10 Best Employer of Record in the Philippines for 2026

The best Employer of Record services in the Philippines help you hire local talent quickly, stay compliant with tax and labor laws, and manage payroll without needing to open a local entity.

Whether you’re already working with remote staff in the Philippines or just starting to explore hiring there, managing everything legally and efficiently can feel overwhelming—especially if you’re not familiar with BIR, DOLE, or local employment standards.

From confusing government processes to the costs of setting up a legal entity, these challenges often delay or derail international hiring plans. That’s why EOR services are such a game-changer: they take on the legal risk and administrative work so you can focus on growing your team and delivering results.

As someone who’s reviewed dozens of global EOR providers, I’ve created this guide to the best Employer of Record services in the Philippines. It’s designed to help you compare your options, avoid compliance pitfalls, and choose a provider that fits your business goals—whether you're hiring your first Filipino team member or scaling an entire regional team.

Best Employer of Record in the Philippines: Pricing Comparison Chart

This comparison chart summarizes pricing details for my top Employer of Record selections for hiring staff in the Philippines to help you find the best EOR service for your budget and business needs.

	Tool	Best For	Trial Info	Price
1	Deel Hire	Best for compliant hiring in the Philippines	Free demo available	From $599/user/month	Website
2	RemoFirst	Best for budget-conscious remote team expansion	Free demo available	From $199/user/month	Website
3	Remote People	Best for helping companies scale quickly	Free demo available Book Demo	From $199/user/month Get Custom Pricing	Website
4	G-P	Best for flexible global payment options	Free demo available	Pricing upon request	Website
5	Borderless AI	Best platform for quick expansion	Free demo available	From $579/month	Website
6	TopSource	Best for 24/5 dedicated support	Free demo available	Pricing upon request	Website
7	Payoneer Workforce Management	Best for multi-country hiring	Free demo available	From $199/user/month	Website
8	Papaya Global	Best for an AI-based payroll engine	Free demo available	From $499/employee/month	Website
9	Justworks	Best for local employee benefits access	Not available Book Demo	From $599/employee/month Get Custom Pricing	Website
10	Smart Outsourcing Solution	Best for managing local employment contracts	No free trial available	From $190/user/month	Website

Featured Tools

1. 

   Remote People

   This is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.

   5

   Visit Website
2. 

   Checkr

   This is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.

   4.5

   Visit Website
3. 

   Paycor

   This is an aggregated rating for this tool including ratings from Crozdesk users and ratings from other sites.

   4.3

   Visit Website

Reviews of the Best Employer of Record Services in the Philippines

Below are my detailed reviews of the best EOR services in the Philippines for hiring and managing talent compliantly. I’ve highlighted each provider’s key services and explained why I included them in this list, to give you insight into my selection process. Plus, there are several additional bonus options below if you’d like a few more options to consider!

1

Deel Hire

Best for compliant hiring in the Philippines

• Free demo available
• From $599/user/month

Visit Website

Rating: 4.9/5

Deel helps global companies hire and manage employees in the Philippines without setting up a local entity. What makes Deel stand out is its ability to offer localized benefits—including private health insurance, pension, and life coverage—all fully compliant with Philippine labor laws. It’s ideal for growing organizations that want to provide Filipino employees with high-quality, locally relevant benefits while staying compliant and efficient.

Who Is Deel Hire Best For?

Deel Hire is best suited to HR, legal, and people operations teams at mid-sized and enterprise companies that need support hiring employees in the Philippines while managing compliance with local labor and employment regulations.

Why I Picked Deel

I picked Deel because it goes beyond basic EOR functionality by enabling you to offer locally competitive health and welfare benefits to your Filipino employees. Through its local entity and partnerships with regional benefits providers, Deel manages healthcare, pension, and social security contributions automatically, so your team enjoys the same protections as directly employed staff.

Its onboarding process typically takes just two days in the Philippines, and compliance is handled by in-country legal experts who monitor regulatory updates. I also like how Deel’s platform combines payroll, benefits, and contract management in one place, giving your HR team full visibility across global hires while maintaining local accuracy.

Deel Key Services

Here are some standout services worth highlighting:

• Localized Benefits Management: Offer health insurance, life coverage, and pension aligned with Philippine standards.
• Two-Day Employee Onboarding: Hire compliant Filipino employees quickly through Deel’s local entity.
• Global Payroll Dashboard: Manage salaries, benefits, and taxes for all hires in one interface.
• Visa & Immigration Support: Handle relocations or work visa processes internally for employees moving to the Philippines.

Deel Integrations

Integrations include BambooHR, Xero, QuickBooks, NetSuite, Workday, Greenhouse, Slack, Google Workspace, and Time Doctor.

Pros and Cons

Pros:

• Onboards employees in an average of two days
• Handles all statutory contributions (SSS, PhilHealth, Pag-IBIG) automatically
• Offers private health, pension, and life benefits tailored to the Philippines

Cons:

• Smaller teams may find pricing higher than contractor options
• Migration to a direct local entity later can require transition steps

LEARN MORE ABOUT DEEL HIRE:

• Check out Deel Hire on their website

2

RemoFirst

Best for budget-conscious remote team expansion

• Free demo available
• From $199/user/month

Visit Website

Rating: 4.5/5

RemoFirst is an EOR platform covering hiring, payroll, compliance, contractor management, and benefits across 180+ countries, with built-in support for visa and work permit processing.

Who Is RemoFirst Best For?

RemoFirst is a natural fit for startups and early-stage companies hiring their first international employees in the Philippines on a tight budget.

