Why Global Companies Hire Learning & Development Trainers from Philippines

The Philippines has emerged as an exceptional source of Learning & Development talent for global organizations seeking high-quality trainers at competitive rates. Several key factors make Filipino L&D professionals particularly valuable for international companies.

Filipino trainers possess outstanding communication skills, with English fluency being a significant advantage. English is an official language in the Philippines and is widely used in education and business settings. Filipino L&D professionals typically demonstrate excellent verbal communication with neutral accents, making them easily understood by diverse global audiences. This linguistic capability is complemented by strong cultural adaptability, allowing them to effectively connect with learners from various backgrounds.

The Philippine education system produces well-qualified L&D professionals, with many holding degrees in education, psychology, human resources, or communications. Additionally, numerous Filipino trainers possess international certifications such as ATD (Association for Talent Development), HRCI (HR Certification Institute), or specialized instructional design credentials.

From a financial perspective, hiring Filipino L&D trainers offers substantial cost advantages, with rates typically 40-60% lower than equivalent positions in North America or Europe. The Philippines’ timezone (GMT+8) also provides strategic advantages, offering overlap with Asian business hours and allowing for asynchronous training development for Western organizations.

Cultural factors further enhance the value proposition. Filipinos are known for their service-oriented mindset and strong work ethic. Their natural warmth and relational approach to interactions translate particularly well to training and development roles that require building rapport and creating engaging learning environments.

Who Should Consider Hiring Filipino Learning & Development Trainers

Several types of organizations would benefit significantly from hiring Learning & Development trainers from the Philippines:

• Global companies with diverse training needs – Organizations operating across multiple markets can leverage Filipino trainers’ cultural adaptability and language skills to develop and deliver training that resonates with diverse audiences.
• Companies scaling their L&D functions cost-effectively – Businesses looking to expand their training capabilities without proportional budget increases can optimize resources by incorporating Filipino trainers into their L&D teams.
• E-learning and educational technology companies – Organizations developing online courses and digital learning content can benefit from Filipino trainers’ technical aptitude, instructional design skills, and content development abilities at competitive rates.
• BPO organizations and customer service operations – Companies with large customer-facing teams can utilize Filipino trainers who understand both Western customer service standards and effective adult learning methodologies.
• Companies requiring 24/7 learning support – Organizations with global workforces can leverage the Philippines’ time zone to provide training support across different regions, enabling follow-the-sun L&D operations.

Key Skills and Specializations for Learning & Development Trainers

Filipino Learning & Development trainers typically possess a diverse skill set spanning instructional methodologies, content creation, and technology integration:

Core L&D Skills

• Adult learning principles application
• Training needs analysis and assessment
• Curriculum development and instructional design
• Facilitation and presentation techniques
• Learning evaluation and measurement
• Coaching and mentoring methodologies
• Learning management system administration

Content Development Skills

• E-learning content creation
• Multimedia learning material development
• Storyboarding and scenario design
• Assessment and quiz creation
• Instructional writing and scripting
• Visual design for learning
• Video and audio production basics

Technical Skills

• Learning Management Systems (Cornerstone, TalentLMS, Moodle)
• Authoring tools (Articulate Storyline, Adobe Captivate, Lectora)
• Video conferencing platforms (Zoom, Microsoft Teams, WebEx)
• Presentation software (PowerPoint, Keynote, Canva)
• Collaboration tools (Miro, Mural, Google Workspace)
• Basic HTML and multimedia editing

Common Specializations

Experience Levels of Filipino Learning & Development Trainers

Filipino Learning & Development professionals typically fall into three experience tiers, each offering different capabilities and value:

Entry-Level Trainers (0-2 years)

These professionals are often recent graduates from education, psychology, communications, or HR programs with limited professional L&D experience. They typically possess strong theoretical knowledge of learning principles and enthusiasm for training delivery. Filipino entry-level trainers commonly have experience as teaching assistants, peer tutors, or interns in training departments. They excel at implementing established training materials, supporting senior trainers, and handling administrative L&D functions. Many demonstrate aptitude with learning technologies and digital content development.

Mid-Level Trainers (3-5 years)

Mid-level L&D professionals in the Philippines have developed specialized expertise in particular training methodologies or content areas. They can independently design and deliver comprehensive training programs with minimal supervision. Filipino trainers at this level often hold certifications in specific training domains or instructional design methodologies. They excel at needs assessment, curriculum development, and adapting training to different learning styles. Many have experience measuring training effectiveness and making data-driven improvements to learning programs.

