Employer of Record Philippines (EOR 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’
our advantage
Why Choose Asanify's EOR in Philippines
Asanify is the #1 ranked Employer of Record platform across multiple categories on G2. Our EOR services in the Philippines enable businesses to hire top talent quickly while ensuring legal compliance with Philippine labor laws, local labor laws, labor laws, payroll regulations, tax regulations, and statutory requirements. We help foreign companies manage global hiring, remote teams, distributed teams, and international workforce operations without setting up a local entity. With strong local expertise, transparent pricing, local compliance support, and end-to-end compliance management, Asanify simplifies global expansion, workforce management, and HR management while reducing compliance risks, handling legal and administrative tasks, and helping businesses scale their global workforce efficiently.
Hire Quickly and Legally
Onboard employees in the Philippines within days, not months. Asanify provides legally compliant employment agreements that follow Philippine labor laws, local labor laws, and local regulations, ensuring legal compliance from day one. Our rapid onboarding process helps businesses onboard employees quickly, reduce legal and administrative tasks, and minimize compliance risks without delaying hiring.
Complete Payroll and Tax Management
We handle monthly payroll processing, payroll management, payroll services, global payroll coordination, handling payroll, tax withholding, tax filings, and statutory deductions including SSS, Philippine Health Insurance Corporation (PhilHealth), and Pag-IBIG. Our local payroll and payroll outsourcing support ensure accurate, on-time payments in Philippine Peso while maintaining payroll compliance, income tax compliance, social security contributions management, and full adherence to BIR tax regulations and local compliance requirements.
Full Compliance Assurance
Navigate Philippine labor laws and broader labor laws with confidence through Asanify’s end-to-end compliance management support. We manage mandatory benefits, statutory benefits, working hours, paid leave, maternity leave, annual leave, notice periods, 13th month pay, and termination procedures in accordance with the Labor Code of the Philippines. Our local expertise helps businesses maintain full legal compliance and local compliance while minimizing compliance risks and supporting long-term risk mitigation.
Cost-Effective Global Expansion
Eliminate the expenses of setting up a local entity in the Philippines, including incorporation fees, legal costs, and ongoing administrative overhead. Asanify offers transparent pricing that makes global expansion affordable and predictable for foreign companies managing remote teams, distributed teams, remote employees, and an international workforce. With our local expertise, HR outsourcing capabilities, and workforce management support, businesses can scale their global workforce efficiently without operational complexity or additional compliance burdens.
How Asanify's Employer of Record Works in Philippines
Asanify manages the legal and administrative tasks associated with employing your Philippine workforce while you maintain full operational control over employee management, business operations, and day-to-day activities. Our platform simplifies workforce management, HR management, HR administration, employee onboarding, employee lifecycle, and employment lifecycle processes for companies building remote teams, distributed teams, and remote employees in the Philippines without establishing a local entity.
- Legal Employment: We manage employment responsibilities, local compliance obligations, employment agreements, labor laws compliance, and regulatory requirements in accordance with Philippine labor laws, local labor laws, and local regulations.
- Payroll & Benefits: Complete management of payroll processing, payroll management, payroll services, local payroll, handling payroll, employee benefits, statutory benefits, compensation structure planning, mandatory contributions, benefits administration, and social security contributions including SSS, Philippine Health Insurance Corporation (PhilHealth), and Pag-IBIG.
- Compliance Management: Continuous monitoring of Philippine labor laws, tax regulations, payroll compliance requirements, working hours, notice periods, local compliance obligations, and employment compliance updates to ensure full legal compliance, support risk mitigation, and reduce compliance risks.
Trusted by top companies around the Globe
Employer of record
Philippine Employment Law Compliance
The Philippines has comprehensive labor laws and local labor laws governed by the Labor Code of the Philippines. Asanify ensures legal compliance and local compliance with employment standards, mandatory benefits, statutory benefits, working hours, overtime rules, annual leave, paid leave, maternity leave, and termination procedures while helping businesses reduce compliance risks through proactive compliance management and long-term risk mitigation. We manage statutory filings, social security contributions, payroll compliance, tax filings, income tax obligations, tax withholding, and payroll processing requirements with the Department of Labor and Employment (DOLE), Bureau of Internal Revenue (BIR), Social Security System (SSS), Philippine Health Insurance Corporation (PhilHealth), and Pag-IBIG in accordance with Philippine labor laws, tax regulations, and local regulations.
