Employer of Record in Philippines
- Save upto 3% on your payroll cost
- Hire full-time employees in the Philippines without setting up a local entity
- Stay compliant with Philippine labor laws, payroll, and benefits through Asanify's EOR
- Onboard Filipino talent quickly with end-to-end employment management
- Access the Philippines' skilled workforce without legal complexity
- Scale your team with confidence backed by local compliance expertise
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Currency
Philippine Peso (PHP)
Capital
Manila
Official Language
Filipino and English
Payroll Cycle
Monthly
Recognized Globally: Ranked #1 for ‘Ease of Use’ & ‘Customer Support’
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Why Choose Asanify's EOR in Philippines
Asanify is the #1 ranked Employer of Record platform across multiple categories on G2. Our EOR service in the Philippines enables businesses to hire top talent quickly while ensuring full compliance with local labor laws, payroll regulations, and statutory requirements. Focus on growing your business while we handle the complexities of Philippine employment legislation.
Hire Quickly and Legally
Onboard employees in the Philippines within days, not months. Asanify provides legally compliant employment contracts that adhere to Philippine labor law, ensuring your team is ready to work without delays or legal complications.
Complete Payroll and Tax Management
We handle monthly payroll processing, tax withholding, and statutory contributions including SSS, PhilHealth, and Pag-IBIG. Ensure accurate, on-time payments in Philippine Peso while maintaining full compliance with BIR regulations.
Full Compliance Assurance
Navigate Philippine labor law with confidence. Asanify manages employment contracts, mandatory benefits, 13th month pay, leave entitlements, and termination procedures in accordance with the Labor Code of the Philippines.
Cost-Effective Global Expansion
Eliminate the expenses of setting up a Philippine subsidiary, including incorporation fees, legal costs, and ongoing administrative overhead. Asanify offers transparent pricing that makes expansion into the Philippines affordable and predictable.
How Asanify's Employer of Record Works in Philippines
Asanify becomes the legal employer of your Philippine workforce, taking on all compliance responsibilities while you maintain full operational control over day-to-day activities and management.
- Legal Employment: We serve as the employer of record, handling all legal and regulatory obligations
- Payroll & Benefits: Complete management of compensation, statutory benefits, and mandatory contributions
- Compliance Management: Continuous monitoring of Philippine labor law changes and regulatory updates
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Employer of record
Philippine Employment Law Compliance
The Philippines has comprehensive labor regulations governed by the Labor Code. Asanify ensures full compliance with employment standards, mandatory benefits, working hours, overtime rules, and termination procedures. We handle all statutory filings with the Department of Labor and Employment (DOLE) and Bureau of Internal Revenue (BIR).
- Social Security System (SSS), PhilHealth, and Pag-IBIG contributions managed
- 13th month pay, service incentive leave, and other mandatory benefits administered
- Income tax withholding and BIR compliance reporting handled
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Table of Contents
What is an Employer of Record in the Philippines?
An Employer of Record (EOR) in the Philippines is a third-party organization that becomes the legal employer of your workforce, handling all employment responsibilities including contracts, payroll, tax compliance, and benefits administration. While the EOR manages legal and administrative obligations, you maintain full control over daily work activities, performance management, and business direction.
This model is especially useful when:
- You want to hire Filipino employees without incorporating a Philippine entity
- You need to stay compliant with DOLE regulations and Philippine labor law
- You’re testing the Philippine market before committing to a permanent establishment
- You require quick market entry to capture talent or business opportunities
- You want to reduce administrative overhead and focus on core business growth
Asanify provides complete employment infrastructure in the Philippines, enabling you to build teams quickly while ensuring full compliance with local employment laws, tax regulations, and statutory requirements.
How Asanify's Employer of Record Works in the Philippines
Asanify acts as the legal employer of record for your Philippine-based employees, taking on all compliance, payroll, and HR administration responsibilities while you maintain operational control of your team.
Fast Market Entry Without Entity Setup
Hire employees in the Philippines within days without establishing a local corporation, registering with government agencies, or navigating complex incorporation procedures. Asanify’s existing legal infrastructure allows immediate market entry.
Complete Employment Lifecycle Management
From compliant offer letters and onboarding through payroll processing, benefits administration, and offboarding, Asanify manages every aspect of the employee lifecycle in accordance with Philippine labor standards and DOLE requirements.
