Employer of Record in the Philippines (2026) – Top 8 Compared
A Philippines Employer of Record enables companies to legally hire local employees without setting up a Philippine entity, while ensuring full compliance with local labor law, payroll, and statutory benefits. This guide compares the best Employer of Record providers in the Philippines, with practical insights on costs, compliance risks, and when using an EOR makes sense.
Table of Contents
This guide compares the best Employer of Record (EOR) services in the Philippines for 2026 using Employsome’s data-driven scoring framework. We analyse pricing, compliance reliability, semi-monthly payroll execution, statutory contributions, and 13th-month pay handling to rank the top EOR services for hiring employees in the Philippines.
The Philippines has become one of the most in-demand markets for Employer of Record (EOR) services, particularly as U.S.-based companies accelerate offshoring and remote hiring. With strong English proficiency, skilled talent across support, operations, and technical roles, and highly competitive labour costs, hiring through an Employer of Record in the Philippines has become a standard approach for building remote teams.
However, hiring compliantly in the Philippines – including navigating semi-monthly payroll cycles, 13th-month pay, statutory contributions, and mandatory benefits – is far from simple.
Employer of Record providers bridge this gap by enabling foreign companies to hire quickly without setting up a local legal entity. In this guide, we summarize what you need to know before engaging an EOR and rank the best Employer of Record services for hiring in the Philippines.
For companies hiring across multiple countries, our global Employer of Record comparison provides a broader view of pricing, coverage, and delivery quality worldwide.
Quick Verdict: Best Employer of Record in the Philippines
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4.5/5
4.6/5
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4.5/5
4.4/5
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4.2/5
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4.1/5
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3.6/5
Why Our Philippines EOR Ranking Is Different
Most “best EOR” lists are based on brand recognition or affiliate deals. Ours isn’t.
Employsome ranks Philippines EOR providers using a structured two-layer scoring model that evaluates both global service quality and real local execution, including entity ownership, statutory contribution handling, payroll accuracy, contract compliance, support responsiveness, and pricing transparency.
No paid placements. No ranking manipulation. Just a clear framework designed to help you choose the right Philippines EOR with confidence.
Why Trust Our Best Philippines EOR Guide
We are 100% independent. Employsome is not owned by or affiliated with any Employer of Record provider. No provider can pay to appear higher in our rankings. We show both strengths and weaknesses so companies can make a genuinely unbiased decision.
Data-driven EOR scoring. Every provider is evaluated using our industry-leading scoring model. This provides a balanced view of how an EOR performs globally and how reliably it operates inside the Philippines.
Verified Philippines EOR data. We independently validate each provider’s local operations, including entity ownership, compliance with Philippine labour regulations, semi-monthly payroll execution, statutory contributions, and mandatory 13th-month pay requirements.
Built by people who ran EORs. Employsome was created by former EOR operators who have managed global payroll and Philippines hiring projects at scale. We’ve seen firsthand where EORs deliver and where execution gaps most commonly appear. Our goal is to bring transparency and practical expertise to a market that often lacks both.
In-Depth Reviews: Top Employer of Record Providers in the Philippines
Deel is one of the most mature, feature-rich global EOR providers, offering owned entities in key markets, deep automation, and strong local compliance capabilities. In the Philippines, Deel operates through its own legal entity, giving it full control over payroll, statutory contributions (SSS, PhilHealth, Pag-IBIG), local contract issuance, and employee support. Deel’s platform is among the most advanced in the industry, with fast onboarding, excellent employee experience, and strong integration capabilities making it a top choice for companies hiring at scale or needing advanced HR tooling.
Global
Ø Fee per Employee per Month, First Year
- Enterprise-grade software
- Great price-for-value
✓ Global Coverage & Services (5.0/5): Deel provides EOR services in 150+ countries, operating through 120+ wholly owned legal entities (including Germany, UK, Spain, Australia, Canada, India, and UAE). Services include compliant employment contracts, payroll, statutory filings, terminations, country-specific benefits, immigration support, background checks, equipment provisioning via Deel IT, equity & stock option administration, and access to 200+ in-house legal experts covering local employment law.
✓ Pricing & Transparency (4.1/5): Public EOR pricing starts at USD 599 per employee/month (discounted to USD 499 in the first year in some markets). Contractor management is USD 49/month, and Deel HRIS is free. Security deposits of 1–3 months of gross salary apply in most countries. FX fees are borne by the transacting party. Optional add-ons (Deel Engage, Deel IT, time tracking) increase total cost as teams scale.
✓ Payment & Contract Terms (4.5/5): Deel offers month-to-month EOR contract flexibility with no long-term minimum commitment. Deposits are required in many countries and typically refunded within 60 days after contract termination. Payments are processed via regulated PSPs in multiple currencies. Deel Shield provides contractor misclassification protection covering up to USD 25,000 in legal costs per contractor.
✓ Customer Experience & Support (4.3/5): Deel provides 24/7 in-house chat support, with a 4.8/5 Trustpilot rating across 7,000+ reviews. Dedicated customer success managers are assigned to larger accounts. Payroll and compliance guidance is supported by Deel AI, with onboarding completed in 2–3 business days in many countries. Support is efficient but less white-glove for very small teams.
✓ Platform & Integrations (4.8/5): Deel offers a modern, self-service global HR platform with 120+ native integrations (including Workday, BambooHR, Personio, Greenhouse, QuickBooks, Xero, NetSuite, Slack, and Microsoft Teams). Supports bi-directional HRIS syncing, open API, Zapier automation, and can function as a standalone global HRIS with onboarding, PTO, documents, org charts, and compliance monitoring.
4.5/5
✓ Entity Ownership (5.0/5): Deel uses its own Philippine entity, ensuring full compliance control and faster issue resolution than partner-based EORs.
