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Key Takeaways
The Philippines has quickly become one of the most reliable places to build remote teams, and for a couple of good reasons. The country is home to a highly skilled, English-speaking workforce experienced in customer support, IT, engineering, finance, healthcare, and creative operations. And Filipino talent is known for outstanding communication skills, adaptability, and a service-driven approach that global teams love.
But, as we like to say at Playroll, with great talent comes great hiring complexity. Mandatory contributions (SSS, PhilHealth, Pag-IBIG), 13th-month pay, regional wage boards, DOLE regulations (Department of Labor), and strict termination rules can overwhelm even seasoned HR teams. To avoid making costly mistakes and skip the admin of setting up a local entity, many companies partner with an Employer of Record.
In this guide, I’ll break down how EORs operate in the Philippines, what to consider when choosing a provider, typical costs involved, and the leading EOR partners for 2026.
What Is an Employer of Record And Why Does It Matter in the Philippines?
An Employer of Record is a third-party entity that becomes the legal employer of your team members in the Philippines. Companies partner with EORs to to handle admin like issuing compliant employment contracts, onboarding employees, running global payroll, and benefits management. EOR providers can also facilitate statutory contributions, calculate taxes, and navigate the country’s highly detailed labor regulations.
In the Philippines, hiring with an EOR helps you navigate a system shaped by the Labor Code, strict DOLE oversight, regional wage boards, and mandatory social protection programs. Compliance touches multiple government agencies – Social Security System (SSS), PhilHealth, Pag-IBIG (Home Development Mutual Fund), DOLE, and the Bureau of Internal Revenue – each with its own processes and deadlines.
A few real-world challenges HR teams often encounter in the Philippines:
- Mandatory contributions to the SSS, PhilHealth, and Pag-IBIG, each with changing rates
- Regional minimum wage rules set by tripartite wage boards
- Mandatory 13th-month pay and complex holiday pay multipliers
- Night differential requirements for evening shifts
- Semi-monthly payroll cycles (mandatory)
- Strict due process requirements for termination (“just cause” and “authorized cause”)
- Detailed documentation standards set by DOLE
- Multiple agency audits and inspections
Over and above the legal considerations, you need to make sure you’re taking the human side of hiring into account. Filipino employees value stability, fair benefits (especially HMO coverage), respectful communication, family-oriented policies, and clear pathways to regularization. These cultural expectations play a major role in employee satisfaction and retention.
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What Should You Consider When Choosing an Employer of Record in the Philippines?
When you’re evaluating EORs for the Philippines, here are the must-have capabilities to look for:
- Local Compliance & Regulatory Expertise: Your provider should know Philippine compliance inside out, from SSS, PhilHealth, Pag-IBIG, BIR taxes, and DOLE rules to the finer details of payroll.
- Wholly-Owned vs Partner Models: EORs who own their own Philippine entity generally offer more control which means fewer delays, and clearer accountability when things go wrong.
- On-the-Ground Presence: A real Philippines-based team matters. DOLE inquiries, contribution updates, and payroll calculations often require hands-on support.
- Technology & Platform Capabilities: Look for seamless onboarding, leave tracking, expense management, automated payroll, and integrations with your HR and finance systems.
- Pricing Transparency: Ensure clarity on EOR fees, statutory contributions, FX markup, tax handling, benefits costs (HMO), and any onboarding/offboarding charges.
- Payroll Reliability & Accuracy: Philippine payroll is rule-heavy. You need an EOR partner who can handle holiday multipliers, night differential, 13th-month pay, calculate contributions precisely, and make sure your employees are paid on time.
- Customer Support Responsiveness: You want an EOR that responds quickly – especially when statutory filings or DOLE processes are involved.
Estimated Cost for Hiring an Employee in the Philippines Through an EOR
Most Philippines-focused EOR services range from $399–$600 USD per employee per month, depending on seniority, payroll complexity, and the provider. Costs can sometimes be higher for senior roles or custom HMO healthcare packages.
Leading Employer of Record Providers in the Philippines in 2026
Below is a curated list of the most relevant, reliable, and widely used EOR partners for hiring in the Philippines – including global platforms and Philippines-specialized providers.
- Playroll: A global EOR with strong on-the-ground expertise in the Philippines. Playroll offers fast onboarding, transparent pricing, AI-backed compliance checks, automated payroll workflows, and responsive 24/5 support. The team works closely with local specialists, providing deep insight into DOLE regulations, statutory contributions, payroll rules, night differentials, and regional wage board updates.
- Deel: A large global EOR operating through its own Philippine entity. Deel provides compliant employment contracts, payroll, statutory contribution management, and a wide range of benefits options. Known for its strong platform experience, automations, and robust integrations ecosystem.
- Remote: A global employment platform supporting compliant hiring in the Philippines, offering automated onboarding, payroll, benefits, and statutory contributions. Remote is known for its modern HR tech, user-friendly workflows, and reliable compliance support.
- G-P (Globalization Partners): An enterprise-grade EOR provider offering compliant hiring in the Philippines with comprehensive coverage of employment contracts, payroll, expenses, benefits, and terminations. Well-suited for larger organizations needing structured processes and risk mitigation.
- Papaya Global: A global payroll and EOR platform that covers the Philippines with strong automation, analytics, and compliance workflows. Ideal for teams looking for BI-driven payroll visibility across multiple countries.
- Skuad: A global hiring platform offering compliant employment in the Philippines with support for payroll, benefits administration, and statutory adherence. Known for its simplicity and predictable pricing model.