Centralized Visibility and Control
Access a unified platform to manage contracts, payroll, time-off, compliance documents, and employee data across all your Philippine employees, with real-time reporting and full transparency into employment costs and obligations.
What Asanify Handles Under Employer of Record (EOR) in the Philippines
Asanify provides fully managed employment infrastructure in the Philippines, covering every aspect of compliant employment so you can focus on business growth and team management.
Compliant Employment Contracts
We draft and execute employment contracts that comply with the Philippine Labor Code, including provisions for probationary periods, compensation structures, working hours, leave entitlements, and termination procedures aligned with DOLE standards.
Seamless Employee Onboarding
Our onboarding process includes collecting required documentation, completing government registrations (SSS, PhilHealth, Pag-IBIG), setting up payroll accounts, and ensuring employees are ready to start work with all compliance requirements met.
Payroll Processing and Salary Disbursement
We process accurate, timely payroll in Philippine Pesos, handle salary disbursements, manage overtime calculations, process 13th-month pay, and ensure employees receive compensation on schedule through secure payment channels.
Tax Deduction and Payroll Compliance
Asanify calculates and withholds income tax according to BIR regulations, files monthly and annual tax returns, issues BIR Form 2316, and ensures full compliance with Philippine tax withholding requirements.
Statutory Contributions and Social Security
We manage employer and employee contributions to SSS (Social Security System), PhilHealth (National Health Insurance), and Pag-IBIG Fund (Home Development Mutual Fund), ensuring timely remittance and compliance with contribution rates.
Benefits and Compensation Support
We administer statutory benefits including service incentive leave, parental leave, and holiday pay, while also supporting supplementary benefits such as health insurance, allowances, and other compensation elements as defined in your employment packages.
Employee Support and HR Documentation
Our local HR team provides ongoing support to employees for questions about payroll, benefits, leave policies, and documentation, while maintaining comprehensive employee records and compliance files.
Exit Management and Final Settlement
When employment ends, we manage the termination process in compliance with Philippine labor law, calculate final pay including unused leave and pro-rated 13th-month pay, handle government clearances, and ensure proper documentation of separation.
Employer of Record vs Entity Setup in the Philippines
| Criteria | Employer of Record (EOR) | Entity Setup |
|---|---|---|
| Best For | Quick market entry, testing market fit, small to mid-sized teams | Long-term operations, large teams, physical presence required |
| Speed to Hire | 3-5 days to hire first employee | 3-6 months for full incorporation and registration |
| Setup Cost | No upfront incorporation costs, low monthly per-employee fee | ₱200,000-₱500,000+ in legal, registration, and setup fees |
| Compliance | Fully managed by EOR provider with ongoing updates | Your responsibility; requires local legal and HR expertise |
| Flexibility | Easy to scale up or down, exit market without complications | Fixed infrastructure, complex and costly to dissolve |
| Legal Presence | No local entity required; EOR is legal employer | Full Philippine corporation with SEC registration |
Employer of Record (EOR) Cost in the Philippines: Pricing Guide
Understanding EOR pricing in the Philippines helps you make informed decisions about market entry strategy. While costs vary by provider, EOR services typically offer significantly better ROI than establishing a local entity, especially for companies testing the market or managing smaller teams.
EOR pricing should be evaluated not just as an operational expense, but as a strategic investment that eliminates incorporation costs, reduces compliance risk, and accelerates time-to-market.
Transparent Pricing Structure
Asanify’s EOR pricing in the Philippines includes a predictable monthly fee per employee that covers all employment administration, compliance management, and payroll processing. A one-time onboarding fee covers initial setup, documentation, and government registrations. Unlike entity setup, there are no incorporation costs, no annual registration fees, and no need to engage multiple vendors for legal, accounting, and HR services.
What Impacts Pricing?
- Number of employees: Volume discounts typically apply for larger teams
- Compensation structure: Complex compensation packages with multiple allowances may affect pricing
- Benefits requirements: Supplementary health insurance or enhanced benefits beyond statutory minimums
- Payroll complexity: Variable pay, commission structures, or frequent adjustments
- Local regulations: Industry-specific compliance requirements or specialized employment needs
Why EOR Delivers Strong ROI
- Faster market entry: Start hiring within days instead of waiting months for entity incorporation
- Reduced overhead: No need for local office space, admin staff, or HR infrastructure
- Lower compliance risk: Professional management reduces costly penalties and legal issues
- Simplified workforce management: One platform, one partner, predictable monthly costs
Who Should Use Employer of Record in the Philippines
EOR services in the Philippines benefit a wide range of organizations looking to access Filipino talent without the complexity and cost of entity establishment.
