Filipinler'deki Profesyonel İşveren Kuruluşları (PEO'lar), kendi yerel tüzel kişiliğinizi kurmadan Filipinler'de çalışan işe almanıza ve onları yönetmenize yardımcı olan istihdam ortaklarıdır. Ekibiniz günlük işleri yönetirken bu kuruluşlar iş sözleşmelerini, bordroyu, yan hakları, 13. ay ödemesini, çalışma izinlerini ve iş hukuku gerekliliklerini ele alabilir.
Bu rehber, önde gelen sağlayıcıları yerel uzmanlık, fiyatlandırma şeffaflığı, işe alım süreci desteği ve operasyonel sorumluluk açısından karşılaştırarak tek bir çalışan veya büyüyen dağıtık bir ekip için uygun ortağı seçmenize yardımcı olur.
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Expert reviewers:
- Phil GrayCOO
Kim BehnkeHR Tech Editor & Analyst
Josh BarkerPeople Ops Manager
Filipinler'deki PEO'lar Karşılaştırma Tablosu
Bu karşılaştırma tablosu, Filipinler’deki en iyi PEO seçimlerimin fiyatlandırma ayrıntılarını özetlemektedir:
Score legend (out of 5)
- Excellent4.5–5
- Good4–4.4
- Average3–3.9
- Below average2–2.9
- Poor1–1.9
Sorted by: Default
| Tool | Starting Price | Website | |||||||
|---|---|---|---|---|---|---|---|---|---|
Best for multi-currency benefits | 4.0 out of 5 | 4 | 3 | 4 | 4 | 5 | 4 | $599/employee/month Free demo available | Website |
Best for no-aggregator hiring | 3.8 out of 5 | 3 | 4 | 4 | 4 | 4 | 4 | $299/per employee/month Free demo available | Website |
Best for hiring via owned local entity | 4.0 out of 5 | 3 | 4 | 5 | 4 | 4 | 4 | $8/user/month Free trial + free demo available | Book Demo |
Best for Baker McKenzie-backed PH compliance | 3.8 out of 5 | 4 | 4 | 4 | 3 | 4 | 4 | $399/per employee/month Free demo available | Website |
Best for AI-guided onboarding at scale | 3.8 out of 5 | 4 | 4 | 4 | 4 | 3 | 4 | $599/per employee/month Free demo available | Website |
Best for payroll cost transparency | 3.8 out of 5 | 3 | 4 | 4 | 4 | 4 | 4 | $399/user/month Free demo available | Website |
Best for AEP and work permit handling | 4.0 out of 5 | 4 | 4 | 4 | 4 | 4 | 4 | $599/per employee/month Free demo available | Website |
Best for navigating Philippine termination rules | 3.8 out of 5 | 3 | 4 | 4 | 4 | 4 | 4 | Pricing upon request Free demo available | Website |
Best for built-in talent sourcing | 3.8 out of 5 | 4 | 4 | 4 | 4 | 4 | 3 | $150/employee/month Free demo available | Website |
Best for built-in equity and 13th-month pay | 3.7 out of 5 | 4 | 3 | 4 | 3 | 4 | 4 | $699/user/month Free demo available | Website |
Filipinler'deki PEO'lar İncelemeleri
Aşağıda kısa listemde yer alan en iyi PEO’lara ilişkin özetlerimi bulabilirsiniz. Bu incelemeler, doğru olanı seçmenize yardımcı olmak için her sağlayıcının fiyatlandırmasını, uyumluluk desteğini ve işe alım sürecini ele almaktadır.
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
- From $299/per employee/month
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- Free trial + free demo 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/per 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/per 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/per 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:
Filipinler'deki Diğer PEO'lar
Kısa listeme giremeyen ancak yine de göz atmaya değer bazı ek PEO seçenekleri şunlardır:
- 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.
Filipinler'de PEO Nasıl Seçilir?