Why I Picked RemoFirst

RemoFirst's monthly flat rate is genuinely one of the lowest fixed-fee EOR prices I've seen, which is what makes it the right pick for budget-conscious teams. I also like that its aggregated payroll invoicing lets me consolidate my entire global team into a single monthly payment rather than managing individual invoices per country. The built-in contractor-to-employee conversion tool is another feature I rely on—when a Philippines-based contractor is ready to go full-time, I can switch their status without exiting the platform or re-onboarding from scratch.

RemoFirst Key Services

• Statutory benefits administration: Automatically enroll Philippines-based employees in SSS, PhilHealth, and Pag-IBIG contributions per local requirements.
• Visa and work permit support: Manage immigration documentation and work authorization for foreign nationals hired in the Philippines.
• IP and invention assignment agreements: Generate and store compliant IP protection agreements alongside employment contracts.
• Employee self-service portal: Give Philippines employees direct access to their documents, payslips, and time-off requests without HR acting as intermediary.

RemoFirst Integrations

Integrations include BambooHR, ADP Workforce Now, and GoCardless.

Pros and Cons

Pros:

• Comprehensive compliance management
• Ability to provide locally relevant employee benefits
• Robust employee support

Cons:

• No mobile app available
• Service availability may vary by region

New Product Updates from RemoFirst

March 15 2026

RemoFirst Launches BambooHR Integration

RemoFirst has launched a BambooHR integration for enhanced global hiring and HR management. For more details, visit RemoFirst's official site.

LEARN MORE ABOUT REMOFIRST:

• Check out RemoFirst on their website
• Read my in-depth review of RemoFirst
• Explore best alternatives to RemoFirst
• Oyster HR vs. Remofirst
• Deel vs. RemoFirst
• Papaya Global vs. RemoFirst

3

Remote People

Best for helping companies scale quickly

• Free demo available
• From $199/user/month

Visit Website

Rating: 5/5

Remote People is an employer of record platform that covers hiring, payroll, compliance, and benefits administration across 150+ countries, with recruitment built directly into the same service.

Who Is Remote People Best For?

Remote People is a strong fit for growing companies that need to hire internationally without the overhead of setting up legal entities in each country.

Why I Picked Remote People

Remote People earns its spot on my shortlist because it combines recruitment and EOR into one workflow, which means I don't need a separate vendor to source candidates before hiring through the platform. I also like its 48-hour onboarding timeline—locally compliant contracts are generated and sent for e-signature without delay. The capped security deposit model is another feature I find genuinely useful for fast-scaling teams, since it keeps working capital predictable even when hiring senior Philippine talent.

Remote People Key Services

• Multi-country payroll: Run payroll across 150+ countries in local currency, with tax and social security contributions automatically calculated, withheld, and filed.
• Time and leave management: Track hours, approve PTO, and manage statutory leave entitlements by jurisdiction from a single dashboard.
• Expense management: Submit, approve, and reimburse global expenses in one workflow, with country-specific tax treatment applied automatically.
• Equipment provisioning: Source, ship, and recover laptops and peripherals worldwide, with returns and disposal handled by Remote People.

Remote People Integrations

Integrations are not publicly listed.

Pros and Cons

Pros:

• Candidate placement guarantee
• Dedicated client support contact
• Wide recruitment network

Cons:

• No publicly listed integrations
• Some services available only in certain regions

LEARN MORE ABOUT REMOTE PEOPLE:

• Check out Remote People on their website
• Read my in-depth review of Remote People
• Remote People vs. Deel
• Remote People vs. RemoFirst
• Remote People vs. Rippling

4

G-P

Best for flexible global payment options

• Free demo available
• Pricing upon request

Visit Website

Rating: 4.5/5

G-P helps companies hire and manage employees in the Philippines without needing a local entity. It’s ideal for businesses expanding globally that want flexibility in how they pay teams, offering multiple currency and payment options—including cryptocurrency. With G-P, organizations can onboard talent quickly while staying compliant with Philippine labor laws.

Who Is G-P Best For?

G-P is best suited to HR, payroll, and finance teams at mid-sized and enterprise companies that need flexible payment and payroll support for employees in the Philippines as part of broader international workforce operations.

Why I Picked G-P

I picked G-P because it makes global hiring simple while giving your team flexibility in managing payments and compliance. You can onboard employees in the Philippines within days using locally compliant contracts tailored to national regulations.

The platform supports over 180 currencies and offers flexible payment methods like bank transfers, Venmo, and even cryptocurrency, making it ideal for companies managing distributed teams.

I also like that G-P’s AI assistant, G-P Gia, helps answer HR questions and automate tasks, reducing administrative work for your internal teams. Plus, you’ll have access to local HR experts who understand Filipino labor laws and cultural nuances, making it easier to navigate in-country compliance.

G-P Key Services

Here are some standout services worth highlighting:

• Automated Onboarding: Set up new hires within days using local, compliant contracts.
• AI Assistant (G-P Gia): Provides instant HR guidance and task automation throughout the employee lifecycle.
• Expense Management: Track and approve expenses in real time across international teams.
• Dedicated Support Team: Get access to experts familiar with Philippine regulations and HR practices.

G-P Integrations

Integrations include BambooHR, Workday, SAP SuccessFactors, HiBob, QuickBooks, Xero, Deel, and NetSuite.