✓ Onboarding Speed (4.5/5): Onboarding often completed within 48–72 hours, with automatic contract generation and streamlined statutory registrations.
✓ On-Site HR Support (4.5/5): Local PH specialists plus Deel’s global support team provide strong in-country and cross-time-zone coverage.
✓ Visa & Work Permit Support (4.0/5): Supports standard PH processes including AEP and 9(g); reliable but not the fastest compared to immigration-only firms.
✓ In-Country Compliance (5.0/5): Excellent statutory accuracy: PH payroll cycles, 13th-month pay, holiday pay, OT rules, and government contributions all handled precisely.
✓ Local Add-Ons (4.5/5): Competitive local benefits, equipment provisioning, advanced PTO tracking, and contractor.
4.6/5
Own Philippine legal entity: Ensures full control of compliance and faster onboarding.
Fastest onboarding among top-tier EORs: Often 48 – 72 hours end-to-end.
Extensive platform & add-ons: best platform in the market with everything available online: immigration, equipment, benefits, global payroll, contractor tools, and more.
Some support handled offshore: Though still high quality, larger teams may want more dedicated local HR availability.
Higher cost than value-focused competitors: Pricing premium may be excessive for small teams.
Deel is ideal for companies wanting a premium, technology-first EOR experience with full compliance assurance and rapid onboarding. It’s especially strong for teams hiring engineers, CX teams, finance roles, and multi-country teams that need advanced HR workflows, deep integrations, and scalable infrastructure.
Multiplier is a global EOR provider with strong APAC coverage, competitive pricing, and a clean platform built for fast onboarding across emerging markets. The company owns some entities but operates through partners in others, including the Philippines, where it delivers reliable payroll execution and statutory compliance (SSS, PhilHealth, Pag-IBIG, 13th-month salary). Multiplier’s platform is more modern than most mid-market EORs, though not as feature-rich as Deel or Rippling. They remain a good value for SMBs expanding into Southeast Asia.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (5.0/5): EOR services across 120+ countries, including contractor management, global payroll outsourcing, statutory compliance, benefits administration, and immigration support in selected jurisdictions.
✓ Pricing & Transparency (4.0/5): Generally clear pricing and competitive for scaleups at $505 per EOR contractor, though FX markups apply (stated ~2%, reported higher in some cases) and country-level cost breakdowns are not always fully transparent upfront.
✓ Payment & Contract Terms (4.5/5): No minimum contract commitment and flexible agreements. However, invoices are issued early and short payment windows (often ~7 days) can impact cash flow.
✓ Customer Experience & Support (4.5/5): Improved support quality in recent years with a solid self-service knowledge base. Support experience and escalation handling can vary by region.
✓ Platform & Integrations (4.5/5): Strong, modern platform with clean UX, efficient onboarding, and good multi-country reporting. Integration depth and automation are slightly behind top tech-first EORs.
4.5/5
✓ Entity Ownership (5.0/5): Multiplier operates through its own Philippine legal entity called Multiplier Technologies Inc., ensuring full control over payroll, contracts, and compliance.
✓ Onboarding Speed (4.5/5): Onboarding typically completed in 3–7 days, including SSS, PhilHealth, Pag-IBIG enrollment and compliant PH contracts.
✓ On-Site HR Support (4.5/5): Strong local expertise, PH-based HR support, and fast handling of employee queries.
✓ Visa & Work Permit Support (4.0/5): Supports AEP and 9(g) visas with predictable timelines; good execution but not as fast as specialist firms.
✓ In-Country Compliance (4.5/5): Accurate tax withholding, statutory contributions, holiday pay, OT rules, and 13th-month salary compliance.
✓ Local Add-Ons (4.5/5): Localized benefits, equipment provisioning, contractor-to-EOR conversion, and leave management.
4.5/5
Own Philippine entity: Faster onboarding, better payroll accuracy, and reduced compliance risk.
Strong PH compliance execution: Reliable handling of all statutory contributions and mandatory wage rules.
Competitive pricing for APAC hiring: Strong value for companies building teams in multiple SEA markets.
Immigration support is mid-tier: Reliable but slower than pure immigration firms (AEP/9g timelines vary).
Basic benefits options: Fewer premium insurance plans compared to Deel or Remote.
Multiplier is ideal for startups and mid-sized companies hiring remote engineers, support teams, designers, and back-office roles in the Philippines. It’s especially strong for teams operating across multiple APAC markets, thanks to its competitive pricing and owned-entity structure in PH. Companies seeking a clean, simple platform with reliable compliance will find Multiplier a strong fit.
Borderless AI is a next-generation, automation-focused EOR provider that combines owned-entity infrastructure with AI-driven workflows to deliver unusually fast onboarding, high responsiveness, and strong compliance execution across APAC. In the Philippines, Borderless AI operates through its own legal entity, enabling tighter control over payroll accuracy, statutory contributions (SSS, PhilHealth, Pag-IBIG), and documentation. With transparent pricing, no deposits, and a service model built around rapid response times, Borderless AI stands out as a high-performance option for companies that want efficiency and reduced administrative overhead.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.3/5): EOR and contractor services across multiple global markets, with a broad service scope beyond EOR including global payroll, contractor of record, immigration support, insurance, equipment provisioning, and entity setup. Global coverage depth and market maturity still trail large incumbents.
✓ Pricing & Transparency (4.0/5): No security deposits required and generally transparent pricing, though publicly available country-by-country pricing is limited and cost predictability can be lower for complex multi-country setups.
✓ Payment & Contract Terms (4.5/5): No minimum contract commitment, flexible payroll cut-off (26th of the month), fast payment terms (5 days from invoice), and contracts generated quickly via AI-driven workflows.