- 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 professional employer organization that manages employment responsibilities for your workforce, including employment agreements, payroll processing, payroll management, payroll services, tax compliance, employee benefits, benefits administration, HR management, and HR outsourcing support. While the EOR provider manages legal and administrative tasks, local compliance obligations, workforce management processes, and employee onboarding activities, you maintain full control over daily work activities, performance management, employee engagement, employee experience, and business direction.
This model is especially useful when:
- You want to hire Filipino employees or international employees without incorporating a local entity or Philippine subsidiary
- You need to stay compliant with DOLE regulations, Philippine labor laws, local labor laws, labor laws, and local regulations
- You’re testing the Philippine market before committing to a permanent establishment or broader global expansion strategy
- You require quick market entry to support global hiring and scale remote teams, remote employees, or distributed teams
- You want to reduce administrative overhead, improve workforce planning, and focus on core business growth
Asanify provides complete employment infrastructure in the Philippines, enabling foreign companies to build a compliant global workforce quickly while ensuring legal compliance, payroll compliance, local compliance, statutory benefits administration, mandatory benefits management, and adherence to tax regulations through trusted local expertise and local experts.
How Asanify's Employer of Record Works in the Philippines
Asanify acts as your employment partner in the Philippines, managing legal and administrative tasks related to legal compliance, payroll processing, HR administration, employee management, and local compliance while you maintain operational control of your team. Our solution helps businesses manage remote employees, distributed teams, international employees, and global workforce operations efficiently without establishing a local entity.
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, local expertise, rapid onboarding capabilities, and onboarding process support help foreign companies accelerate global hiring and global expansion while reducing compliance risks, handling legal and administrative tasks efficiently, and minimizing administrative overhead.
Complete Employment Lifecycle Management
From compliant offer letters and onboarding employees through payroll processing, payroll management, benefits administration, employee onboarding, and offboarding, Asanify manages every aspect of the employee lifecycle and employment lifecycle in accordance with Philippine labor laws, local labor laws, labor laws, and DOLE requirements. Our HR outsourcing support also improves employee experience, employee engagement, employee satisfaction, and workforce management across your global workforce.
Centralized Visibility and Control
Access a unified platform to manage employment agreements, payroll services, local payroll operations, compliance documents, employee records, attendance tracking, employee handbook documentation, and employee data across all your Philippine employees, with real-time reporting and full transparency into employment costs, payroll compliance, tax filings, workforce planning requirements, and compliance management activities.
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, workforce management, HR outsourcing, payroll management, and employee management so businesses can focus on growth while scaling their global workforce efficiently.
Compliant Employment Contracts
We draft and execute compliant employment agreements that align with Philippine labor laws, local labor laws, and the Philippine Labor Code, including provisions for probationary periods, compensation structure planning, working hours, annual leave, paid leave, maternity leave, leave entitlements, notice periods, and termination procedures aligned with DOLE standards and local regulations.
Seamless Employee Onboarding
Our onboarding process supports rapid onboarding by collecting required documentation, onboarding employees efficiently, completing government registrations with SSS, Philippine Health Insurance Corporation (PhilHealth), and Pag-IBIG, setting up payroll accounts, and ensuring employees are ready to start work with all legal compliance and local compliance requirements met.
Payroll Processing and Salary Disbursement
We manage payroll processing, payroll management, handling payroll, payroll services, local payroll operations, and global payroll coordination for Philippine employees through secure payroll systems and payroll outsourcing support. Our team processes accurate salary disbursements in Philippine Pesos, overtime calculations, statutory deductions, tax withholding, 13th-month pay, and employee payments while ensuring payroll compliance and adherence to tax regulations.
Tax Deduction and Payroll Compliance
Asanify calculates and manages income tax, tax filings, tax withholding, payroll compliance, and payroll processing requirements according to BIR regulations. We file monthly and annual tax returns, issue BIR Form 2316, and ensure full legal compliance with Philippine tax regulations, local regulations, and employment compliance requirements.