Pros and Cons

Pros:

• Provides local expertise in Philippine labor and tax laws
• Includes AI assistant for HR support and automation
• Offers payments in 180+ currencies, including crypto options

Cons:

• Integration setup can take time for first-time users
• Limited customization for advanced HR workflows

LEARN MORE ABOUT G-P:

• Check out G-P on their website
• Read my in-depth review of G-P

5

Borderless AI

Best platform for quick expansion

• Free demo available
• From $579/month

Visit Website

Rating: 4.9/5

Borderless AI is an AI-native EOR platform that covers employee onboarding, payroll in 170+ countries, contractor management, compliance, and benefits administration, with built-in AI agents for contracts, HR queries, and compensation benchmarking.

Who Is Borderless AI Best For?

Borderless AI is a strong fit for growth-stage and mid-market companies that need to hire in the Philippines fast, without waiting weeks for onboarding or tying up cash in upfront salary deposits.

Why I Picked Borderless AI

Borderless AI earns its spot on my shortlist because it's the fastest path to a hired, onboarded Philippines employee I've found, with a 7-day onboarding timeline versus the 3–6 weeks I've seen from other providers. What makes that speed credible is that Borderless AI owns its legal entities in 170+ countries rather than routing through third-party vendors. I also appreciate that there's no upfront salary deposit required, which removes a real cash flow barrier when you're scaling fast.

Borderless AI Key Services

• AI contract generator: Generate Philippines-compliant employment contracts automatically using Borderless AI's built-in AI contract tool.
• Automated statutory contributions: Borderless AI withholds income tax and manages SSS, PhilHealth, Pag-IBIG, 13th-month pay, and overtime automatically each pay cycle.
• Customizable local benefits: Set up mandated and supplemental benefits—like healthcare and allowances—on a per-employee basis directly in the platform.
• HRGPT: Ask Philippines-specific HR and compliance questions and get instant, accurate answers from Borderless AI's built-in AI agent.

Borderless AI Integrations

Borderless AI integrates with ADP Workforce Now and Paychex.

Pros and Cons

Pros:

• Facilitates international expansion without the need for local entities
• Offers clear, flat-rate pricing
• Provides an AI-powered assistant

Cons:

• Reporting and analytics tools are not extensive
• Does not offer direct recruitment or applicant tracking functionalities

LEARN MORE ABOUT BORDERLESS AI:

• Check out Borderless AI on their website
• Read my in-depth review of Borderless AI

6

TopSource

Best for 24/5 dedicated support

• Free demo available
• Pricing upon request

Visit Website

Rating: 5/5

TopSource is an EOR service covering 180+ countries that handles Philippines hiring, payroll, compliance, and employee onboarding through a dedicated account management model rather than a self-serve platform.

Who Is TopSource Best For?

TopSource is a strong fit for growing companies that want a high-touch, relationship-based EOR service rather than a self-managed software platform.

Why I Picked TopSource

I've included TopSource in my top picks because the 24/5 dedicated phone support is genuinely different from what most EOR providers offer. Most platforms route you to a ticketing system or chatbot when a Philippines compliance question comes up mid-cycle. With TopSource, you get a named account manager plus direct access to in-country specialists who can answer payroll, benefits, and HR questions on the spot. I also like that quarterly account reviews are built into the model, so your Philippines employment setup gets proactively checked rather than left on autopilot.

TopSource Key Services

• Customizable employment contracts: Build Philippines-specific employment contracts that reflect local labor law requirements and your company's terms.
• Bespoke benefits design: Configure benefits packages tailored to the Philippine market to support hiring and retention.
• Hands-on employee onboarding: TopSource manages the full onboarding process for each Philippines hire, rather than leaving it to a self-serve workflow.
• Global employment dashboard: Track and manage your Philippines employees alongside any other international hires from a single dashboard, with an API available for integrations.

TopSource Integrations

TopSource offers integrations with Workday, SAP SuccessFactors, UKG, BambooHR, HiBob, Personio, Keka, Greenhouse, Lever, Workable, and JazzHR.

Pros and Cons

Pros:

• Flexible, customizable contract options
• Strong compliance and HR advisory
• Operates in over 180 countries

Cons:

• Occasional delays in customer support
• Pricing available only on request

LEARN MORE ABOUT TOPSOURCE:

• Check out TopSource on their website

7

Payoneer Workforce Management

Best for multi-country hiring

• Free demo available
• From $199/user/month

Visit Website

Rating: 4.6/5

Payoneer Workforce Management is a strong fit for global companies that want to hire and pay workers in the Philippines without setting up a local entity. It helps solve common pain points like navigating local compliance, managing cross-border payroll, and onboarding workers across different countries from one system. What makes it stand out is its combined platform and service-backed support for managing employees and contractors across 160+ countries.

Who Is Payoneer Workforce Management Best For?

Global HR teams and finance leaders at companies hiring or managing employees in the Philippines and other international markets.

Why I Picked Payoneer Workforce Management

I picked Payoneer Workforce Management because it helps you hire across multiple countries without setting up separate local entities. Your team can onboard employees and contractors, manage local employment requirements, and run payments through one platform, which is useful when hiring in the Philippines and other markets. I also like that it supports payroll in 70+ currencies, so you can pay workers in their local currency instead of managing separate banking arrangements. Its compliance support and localized hiring workflows also help reduce the administrative work that comes with multi-country hiring.

Payoneer Workforce Management Key Services

These services help employers hire and support workers compliantly across different countries.

• Automated employment contracts: Provides compliant contracts tailored to Philippine labor laws and other local regulations.
• Digital onboarding workflows: Supports document collection, background checks, and onboarding coordination for new hires in one place.
• Time-off and leave management: Handles employee leave tracking, request management, and approval workflows through the platform.
• Expense reimbursement processing: Manages expense submission, approval, and reimbursement with compliance checks built in.

Payoneer Workforce Management Target Industries

Marketing agencies, digital marketers, IT outsourcing agencies, web and mobile app developers, creators, and professional services firms.