Yerel uyumluluk sürecini, bordro doğruluğunu, belgeleri ve istihdam riskinin ele alınışını değerlendirerek doğru PEO'yu seçin.
| Önceliğiniz şunlarsa | Şunları arayın |
|---|---|
| Önceliğiniz şunlarsaDoğru yasal işlemler | Şunları arayınSSS, PhilHealth, Pag-IBIG ve BIR bildirimleri için yazılı sorumluluk |
| Önceliğiniz şunlarsaTahmin edilebilir bordro | Şunları arayınFazla mesaiyi, tatilleri ve 13. ay ödemesini kapsayan örnek bir hesaplama |
| Önceliğiniz şunlarsaDaha hızlı işe alım | Şunları arayınİmzalanan tekliften ilk bordroya kadar belgelenmiş bir işe alım takvimi |
| Önceliğiniz şunlarsaDaha düşük fesih riski | Şunları arayınHaklı neden, bildirim, belgelendirme ve DOLE usulüne uygun süreç için yazılı bir prosedür |
Kısa Listenizi Nasıl Değerlendirebilirsiniz?
- Uyumluluk desteğini test edin: SSS, PhilHealth, Pag-IBIG ve BIR ödemeleri hakkında ayrıntılı bir soru iletin, ardından iki iş günü içinde yazılı yanıtı değerlendirin.
- Bordro kanıtı isteyin: İmzalamadan önce sansürlenmiş bir Filipinler maaş bordrosu ve örnek bir 13. ay hesaplaması talep edin.
- İstihdam belgelerini inceleyin: Önerilen iş sözleşmesini talep edin ve maaş, çalışma saatleri, izin, fesih ve yasal yan haklar maddelerini doğrulayın.
- İşe alım denemesi gerçekleştirin: Sağlayıcıdan varsayımsal bir işe alımı kabul edilen tekliften ilk bordroya kadar beş aşamalı bir uygulama planı kullanarak haritalandırmasını isteyin.
- Risk yaklaşımınızı seçin: Doğrudan kontrol sağlayan kendi yerel tüzel kişiliğinizi mi, yoksa potansiyel olarak daha geniş kapsam ve farklı sorumluluk sınırları sunan ortak tabanlı bir modeli mi tercih ettiğinize karar verin.
Filipinler PEO'su Nedir?
Filipinler'de PEO, yerel bir tüzel kişilik kurmadan işletmelerin Filipinler'de çalışanları işe almasına ve yönetmesine yardımcı olan istihdam hizmetlerini ifade eder. Bu hizmet sağlayıcılar genellikle iş sözleşmelerini, bordroyu, yasal katkıları, yan hakları, 13. ay ödemesini ve iş mevzuatına uyumu yönetir. İşletmeniz çalışanların günlük işlerini yönlendirirken PEO, temel istihdam yönetimini ve belgeleri yürütür.
Filipinler'deki PEO'ların Özellikleri
Filipinler'de bir PEO ile çalışmak istediğinizde şu temel özelliklere dikkat edin:
- Yerel kayıtlı işveren: Hizmet sağlayıcı, Filipinler merkezli çalışanlarınızı kendi yerel tüzel kişiliği veya onaylı bir iş ortağı aracılığıyla istihdam eder; böylece Filipinler'de bir bağlı ortaklık kurmadan işe alım yapabilirsiniz.
- Yasal uyum: Son tarihlerin takibi de dahil olmak üzere SSS, PhilHealth, Pag-IBIG ve BIR kayıtlarını, hesaplamalarını, bildirimlerini ve ödemelerini kapsar.
- Yerel bordro işleme: Filipinler'deki ödeme takvimlerine göre maaşları, fazla mesaiyi, tatil ücretini, izin kesintilerini, vergileri ve 13. ay ödemesini hesaplar.
- Yan haklar yönetimi: Çalışanları zorunlu devlet programlarına kaydeder ve sağlık sigortası gibi ek yan hakları koordine eder.
- Yerelleştirilmiş iş sözleşmeleri: Ücret, çalışma saatleri, izin ve işten çıkarma konularındaki Filipinler iş mevzuatı gerekliliklerini yansıtan sözleşmeler hazırlar.
- İşe alım ve işten ayrılış süreçleri: Belge toplama, çalışan kaydı, politika kabulleri, son ücret ve işten ayrılış kayıtlarını yönetir.
- Çalışanların kendi işlemlerini yapabilmesi: Çalışanlara maaş bordrolarına, vergi belgelerine, izin bakiyelerine ve yan hak ayrıntılarına erişebilecekleri bir portal sunar.
