Work Visa for Philippines 2026: The Complete Employer Guide

Hiring a foreign national in the Philippines is not a single application. It is a two-agency, multi-step process that requires coordination between the Department of Labor and Employment (DOLE) and the Bureau of Immigration (BI), with the employer driving the entire process on behalf of the worker. The system is designed to protect the local labour market first and permit foreign expertise second.

For international companies, this means you cannot simply hire someone and figure out the visa later. The work authorisation process must begin before the employee starts working, and in most cases, several months before their intended start date. Getting this wrong can result in illegal working charges, deportation, fines, and blacklisting of both the employer and the employee.

New rules introduced under DOLE Department Order 248 (issued late 2025) and its addendum DO 248-A-25 have tightened requirements further for 2026, adding mandatory Economic Needs Tests, formalised exemption certificates, and strengthened skills transfer obligations. This guide covers the full process as it stands in April 2026.

Every foreign national who wants to work in the Philippines on a long-term basis must obtain two authorisations in sequence. Neither is optional, and one cannot be issued without the other.

Step 1: Alien Employment Permit (AEP)

The AEP is issued by DOLE and confirms that no Filipino worker is “able, willing, and qualified” to perform the job. The Philippine employer files the application at the DOLE Regional Office where the employment will take place. The AEP is valid for one year or the duration of the employment contract, whichever is shorter, with a maximum of three years. If the employee changes position within the same company or moves to a different employer, a new AEP must be obtained.

The application requires a signed employment contract specifying position, salary, and duration, the employer’s SEC or DTI registration and valid business permits, proof of the foreign worker’s qualifications (education, certifications, experience), a Labour Market Test demonstrating the position was advertised to Filipino workers (typically through newspapers or job portals), and under the 2026 rules, a mandatory Economic Needs Test (ENT) providing a more rigorous justification for why a foreign worker is required.

DOLE processing typically takes 2 to 4 weeks for complete applications, though the new ENT and Labour Market Test requirements under DO 248 have added 30 to 45 days of upfront preparation time for employers. Employers should now allocate 6 to 10 weeks total for the AEP stage.

Step 2: 9(g) Pre-Arranged Employment Visa

Once the AEP is approved, the employer and employee apply for the 9(g) visa at the Bureau of Immigration. This is the actual work visa that allows the foreign national to reside and work in the Philippines for the duration of their contract. The 9(g) can be issued for 1, 2, or 3 years depending on the contract term.

The application requires the approved AEP from DOLE, a notarised certification of the company’s foreign and Filipino employee headcount, the BI application form and medical examination report, a copy of the employer’s SEC registration and Articles of Incorporation, the employee’s passport with valid entry visa (typically a 9(a) tourist visa that gets converted), and payment of visa fees.

The employee must appear in person for biometrics (fingerprinting and photo capture) at the BI Main Office in Intramuros, Manila, or authorised regional offices. The application is reviewed by the Board of Commissioners before approval.

Total processing time for the 9(g) visa stage is typically 4 to 8 weeks after AEP approval. Combined with the AEP stage, the full end-to-end process takes 3 to 5 months in 2026.

The 9(g) is the standard pathway, but the Philippines offers several alternatives depending on the situation.

The Special Work Permit (SWP) allows foreign nationals to work for up to six months on a temporary, non-employment basis. The worker maintains tourist visa status. This is useful for short-term project assignments, training, or consulting engagements. No AEP is required.

The 47(a)(2) Special Non-Immigrant Visa applies to foreign employees of companies registered with the Philippine Economic Zone Authority (PEZA) or the Board of Investments (BOI). This visa offers simplified processing and is common for tech companies and manufacturers operating in economic zones. Under the 2026 rules, ENT requirements may now apply to non-executive roles in PEZA-registered entities.

The 9(d) Treaty Trader’s Visa is available to nationals of countries with bilateral trade agreements with the Philippines (currently the US, Japan, Germany, and South Korea). The applicant or their employer must be involved in substantial trade with the Philippines, with a minimum investment of $120,000.

Certain categories of foreign nationals do not need an AEP, though under the 2026 rules, most exempt categories now require a formal Certificate of Exemption from DOLE, adding 1 to 2 weeks of documentation. Exempt categories include members of a corporate board with voting rights who are not involved in day-to-day management, diplomatic and foreign government personnel, permanent and probationary residents, foreign nationals working for employers based outside the Philippines (though this exemption is narrowly applied), and employees of regional headquarters of multinational companies with appropriate special visas.

The costs for a full 9(g) visa application vary depending on duration and whether you use legal agents. Approximate costs for a 1-year 9(g) visa include the AEP filing fee (varies by DOLE regional office, typically PHP 8,000 to 10,000), the 9(g) visa fee (approximately PHP 30,000 to 40,000 including processing fees), Provisional Work Permit if needed (~PHP 6,000 to 10,000), ACR I-Card (Alien Certificate of Registration, ~PHP 3,000), and legal agent or immigration consultant fees (PHP 30,000 to 80,000 depending on complexity). Total cost typically ranges from PHP 80,000 to 150,000 (~$1,400 to $2,700 USD) for a standard 1-year 9(g) including professional fees.

The 9(g) visa is tied to the sponsoring employer. If the employee resigns, is terminated, or the contract ends, the visa must be downgraded back to a 9(a) tourist visa. This gives the foreign national 59 days to find a new employer or leave the Philippines.

Failure to downgrade after leaving employment can result in blacklisting, fines, and future immigration complications. Employers are required to notify both the Bureau of Immigration and DOLE within 3 days if a foreign employee is no longer with the company.

If you are hiring a foreign national in the Philippines through an Employer of Record, the EOR is the legal employer and sponsor. The EOR is responsible for filing the AEP application with DOLE, conducting the Labour Market Test and Economic Needs Test under DO 248, applying for the 9(g) visa at the Bureau of Immigration, securing the Provisional Work Permit if the employee needs to start before the 9(g) is approved, managing annual reporting obligations (all 9(g) holders must complete their Annual Report within the first 60 days of each year), and handling visa downgrade and BI notification when employment ends.

Not all EOR providers in the Philippines offer full immigration support. Some provide only advisory guidance and expect the employer or employee to manage the visa process independently. For a market where processing takes 3 to 5 months and compliance failures carry serious consequences, this distinction matters. See our Best Employer of Record in the Philippines ranking for providers verified on immigration execution.