✓ Customer Experience & Support (4.5/5): Dedicated account managers, fast first-response times, strong onboarding assistance, proactive compliance alerts, and AI-based support tools. Less suited for highly traditional, phone-heavy enterprise support models.
✓ Platform & Integrations (4.0/5): Advanced HR platform with zero-touch onboarding, misclassification assessment, cost calculators, reporting dashboards, and mobile access, but no native HRIS, ATS, or accounting integrations yet.
4.3/5
✓ Entity Ownership (5.0/5): Borderless AI uses its own Philippine entity, ensuring direct compliance oversight and reduced risk vs ICP-based EORs.
✓ Onboarding Speed (4.5/5): Very fast onboarding – often 48–72 hours when documentation is complete; AI-driven contract generation accelerates setup.
✓ On-Site HR Support (4.0/5): Strong PH expertise through local HR specialists; reliable support for employee questions and payroll matters.
✓ Visa & Work Permit Support (4.0/5): Can support AEP and 9(g) visas; timelines are standard but well-organized.
✓ In-Country Compliance (4.5/5): Accurate handling of tax withholding, 13th-month pay, holidays, overtime rules, SSS/PhilHealth/Pag-IBIG filings.
✓ Local Add-Ons (4.5/5): Localized benefits packages, equipment provisioning, compliance guidance, and AI-supported HR workflows.
4.4/5
Multi-Currency Pay Capability: Built-in automated payments help companies pay Filipino employees and contractors in preferred currencies quickly and with fewer delays.
Broad Compliance Support: Covers key statutory requirements such as SSS, PhilHealth, Pag-IBIG contributions, and PIT withholding through automated compliance tooling.
Local Support Can Be Light: Hands-on, in-country HR support is less intensive than a fully service-led, Philippines-based EOR, which may matter for nuanced statutory questions or complex employee cases.
Immigration/Visa Advisory Is Limited: Work permit support for foreign hires is basic and not as deep as specialised immigration providers operating in the Philippines.
Borderless AI is ideal for companies that want fast, technology-driven onboarding, high-touch support, and full compliance confidence backed by an owned Philippine entity. It’s especially strong for startups and scale-ups hiring remote engineers, designers, CX teams, or operations roles, and for companies that value automation and predictable pricing.
Playroll is a global EOR and payroll provider focused on reliability, transparent pricing, and strong compliance execution across 60+ countries. The company owns its own Philippine legal entity, enabling them to control contract issuance, payroll calculations, statutory remittances (SSS, PhilHealth, Pag-IBIG), and employee support without relying on third-party partners. Playroll positions itself as a mid-market, compliance-led EOR with predictable processes rather than heavy automation, making it a strong fit for companies needing accuracy and stability in the Philippines.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.3/5): EOR coverage across approximately 60 countries, with strongest delivery in Europe, the UK, Canada, and selected APAC markets. Supports compliant employment contracts, payroll processing, statutory filings, terminations, and contractor hiring.
✓ Pricing & Transparency (4.0/5): Public country-level pricing typically ranges from USD 265–499 per employee/month with no setup fees. Mandatory deposits, FX spreads of around 2.5%, and early termination fees apply and increase total employment cost.
✓ Payment & Contract Terms (4.1/5): Playroll offers transparent EOR pricing and broad global coverage. However, short payment terms (net 7 days), a minimum contract commitment of six months, and additional fees (such as early termination and out-of-cycle payroll) may be restrictive. Contracts shorter than six months typically require paying the equivalent of three monthly EOR fees. Payroll cut-offs usually fall around the 10th of each month.
✓ Customer Experience & Support (4.7/5): Service-led model with dedicated account managers, structured onboarding and offboarding support, and typical first-response times within 24 hours.
✓ Platform & Integrations (4.4/5): Advanced platform with payroll automation, compliance workflows, cost calculators, misclassification assessment, and reporting dashboards. Native integrations are limited and there is no mobile app.
4.3/5
✓ Entity Ownership (5.0/5): Playroll operates via its own Philippine subsidiary, ensuring stronger control over payroll accuracy, compliance, and contract issuance.
✓ Onboarding Speed (4.0/5): 3–7 days depending on documentation; smooth process for SSS, Pag-IBIG, PhilHealth enrolment; predictable timelines.
✓ On-Site HR Support (4.0/5): Local HR and compliance expertise available through PH-based specialists; reliable assistance for day-to-day issues.
✓ Visa & Work Permit Support (4.0/5): Supports AEP and 9(g) work visa sponsorship; timelines aligned with normal PH government processing speeds.
✓ In-Country Compliance (4.5/5): Strong performance in PH payroll accuracy, statutory filings, and handling of 13th-month pay, OT rules, and holiday calendars.
✓ Local Add-Ons (4.5/5): Local benefits packages, equipment provisioning, time-off management, contractor conversion pathways.
4.4/5
Playroll is a strong fit for companies hiring remote teams in the Philippines who want owned-entity reliability, transparent pricing, and solid compliance without paying enterprise-level EOR fees. It’s especially suitable for startups and mid-sized global teams hiring developers, customer support, CX, and operations roles.
Skuad is a Singapore-based global Employer of Record platform (founded in 2020) that enables companies to hire and pay talent in 85+ countries without opening local entities. Operating through a hybrid model of owned entities and vetted in-country partners, Skuad delivers fast onboarding, compliant employment contracts, and streamlined payroll via a lightweight, easy-to-use platform. While smaller and less feature-rich than enterprise EOR providers, Skuad offers competitive pricing and strong coverage across APAC, LATAM, and emerging markets making it a practical choice for startups and mid-sized companies that prioritize affordability and geographic reach over advanced HR automation.