Global Startups Expanding Internationally
Early-stage companies testing product-market fit in Southeast Asia or building distributed teams can hire Filipino developers, customer support specialists, or operations staff without diverting resources to legal entity setup and compliance management.
Technology and SaaS Companies
Tech companies accessing the Philippines’ strong talent pool in software development, IT support, digital marketing, and creative services can scale technical and operational teams quickly while maintaining compliance with local employment regulations.
HR and People Teams
HR leaders managing international hiring can streamline employment processes, ensure consistent compliance across markets, and provide Filipino employees with professional onboarding and support without establishing local HR infrastructure.
Finance and Operations Leaders
CFOs and operations executives seeking cost-effective market entry can avoid significant capital expenditure on entity setup while maintaining predictable, transparent employment costs and reducing administrative complexity.
Enterprises Scaling Global Teams
Established companies expanding into the Philippines or managing remote teams across multiple countries can consolidate employment operations through a single EOR platform, improving visibility and control while reducing vendor management overhead.
Why Asanify is Different from Generic EOR Providers
While many EOR providers offer basic employment administration, Asanify delivers a comprehensive platform specifically designed for companies scaling globally with emphasis on compliance, technology, and employee experience.
Our approach combines deep local expertise in Philippine employment law with modern HR technology and dedicated support, ensuring your team operates smoothly from day one.
Country-Specific Compliance Expertise
Our local compliance team in the Philippines stays current with DOLE regulations, BIR tax updates, SSS contribution changes, and labor law developments, proactively updating employment practices to ensure continuous compliance without requiring your attention.
Integrated Payroll and HR Technology
Asanify’s unified platform consolidates employee data, payroll processing, benefits administration, time-off management, and compliance documentation in one system, eliminating the need to juggle multiple tools or spreadsheets.
Faster Onboarding and Execution
Our streamlined onboarding process and existing infrastructure in the Philippines enable employee start dates within 3-5 days of offer acceptance, helping you secure top talent quickly in a competitive hiring market.
Real-Time Visibility and Reporting
Access dashboards showing employment costs, payroll status, compliance deadlines, and employee data across your Philippine workforce, with detailed reporting for finance, HR, and leadership stakeholders.
End-to-End Workforce Management
Beyond basic EOR services, Asanify supports the complete employee lifecycle including performance documentation, policy management, employee communications, and strategic HR guidance to help you build strong teams in the Philippines.
Why Use an Employer of Record in the Philippines
Employer of Record services remove the traditional barriers to hiring in the Philippines, enabling companies to access talent and enter the market quickly while maintaining full compliance with local employment regulations.
Hire Faster Without Setup Delays
Traditional entity setup in the Philippines requires SEC registration, BIR tax registration, SSS and government agency enrollment, and business permit acquisition—a process that can take 3-6 months. EOR enables hiring within days, helping you secure talent before competitors and respond quickly to business opportunities.
Ensure Compliance from Day One
Philippine labor law includes specific requirements for employment contracts, probationary periods, 13th-month pay, leave entitlements, and termination procedures. Asanify’s local expertise ensures every aspect of employment meets DOLE standards and BIR requirements, reducing legal risk and avoiding costly penalties.
Reduce Costs and Operational Overhead
Establishing a Philippine entity involves significant upfront costs for incorporation, legal fees, and ongoing expenses for office space, admin staff, accounting, and compliance management. EOR converts these into predictable monthly per-employee fees without capital expenditure.
Improve Employee Experience
Filipino employees receive professional onboarding, timely payroll, responsive HR support, and clear documentation of benefits and entitlements, creating a positive employment experience that supports retention and engagement.
Simplify Workforce Management
Managing employment across multiple countries creates administrative complexity. EOR consolidates Philippine employment operations into a single platform and point of contact, reducing vendor management overhead and providing consistent processes across your global team.
