The Philippines has emerged as one of the most attractive destinations for global companies looking to build remote teams across customer support, IT, finance, healthcare operations, and shared services. With a large English-speaking workforce, competitive labor costs, and strong alignment with Western business culture, hiring in the Philippines offers clear advantages. However, navigating Philippine labour laws, payroll compliance, statutory benefits, and termination rules can be complex for foreign companies.

This is where Employer of Record (EOR) services in the Philippines play a critical role. Instead of setting up a local entity, companies can hire employees compliantly through an EOR partner that becomes the legal employer while the business retains day-to-day operational control.

In this guide, we break down the best Employer of Record service providers in the Philippines for 2026, compare their pricing and compliance capabilities, and help HR leaders, CFOs, and founders choose the right EOR partner for scalable, low-risk expansion.

Why Global Companies Use Employer of Record Services in the Philippines

For international businesses, the biggest barrier to hiring in the Philippines is not talent availability it’s compliance. Philippine employment laws are employee-friendly and strictly enforced, with mandatory registrations, benefits, and termination safeguards.

EOR solutions in the Philippines allow companies to:

• Hire quickly without incorporating a local entity
  
• Stay compliant with Philippine labour law
  
• Reduce legal, tax, and misclassification risks
  
• Scale teams flexibly without long-term commitments
  

This model is especially valuable for:

• Indian companies expanding into Southeast Asia
  
• US and European startups testing the Philippine market
  
• Enterprises hiring distributed teams across APAC
  

By using Employer of Record services Philippines, companies can focus on growth while the EOR manages legal employment responsibilities.

What Is an Employer of Record (EOR) in the Philippines?

An Employer of Record in the Philippines is a third-party organization that legally employs workers on behalf of a foreign company. While the client company directs the employee’s daily work, the EOR handles all statutory and legal obligations.

Key Responsibilities of an EOR in the Philippines

• Drafting compliant employment contracts
  
• Payroll processing and tax withholding
  
• Registration and contributions to SSS, PhilHealth, and Pag-IBIG
  
• Statutory benefits administration
  
• Compliance with termination, notice, and severance rules
  
• Ongoing labour law monitoring
  

This structure ensures that companies hiring in the Philippines remain compliant with Labour Law in Philippines without building in-house legal or HR infrastructure.

Understanding Philippine Labour Law: What Employers Must Know

Before selecting an EOR provider, it’s essential to understand the regulatory environment they must manage on your behalf.

Employment Contracts

• Written employment contracts are mandatory
  
• Contracts must specify role, salary, benefits, working hours, and termination terms
  
• Fixed-term vs regular employment rules must be followed carefully
  

Working Hours & Overtime

• Standard workweek: 40–48 hours
  
• Overtime pay is mandatory beyond standard hours
  
• Night shift differential applies in many roles
  

Mandatory Contributions

Employers must register and contribute to:

• SSS (Social Security System)
  
• PhilHealth
  
• Pag-IBIG Fund
  

Failure to comply can result in penalties, audits, and employment disputes.

A strong EOR service Philippines partner ensures full compliance across these obligations.

How to Evaluate the Best EOR Providers in the Philippines

Not all EOR providers offer the same depth of compliance, pricing transparency, or local expertise. Choosing the wrong partner can expose your company to risk.

Key Evaluation Criteria

1. Labour Law Expertise

Your EOR should demonstrate deep, on-the-ground knowledge of Philippine labour regulations, including termination procedures and employee dispute resolution.

2. Payroll & Tax Accuracy

Errors in payroll or statutory contributions can lead to fines and reputational risk. Look for providers with proven payroll systems and local tax expertise.

3. Pricing Transparency

Some global EORs bundle costs in complex pricing models. Transparent, per-employee pricing is essential for budgeting.

4. Employee Experience

Benefits administration, onboarding quality, and local HR support directly impact retention and performance.

5. Scalability & Regional Strength

If you plan to expand across Asia, your EOR should support multi-country growth seamlessly.

Top 10 EOR Providers in the Philippines for 2026

1. Asanify – Smart & Compliant Hiring in the Philippines 🇵🇭

Asanify is transforming global hiring with its AI-powered platform that automates onboarding, payroll, and compliance in the Philippines. It handles end-to-end employment responsibilities, including government registrations, contribution remittance, and region-based wage adjustments.

Strengths in the Philippines: Asanify excels at managing local government contributions (SSS, Pag-IBIG, PhilHealth), issuing BIR-compliant payslips, and customizing benefits for different cities and provinces. Its team ensures compliance with DOLE standards and provides multilingual support.

Ideal For: Startups, distributed teams, and global companies expanding to Southeast Asia.

2. Remote

Remote is a widely used EOR platform with solid infrastructure in the Philippines. It supports end-to-end employment and ensures strict compliance with labor laws and taxation requirements.