Global
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (4.1/5): EOR coverage across ~85 countries, focused on compliant employment contracts, payroll processing, and statutory benefits. Strong cross-border payments infrastructure backed by Payoneer. Coverage breadth is solid, but service depth and add-ons vary by country.
✓ Pricing & Transparency (4.4/5): Very competitive EOR pricing starting at USD 199 to USD 249/month per employee/month. Pricing is largely fixed and predictable, with no setup or offboarding fees. No hidden fees only additional cost is an FX markup at normal market level.
✓ Payment & Contract Terms (4.0/5): Minimum contract commitment of 6–12 months with one-month termination notice. Straightforward contract structure with no hidden fees beyond FX. Less flexible than month-to-month EORs, but still reasonable for SMBs and scaleups.
✓ Customer Experience & Support (4.0/5): Dedicated account management with reliable day-to-day support. Support is only available during weekdays via email, phone, or live chat. Typical onboarding timelines are around one week. Support is only available during weekdays via email, phone, or live chat. More complex cases may depend on local partner responsiveness, which can impact resolution speed.
✓ Platform & Integrations (4.2/5): Clean, modern platform with efficient onboarding and payroll workflows. Strong usability for standard EOR needs, but limited advanced HRIS functionality, enterprise integrations, and complex automation compared to top-tier enterprise platforms.
4.1/5
✓ Entity Ownership (4.0/5): Uses a partner-based model in the Philippines; vetted ICP with stable payroll execution but less control than owned-entity EORs.
✓ Onboarding Speed (4.0/5): Typical onboarding within 3–7 business days depending on documentation for SSS, PhilHealth, Pag-IBIG, and tax registration.
✓ On-Site HR Support (4.0/5): Local HR support delivered through in-country partner; reliable for day-to-day matters but not as immediate as owned-entity providers.
✓ Visa & Work Permit Support (3.5/5): Can support AEP and 9(g) processes via partners, but timelines are longer vs. premium immigration specialists.
✓ In-Country Compliance (4.5/5): Strong payroll accuracy; handles statutory contributions, 13th-month pay, mandatory deductions, and holiday pay rules correctly.
✓ Local Add-Ons (4.0/5): Local benefits structuring, equipment provisioning support, contractor conversions, time-off tracking. Limited premium benefits tiers.
4.1/5
Strong coverage in APAC and emerging markets: Performs well in regions where many Western EORs rely heavily on partner networks.
Flexible contract terms: No long-term commitments or large upfront deposits, reducing risk for companies testing new markets.
Partner-based model in Philippines: Limited control over compliance, HR support, and onboarding speed compared.
Immigration support is limited: Visa and work permit assistance depends on partners and may be slower than specialist providers.
Skuad is a good fit for companies that need affordable, compliant hiring in the Philippines without requiring a fully owned-entity EOR provider. It works well for startups and mid-sized firms hiring remote roles such as developers, support teams, or back-office staff, where predictable costs and straightforward onboarding matter most. Skuad is especially suitable for teams expanding across multiple APAC markets at once, since the platform offers broad regional coverage and flexible contracts.
Remofirst is a budget-focused global EOR provider known for transparent pricing and strong operational consistency. While their platform is simpler than enterprise EORs like Deel or Rippling, Remofirst performs well in markets where compliance and payroll accuracy are more important than advanced HR automation.
Global
Ø Fee per Employee per Month, First Year
- Low cost provider
- Extensive global coverage
✓ Global Coverage & Services (4.0/5): Broad global reach across 100+ countries delivered exclusively through a partner network rather than owned entities. Besides Papaya Global, no other EOR is operating like this. Based on our research, local partners selected by RemoFirst are strong (e.g. ThisWorks for Europe).
✓ Pricing & Transparency (4.5/5): One of the most transparent and affordable EOR pricing models on the market, with no setup or termination fees. However, pricing for mature markets such as Canada, UK, Germany or Spain are significantly higher (min. $399). Overall cost predictability remains a key strength.
✓ Payment & Contract Terms (4.0/5): Flexible contracts with no long-term commitments, fair payroll cut-off timelines, and support for multiple invoice and payout currencies (keep in mind that an FX markup may apply in this case).
✓ Customer Experience & Support (3.6/5): Startup- and SMB-friendly support model with dedicated account managers. Day-to-day support handled via ticketing system which is responsive, but complex cases and peak periods may see slower resolution since they rely on local partners’ response times.
✓ Platform & Integrations (4.0/5): Modern, intuitive platform with automated payroll workflows. However, advanced reporting, integrations to enterprise HCMs, and customization for complex organizational structures are more limited than with larger, enterprise-grade EORs.
4.0/5
✗ Entity Ownership (3/5): RemoFirst only operates through vetted ICPs that can lead to delays or communication issues.
✓ Onboarding Speed (4.5/5): Fast onboarding with compliant PH employment contracts, SSS/Pag-IBIG/PhilHealth enrollment, and clear local guidance.
✓ On-Site HR Support (4.0/5): Local team available for employee questions, tax questions, and basic HR matters.
✓ Visa & Work Permit Support (4.0/5): Assistance for working visas and AEP (Alien Employment Permit). Not as fast as premium providers but reliable.
✓ In-Country Compliance (4.5/5): Strong payroll accuracy, proper tax filings, handling of mandatory benefits, 13th-month pay, and holiday regulations.
✓ Local Add-Ons (4.0/5): Support with equipment, local benefits packages, time-off tracking, and contractor services. No deep enterprise HR benefits.
4.0/5
Very competitive pricing model: One of the lowest EOR price points in the Philippines market, with transparent global pricing and no hidden setup fees.
Fast onboarding: Employees can typically be onboarded within a few days, with support for all local registrations and employment documentation.