Statutory Contributions and Social Security
We manage employer and employee social security contributions to SSS (Social Security System), Philippine Health Insurance Corporation (PhilHealth), and Pag-IBIG Fund, ensuring timely remittance, employment insurance compliance, statutory benefits administration, mandatory benefits support, and adherence to statutory contribution rates and local regulations.
Benefits and Compensation Support
We administer statutory benefits, mandatory benefits, employee benefits, and benefits administration processes including service incentive leave, annual leave, paid leave, maternity leave, holiday pay, and supplementary benefits package support such as health insurance, allowances, and other compensation elements defined within your compensation structure.
Employee Support and HR Documentation
Our local HR team provides ongoing HR administration support to employees regarding payroll, employee benefits, leave policies, compliance documentation, employee handbook guidance, and employee onboarding assistance while maintaining comprehensive employee records, workforce planning documentation, and compliance files that improve employee experience, employee engagement, and employee satisfaction.
Exit Management and Final Settlement
When employment ends, we manage the termination process in compliance with Philippine labor laws and labor laws requirements, including notice periods, final pay calculations, unused leave settlements, pro-rated 13th-month pay, government clearances, and proper separation documentation while helping businesses reduce compliance risks through proactive risk mitigation and compliance management practices.
Employer of Record vs Entity Setup in the Philippines
| Criteria | Employer of Record (EOR) | Entity Setup |
|---|---|---|
| Best For | Quick market entry, global hiring, remote teams, distributed teams, remote employees, and businesses building a scalable global workforce | Long-term operations, large teams, workforce planning, and businesses requiring a permanent physical presence in the Philippines |
| Speed to Hire | 3-5 days with rapid onboarding, employee onboarding support, and streamlined onboarding processes | 3-6 months for full incorporation, registrations, local compliance setup, and operational approvals |
| Setup Cost | No upfront incorporation costs, transparent pricing, payroll outsourcing support, and predictable monthly payroll services fees | ₱200,000-₱500,000+ in legal, registration, compliance management, payroll management, and setup fees |
| Compliance | Fully managed legal compliance, payroll compliance, tax regulations, local labor laws, statutory benefits, and compliance management handled by local experts | Your responsibility; requires local expertise, HR management, payroll management, tax filings, and ongoing monitoring of Philippine labor laws and local regulations |
| Flexibility | Easy to scale remote employees, international employees, and distributed teams up or down with reduced compliance risks and simplified workforce management | Fixed infrastructure, higher administrative overhead, increased compliance risks, and complex exit procedures |
| Legal Presence | No local entity required; EOR partner manages legal and administrative tasks, local payroll, and employment obligations | Full Philippine corporation with SEC registration, independent local payroll operations, and direct compliance responsibilities |
Employer of Record (EOR) Cost in the Philippines: Pricing Guide
Understanding EOR pricing in the Philippines helps businesses make informed decisions about global expansion, global hiring, and workforce management strategies. While costs vary by provider, EOR services typically deliver stronger ROI than establishing a local entity, especially for foreign companies managing remote teams, distributed teams, remote employees, and international workforce operations in the Philippines.
EOR pricing should be evaluated not just as an operational expense, but as a strategic investment that reduces compliance risks, supports risk mitigation, simplifies payroll management, improves compliance management, streamlines payroll outsourcing, and accelerates time-to-market without the burden of entity setup.
Transparent Pricing Structure
Asanify’s EOR pricing in the Philippines includes transparent pricing with a predictable monthly fee per employee covering employment administration, legal compliance, HR outsourcing, payroll processing, payroll services, benefits administration, local payroll management, and workforce management support. A one-time onboarding fee covers rapid onboarding, onboarding employees, documentation, government registrations, and employee onboarding support. Unlike entity setup, there are no incorporation costs, annual registration fees, or requirements to engage multiple vendors for legal, accounting, payroll management, HR administration, and compliance management services.
What Impacts Pricing?