- Oyster HR: A global EOR operating directly in the Philippines, offering compliant hiring, payroll, and required statutory contributions. Oyster emphasizes cost transparency, strong documentation, and solid support for distributed teams.
- Pebl (Formally Velocity Global): A long-standing global EOR provider with compliant Philippine employment solutions. Velocity Global offers strong risk management, benefits administration, and enterprise-ready processes, making it a dependable option for scaling teams.
- Atlas: A direct-employer global EOR platform (formerly Atlas HXM) with its own entities in most markets, including the Philippines. Known for fast onboarding, direct local control, and a compliance-first approach that appeals to mid-market and enterprise clients.
- Rippling: Rippling has expanded its EOR footprint to include the Philippines, combining compliant global hiring with its all-in-one HR, IT, and finance platform. It’s a strong fit for teams wanting both EOR capabilities and deep workforce automation in one stack.
Curious How We Stack Up Against the Rest?
See how Playroll’s offering differs from other globally recognised EOR providers and find the right fit for your company.
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Insights from Real Users
Playroll
“What I appreciate most about Playroll is how user-friendly the UI/UX is. The platform is clean, intuitive, and easy to navigate, making every step very simple to digest. Despite the straightforward interface, the support team remains extremely hands-on and accommodating – they respond quickly, explain clearly, and make sure all my questions are addressed.”
- Verified G2 User
Atlas
“It is easy to use because of the flexibility and automation provided by it. Also easy to implement the solution with different data sources. Hence we used excel database to do the analysis for our marketing data. Smooth support from the team as well. Reports that we got were detailed and focused on every KPI required for our business. Although the tool provides flexibility, it is a little costlier for us. Apart from some inhouse legacy systems, we were unable to integrate with it.”
- Verified G2 User
Why Hire in the Philippines
“I’ve hired a bunch of folks from the Philippines over the years, mostly for ops, admin, and customer support. It’s been great (strong work ethic, great English, and super consistent once you find the right people)
The key is hiring for ownership & not just task execution. And yeah it helps that the cost is lower but honestly, it’s the reliability and attitude that made me stick with it. Just don’t treat it like plug-and-play; onboarding and clarity go a long way.”
- Verified Reddit User
Using an EOR vs. Setting Up an Entity in the Philippines
If you’re hiring your first employees in the Philippines, the biggest decision is whether to use an EOR or establish a Philippine legal entity. Here are some simple points to help you make the right decision for whatever stage your business is in:
Use an EOR if:
- You need to hire immediately.
- You don’t want to handle SSS/PhilHealth/Pag-IBIG/BIR filings.
- You’re testing the Philippine market.
- You have a small initial team (under ~20 employees).
Set up an entity if:
- You’re scaling past 20–30 employees.
- You need local infrastructure, licenses, or tax optimization.
- You want long-term operational presence.
Costs to consider:
- Entity setup in the Philippines: $3,000–$10,000+
- Ongoing compliance & bookkeeping: $5,000–$15,000/year
- DOLE-related compliance
- Multi-agency registrations (SSS, PhilHealth, Pag-IBIG, BIR)
For most teams making their first hires in the Philippines, an EOR is simply the smoother path. Setting up a local entity comes with layers of registrations, agency touchpoints, and strict documentation, whereas an EOR lets you hire quickly without getting tangled in the administrative groundwork. The key is choosing a provider that actually operates through its own Philippine entity.
When your EOR is truly on the ground, everything moves easier – from navigating regulatory requirements to resolving contribution or payroll questions before they turn into delays. Local presence means real insight, faster responses, and payroll that reflects how regulations work in practice, not just on paper.
Onboarding Process Through an EOR in the Philippines
Onboarding through an EOR in the Philippines provides a structured, compliant process where the provider manages nearly all administrative and legal steps. After collecting required documents – such as government IDs, bank details, tax numbers, and materials needed for SSS, PhilHealth, and Pag-IBIG enrollment – the EOR issues a locally compliant employment contract that aligns with DOLE and Labor Code requirements.
Once the contract is finalized, the EOR completes all statutory registrations with SSS, PhilHealth, Pag-IBIG, and the BIR, then configures payroll to meet Philippine standards. Benefits such as HMO healthcare and supplemental coverage are also activated. With all compliance and payroll systems in place, most employees can be fully onboarded and ready to start within 24–72 hours.
Compliance Considerations for Hiring Employees in the Philippines
Hiring in the Philippines means navigating detailed legal requirements and strong cultural expectations – and both can vary by region. While each area may have unique wage rules, the following themes apply nationwide:
Ready For More Details on Hiring in the Philippines?
Playroll’s Philippines Hiring Guide breaks down minimum wage, leave rules, payroll cycles, and everything else you need to hire confidently.
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Key Takeaways
Hiring in the Philippines gives you and your company access to high-quality talent and a strong global service culture. But navigating statutory contributions, holiday rules, regional wage boards, and DOLE regulations can become complicated quickly. That’s where having the right EOR partner really matters.
If you’re looking for fast onboarding, accurate statutory filings, clear pricing, and exceptional customer support, Playroll brings it all together in one easy-to-use platform.
Curious to see what that looks like in action? Book a demo with our team and see why we’re the right choice for your Philippines expansion.
ABOUT THE AUTHOR
Jaime Watkins
Jaime is a content specialist at Playroll, specializing in global HR trends and compliance. With a strong background in languages and writing, she turns complex employment issues into clear insights to help employers stay ahead of the curve in an ever-changing global workforce.
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