No Entity in Philippines:. RemoFirst operates through an in-country partner (ICP), which means if anything goes wrong, you deal with both RemoFirst and their sub-contractor
Smaller operational team: As a leaner global provider, Remofirst may have less depth in handling complex HR cases, disputes, or highly regulated industries.
Remofirst is the best fit for companies that want affordable, compliant hiring in the Philippines without sacrificing reliability. It’s ideal for:
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Startups & SMEs hiring their first employee in the Philippines
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Cost-conscious teams wanting predictable pricing
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Companies expanding quickly and needing fast onboarding
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Businesses hiring remote teams (developers, support, operations roles)
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Companies needing both contractor management + EOR in one tool
Galaxy is a service-led EOR and payroll provider focused on APAC markets, offering practical, compliance-driven employment solutions with competitive pricing and strong regional expertise. While smaller than enterprise platforms, Galaxy delivers consistent operational execution in the Philippines, handling statutory payroll requirements (SSS, PhilHealth, Pag-IBIG), compliant contracts, taxes, and 13th-month pay. Their model prioritizes hands-on support rather than software automation, making them a strong fit for companies wanting predictable processes and human-led service over complex HR tech.
Regional
Ø Fee per Employee per Month, First Year
✓ Global Coverage & Services (3.5/5): Broad country coverage supporting standard EOR hiring, payroll, and statutory compliance. Suitable for expansion into less common markets, but service depth and execution quality vary significantly by country and local partner.
✗ Pricing & Transparency (3.5/5): Competitive pricing in select regions, but no public pricing available. Final costs often depend on country and partner, with FX, benefits, and statutory fees clarified late in the process.
✓ Payment & Contract Terms (4.0/5): Standard EOR contracts aligned with local labor laws and reasonable flexibility to scale headcount up or down. However, notice periods, termination mechanics, payment terms, and currencies vary by country.
✓ Customer Experience & Support (4.0/5): Responsive account management and solid support for complex or non-standard hiring cases. Support quality and availability depend heavily on the responsiveness of local partners.
✗ Platform & Product Experience (2.0/5): Basic platform offering centralized access to employment records only. UX is dated, with no advanced automation, analytics, integrations, or self-service workflows.
3.4/5
✓ Entity Ownership (4.0/5): Galaxy operates through a tightly integrated structure in the Philippines; not as automated as owned-entity EORs but maintains strong control over compliance and payroll accuracy.
✓ Onboarding Speed (4.0/5): Typical 3–7 business days; documentation requirements clearly communicated; smooth handling of statutory registrations.
✓ On-Site HR Support (4.5/5): Strong local HR presence with Philippine-based specialists providing day-to-day employee support.
✓ Visa & Work Permit Support (3.5/5): Can support AEP and 9(g) visas via local partners; timelines depend on government processing.
✓ In-Country Compliance (4.5/5): Accurate payroll execution, timely filings, correct statutory deductions, reliable adherence to 13th-month and holiday pay rules.
✓ Local Add-Ons (4.0/5): Localized benefits packages, equipment provisioning, contractor conversion support; limited premium benefits.
4.2/5
Galaxy is best for startups and mid-sized companies hiring remote teams in the Philippines who want hands-on HR support, strong compliance execution, and predictable payroll operations without relying on a large software-heavy EOR. It’s a strong fit for companies hiring customer support, operations, marketing, sales, and back-office roles where consistency and local expertise matter more than advanced HR automation. Galaxy works particularly well for teams that value personal communication, local HR availability, and affordable pricing over enterprise integrations and large-scale automation.
Native Teams is a global EOR and payments platform designed for freelancers, contractors, and remote teams, with a strong emphasis on user experience and personal wallets. While the platform is easy to use and offers competitive pricing, Native Teams relies on in-country partners in the Philippines rather than owning its own legal entity. This gives them broad reach but limits local compliance control, HR depth, and onboarding predictability. Native Teams works best for companies wanting a simple, wallet-driven payroll experience rather than deep in-country HR support.
Global
✓ Global Coverage & Services (4.0/5): Broad EOR coverage across multiple regions, supporting both employees and contractors. Coverage depth and service consistency vary by country.
✓ Pricing & Transparency (3.6/5): Partial public pricing available, but country-level costs are often higher than advertised and not always fully transparent upfront.
✓ Payment & Contract Terms (4.5/5): No minimum commitment with simple onboarding and termination processes. Supported payment currencies are limited.
✓ Customer Experience & Support (4.0/5): Dedicated account management included, with limited documentation and depth for complex or edge cases.
✓ Platform & Integrations (4.1/5): Core HRIS functionality available, but no zero-touch onboarding, native HRIS/ATS/ERP integrations, or advanced automation.
4.0/5
✘ Entity Ownership (3.0/5): Native Teams uses a partner-based model in the Philippines; compliance and payroll accuracy depend on partner capabilities.
✓ Onboarding Speed (4.0/5): Typically 5–10 days; partner-driven onboarding times may vary based on statutory documentation.
✓ On-Site HR Support (3.5/5): No direct PH-based team; local HR handled through partner; suitable for basic queries but not complex cases.
✘ Visa & Work Permit Support (3.0/5): Very limited; partner-dependent; not suitable for relocation or foreign hires.
✓ In-Country Compliance (4.0/5): Reliable execution through partner for SSS, PhilHealth, Pag-IBIG, and 13th-month pay; requires verification for edge cases.
✓ Local Add-Ons (4.0/5): Can provide localized benefits, equipment allowances, and contractor conversion; limited premium benefits options.
3.6/5
Strong, intuitive platform experience: Wallet/payments system simplifies payouts for remote teams.
Smooth global contractor management: Ideal for teams working with freelancers + employees.
No owned Philippine entity: Reliance on partners limits compliance control and onboarding speed.
Weak immigration support: Not suitable for companies hiring or relocating foreign nationals.