- Number of employees: Volume discounts typically apply for larger teams and growing global workforce operations
- Compensation structure: Complex compensation structures with multiple allowances, bonuses, commissions, or variable compensation elements may affect pricing
- Benefits requirements: Supplementary health insurance, enhanced employee benefits, statutory benefits support, or customized benefits package requirements beyond mandatory benefits
- Payroll complexity: Handling payroll with commissions, overtime, variable pay, payroll compliance requirements, tax filings, or frequent payroll adjustments
- Local regulations: Industry-specific compliance requirements, tax regulations, work permits, visa support, local labor laws, or specialized employment needs
Why EOR Delivers Strong ROI
- Faster market entry: Start global hiring within days instead of waiting months for entity incorporation, regulatory approvals, and local compliance setup
- Reduced overhead: No need for local office space, admin staff, payroll systems, internal HR management infrastructure, or additional HR outsourcing vendors
- Lower compliance risks: Professional management, local expertise, local experts, and proactive risk mitigation reduce costly penalties, payroll compliance issues, legal disputes, and employment-related compliance risks
- Simplified workforce management: One platform, one partner, predictable monthly costs, and centralized employee management across your remote employees, distributed teams, and international employees
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, support global hiring, and build a compliant global workforce without the complexity and cost of establishing a local entity.
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, and operations staff without diverting resources toward local entity setup, legal and administrative tasks, or compliance management. EOR services also help startups scale remote employees quickly while maintaining legal compliance with Philippine labor laws, local labor laws, and local regulations.
Technology and SaaS Companies
Technology and SaaS businesses accessing the Philippines’ strong talent pool in software development, IT support, digital marketing, and creative services can scale technical teams efficiently through payroll services, payroll management, employee onboarding, workforce management, and HR outsourcing support. This approach helps companies maintain payroll compliance, employee management standards, employee engagement, and local compliance across remote teams and distributed teams.
HR and People Teams
HR leaders managing international workforce operations can streamline onboarding processes, employment agreements, employee lifecycle management, employee onboarding, and employee engagement while ensuring compliance with labor laws, local labor laws, statutory benefits, mandatory benefits, and employment compliance requirements. Asanify also improves employee experience, employee satisfaction, and employee retention through dedicated HR administration support.
Finance and Operations Leaders
CFOs and operations executives seeking cost-effective market entry can avoid significant capital expenditure associated with entity setup while benefiting from transparent pricing, payroll outsourcing support, compliance management, risk mitigation, and reduced compliance risks. Centralized payroll management, handling payroll efficiently, and predictable workforce planning also simplify operational decision-making.
Enterprises Scaling Global Teams
Established companies expanding into the Philippines or managing remote teams across multiple countries can consolidate global payroll, employee benefits administration, compliance management, workforce operations, and employee records management through a single EOR platform. This improves visibility, supports international employees and international workforce operations, reduces vendor management overhead, and enables scalable global expansion with trusted local expertise and local experts.
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 a strong focus on legal compliance, workforce management, HR outsourcing, technology, employee management, and employee experience.
Our approach combines deep local expertise in Philippine labor laws, local labor laws, labor laws, and local regulations with modern HR technology and dedicated support, ensuring your remote teams, distributed teams, remote employees, and international employees operate smoothly from day one.
Country-Specific Compliance Expertise
Our local experts and compliance management team in the Philippines stay current with DOLE regulations, BIR tax regulations, SSS contribution changes, payroll compliance requirements, social security contributions obligations, and labor law developments. We proactively update employment practices, employment agreements, statutory benefits administration, local compliance processes, and mandatory benefits management to ensure full legal compliance without requiring your attention.
Integrated Payroll and HR Technology
Asanify’s unified platform consolidates employee data, payroll processing, payroll management, payroll services, benefits administration, attendance tracking, employee records, time-off management, compliance documentation, and local payroll operations into one centralized system. This simplifies workforce planning, workforce management, employee management, and HR administration while eliminating the need to juggle multiple payroll systems or spreadsheets.
Faster Onboarding and Execution
Our streamlined onboarding process, rapid onboarding capabilities, and existing infrastructure in the Philippines enable employee onboarding and onboarding employees within 3-5 days of offer acceptance. This helps businesses secure top talent quickly while improving employee experience, employee engagement, employee satisfaction, and employee retention in a competitive hiring market.
Real-Time Visibility and Reporting
Access dashboards showing employment costs, local payroll status, payroll compliance updates, compliance deadlines, compliance risks, workforce management insights, 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 and employment lifecycle, including performance management, employee communications, policy management, employee handbook support, strategic HR guidance, and ongoing employee retention initiatives to help businesses build strong global workforce operations 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, support global hiring initiatives, and expand their global workforce quickly while maintaining legal compliance with local employment regulations, Philippine labor laws, local labor laws, and labor laws requirements.