Payoneer Workforce Management Specialties

Employer of record, agent of record, contractor management, global onboarding, multi-currency payroll, localized benefits, and labor law compliance.

Pros and Cons

Pros:

• Automated document management for new employees
• Localized compliance for Philippine labor laws
• Transparent fee structure with no hidden costs

Cons:

• Reporting features lack advanced customization
• Benefits administration options are less flexible

LEARN MORE ABOUT PAYONEER WORKFORCE MANAGEMENT:

• Check out Payoneer Workforce Management on their website
• Read my in-depth review of Payoneer Workforce Management

8

Papaya Global

Best for an AI-based payroll engine

• Free demo available
• From $499/employee/month

Visit Website

Rating: 4.4/5

Stands out as a top Employer of Record (EOR) provider in the Philippines, delivering a platform that streamlines global payroll, hiring, and compliance management. With solutions tailored specifically for the Filipino market, they ensure businesses remain aligned with local employment laws and regulatory requirements, making international workforce management more straightforward.

Why I picked Papaya Global: Papaya Global earned a spot in this list due to its comprehensive platform that combines payroll, HR, and compliance in a single, user-friendly interface. This integration simplifies managing international staff, and the platform’s emphasis on local compliance allows businesses to operate in the Philippines confidently and without legal concerns.

Papaya also offers a self-guided tour, showing payroll professionals how to leverage their technology to efficiently automate and oversee global payroll with full compliance.

Papaya Global Key Services:

Papaya Global provides comprehensive talent management services, including enhanced compliance, liability coverage, contract management, immigration and visa support, data security, and enterprise-grade payroll processing powered by an AI-based payroll engine.

Their EOR support extends to HR services such as onboarding, benefits administration, and employee assistance. This comprehensive offering equips businesses to deliver a positive, supportive experience for their Filipino employees, promoting satisfaction and retention.

Pros and Cons

Pros:

• Integrated HR functionalities
• Strong compliance and regulatory support
• All-inclusive global payroll solution

Cons:

• Occasional delays in customer support response times
• Limited options for platform customization

LEARN MORE ABOUT PAPAYA GLOBAL:

• Check out Papaya Global on their website
• Read my in-depth review of Papaya Global

9

Justworks

Best for local employee benefits access

• Not available
• From $599/employee/month

Visit Website

Rating: 4.6/5

Justworks offers a solution for businesses looking to expand their workforce in the Philippines by simplifying international hiring through its Employer of Record (EOR) services. It stands out for local employee benefits access, helping companies offer structured benefits alongside payroll and employment support. With a focus on compliance and administrative guidance, Justworks assists businesses in managing global employment while navigating the requirements of international expansion.

Who Is Justworks Best For?

Justworks is best suited to HR and people operations teams at small and mid-sized companies that need access to locally compliant employee benefits in the Philippines while supporting distributed international teams.

Why I Picked Justworks

I picked Justworks for its local access to employee benefits, which helps companies offer structured benefits to employees hired in the Philippines. This can support hiring and retention efforts by aligning compensation packages with local expectations. The platform also manages payroll and compliance responsibilities for businesses without a local entity, helping teams operate in the Philippines while handling employment administration through its EOR model.

Justworks Key Services

In addition to local employee benefits access, Justworks offers:

• Onboarding Support: Facilitates the smooth integration of new hires into your organization, reducing the time and resources spent on administrative tasks.
• Time Tracking: Offers tools to manage employee hours and productivity, ensuring accurate payroll processing.
• PTO Management: Simplifies the tracking and management of paid time off, aligning with local labor laws.
• HR Support: Provides expert guidance on employment regulations and best practices, reducing the risk of compliance issues.

Justworks Integrations

Integrations include QuickBooks, Xero, BambooHR, JazzHR, Guideline, and Mineral. An API is also available for custom integrations.

Pros and Cons

Pros:

• Centralizes payroll, HR, and health insurance administration
• Fast responses from support team for payroll questions
• Clear employee dashboard for benefits and pay information

Cons:

• Reporting tools offer limited in-depth business insights
• Fewer advanced HR features than larger enterprise platforms

LEARN MORE ABOUT JUSTWORKS:

• Check out Justworks on their website
• Read my in-depth review of Justworks

10

Smart Outsourcing Solution

Best for managing local employment contracts

• No free trial available
• From $190/user/month

Visit Website

Smart Outsourcing Solution is a Philippines-based employer of record service that manages local employment contracts, payroll, tax filings, statutory benefits, and HR compliance for companies hiring remote workers in the Philippines.

Who Is Smart Outsourcing Solution Best For?

Smart Outsourcing Solution is a good fit for small to mid-sized businesses hiring their first remote employees in the Philippines.

Why I Picked Smart Outsourcing Solution

Smart Outsourcing Solution earns its spot on my shortlist because of how it handles local employment contracts in the Philippines. I like that it's registered with DOLE, PEZA, and BIR, meaning it files SSS, PhilHealth, and Pag-IBIG contributions and issues locally compliant payslips without you needing to manage any of that. It also includes IP assignment agreements and NDAs as part of its contract setup, which matters if you're bringing on developers or marketing staff who'll work with proprietary assets.

Smart Outsourcing Solution Key Services

• Onboarding and offboarding management: Handles the full employee lifecycle, from compliant onboarding in 5–10 days to offboarding, including all required documentation.
• Global payroll processing: Manages end-to-end payroll for Philippines-based employees, including salary disbursement, statutory deductions, and payslip generation.
• Permanent establishment risk mitigation: Structures employment so your business avoids triggering a taxable presence in the Philippines without a local entity.
• GDPR-compliant data handling: Routes all employee and business data through encrypted tools and security protocols that meet international data protection standards.