Philippines Employment Compliance: What Global Employers Must Manage
Operating as an employer in the Philippines requires compliance with comprehensive labor regulations, tax requirements, and statutory obligations administered by multiple government agencies including DOLE, BIR, SSS, PhilHealth, and Pag-IBIG.
Employment Contracts and Labor Laws
The Philippine Labor Code mandates written employment contracts specifying job role, compensation, working hours (maximum 8 hours/day), overtime rates, probationary terms (maximum 6 months), and termination procedures. Contracts must comply with DOLE standards and include all statutory benefits.
Payroll Tax and Withholding
Employers must withhold income tax based on BIR tax tables, file monthly withholding tax returns (BIR Form 1601-C), issue annual certificates (BIR Form 2316), and ensure accurate tax computation and timely remittance to avoid penalties.
Statutory Benefits and Social Contributions
Mandatory employer and employee contributions include SSS (Social Security System), PhilHealth (National Health Insurance), and Pag-IBIG Fund (Home Development Mutual Fund). Employers must also provide 13th-month pay, service incentive leave (minimum 5 days), and statutory holiday pay.
Employee Termination and Severance
Termination must follow just or authorized causes as defined in the Labor Code, with proper notice periods (30 days for authorized causes) and separation pay calculation based on tenure and termination reason. Improper termination can result in reinstatement orders or significant financial liability.
Data Protection and Privacy
Compliance with the Data Privacy Act of 2012 requires proper handling of employee personal information, privacy notices, consent for data processing, and security measures to protect sensitive employee data.
Work Permits and Immigration
Foreign nationals working in the Philippines require appropriate work permits (Alien Employment Permit) and visas (9(g) visa for foreign employees). Employers are responsible for ensuring foreign employees maintain valid immigration status throughout their employment.
Employer of Record FAQs in Philippines
What is an Employer of Record in the Philippines?
An Employer of Record (EOR) in the Philippines is a third-party organization that becomes the legal employer of your workforce, handling all employment-related responsibilities including contracts, payroll, taxes, statutory benefits, and compliance with Philippine labor law. This allows your company to hire Filipino employees without establishing a local entity.
How quickly can I hire employees in the Philippines through Asanify?
With Asanify’s EOR service, you can onboard employees in the Philippines within 3-5 business days. We handle all documentation, employment contracts, and compliance requirements, allowing your team to start working quickly without the delays associated with entity setup.
What statutory benefits are required in the Philippines?
Philippine law mandates several statutory benefits including Social Security System (SSS) contributions, PhilHealth health insurance, Pag-IBIG housing fund, 13th month pay, service incentive leave, maternity and paternity leave, and holiday pay. Asanify ensures all these benefits are properly administered and compliant.
Does using an EOR create permanent establishment risk in the Philippines?
No, using Asanify’s EOR service significantly reduces permanent establishment risk. As the legal employer, Asanify holds the employment liability and regulatory obligations, allowing your company to operate in the Philippines without triggering permanent establishment concerns.
How does payroll work with Asanify in the Philippines?
Asanify processes monthly payroll for your Philippine employees, handling salary payments in Philippine Peso, calculating and withholding income taxes, managing SSS, PhilHealth and Pag-IBIG contributions, and ensuring timely payment of the mandatory 13th month pay and other benefits.
What is the 13th month pay in the Philippines?
The 13th month pay is a mandatory bonus equal to at least one-twelfth of an employee’s total basic salary earned during the calendar year. It must be paid on or before December 24th each year. Asanify automatically calculates and disburses this benefit in compliance with Philippine law.
Can I terminate an employee in the Philippines through an EOR?
Yes, Asanify manages the termination process in compliance with Philippine labor law, including just cause and authorized cause terminations, notice requirements, separation pay calculations, and final pay processing. We ensure all procedures follow DOLE regulations to minimize legal risks.
What are the working hour regulations in the Philippines?
The standard working hours in the Philippines are 8 hours per day or 48 hours per week. Overtime work must be compensated at 125% of the regular rate on regular days and higher rates for rest days and holidays. Asanify ensures all timekeeping and overtime calculations comply with Labor Code requirements.
How much does Asanify's EOR service cost in the Philippines?
Asanify offers transparent, competitive pricing for EOR services in the Philippines. Our fees are significantly lower than the costs of establishing and maintaining a local entity, which includes incorporation fees, legal costs, office setup, and ongoing administrative expenses. Contact us for a customized quote.