Senior Trainers (6+ years)

Senior Filipino L&D professionals bring strategic thinking alongside training expertise. They can develop comprehensive learning strategies aligned with organizational goals and measure learning impact on business outcomes. These professionals often have experience managing training teams or complex learning initiatives across multiple departments or locations. Senior trainers excel at consulting with leadership on talent development needs, creating innovative learning solutions, and implementing large-scale L&D transformations. Many have specialized expertise in areas like leadership development, change management, or performance consulting.

Hiring Models to Choose From

When hiring Learning & Development trainers in the Philippines, companies have several engagement models to consider, each with distinct advantages and considerations:

Full-Time Employment

Hiring L&D trainers as full-time employees provides the deepest integration with your team and greatest control over their work. This model works best for organizations with consistent, ongoing training needs requiring dedicated resources. Full-time Filipino trainers become fully immersed in your organization’s culture and can develop deep understanding of your training requirements and audience needs over time.

Contract-Based Hiring

Engaging trainers on fixed-term contracts offers flexibility for project-based work or seasonal training needs. This approach works well when you need specialized expertise for specific training initiatives or curriculum development projects without long-term commitment. Filipino contractors often specialize in particular training domains and can bring focused expertise to time-limited projects.

Freelance Engagement

Working with freelance trainers gives maximum flexibility for variable training needs. This model is ideal for occasional training delivery, content development projects, or specialized workshops. Filipino freelancers in the L&D space often have diverse experience across industries and can bring fresh perspectives to your training programs.

Staff Augmentation

This model allows you to temporarily expand your L&D team through a third-party provider who employs the trainers. Staff augmentation works well when you need to quickly scale training capacity for growth initiatives or special projects while maintaining management control over the work.

Managed L&D Services

Engaging a Filipino learning services provider on a managed services basis offers comprehensive L&D support with minimal management overhead. This model works well for organizations seeking to outsource significant portions of their training function, from needs analysis through delivery and measurement.

How to Legally Hire Learning & Development Trainers in Philippines

When hiring L&D trainers in the Philippines, companies have two primary approaches: establishing a legal entity or using an Employer of Record (EOR) service.

Entity Establishment

Setting up a Philippine subsidiary provides complete control but requires significant investment:

• Corporation setup with Securities and Exchange Commission
• Business permits and registrations with local government units
• Tax registration with Bureau of Internal Revenue
• Registration with mandatory benefits agencies (SSS, PhilHealth, Pag-IBIG)
• Banking relationships establishment
• Compliance with Philippine Labor Code requirements

This approach typically requires 2-3 months setup time and significant initial investment, making it suitable for companies planning long-term, extensive operations in the Philippines.

Employer of Record (EOR)

Using an Employer of Record service in the Philippines allows companies to hire legally without establishing an entity. An EOR like Asanify handles:

• Legal employment contracts compliant with Philippine labor laws
• Payroll processing and tax compliance
• Mandatory benefits administration
• Labor law compliance and risk mitigation
• HR administration and employee relations

This solution enables rapid hiring (often within days) with minimal upfront investment.

For many organizations, registering a business in the Philippines may not be necessary when using an EOR solution, particularly if you’re hiring a small team of L&D professionals.

Step-by-Step Guide to Hiring Learning & Development Trainers in Philippines

Step 1: Define Requirements

Start by clearly articulating your L&D needs and objectives:

• Identify specific training areas and methodologies required
• Determine experience level needed based on program complexity
• Define essential skills, tools proficiency, and certifications
• Clarify whether you need content development, delivery, or both
• Establish language requirements and cultural considerations

Step 2: Choose the Right Hiring Model

Based on your requirements, select the most appropriate engagement model:

• Assess whether your needs are ongoing or project-specific
• Consider budget constraints and flexibility requirements
• Evaluate entity establishment vs. EOR solution based on your timeline
• Determine whether full-time, contract, or freelance engagement is most appropriate

Step 3: Source Qualified Candidates

Identify and attract top Filipino L&D talent:

• Utilize specialized job boards focused on Filipino professionals
• Engage with L&D communities and professional associations in the Philippines
• Consider staffing agencies in the Philippines with L&D expertise
• Leverage LinkedIn and professional networks
• Tap into educational institutions with strong training programs

Step 4: Evaluate Candidates Effectively

Implement a thorough assessment process:

• Review resumes focusing on relevant L&D experience and certifications
• Evaluate portfolios of training materials and programs developed
• Conduct skills-based interviews assessing instructional design knowledge
• Request mini-training presentations to assess delivery capabilities
• Verify technical skills with relevant tools and platforms

Step 5: Onboard Successfully

Ensure a smooth integration into your L&D function:

• Provide comprehensive context about your organization and learning culture
• Establish clear communication channels and reporting structures
• Create detailed documentation of training standards and processes
• Schedule regular check-ins and performance reviews
• Handle employment compliance through Asanify’s EOR onboarding process for seamless legal employment

Salary Benchmarks

Filipino Learning & Development trainer salaries vary based on experience level, specialization, and educational background. The following benchmarks provide a general overview of market rates:

Additional Compensation Considerations

• Mandatory Benefits: Philippine law requires 13th month pay, SSS, PhilHealth, and Pag-IBIG contributions
• Skill Premiums: Specialized expertise in e-learning development or instructional design typically commands 15-25% higher compensation
• Certification Bonuses: International certifications (ATD, CPLP, etc.) often result in 10-20% salary premiums
• Industry Variations: L&D roles in multinational corporations or IT/BPO sectors typically offer higher compensation than local companies
• Location Factors: Manila and Cebu-based L&D professionals generally command higher rates than those in provincial areas

Employee benefits in the Philippines play an important role in the total compensation package and should be considered alongside base salary when budgeting for L&D talent.

What Skills to Look for When Hiring Learning & Development Trainers

When evaluating Filipino Learning & Development trainers, consider both technical capabilities and soft skills that indicate training effectiveness:

Essential Instructional Skills

• Instructional Design: Ability to create structured, engaging learning experiences based on sound adult learning principles
• Training Facilitation: Skills in delivering engaging training sessions with clear communication and interactive techniques
• Needs Analysis: Capacity to identify performance gaps and translate them into appropriate learning solutions
• Content Development: Ability to create clear, concise, and compelling learning materials for various formats
• Assessment Design: Knowledge of creating effective evaluations to measure learning outcomes
• Learning Technology: Familiarity with LMS platforms, authoring tools, and digital learning delivery
• Training Evaluation: Understanding of measurement methodologies to assess training effectiveness
• Curriculum Planning: Skills in designing comprehensive learning journeys and development pathways

Critical Soft Skills

• Communication: Exceptional verbal and written communication abilities, particularly in English
• Cultural Adaptability: Sensitivity to diverse cultural contexts and ability to adapt content accordingly
• Empathy: Understanding of learner perspectives and challenges
• Presentation Skills: Confident, engaging delivery style with appropriate vocal variety
• Flexibility: Ability to adapt to different learning styles and unexpected situations
• Time Management: Skills in pacing training activities and managing session flow
• Problem-Solving: Capacity to address learner difficulties and overcome training obstacles
• Creativity: Innovative approaches to making learning engaging and effective

Technical Skills

• LMS Administration: Experience managing learning platforms and content deployment
• E-learning Authoring: Proficiency with tools like Articulate Storyline, Captivate, or similar
• Multimedia Production: Skills in creating or editing videos, audio, and graphics for learning
• Data Analysis: Ability to interpret learning metrics and program effectiveness data
• Virtual Training Platforms: Experience with Zoom, Teams, WebEx, or other virtual classroom tools
• Collaboration Tools: Familiarity with project management and team collaboration platforms

Specialized Knowledge Areas

• Leadership Development: Understanding of leadership competencies and development methodologies
• Customer Service Training: Knowledge of service excellence principles and practices
• Technical Training: Ability to simplify complex technical content for learner understanding
• Compliance Training: Familiarity with regulatory requirements and effective compliance education
• Sales Training: Understanding of sales methodologies and performance improvement

Legal and Compliance Considerations

Hiring Learning & Development trainers in the Philippines requires attention to several legal and compliance aspects:

Employment Classification

Philippine law distinguishes between several employment types:

• Regular employees (indefinite term, entitled to full benefits)
• Project-based employees (fixed duration for specific projects)
• Fixed-term employees (contract with specific end date)
• Probationary employees (maximum 6-month trial period)
• Independent contractors (must meet specific legal criteria)

Misclassification carries significant legal and financial risks, including potential back-payment of benefits and penalties.