Smart Outsourcing Solution Integrations

Smart Outsourcing Solution doesn't have any native integrations.

Pros and Cons

Pros:

• Strong customer support and communication
• Flexibility in scaling operations up or down as needed
• Access to a diverse talent pool with specialized skills

Cons:

• Limited control over outsourced processes
• Communication barriers due to time zone differences

LEARN MORE ABOUT SMART OUTSOURCING SOLUTION:

• Check out Smart Outsourcing Solution on their website

Other EOR Services in the Philippines

Here are some other EOR service providers in the Philippines that didn’t make it into my top 10 shortlist, but are still worth considering:

1. Rippling

   For payroll tax compliance

2. Multiplier

   For all business sizes

3. Pebl

   For compliance and risk mitigation

4. Remote

   For competitive and cost-effective benefits packages

5. Rivermate

   For managing the local social security system

6. Atlas HXM

   For small businesses or startups

7. Omnipresent

   For hiring without a legal entity

8. Skuad

   For intellectual property protection

9. Horizons

   For flexible contracts with no termination fee

10. Links International

    For quick employee onboarding

11. AYP Group

    For Asian market expertise

12. Oyster HR

    For localized expertise and support

13. Native Teams

    For secure and compliant employment

14. Mercans

    For flexible payment systems, including cryptocurrency

15. Safeguard Global

    EOR service for NGOs and non-profit organizations

Market Details for Hiring in the Philippines

• Capital City: Manila
• Currency: Philippine Peso (PHP)
• Payroll Frequency: Bi-monthly
• Official Language: Filipino & English
• Approx. Population: 115 Million
• Public Holidays: 18 days (with regional variations)

Why Hire Employees in the Philippines?

Hiring employees based in the Philippines offers several advantages, including lower salary costs, coupled with strong English proficiency and a high level of education. Filipino workers are also known for their strong work ethic, commitment to excellence, and adaptability, which contributes to their success in remote roles. 

The Philippines is viewed globally as a leader in the business process outsourcing (BPO) and information technology outsourcing (ITO) industries, offering deep talent pools in customer service, virtual assistance, IT services, and software development. 

In addition, the country’s cultural compatibility with Western business practices makes it an attractive market for companies looking to hire remote workers for specialized roles.

Selection Criteria for Employer of Record Philippines 

To select the top EOR providers for this list, I focused on what really matters when hiring in the Philippines through an Employer of Record: staying compliant, running smooth payroll, offering competitive local benefits, and making onboarding as easy as possible.

Here’s are the criteria I used to make these recommendations:

Core Employer of Record Services (25% of total score): For inclusion in this list, each EOR provider needed to deliver these essential services:

• A corporate structure enabling compliant, legal employee hiring across multiple countries without needing a local entity
• Multi-currency payroll and tax management that adheres to local regulations
• Support in creating competitive, locally compliant benefits packages
• Guidance on navigating Filipino visa and work permit processes for expatriate employees
• Strong data privacy and security practices that meet international standards

Additional Standout Services (25% of total score): To differentiate the top EOR services, I focused on any unique or advanced services offered, such as:

• Technology platforms that streamline payroll and HR processes with an intuitive design
• Specialized knowledge in hiring within specific countries or industries
• Services tailored to remote work compliance and global mobility
• Expert support for complex immigration cases
• Assistance with international IT needs, like managing equipment, software, and asset tracking
• Emphasis on sustainable, eco-friendly employment practices

Industry Experience (10% of total score): To evaluate the industry experience of each EOR service provider, I considered the following:

• Years of experience in the EOR field
• Recognitions or certifications in international HR and payroll
• Knowledge depth of local labor laws across different jurisdictions
• Competence in new markets, indicated by the number of countries with local expertise
• A proven record of supporting global expansions
• Team credentials and expertise, if available

Customer Onboarding (10% of total score): To get a sense of each provider's customer onboarding process, I considered the following factors:

• Availability of onboarding resources, such as fact sheets, guides, FAQs, and training materials
• Support for integrating the provider’s software with existing HR systems
• Direct access to onboarding specialists, support teams, or account managers

Customer Support (10% of total score): Since EOR providers act as legal employers for remote teams, timely, effective support is essential. To evaluate the level of customer support each company offered, I considered the following:

• Availability of multilingual support across various time zones
• Multiple support channels, such as phone, email, and live chat
• Responsiveness and effectiveness in issue resolution based on customer feedback
• Access to dedicated account managers for ongoing assistance

Value for Price (10% of total score): To gauge the overall value of each service, I considered the following factors:

• Transparent pricing models with no hidden fees
• Comparison of services provided against cost
• Flexible service packages suitable for various business sizes and needs

Keep in mind that EOR services are complicated, and because of that the price tag can sometimes be high. However, the prices for their services still offer a good ROI considering the complexity of the premium-grade services you're gaining.

Customer Reviews (10% of total score): Evaluating customer reviews is the final element of my selection process, which helps me understand how happy real users are with a service. To determine this, I considered the following factors:

• Consistently high ratings on review platforms
• Feedback regarding ease of use for EOR services
• Testimonials on excellent customer support and issue resolution

Using this assessment framework helped me identify the employer of record services that go beyond basic requirements to offer additional value through unique services, deep industry experience, smooth onboarding, effective support, and overall value for price.