Native Teams is best for startups, bootstrapped teams, and global SMBs hiring a mix of contractors and employees in the Philippines who value a lightweight platform, competitive pricing, and simple wallet-based workflows. It works particularly well for hiring digital roles like marketing, design, community, and support where employees need consistent payroll but not complex HR processes.
How We Score & Rank Best Philippines EOR Services
Choosing an Employer of Record in the Philippines requires a different approach than hiring in Europe or North America. The country’s semi-monthly payroll cycle, mandatory 13th-month pay, strict statutory contributions, and pro-employee legislation make expert EOR delivery far more important than branding or software alone.
To reflect this, our ranking combines two independent scores:
🌍 Global EOR Score
Overall provider performance across markets
The global score reflects the EOR’s overall delivery model, software platform capabilities, and service performance. It is scored from 1 to 5 and includes the following five categories:
- Global Coverage & Services. We look at the variety of countries and regions an EOR covers as well as its operational model. Furthermore, we look at added services offered such as global payroll, contractor management, recruitment, visa/immigration and further services that help you scale.
- Pricing & Transparency. Are all costs clear (FX markups, security deposits, out-of-cycle fees, bonus processing, offboarding charges, etc.)?
- Payment & Contract Terms. We assess contract flexibility, notice periods, minimum commitments, invoicing structure, and how easy it is to exit or switch providers.
- Customer Experience & Support. Responsiveness, accuracy, and the ability to resolve issues quickly.
- Platform & Integrations. Onboarding flow, payslips, employee self-service, payroll visibility, integrations, and overall UI/UX.
🇵🇭 Philippines EOR Score
On-the-ground performance in a specific country
This is the most important score for hiring in the Philippines. It measures how well an EOR actually performs inside the country, beyond marketing promises.
- Entity Ownership. Does the EOR operate through its own legal entity in the Philippines or rely on an in-country partner?
- Onboarding Speed. How quickly compliant employment contracts can be issued and employees registered with local authorities.
- On-site HR Support. Whether there is a real Philippine payroll and HR expert team onsite to handle employee questions, corrections, audits, and disputes.
- Visa & Work Permit Support. Ability to support Alien Employment Permits (AEP) and 9(g) visas where applicable.
- In-Country Compliance. We assess whether an EOR has fulfilled proper licensing requirements.
- Local Add-Ons. Availability of Philippine-specific benefits, HMO coverage, equipment support, allowances, and contractor-to-EOR conversion.
Each category is scored from 1–5. The Philippines EOR Score reflects the average real-world performance in this market.
✔️ How The Final Rankings Work
Our final Philippines EOR rankings apply a weighted model:
- Global EOR Score: 40%
- Philippines EOR Score: 60%
This ensures that:
- EORs with strong global marketing but weak Philippine payroll execution do not rank highly
- Providers with proven local compliance, payroll accuracy, and HR support are properly rewarded
- Rankings reflect operational reality, not sales positioning
In short: in the Philippines, local execution beats global branding and our scoring model reflects exactly that.
EOR Regulations in the Philippines
The EOR model in the Philippines operates within a strict legal framework to protect workers and ensure that companies from abroad remain in compliance with Philippine labor laws. First and foremost, there is no specific license in the Philippines that an EOR is required to obtain in order to operate as an EOR.
In practice, the local EOR simply becomes the client’s employee’s legal employer and is therefore responsible for issuing employment agreements, registering the employee with government agencies, administering payroll, and remitting taxes and statutory contributions. The client company directs the employee’s day-to-day work but is not recognized as the legal employer under Philippine law. However, there are several legislative rules that both the “actual” employer from abroad and the local EOR must follow:
- Only a non-Philippines entity can contract with the EOR. A Philippines-incorporated company cannot sign an EOR agreement for local employees. This preserves the legal separation required for the EOR structure and prevents the arrangement from being misclassified as direct local employment and/or employee leasing (an employee leased from one Philippine company to another).
- Mandatory health checks and right-to-work verification are legally required before onboarding a new employee. The EOR performs these checks to ensure eligibility for employment and to comply with DOLE regulations.
- Employment agreements are typically indefinite (“regular”) contracts. Philippine labor law favors open-ended employment, and fixed-term agreements are tightly scrutinized because they can trigger additional costs, risk misclassification, or be treated as constructive regularization.
- Employees must be registered with all statutory agencies from day one, including the Social Security System (SSS), PhilHealth, and the Home Development Mutual Fund (Pag-IBIG).
These contributions are compulsory and form a core part of the employer’s legal obligations.
- Work location rules also apply. Under the EOR model, employees are recommended to work from home or a non-client-owned location to avoid permanent establishment risks and to comply with workplace safety and inspection requirements.
- Strict occupational health and safety obligations apply under the Occupational Safety and Health Standards Act (RA 11058). Even for remote employees, the EOR must validate that the work environment meets legal requirements.
Altogether, this legislative framework ensures that the EOR model in the Philippines remains compliant and aligned with the country’s pro-employee labor rights. It allows foreign companies to hire talent in the Philippines without establishing a local entity, while still meeting all obligations required under Philippine law.
Hiring in the Philippines: What You Need to Know
Hiring in the Philippines via an EOR has become an attractive way for global companies to make use of the local English-speaking workforce, competitive salary levels and strong familiarity with remote work. However, the country’s labor system is one of the most regulated in Asia. Add government-required health checks, right-to-work verification, and detailed onboarding procedures and it becomes clear why foreign employers often rely on an EOR take care of all things employment. Understanding these fundamentals upfront will make the following sections much easier to digest and will help you hire in the Philippines confidently and compliantly.
Holiday Pay & Working Hours
Working hours and holiday compensation in the Philippines follow strict local rules. Oftentimes, those rules surprise foreign employers because they directly affect cost planning and scheduling.