Mandatory Benefits

Employers must provide several statutory benefits to employees:

• 13th month pay (mandatory bonus equivalent to one month’s salary)
• Social Security System (SSS) contributions
• PhilHealth (national health insurance) contributions
• Pag-IBIG (Home Development Mutual Fund) contributions
• Statutory leaves (service incentive, maternity, paternity, etc.)

Working Hours and Overtime

• Standard work week is 48 hours (often implemented as 40-44 hours in practice)
• Overtime must be compensated at premium rates (125% on normal days)
• Rest day and holiday work requires additional premium pay
• Night shift differential (10%) applies between 10PM and 6AM

Intellectual Property Rights

• Training materials created by employees typically belong to the employer
• Clear IP assignment clauses should be included in employment contracts
• Special considerations apply for independent contractors without explicit assignment

Data Privacy

• Compliance with Philippines Data Privacy Act required
• Proper handling of personal information in training materials
• Appropriate consent for recording training sessions

Navigating these complex requirements can be challenging for international companies. Asanify’s Employer of Record service manages all compliance aspects, ensuring your L&D trainer hiring in the Philippines follows all local regulations while eliminating administrative burden and legal risk.

Common Challenges Global Employers Face

Companies hiring Learning & Development trainers in the Philippines often encounter several obstacles that require strategic planning:

Complex Labor Regulations

The Philippines has comprehensive labor laws that can be challenging for foreign employers to navigate. Requirements around employment contracts, mandatory benefits, and termination procedures are strictly enforced. Companies without local expertise risk non-compliance penalties and potential labor disputes. Understanding the nuances between regular employment, project-based employment, and contractor relationships is particularly challenging.

Cultural Adaptation of Training Content

When Filipino trainers develop or deliver content for global audiences, cultural context adaptation becomes crucial. Training materials developed in Western contexts may contain references, examples, or approaches that don’t resonate with Asian or other cultural perspectives. Organizations must establish processes for cultural localization and adaptation to ensure training effectiveness across regions.

Technology and Infrastructure Limitations

While metropolitan areas in the Philippines generally have good internet infrastructure, trainers in provincial locations may face connectivity challenges. Power interruptions and internet stability issues can occasionally impact virtual training delivery or remote work. Companies must develop contingency plans and technical solutions to mitigate these potential disruptions.

Time Zone Coordination

The Philippines’ time zone (GMT+8) creates scheduling challenges for real-time collaboration with teams in the Americas and Europe. While this can be advantageous for Asian markets, it requires careful planning for global training initiatives and team meetings. Establishing clear asynchronous workflows and communication protocols becomes essential for effective collaboration.

Payment and Administrative Complexity

Processing payments to Filipino employees involves navigating local banking systems, currency conversion, and ensuring compliance with tax and social security requirements. The administrative burden of managing these processes from overseas can be significant without local support.

Asanify’s EOR solution addresses these challenges by providing comprehensive employment compliance management, cultural guidance, and streamlined administrative processes. Our platform ensures you can focus on training quality and development strategy rather than logistical and legal complexities.

Best Practices for Managing Remote Learning & Development Trainers in Philippines

Successfully managing Filipino L&D trainers remotely requires intentional strategies that optimize their effectiveness while bridging physical distance:

Establish Clear Instructional Standards

• Create comprehensive style guides and instructional design standards
• Provide branded templates for training materials and presentations
• Define quality criteria for different training content types
• Establish review processes for ensuring consistency

Optimize Communication Practices

• Schedule regular check-ins accounting for time zone differences
• Use video calls for training demonstrations and feedback sessions
• Implement asynchronous communication tools for non-urgent matters
• Create shared documentation for training projects and initiatives

Support Professional Development

• Provide access to international L&D resources and communities
• Offer opportunities for certification and skills enhancement
• Encourage participation in global L&D initiatives and meetings
• Create mentoring relationships with experienced team members

Build Cultural Bridges

• Invest time in understanding Filipino work culture and communication styles
• Recognize important Philippine holidays and cultural events
• Create opportunities for cross-cultural team building
• Provide context about organizational culture and regional differences