How to Choose an Employer of Record in the Philippines

An EOR service can simplify the process of hiring and managing staff in the Philippines, including all compliance-related requirements. To help you choose the best EOR service for your business needs, keep the following points in mind:

• What talent management problems are you trying to solve? Identifying your current challenges will help you narrow your search on an EOR provider in the Philippines that can address them on your behalf. These challenges may include sourcing staff in the Philippines who speak English or have specific skills, managing compliance with the Philippines' employment laws and tax regulations, paying employees in Philippine Pesos (PHP), or offering local health benefits to your Filipino.

Pro Tip on How to Choose

“It is advisable to select an EOR who has been successfully employing people in the country of interest for at least 3 years. By doing this you are more likely to engage an EOR that “has seen it all” and has had a chance to go through several cycles of employment in that country.” ~Alice Ferretti, Founder of HumansR

• What outcomes are important and how will you measure success? Proactively determine how you will measure the success of your new EOR relationship. For example, are you hoping to tap into a new customer base abroad, or reduce the amount of time you spend on global payroll-related issues? Being clear on your desired outcomes upfront is crucial to avoid wasting valuable time.
• Who will benefit from the service? Who will be your in-house contact person for the new EOR relationship? Do they have specific needs from the EOR provider that would improve their day-to-day work tasks?
• What is your budget? To evaluate cost, estimate how many employees you anticipate hiring in the Philippines. Since EOR providers typically charge a monthly fee for each new hire, this will help you anticipate your monthly costs.
• Would the EOR platform work with your technical requirements? Consider how the service provider's software ecosystem would work alongside your existing workflows and systems. Would their software framework integrate with your existing HR software, or would you face data management roadblocks?

Remember, every business is different — don’t assume that a Philippines employer of record service will work for your organization just because it's popular. Instead, focus on sourcing a provider that offers the best fit for your active needs and challenges.

What is an Employer of Record in the Philippines?

An Employer of Record (EOR) in the Philippines is a third-party service that legally hires employees on your behalf, handling payroll, tax compliance, and labor regulations. You maintain control over the employee’s work, while the EOR manages all legal and administrative responsibilities required by local law.

This service is used by global companies that want to hire talent in the Philippines without opening a local entity. It solves key challenges like navigating complex labor rules, reducing hiring delays, and avoiding compliance risks.

Why Use an Employer of Record Service in the Philippines?

Hiring in the Philippines involves more than issuing an offer letter. Employers need to manage payroll withholding, SSS, PhilHealth, Pag-IBIG, 13th-month pay, statutory leave, holiday pay, and DOLE-compliant employment practices.

An employer of record (EOR) lets you hire without setting up a Philippine entity first. The EOR becomes the legal employer, handles payroll and statutory contributions, and helps you stay compliant with the Labor Code, BIR withholding rules, and mandatory benefits requirements.

Deciding Between an EOR and a Legal Entity in Philippines

If you're trying to decide between using an EOR or set up your own legal entity in the Philippines, it's important to understand the differences as each comes with its own level of complexity, cost, and timeline.

To help you decide which approach is right for your business, here’s a quick side-by-side comparison of what each option typically involves:

Using an EOR is typically the faster, more flexible option—especially if you’re testing the market, scaling quickly, or hiring just a few employees.

Setting up a legal entity may make sense for companies with long-term plans to establish a physical presence or scale significantly in the Philippines, but it comes with more responsibility and overhead.

EOR vs Permanent Establishment in the Philippines

When hiring in the Philippines, the key risk is creating a taxable or “doing business” presence. A foreign company that operates locally may need to register and comply with Philippine tax and corporate requirements, depending on the nature of its activities. The Revised Corporation Code sets rules for foreign corporations transacting business in the Philippines.

Risk increases if your company:

• Maintains a local office or operating base
• Employs people directly in the Philippines
• Allows employees to negotiate or conclude contracts on your behalf
• Carries out sustained revenue-generating activity locally

How EORs Protect From Permanent Establishment Risk

An EOR helps reduce this risk by separating your company from the local employment relationship.

• The EOR is the legal employer. Employees are hired by the EOR, not directly by your company.
• No Philippine entity is required. You can hire without immediately incorporating or registering a branch.
• Payroll and statutory filings stay local. The EOR manages payroll withholding, social contributions, and employment administration.
• The relationship is service-based. Your company contracts with the EOR through a B2B service agreement.
• Employee authority can be limited. Roles can be structured so employees do not bind your company commercially.

This reduces risk, but it does not eliminate it completely if employees are performing core business, sales, or contract-signing functions.

Hiring in the Philippines: Important Details

Here are some key details to note if this is your first time hiring staff in the Philippines. Your EOR provider will manage these compliance details on your behalf. However, proactively informing yourself of these details is always recommended before you invest your resources into sourcing staff based in the Philippines.

In the Philippines:

• Employment laws in the Philippines are set by the Department of Labor and Employment (DOLE). This includes labor standards, rights, and occupational safety, under the guidance of the Labor Code of the Philippines and other labor-related legislation​.
• You can hire employees (full-time, part-time, casual, fixed-term, project-based, or seasonal) or contractors. Your Filipino EOR provider can help you determine the best hiring option for your needs while also avoiding potential employee misclassification errors.
• The Philippines has both mandatory payroll deductions and social security contributions that must be collected, including the following:
  • Social Security System (SSS) for pensions and disability
  • PhilHealth for healthcare, and
  • Pag-IBIG Fund for housing loans and savings.
• The Philippines has two official languages: Filipino and English. Most international business is conducted in English. Other languages that are widely spoken include Cebuano, Hiligaynon, Ilocano, and other regional dialects​.
• The standard working week in the Philippines is 48 hours per week for a 6-day work week. The maximum number of consecutive working days per week is 6 days.
  • Overtime is allowed under the Labor Code and is calculated at 125% of the regular hourly rate for any hours worked above the standard 8-hours per day. 
• In the Philippines, a 13th-month payment is paid to employees in December. It amounts to 1/12th of an employee’s annual pay.
• Paid vacation in the Philippines starts at 5 days of incentive leave per year, for employees who have worked at least one year. 
• There are 18 national public holidays in the Philippines that employees are paid for. Understanding and complying with employment norms and legal requirements surrounding Filipino public holidays is one area where your EOR service will shine, managing these occurrences hassle-free on your behalf.
• National public holidays in the Philippines include:
  • New Year's Day (January 1)
  • Chinese New Year
  • Maundy Thursday
  • Black Saturday
  • Good Friday
  • Day of Valor
  • Eid'l Fitr
  • Labor Day
  • Independence Day
  • Eid'l Adha
  • Ninoy Aquino Day
  • National Heroes Day
  • All Saints’ Day
  • Bonifacio Day
  • Immaculate Conception
  • Christmas Holiday (December 24)
  • Christmas Day (December 25)
  • Rizal Day
  • New Year’s Eve (December 31)
• The Philippines offers maternity leave and paternity leave.
  • The maternity leave entitlement is 105 days of paid leave, plus 15 additional days for single parents, paid by the SSS.
  • The paternity leave entitlement for fathers is 7 days of paid leave for the first-born child, paid by the employer.
• Paid sick leave is not nationally mandated in the Philippines. However, many employers offer at least 5 days of annual sick leave. 
• The probationary period in the Philippines is 6-months. 
• The termination terms in the Philippines are mandated by the Labor Code. As of 2025, the minimum termination notice period is 1 month.
• Severance pay is only provided if termination is due to authorized causes (i.e., redundancy of business closure), and is calculated at one month’s pay per year of service. This is another area where a local Filipino EOR can provide assistance to ensure the termination and severance processes are handled correctly.

This overview reflects the most up-to-date (mid‑2025) employment regulations in the Philippines. Your EOR will manage all these aspects, but understanding them helps you set realistic expectations and evaluate providers effectively.

Tax Overview for Employers in the Philippines

Payroll compliance in the Philippines involves both tax withholding and mandatory social contributions.

• Employers act as withholding agents. BIR Form 1601-C applies to employers required to deduct and withhold taxes on compensation paid to employees.
• Compensation withholding follows BIR tax tables. BIR provides withholding tax tables and tools for payroll calculation.
• SSS contributions are mandatory. The SSS contribution rate increased to 15% effective January 2025, with updated salary credit thresholds.
• PhilHealth contributions are mandatory. For 2025, PhilHealth confirmed a 5% premium rate, using a monthly basic salary floor of PHP 10,000 and ceiling of PHP 100,000.
• Employers must remit PhilHealth contributions. Employers deduct the employee share and remit it together with the employer share through approved payment/reporting systems.
• Pag-IBIG contributions also apply. Employers must account for housing fund contributions for covered employees.

Total Cost of Employment in the Philippines

The Philippines has a few major cost items that should be modeled beyond base salary.

• 13th-month pay is mandatory. This effectively adds one month of pay for covered employees each year.
• Employer contributions apply. SSS, PhilHealth, and Pag-IBIG contributions increase payroll cost.
• Holiday and overtime premiums can add up. Work on regular holidays, special holidays, rest days, or beyond standard hours may require premium pay.
• Separation pay may apply in some terminations. Authorized-cause dismissals can create additional cost.

In practice, the listed monthly salary is only part of the total cost. The biggest predictable add-on is 13th-month pay, followed by employer contributions and premium pay obligations.

Trends in Employer of Record Services

As more companies go global, the demand for smooth, compliant international hiring continues to grow. In response, EOR providers are stepping up—using smarter tech, more flexible features, and integrated HR tools to simplify everything from payroll to onboarding.

Here are the key trends redefining how EOR services work in today’s market:

• Immigration Support: Demand is rising for immigration services, such as visa and work permit sponsorships, which make it significantly easier for companies to acquire global talent.
• Specialized Services for Diverse Needs: More EOR providers now include services like intellectual property (IP) and invention rights protection, as well as equity planning, to address specific needs of diverse clients.
• Enhanced Employee Benefits Packages: EOR providers increasingly go beyond basic healthcare to offer comprehensive benefits packages, including enterprise-level health coverage, stock options, and relocation bonuses, highlighting a commitment to attracting and retaining global talent.
• AI-Backed Knowledge Bases: Some providers (such as Deel) now incorporate AI-backed knowledge bases that provide legally vetted answers to common questions, enabling clients to access information about specific country hiring requirements without needing direct support.

These trends indicate the direction of EOR services, making it easier for companies to navigate the complexities of global expansion. For detailed insights into EOR providers leading these trends, see our in-depth reviews of Oyster HR, Skuad, and Omnipresent.