Hire Faster Without Setup Delays
Traditional entity setup in the Philippines requires SEC registration, BIR tax registration, SSS enrollment, Philippine Health Insurance Corporation (PhilHealth) registration, and other government approvals—a process that can take 3-6 months. EOR services enable rapid onboarding, onboarding employees, and employee onboarding within days, helping foreign companies secure talent quickly, scale remote teams, remote employees, and distributed teams, and respond faster to global expansion opportunities.
Ensure Compliance from Day One
Philippine labor laws include strict requirements for employment agreements, probationary periods, statutory benefits, mandatory benefits, working hours, annual leave, paid leave, maternity leave, notice periods, payroll compliance, and termination procedures. Asanify’s local expertise ensures full legal compliance, local compliance, and adherence to DOLE standards, BIR tax regulations, local labor laws, and local regulations while reducing compliance risks and supporting proactive risk mitigation.
Reduce Costs and Operational Overhead
Establishing a local entity in the Philippines involves significant incorporation costs, legal fees, payroll management expenses, and ongoing HR administration overhead. EOR services simplify payroll outsourcing, payroll services, workforce management, compliance management, and handling payroll through transparent pricing and predictable monthly pricing without major capital expenditure.
Improve Employee Experience
Filipino employees benefit from professional onboarding processes, timely local payroll support, responsive HR outsourcing assistance, employee benefits administration, and clear documentation that improve employee experience, employee engagement, employee satisfaction, and long-term employee retention.
Simplify Workforce Management
Managing employment across multiple countries creates operational complexity for distributed teams and international workforce operations. EOR consolidates Philippine employment operations into a centralized platform that streamlines employee management, payroll services, employee records, compliance documentation, workforce planning, and global workforce operations across your international employees and remote teams.
Philippines Employment Compliance: What Global Employers Must Manage
Operating as an employer in the Philippines requires compliance with comprehensive labor laws, Philippine labor laws, tax regulations, payroll compliance requirements, and statutory obligations administered by multiple government agencies including DOLE, BIR, SSS, Philippine Health Insurance Corporation (PhilHealth), and Pag-IBIG. Businesses hiring remote employees, international employees, or managing distributed teams must also ensure ongoing legal compliance, local compliance, and adherence to local labor laws and local regulations to reduce compliance risks.
Employment Contracts and Labor Laws
Philippine labor laws require compliant employment agreements specifying job roles, compensation structure, working hours (maximum 8 hours/day), overtime rates, probationary periods (maximum 6 months), annual leave, paid leave, maternity leave, and termination procedures. Contracts must comply with DOLE standards and include all mandatory benefits, statutory benefits, and employee benefits required under the Labor Code of the Philippines.
Payroll Tax and Withholding
Employers must manage payroll processing, payroll management, payroll services, tax withholding, income tax calculations, payroll compliance, and tax filings based on BIR tax tables. This includes filing monthly withholding tax returns (BIR Form 1601-C), issuing annual certificates (BIR Form 2316), and ensuring accurate local payroll operations and timely remittance to avoid penalties, compliance risks, and tax-related liabilities.
Statutory Benefits and Social Contributions
Mandatory employer obligations include social security contributions to SSS (Social Security System), Philippine Health Insurance Corporation (PhilHealth), and Pag-IBIG Fund. Employers must also provide 13th-month pay, service incentive leave, holiday pay, employment insurance obligations, and other employee benefits aligned with statutory benefits and mandatory benefits requirements.
Employee Termination and Separation Compliance
Termination must follow just or authorized causes defined under Philippine labor laws and labor laws requirements, including proper notice periods, due process procedures, and compliant final settlement calculations. Improper termination practices can lead to reinstatement orders, financial liability, legal disputes, and increased compliance risks that may impact workforce management operations.
Data Protection and Privacy
Compliance with the Data Privacy Act of 2012 requires proper handling of employee records, employee data, privacy notices, consent for data processing, and security measures to protect sensitive employee information throughout the employee lifecycle and employment lifecycle.