Provide Adequate Technical Infrastructure

• Ensure access to necessary authoring tools and software licenses
• Provide stipends for internet backup solutions if needed
• Establish technical support channels for remote troubleshooting
• Create contingency plans for technical disruptions

Implement Effective Quality Assurance

• Develop peer review processes for training materials
• Schedule periodic observation of training delivery
• Gather and share participant feedback consistently
• Measure training effectiveness through established metrics

Why Use Asanify to Hire Learning & Development Trainers in Philippines

Asanify provides a comprehensive solution for companies looking to hire Learning & Development trainers in the Philippines without establishing a local entity:

Complete Legal Compliance

Our Employer of Record service ensures full compliance with all Philippine employment regulations, including:

• Legally compliant employment contracts and documentation
• Proper worker classification and protection
• Management of mandatory benefits and contributions
• Compliance with labor laws and local regulations
• Risk mitigation for employment disputes

Streamlined Payroll Management

Asanify handles all payroll aspects for your Filipino L&D trainers:

• Timely salary payments in Philippine Peso
• Tax withholding and remittance to Philippine authorities
• Mandatory benefit contributions (SSS, PhilHealth, Pag-IBIG)
• 13th month pay calculation and distribution
• Payslip generation and record keeping

Comprehensive Benefits Administration

We provide and manage competitive benefits packages including:

• Statutory benefits management and compliance
• Supplemental private health insurance options
• Additional allowances and perks administration
• Leave management and tracking
• Employee self-service access for benefits information

Rapid Deployment Capability

Asanify enables you to hire Filipino L&D trainers quickly:

• Expedited onboarding processes (often within days)
• Pre-established employment templates and frameworks
• Simplified contract generation and execution
• Quick setup of payroll and benefits systems

Ongoing HR Support

Our team provides continuous human resources assistance:

• Day-to-day HR administration and support
• Performance management guidance
• Employee relations assistance
• Termination compliance when needed
• Local HR expertise and cultural insights

By partnering with Asanify, you can focus on developing effective learning strategies and content while we handle all employment administration and compliance requirements for your Filipino L&D team.

FAQs: Hiring Learning & Development Trainers in Philippines

What’s the average salary for Learning & Development trainers in the Philippines?

The average monthly salary for L&D trainers in the Philippines ranges from PHP 35,000 to PHP 90,000 (approximately $750-$1,900), depending on experience level and specialization. Entry-level trainers typically earn PHP 25,000-40,000, mid-level trainers PHP 40,000-70,000, and senior trainers PHP 70,000-120,000. L&D managers can earn PHP 90,000-150,000+. Specialized skills in e-learning development or instructional design typically command 15-25% premium over general training roles.

Do I need to set up a legal entity to hire Learning & Development trainers in the Philippines?

No, setting up a legal entity is not required. You can hire Filipino L&D trainers through an Employer of Record (EOR) service like Asanify, which serves as the legal employer while you maintain day-to-day work direction. This approach eliminates the 2-3 month entity setup process and the associated $8,000-$15,000+ in establishment costs, allowing you to hire within days rather than months.

What are the mandatory benefits I need to provide to Filipino L&D trainers?

Regular employees in the Philippines are entitled to several mandatory benefits: 13th month pay (equivalent to one month’s salary paid annually), Social Security System (SSS) contributions, PhilHealth (national health insurance) contributions, Pag-IBIG (Home Development Mutual Fund) contributions, at least 5 service incentive leave days annually, and paid leave for specific circumstances (maternity/paternity, solo parent, etc.). Asanify’s EOR service handles all these statutory requirements.

How do Filipino Learning & Development trainers compare to trainers in other outsourcing destinations?

Filipino L&D trainers generally offer stronger English communication skills than many other outsourcing destinations, with neutral accents and high comprehension. They typically have excellent cultural alignment with Western business practices while offering Asian market insights. Their rates are competitive with India but often provide better communication advantages. Compared to Eastern European trainers, Filipino trainers are typically more cost-effective while offering similar quality levels, though with different time zone advantages.

How long does it take to hire a Learning & Development trainer in the Philippines?