- Göçmenlik ve çalışma izinleri: Yabancı uyruklu çalışanların işe alınmasını, Yabancı İstihdam İzni başvuruları ve 9(g) çalışma vizeleri aracılığıyla destekler.
- İşten çıkarma desteği: Ekibinize bildirim gereklilikleri, haklı neden belgeleri, son ücret ve Çalışma ve İstihdam Bakanlığı (DOLE) usulü konusunda rehberlik eder.
- Özel İK desteği: Bordro soruları, çalışan endişeleri ve yasal uyum talepleri için adı belirlenmiş bir müşteri yöneticisi veya yerel İK ekibi görevlendirir.
Filipinler PEO'larının Faydaları
Filipinler'de bir PEO kullanmak ekibiniz ve işletmeniz için çeşitli faydalar sunar. Yararlanabileceğiniz birkaç fayda şunlardır:
- Daha hızlı yerel işe alım: İşletmenizin önce yerel bir tüzel kişilik kurmasına gerek kalmadan Filipinler'deki çalışanları işe alabilirsiniz.
- Yasal uyum desteği: Hizmet sağlayıcılar SSS, PhilHealth, Pag-IBIG ve BIR kayıtlarını, hesaplamalarını, bildirimlerini ve ödemelerini yönetir.
- Doğru yerel bordro: Bordro yönetimi; fazla mesaiyi, tatil ücretini, kesintileri, vergileri, maaş ödemelerini ve 13. ay ödemesini kapsayabilir.
- Yerelleştirilmiş iş sözleşmeleri: Hizmet sağlayıcılar Filipinler iş mevzuatı gerekliliklerini, çalışma saatlerini, izinleri, ücretleri ve işten çıkarma koşullarını ele alan sözleşmeler hazırlar.
- Yönetilen yan haklar yönetimi: Çalışanlar, koordineli bir kayıt süreci aracılığıyla zorunlu devlet kapsamından ve ek yan haklara erişimden yararlanabilir.
- Azaltılmış işten çıkarma riski: Yerel İK uzmanları belgelendirme, bildirim gereklilikleri, son ücret ve Çalışma ve İstihdam Bakanlığı usulü konusunda rehberlik edebilir.
- Çalışanların kendi işlemlerini yapabilmesi: Portallar çalışanlara maaş bordrolarına, vergi belgelerine, izin bakiyelerine, kişisel bilgilere ve yan hak ayrıntılarına erişim sağlar.
Filipinler'deki PEO'ların Maliyetleri ve Fiyatlandırması
Filipinler'de bir PEO seçmek, mevcut fiyatlandırma modellerini ve planları anlamayı gerektirir. Maliyetler özelliklere, ekip büyüklüğüne, ek hizmetlere ve istihdam gerekliliklerine göre değişir. Aşağıdaki tablo yaygın planları, ortalama fiyatları ve genellikle dahil edilen özellikleri özetlemektedir.
Filipinler PEO'ları için Plan Karşılaştırma Tablosu
| Plan Türü | Ortalama Fiyat | Yaygın Özellikler |
|---|---|---|
| Plan TürüÜcretsiz Plan | Ortalama Fiyat$0 | Yaygın ÖzelliklerHizmet sağlayıcı karşılaştırmaları, uyum kaynakları ve temel işe alım rehberliği. |
| Plan TürüKişisel Plan | Ortalama Fiyat$500-$800/çalışan/ay | Yaygın ÖzelliklerYerel iş sözleşmeleri, bordro işleme, yasal katkılar ve çalışanların işe başlatılması. |
| Plan Türüİşletme Planı | Ortalama Fiyat$300-$600/çalışan/ay | Yaygın ÖzelliklerKişisel plandaki her şey, yan haklar yönetimi, çalışanların kendi işlemlerini yapabilmesi ve özel İK desteği. |
| Plan TürüKurumsal Plan | Ortalama Fiyat$200-$500/çalışan/ay | Yaygın Özelliklerİşletme planındaki her şey, hacme dayalı fiyatlandırma, göçmenlik desteği, özel raporlama ve işten çıkarma yardımı. |
Filipinler'de PEO'lar hakkında SSS
Filipinler’deki PEO’lar hakkında sık sorulan soruların bazı yanıtları burada:
Filipinler'deki bir PEO, yerel bir tüzel kişilik olmadan çalışanları işe alabilir mi?
