frequency (monthly or annually).

Other EOR companies, such as Globalization Partners, don’t actually disclose their EOR prices publicly, requiring you to request a personalized quote instead.

I recommend consulting directly with several providers to request EOR pricing details tailored to your specific needs.

What are the risks of using an Employer of Record service?

While EOR services offer significant benefits, potential risks include reliance on the EOR’s compliance expertise, which may vary by provider, and less direct control over employment processes.

Additionally, unexpected costs or misaligned service levels can arise if the terms of engagement are unclear.

Selecting a reputable EOR with proven expertise can help mitigate these and other potential risks.

The Bottom Line

Hiring or relocating foreign talent to the Philippines requires careful navigation of work visa and permit requirements, compliance with immigration and labor laws, and an understanding of local regulations. While the process can seem complex, partnering with an Employer of Record simplifies these challenges, ensuring your business remains compliant and your employees are supported.

If you’re considering hiring foreign talent, start by evaluating the specific visa and permit requirements for the role and assessing whether an EOR could help streamline your operations. Taking the time to plan and seek expert guidance now will save you potential legal or financial headaches down the road.

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This content is for informational purposes only, and should not be relied upon as legal advice. We recommend always following the advice of an employment lawyer or EOR partner before making any decisions to hire employees in the Philippines.