Key Services of Employer Of Record Philippines

When selecting employer of record Philippines, keep an eye out for the following key features:

• Global payroll management: Take the headache out of international payroll. Your EOR partner handles all salary payments, tax deductions, and compliance with Philippine payroll regulations, making sure your people get paid accurately and on time—no matter where they’re based.
• Compliant hiring and onboarding: Onboard new team members in the Philippines effortlessly. The EOR ensures that every employment contract, documentation, and process meets local laws so you never have to worry about accidental violations.
• Employment law compliance: Navigating Philippine labor regulations can be tricky. EORs keep you on the right side of the law, handling government registration, contract requirements, and regulatory updates, so you’re always covered.
• Benefits administration: Attract top talent with competitive perks. Your EOR manages health insurance, leave policies, and social security contributions, giving your employees the benefits they expect without drowning you in paperwork.
• Tax filing and reporting: Don’t get tripped up by the BIR. The EOR prepares, files, and manages all your employment-related tax documentation in the Philippines, so you avoid fines and focus on your business.
• Risk mitigation: Reduce liability. The EOR assumes responsibility for employment risks like wrongful termination or regulatory missteps, so you don’t have to worry about costly surprises.
• Termination support: If things don’t work out, your EOR will guide you through a compliant, respectful separation process, ensuring all legal and financial obligations to the departing employee are met.
• Local expertise: With an on-the-ground understanding of Philippine business culture and labor market trends, an EOR can offer tailored advice to help you launch, grow, and pivot with confidence.

Common Employer Of Record Philippines AI Features

Many of these solutions are incorporating AI features to improve the customer experience, for example:

• Automated payroll issue detection: AI scans your payroll data for anomalies or errors before they become problems, catching things like duplicate payments or calculation mistakes instantly.
• Automated document verification: AI quickly checks and authenticates employee documents, saving you hours on manual reviews and minimizing risks of human error or fraud.
• Smart compliance monitoring: AI algorithms track ever-changing Philippine labor laws and notify you of updates, helping you stay out of legal hot water and react fast to new requirements.
• Predictive analytics for workforce planning: Use AI to forecast hiring needs, salary benchmarks, and turnover trends, so you can make smart staffing decisions ahead of time.
• Chatbot-driven employee support: With AI-powered chatbots, your team in the Philippines gets instant answers to HR questions 24/7—no more waiting days for help with payroll, benefits, or leave.

Benefits of an Employer of Record Service

For organizations looking to expand internationally, EOR services offer a smart solution to bypass the complexities of global employment laws and operational liabilities. Partnering with an EOR provides clarity, confidence, and compliance for companies exploring global expansion.

Here are several benefits you’ll gain by using an EOR service:

• Quick Market Entry: For companies seeking to test new markets or hire talent abroad without establishing a local entity, an EOR offers a rapid, efficient solution to start operations, saving valuable time and resources.
• Simplified Global Payroll: EORs simplify managing international payroll by handling tax deductions, withholdings, and currency conversions, ensuring employees are paid accurately across borders.
• Global Compliance & Risk Mitigation: EORs offer expertise in navigating complex employment laws, tax regulations, and insurance requirements across multiple jurisdictions, helping protect businesses from compliance risks.
• Enhanced Benefits Negotiation: Leveraging extensive networks, EORs can secure competitive international insurance rates and benefits packages on your behalf, improving your ability to attract and retain top talent globally.
• Improved Cost Effectiveness: Compared to the substantial costs of establishing a foreign entity—including legal fees, office infrastructure, and local benefits—an EOR is a cost-effective route for entering new markets.

Recognizing the advantages of an EOR service can be instrumental for strategic planning and operational efficiency. As businesses target international markets, an EOR partnership provides a streamlined, cost-effective, and compliant path to global growth.

If you’re making the case to upper management, emphasize the cost savings and simplicity of hiring international employees through an EOR. This approach may be just what you need to gain their support for an EOR partnership.

Costs & Pricing for Employer of Record Services

Typically, the cost of an EOR service follows a fee per-employee, per-month pricing model, which can vary widely depending on a range of factors. This model allows for scalability and predictability in budgeting for international expansion efforts.

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

Pro Tip on EOR Pricing

“While their expertise and assumption of liability can be extremely valuable to the organization, EOR fees can be significant. As a rule of thumb, they tend to add value in countries where organizations have less than 3-5 full-time employees.” ~Alice Ferretti, Founder of HumansR

Key factors that can influence the pricing of an employer of record service include:

• Geographic Location: Costs can vary significantly based on the country or countries you're hiring in. This is due to local economic conditions, labor laws, and the complexity of compliance requirements.
• Employee Seniority and Role Complexity: The level and nature of the roles being filled can also impact the monthly cost. Senior positions or roles requiring special qualifications may increase the price due to higher benefits and compensation management costs.
• Number of Employees: The total number of employees being managed can also impact the cost. In some cases, higher volumes may lead to volume discounts, making per-employee costs more economical.
• Custom Requirements: Any specific needs beyond the standard service offering may also contribute to the monthly cost. This may include customized solutions for recruitment, specialized employee onboarding, or unique compliance requirements, all of which can affect pricing.

Some EORs also operate under different pricing models, including a percentage of employee salary model, a fixed pricing model, and custom pricing models.

When considering an EOR service, it is crucial to understand how these factors impact the overall cost to ensure that the service aligns with your business's needs and budget constraints. Anticipating the specific requirements of your international expansion strategy will help you choose the most cost-effective and efficient EOR solution for your needs.

Access Top Talent in the Philippines—Without the Red Tape

Hiring in the Philippines doesn’t have to mean setting up a local entity, navigating labor laws, or getting bogged down in compliance. The best EOR services handle all of that for you, so you can focus on building a high-performing team faster and more confidently.

Whether you're scaling globally or hiring your first remote employee in the Philippines, an EOR makes it simple to stay compliant, reduce risk, and tap into one of Southeast Asia’s most skilled workforces.

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This content is provided for general informational purposes only and does not constitute legal, tax, or other professional advice. It may not be complete, accurate, or current, and laws and practices may change without notice and vary by jurisdiction. You should not act on this information without obtaining advice from qualified legal or tax counsel in the relevant jurisdiction regarding your specific circumstances.