Strengths in the Philippines: Remote handles employee classification, tax withholding, and benefits customization efficiently and offers robust IP protection.

3. Deel

Deel offers flexible hiring solutions in the Philippines for both contractors and full-time employees. Its platform ensures legally compliant contracts and fast onboarding.

Strengths in the Philippines: Deel is known for its fast turnaround, fully localized contracts, and real-time tax calculations.

4. Oyster HR

Oyster provides a remote-first solution with full legal compliance. For companies hiring in the Philippines, Oyster offers localized HR support and tax-compliant employee contracts.

Strengths in the Philippines: User-friendly dashboard, employee benefits management, and full support across multiple Filipino regions.

5. Papaya Global

Papaya combines EOR services with powerful payroll and workforce analytics. Its Philippine offering focuses on local law compliance and scalable employment management.

Strengths in the Philippines: Real-time payroll dashboards, automated tax reporting, and built-in advisory for mandatory contributions.

6. Safeguard Global

Safeguard Global provides enterprise-grade hiring and payroll solutions across Asia, including the Philippines. It’s ideal for large teams needing tight compliance controls.

Strengths in the Philippines: Extensive knowledge of local labor regulations and strong focus on privacy and payroll security.

7. Globalization Partners

One of the earliest EOR players, GP has a solid presence in the Philippines, offering fast hiring with end-to-end legal compliance.

Strengths in the Philippines: Proven experience in transitioning employees to client entities and handling legal nuances for large-scale hiring.

8. Atlas

Atlas offers direct EOR services with its own entity in the Philippines, removing reliance on third-party partners.

Strengths in the Philippines: Full legal presence and real-time visibility into labor law changes, plus personalized support.

9. Velocity Global

Velocity Global delivers flexible employment solutions that fit your global expansion strategy. Their Philippines operations offer fast compliance and streamlined onboarding.

Strengths in the Philippines: Strong local HR knowledge, benefits benchmarking, and compensation analysis tools.

10. Shield GEO

Shield GEO offers hands-on legal and HR guidance for international hiring. In the Philippines, they focus on personalized support and full legal assurance.

Strengths in the Philippines: Dedicated account managers, detailed compliance tracking, and customizable employee documents.

How to Choose the Right EOR Partner in the Philippines

The Philippines has both national and local employment regulations. When selecting an EOR, assess:

• Knowledge of Government Agencies: Do they handle SSS, PhilHealth, BIR, and DOLE filings?
• Payroll Automation: Can they issue tax-compliant payslips and support digital remittances?
• Contract Customization: Can they support multilingual contracts and city-specific wage laws?
• Service Transparency: Are pricing and onboarding timelines clearly communicated?
• Scalability: Will they grow with your team as you expand across Asia?

When Should You Choose an EOR in the Philippines?

You should choose an Employer of Record (EOR) in the Philippines when you want to hire employees quickly without setting up a local entity and taking on long-term legal obligations. An EOR is ideal for market entry, pilot teams, or scaling small to mid-sized workforces while remaining compliant with Philippine labour laws. It also suits companies that want predictable employment costs and minimal HR, payroll, and compliance risk.

You should strongly consider an EOR if:

• You want to hire quickly without incorporation
  
• You’re testing the Philippine market
  
• You need 1–50 employees initially
  
• You want predictable employment costs
  
• You lack in-house expertise on Labour Law in Philippines
  

Why Asanify Is a Strategic EOR Partner for the Philippines

Asanify delivers purpose-built Employer of Record (EOR) services in the Philippines designed for companies expanding across Asia. With deep expertise in Philippine labour law, payroll compliance, and statutory benefits, Asanify helps global employers hire, onboard, and manage teams in the Philippines without setting up a local entity.

Key Features of Asanify’s EOR Solutions in the Philippines:

• End-to-end Employer of Record Philippines services covering compliant employment contracts, payroll processing, and statutory filings
• Accurate payroll and tax management, including SSS, PhilHealth, and Pag-IBIG contributions
• Transparent, predictable pricing with no hidden fees, enabling cost control as teams scale
• Fast and compliant onboarding aligned with Labour Law in Philippines
• Dedicated local HR support for employees and employers
• Scalable EOR solutions Philippines that support multi-country hiring across APAC from a single platform

With Asanify’s EOR service Philippines, companies reduce compliance risk, accelerate hiring, and gain a reliable partner for long-term growth in the Philippine market and beyond.

Conclusion

Hiring in the Philippines offers strong talent and cost advantages, but local labour laws and compliance requirements can be complex for foreign companies. Employer of Record (EOR) services in the Philippines provide a fast, compliant way to hire without setting up a local entity.

Selecting the right EOR depends on labour law expertise, payroll accuracy, pricing transparency, and scalability. With the right EOR partner, companies can reduce risk, control costs, and scale confidently in the Philippine market.

FAQs

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.