Standard Working Hours
Employees can work up to 8 hours per day with overtime applying to any hours beyond this limit. Because overtime rates are high and there is no “time off in lieu,” most companies avoid scheduling extra hours unless absolutely necessary. Overtime is always paid in cash and rates vary depending on the day worked:
- 125% of the hourly rate on a regular workday
- 130% on rest days, paid annual leave days or special non-working holidays
- 200% on regular public holidays (and 230% if overtime is worked on a regular holiday)
- Night work (between 10 PM and 6 AM) also requires a mandatory 10% premium per hour.
Public Holidays
The Philippines observes a mix of Regular Holidays and Special Non-Working Days, typically totaling 18 to 19 days per year depending on the presidential proclamations for that calendar cycle. Regular Holidays require 200% pay when worked, while Special Non-Working Days require 130% pay. If a holiday falls on a weekend, it normally does not transfer to Monday unless explicitly declared.
Full-time and part-time employees are entitled to public holiday benefits, though part-time employees are paid proportionally to the hours they would normally work.
Service Incentive Leave vs. Annual Leave
While not technically “holiday pay,” it’s important to note that the Philippines’ statutory leave system allows for 5 days of Service Incentive Leave (SIL) after one year of service. Employers who provide more than 5 vacation days replace SIL entirely with their own annual leave policy — a common practice among international employers.
Employment Contracts
Employment contracts in the Philippines follow a very specific framework. We’ve broken down the most important things that one should keep in mind prior to engaging a Philippines EOR.
Indefinite Contracts are the Norm
Philippine labor law assumes every employee is hired on an open-ended basis unless the role genuinely fits a narrow exception (such as seasonal work, a project with a set end date, etc.). Fixed-term contracts are possible, but risky. If the justification is weak, they can be treated as regular employment anyway, often with added cost or legal exposure. In practice, almost all EORs go with indefinite contracts.
Mandatory Contract Components
Unlike in more flexible jurisdictions, you cannot simply “add what makes sense.” A compliant employment agreement in the Philippines must include the essentials:
- job title and responsibilities
- work location (almost always home office under an EOR)
- working hours, overtime rules and night-shift premiums
- salary structure and the semi-monthly pay schedule
- statutory obligations (SSS, PhilHealth, Pag-IBIG)
- leave entitlements
- probation terms
- legally compliant termination language
These aren’t optional since they are dictated directly by DOLE, which leaves limited room for customization.
Probationary Period
Probation is capped at six months and the rules are straightforward: if you don’t formally evaluate and confirm an employee within that window, they become regular by default. To enforce a failed probation, performance standards must have been communicated at the very start of employment.
Start Date & Onboarding
Employment contracts in the Philippines cannot be backdated since the agreements must be registered with the relevant authorities before or on the start date. As such, because SSS, PhilHealth, and Pag-IBIG enrollment must match the contract date, most EORs avoid mid-month starts. In addition, right-to-work checks and mandatory health screenings must be completed before a contract is issued.
How the Client Company Appears in the Agreement
This is a very common question most companies have prior to engaging an EOR: Can the actual foreign employer’s name be mentioned in the employment agreement? The answer is yes. The foreign client can be mentioned in the contract but only as the company for whom the work is performed, as the “client”, “partner company” or “company to which services are provided”. It’s important to note that it cannot appear as the employer or anything that resembles a joint employment to prevent accidental employer reclassification or permanent establishment exposure.
Benefits & Health Insurance
Employer benefits in the Philippines are made up of a mix of statutory insurances and common market practice. The government already mandates contributions through PhilHealth, SSS, and Pag-IBIG. They provide basic health coverage, social security and housing savings. These programs are compulsory and are already part of every compensation package.
However, many employers, especially foreign companies hiring through an EOR, choose to offer supplemental health insurance on top of PhilHealth. Public healthcare does not cover all medical costs, hospital options vary in quality and private insurance significantly improves access and speed of treatment. Because of this, offering a private HMO plan (e.g., Maxicare, Medicard) is increasingly considered standard for professional roles and a strong differentiator for talent.
From the 20+ EORs reviewed by Employsome that are operating in the Philippines, many vary in their approach: some include supplemental health insurance as part of their standard package, while others offer it as an optional add-on. For globally competitive roles, we’ve seen that most EOR clients opt to include it, as Filipino employees typically expect some form of private HMO coverage, especially in tech, remote-first or white-collar roles.
Beyond health insurance, employers may also provide allowances (for internet, equipment, meal subsidies), life insurance or additional leave benefits. None of these are mandatory, but they tend to improve retention.
Taxation, Payroll & Bonuses in the Philippines
EORs operating in the Philippines must comply with the country’s statutory payroll framework, which includes progressive income tax, mandatory social contributions and strict rules on overtime, holidays, and bonuses. Payroll must run on a semi-monthly basis (FYI, semi-monthly is different than bi-weekly!), as required by law, with all withholdings remitted to the authorities each cycle.
Income Tax
In the Philippines, the employer withholds income tax and remits it to the tax authorities on the employee’s behalf. A progressive income tax applies to all taxable compensation including salary, bonuses, allowances (unless exempt) and overtime. The current tax brackets as of December 2025 are:
- 0% on income up to ₱250,000
- 15% on ₱250,001–₱400,000
- 20% on ₱400,001–₱800,000
- 25% on ₱800,001–₱2,000,000
- 30% on ₱2,000,001–₱8,000,000
- 35% above ₱8,000,000
All withholding and remittances are handled by the EOR through the Bureau of Internal Revenue (BIR).