Work Permits and Immigration
Foreign nationals and independent contractor hires working in the Philippines may require work permits, visa support, and immigration approvals such as the Alien Employment Permit and 9(g) work visa. Employers are responsible for ensuring international employees maintain valid immigration and employment status throughout their employment lifecycle while remaining compliant with local regulations.
Employer of Record (EOR) Services Across Major Philippine Cities
The Philippines is one of the world’s leading IT-BPM destinations, with talent concentrated across a primary metro hub and a growing set of secondary cities that the IT and Business Process Association of the Philippines tracks as next-wave locations. Asanify’s EOR services help global companies manage global hiring, remote teams, distributed teams, remote employees, and international employees across these cities without setting up a local entity. Our local expertise ensures legal compliance, local compliance, and adherence to Philippine labor laws, local labor laws, payroll compliance requirements, local regulations, and statutory obligations including SSS, Philippine Health Insurance Corporation (PhilHealth), Pag-IBIG, BIR withholding, social security contributions, and 13th month pay administration.
Employer of Record (EOR) in Manila
Metro Manila is the capital region and the heart of the Philippine IT-BPM industry, anchoring contact centres, finance and accounting outsourcing, healthcare information services, and a growing software and digital-services sector. The city offers the deepest pool of customer service, technical support, finance, accounting, software engineering, and back-office talent in the country. National Capital Region wage orders and Philippine labor laws apply. An EOR partner in Manila helps foreign companies support global hiring, scale BPO, IT, and corporate-services teams quickly, and maintain payroll compliance, workforce management efficiency, and compliance with local labor laws and local regulations.
Employer of Record (EOR) in Cebu
Cebu is the country’s strongest secondary IT-BPM hub, with a mature ecosystem of contact centres, software development studios, animation and creative services, and shared-services operations. The city offers a strong English-speaking talent base, lower salary bands than Manila, and proven scale for IT-BPM operators. Region VII wage orders apply. Companies expanding BPO and software teams beyond Manila frequently establish a Cebu hub, and Asanify’s EOR services in Cebu support employee onboarding, onboarding employees, compliant employment agreements, accurate BIR withholding, payroll services, local payroll operations, and SSS, PhilHealth, and Pag-IBIG enrolment for every hire.
Employer of Record (EOR) in Davao
Davao is the largest city in Mindanao and a major commercial gateway to southern Philippines, with a growing IT-BPM cluster, strong agribusiness base, and improving infrastructure for offshore operations. The city is recognized as a next-wave IT-BPM location and offers a lower cost-of-living tier than Manila or Cebu along with a young, English-speaking talent pool. Region XI wage orders apply. An EOR provider in Davao helps foreign companies hire remote employees, distributed teams, customer support professionals, and operations talent while supporting global workforce expansion without establishing a regional entity.
Employer of Record (EOR) in Iloilo
Iloilo sits in the Western Visayas and has emerged as one of the country’s fastest-growing next-wave IT-BPM cities, with active investment in voice, non-voice, and knowledge-process outsourcing. The city offers a strong base of college graduates, particularly in business, IT, and communications, and a lower salary band than Manila or Cebu. Region VI wage orders apply. Asanify’s EOR services in Iloilo support customer experience operations, employee management, payroll compliance, employee records management, and back-office workforce management through trusted local expertise and local experts.
Employer of Record (EOR) in Bacolod
Bacolod, the capital of Negros Occidental, anchors a BPO and shared-services cluster alongside a strong agribusiness and sugar economy. The city is part of the Philippine BPO next-wave list, with a growing presence of contact centres, animation studios, and back-office operators. The lower cost of living makes Bacolod attractive for scaling operations efficiently. Region VI wage orders apply. An EOR partner in Bacolod helps foreign companies simplify compliance management, local payroll operations, international workforce expansion, and workforce management without requiring regional entity setup.
Whether your team is in Manila, Cebu, or another next-wave city, Asanify’s payroll engine manages local payroll, payroll processing, payroll management, payroll compliance, payroll services, BIR individual income tax withholding, SSS, Philippine Health Insurance Corporation (PhilHealth), and Pag-IBIG contributions consistently across every region. Our workforce management platform also supports statutory benefits administration, annual leave tracking, employee records management, employee benefits support, and final pay processing for remote teams, distributed teams, hybrid employees, and international employees operating throughout the Philippines.
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.