Evet, işletmenizin Filipinler’de bir bağlı ortaklık kurmasını gerektirmeden yerel çalışanları işe alabilir. Hizmet sağlayıcı, çalışanları kendi yerel tüzel kişiliği veya onaylanmış bir iş ortağı aracılığıyla istihdam eder. İşletmeniz yine de günlük çalışmaları, sorumlulukları ve performans beklentilerini yönlendirir. İmzalamadan önce, iş sözleşmelerinde hangi tüzel kişiliğin yer aldığını ve devlet kayıtlarını kimin yürüttüğünü doğrulayın. Ayrıca hizmet sağlayıcının iş ortağı modeli kullanıp kullanmadığını sorun. Bu yapı; iletişimi, yükümlülüğü, bordro kontrolünü ve hizmet sağlayıcının çalışanların sorunlarını ne kadar hızlı çözebileceğini etkiler.
Filipinli bir çalışanın işe alım süreci ne kadar sürer?
İşe alım süreleri; hizmet sağlayıcıya, çalışanın belgelerine, bordro kapanış tarihlerine ve göçmenlik desteğine ihtiyaç olup olmadığına göre değişir. Yerel bir çalışanın işe alımı, çalışma izni alması gereken yabancı bir uyrukluya kıyasla genellikle daha hızlı ilerleyebilir. İmzalı teklif, sözleşmenin düzenlenmesi, çalışan kaydı, bordro kurulumu ve ilk maaş ödemesini kapsayan yazılı bir zaman çizelgesi isteyin. Ayrıca aylık bordro kapanış tarihini de doğrulamalısınız. Bu tarihi kaçırmak ilk ödemenin gecikmesine neden olabilir. Bir hizmet sağlayıcı seçmeden önce beş adımlı bir işe alım planı talep edin, ardından kısa listenizdeki zaman çizelgelerini karşılaştırın.
Filipinler'deki bir PEO, yabancı uyrukluları işe alabilir mi?
Evet, bazı hizmet sağlayıcılar Filipinler’de yabancı uyruklu çalışanların işe alınmasını destekler, ancak İK hizmetleri farklılık gösterir. Hizmet sağlayıcının Yabancı Çalışma İzni başvurusunu ve 9(g) çalışma vizesi sürecini yürütüp yürütmediğini sorun. Belgeleri hangi tarafın hazırladığını, devlet kurumlarıyla iletişimi kimin yürüttüğünü, yenilemeleri kimin takip ettiğini ve başvuru ücretlerini kimin ödediğini doğrulayın. Göçmenlik desteği ayrıca ayrı bir fiyatlandırma gerektirebilir. Yerel istihdam hizmeti sunan bir hizmet sağlayıcının çalışma iznini otomatik olarak yönettiğini varsaymayın. Bir teklif sunmadan önce kapsamı, tahmini zaman çizelgesini, çalışan gerekliliklerini ve yenileme gecikmelerinden kimin sorumlu olduğunu yazılı olarak alın.
Bir hizmet sağlayıcı seçmeden önce hangi belgeleri talep etmeliyim?
Örnek bir iş sözleşmesi, kişisel bilgileri çıkarılmış bir Filipinler maaş bordrosu, 13. ay maaşı hesaplaması, yan haklar özeti ve fesih prosedürü talep edin. Sözleşmede maaş, çalışma saatleri, izin, yasal yan haklar, deneme süresi ve fesih maddelerini inceleyin. Bordroda gerekli kesintilerin ve işveren katkılarının gösterilip gösterilmediğini kontrol edin. SSS, PhilHealth, Pag-IBIG ve BIR sorumluluklarını kapsayan yazılı talimatlar isteyin. Ayrıca hizmet sözleşmesini, ücret tarifesini, işe alım zaman çizelgesini ve sorunların üst kademeye iletilme sürecini talep etmelisiniz. Bu belgeler, hizmet sağlayıcının günlük idari işleri ve istihdam riskini nasıl yönettiğini ortaya koyar.