The hiring timeline typically ranges from 3-6 weeks, depending on your requirements and the hiring approach. The candidate search and interview process usually takes 2-4 weeks for L&D roles. When using Asanify’s EOR solution, the onboarding and employment setup can be completed within 3-5 business days, compared to the 2-3 months required for entity establishment plus hiring time.

What termination notice is required for L&D trainers in the Philippines?

Philippine labor law requires that termination must be for just cause (misconduct, negligence, fraud) or authorized cause (redundancy, cost-cutting, closure). Proper due process must be followed, including written notice, opportunity to respond, and decision notification. For authorized cause terminations, 30 days written notice is required, along with separation pay of one month’s salary per year of service (for redundancy) or one-half month’s salary per year of service (for cost-cutting). Asanify manages compliant termination processes when needed.

How do I evaluate the training skills of Filipino L&D candidates?

Implement a multi-stage assessment process: review previous training materials they’ve developed; request a sample training session or mini-presentation on a relevant topic; evaluate their instructional design knowledge through scenario-based questions; assess their learning technology proficiency through practical demonstrations; and check references from previous employers specifically addressing training quality and participant feedback. For e-learning roles, include portfolio reviews of digital content they’ve created.

What’s the best way to manage time zone differences with Filipino L&D trainers?

The Philippines is GMT+8, which provides good overlap with Asia-Pacific regions but limited real-time collaboration with Americas and Europe. Establish core overlap hours for synchronous meetings (typically early morning US/evening Philippines or evening Europe/morning Philippines). Implement asynchronous collaboration tools for content review and feedback. Create detailed documentation and templates to minimize real-time clarification needs. Consider scheduling training delivery to leverage the time zone difference for global training coverage.

How can I ensure quality and consistency in training materials developed by remote Filipino trainers?

Establish clear instructional design standards and templates; create comprehensive style guides for visual and content consistency; implement structured review processes with specific quality criteria; provide exemplary materials as benchmarks; conduct regular quality audits of developed content; offer specific, actionable feedback on work; use collaborative authoring tools with version control; and conduct periodic calibration sessions to align on expectations and standards.

What certifications should I look for in Filipino L&D professionals?

Valuable certifications include international credentials like ATD Certified Professional in Learning & Performance (CPLP), Certified Training & Development Professional (CTDP), and Certified Professional in Training Management (CPTM). For instructional design, look for Certified Instructional Designer credentials. E-learning specialists may hold Articulate Storyline, Adobe Captivate, or similar authoring tool certifications. Project management certifications (PMP, PRINCE2) are valuable for senior roles, while coaching certifications (ICF) benefit those in development-focused positions.

How do Filipino trainers typically deliver virtual training sessions?

Filipino trainers commonly use Zoom, Microsoft Teams, or WebEx for synchronous virtual delivery. They typically incorporate interactive elements like polls, breakout rooms, and digital whiteboards to maintain engagement. Many use dual-screen setups to monitor participant engagement while presenting. Session recording is standard practice for later reference. Most are skilled at managing chat interactions while delivering content. Technical challenges like occasional connectivity issues are handled through established backup protocols and co-facilitator arrangements when possible.

How does Asanify’s EOR solution simplify hiring L&D trainers in the Philippines?

Asanify manages all legal and administrative aspects of employment, including compliant contracts, payroll processing, statutory benefits administration, tax remittances, and ongoing compliance monitoring. Our solution eliminates the need for entity establishment while providing employment security that attracts top L&D talent. We handle the complexity of Philippine labor laws and administrative requirements, allowing you to focus on building your training capabilities and developing effective learning programs.

Conclusion

Hiring Learning & Development trainers in the Philippines offers global companies access to skilled educational professionals with strong communication abilities, cultural adaptability, and cost advantages. Filipino L&D specialists bring valuable expertise in instructional design, training delivery, and e-learning development, enabling organizations to enhance their training capabilities efficiently.

While the hiring process presents legal and administrative challenges, particularly around employment regulations and cross-cultural collaboration, these obstacles can be effectively navigated with the right approach. Asanify’s Employer of Record solution provides a streamlined path to building your Filipino L&D team without the complexity and cost of entity establishment.

By leveraging Asanify’s comprehensive employment services, companies can focus on what matters most—developing effective learning strategies and delivering impactful training programs—rather than managing complex administrative and compliance requirements. Our platform handles the legal and regulatory aspects while you build the learning and development capabilities your organization needs to succeed.

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.