Mandatory Social Contributions
Employers and employees both contribute to the three core Philippine statutory programs:
- SSS (Social Security System): pension, disability, sickness, and maternity
- Employer share: 9.5%
- Employee share: 4.5%
- Max. employer contribution: ₱2,350 per month (approx. US$40)
- PhilHealth: national health insurance
- Employer share: 2.5%
- Employee share: 2.5%
- Max. employer contribution: ₱2,250 per month (approx. US$38)
- Pag-IBIG Fund: housing savings and loans
- Employer share: 2%
- Employee share: 1-2%
- Max. employer contribution: ₱100 per month (approx. US$1.70)
Rates are income-based and updated periodically by each agency. EORs handle the entire registration and remittance process.
13th-Month Pay & Bonuses
All employees are legally entitled to 13th-month pay, payable by December 24. The amount is calculated by dividing the total basic salary earned during the year through 12. Very simple.
The 13th-month benefit is tax-exempt up to ₱90,000 (approx. US$1,500) when combined with other bonuses. Any performance, sign-on, retention, or non-cash bonuses are treated as taxable compensation and subject to withholding tax and social contributions. Some employers offer a “14th-month” bonus, but this is voluntary and fully taxable.
Payroll Process With an EOR
When using an EOR in the Philippines, the EOR’s local entity takes full responsibility for:
- Registering employees with SSS, PhilHealth, and Pag-IBIG
- Running semi-monthly payroll (two pay days per month)
- Withholding and remitting income tax and statutory contributions
- Processing 13th-month pay, bonuses, and expense reimbursements
- Ensuring accurate overtime, holiday premiums, and night differentials
- Issuing compliant payslips and annual BIR forms (2316)
This removes the complexity for foreign employers and ensures alignment with DOLE and BIR requirements.
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FAQ on Philippines EOR
A Philippines EOR is a third-party company that legally hires employees on your behalf, manages payroll, remits statutory contributions (SSS, PhilHealth, Pag-IBIG), ensures tax compliance, and issues locally compliant employment contracts. This allows foreign companies to hire Filipino talent without opening a Philippine corporation or going through local business registration.
If you’re hiring across several countries and not only in the Philippines, our global EOR comparison might be the best place for you to compare providers.
In the Philippines, the leave year runs from January 1 to December 31. The country does not have a formal “annual leave” system. Instead, employees become entitled to Service Incentive Leave (SIL) with a statutory minimum of 5 paid days per year.
If an employer provides more than 5 days of vacation leave, that company policy fully replaces SIL and becomes the governing entitlement. There is no legal maximum on how many days an employer (EOR) may offer.
Leave is prorated based on the employee’s start date and, in the case of resignation, up to the final working day. SIL can only be used after completing one year of service, but when an employer offers a higher annual leave allowance, employees may begin using their days as soon as they accrue them monthly.
Employees in the Philippines are paid on a semi-monthly basis, meaning salaries are issued twice each month. In practice, pay dates are on the 15th and 30th each month. If those dates fall on a weekend or a public holiday, pay dates move to the previous working day.
The 13th Month Pay is a mandatory benefit in the Philippines and must be paid no later than December 24th. It equals one-twelfth of an employee’s total basic salary earned during the year and applies to all employees, regardless of their employment type.
A 14th-month bonus is not mandatory, but some employers, especially foreign companies hiring via an EOR, usually choose to offer it voluntarily as an additional mid-year or year-end benefit.
No. With an EOR, you can hire full-time employees in the Philippines without establishing a local entity. The EOR becomes the legal employer while your company manages the employee’s day-to-day work. This avoids incorporation fees, tax registration, and ongoing compliance for SSS, Pag-IBIG, PhilHealth, and BIR filings.
EOR pricing in the Philippines typically ranges from $199 to $604 per employee per month, depending on:
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entity ownership vs. partner model
- salary of employee
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level of HR support and benefits
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onboarding timelines
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platform features (automation, integrations, analytics)
Premium providers like Deel or Remote charge at the higher end; cost-efficient providers like Remofirst or Playroll sit in the mid-range.
Be aware of hidden costs that can be added on top. Use employsome.com to know the entire cost breakdown,
Onboarding typically takes 3–7 business days once documents are complete.
Steps include:
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contract generation
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SSS, PhilHealth, Pag-IBIG registration
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payroll setup
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tax profiling
Top performers (e.g., Deel, Borderless AI) can complete onboarding in 48–72 hours.
Yes, but not all providers offer this.
Full EOR immigration support includes:
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AEP (Alien Employment Permit)
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9(g) Work Visa
Processing typically takes 6–10 weeks, depending on the provider and the Department of Labor requirements. Providers like Deel, Multiplier, and Playroll support full visa sponsorship; budget EORs often do not.
Mandatory benefits include:
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SSS
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PhilHealth
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Pag-IBIG
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13th-month pay
Many EOR providers also offer optional add-ons:
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HMO (health insurance)
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life insurance
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equipment provisioning
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wellness allowances
Premium benefit tiers vary widely by provider.
Yes, if the EOR:
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uses a owned local entity or local partner
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registers employees with SSS, PhilHealth, Pag-IBIG
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follows DOLE labor standards
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pays correct holiday and overtime rates
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files taxes accurately with the BIR
Partner-based EOR providers can be compliant but carry more operational risk.
Written by
Courtney Pocock is a Copywriter & EOR/PEO Researcher at Employsome with 15+ years of experience writing for the HR, corporate, and financial sectors. She has a strong interest in global business expansion and Employer of Record / PEO topics, focusing on news that matters to business owners and decision-makers. Courtney covers industry updates, regulatory changes, and practical guides to help leaders navigate international hiring with confidence.
Our content is created for informational purposes only and is not intended to provide any legal, tax, accounting, or financial advice. Please obtain separate advice from industry-specific professionals who may better understand your business’s needs. Read our Editorial Guidelines for further information on how our content is created.