Philippines EOR Providers Reviewed in Detail
Each card covers what the provider does on a Philippine hire: which company employs your staff, and how SSS, PhilHealth, Pag-IBIG and BIR withholding run on a twice-monthly payroll. Two obligations split providers more than any other. The first is whether 13th month pay is accrued monthly or invoiced as one December charge, and the second is who serves the 30-day notice on the employee and DOLE and calculates separation pay in a redundancy.
Entity in the Philippines reads Confirm on eight of the ten cards, and that is a finding rather than a gap. Multiplier is the only provider whose Philippine entity we could evidence, and Remofirst states openly that a licensed local partner signs the contract. Remote describes an owned-entity model but names no Philippine company, so it stays at Confirm: an “Owned, vendor-stated” pill needs that written claim for this country specifically.
Deel
Philippine entity: confirmBest for Philippine teams running employees and contractors together
Price$599/moMonth to month
OnboardingConfirm2 to 5 days claimed, not PH specific
Entity in the PhilippinesConfirmOwned and partner mix, split unpublished
Deposit1 to 1.5xOf monthly cost, refundable
Plans
EOR$599/mo
Contractors$49/mo
Contractor of Record$325/mo
Why Deel works in the Philippines
Deel runs the full statutory stack a Philippine hire generates: SSS, PhilHealth, Pag-IBIG, BIR withholding and the 13th month due before 24 December. Its contracts update when wage orders change, which matters while the Metro Manila floor is split between NCR-27 in court and NCR-28 in force.
The stronger argument is mixed teams. Contractor management costs $49 a month on the same platform, so a Manila pod of employees and project contractors runs on one invoice. The gaps are support, its lowest global score at 3.0, and an entity split Deel does not publish for the Philippines.
Ratings: global vs the Philippines
What it does well here
Contracts update automatically as Philippine wage orders change
Contractors at $49 a month on the same platform
Month-to-month EOR billing with no long-term contract
Confirm before you sign
Whether your hire sits under a Deel entity or a partner
The 1 to 1.5x deposit and when it is refunded
Founded 2019HQ San FranciscoCoverage 130+ countriesContractor plan $49/moISO 27001 CertifiedMin. commitment Monthly
Multiplier
Best for entity certaintyPhilippine entity: ownedBest for owned-entity Philippine hiring below the premium tier
Price$459/moAnnual billing, $499 month to month
Onboarding4 to 5 daysFor a standard hire
Entity in the PhilippinesOwnedThe only entity evidenced on this page
DepositConfirmNone published
Plans
EOR Core$459/mo
EOR Growth$519/mo
Contractors$40/mo
Why Multiplier works in the Philippines
When a Philippine redundancy needs 30 days notice served on both the employee and DOLE, you want to know which company is serving it. Multiplier is the only provider here whose Philippine entity we could evidence, and at $459 on annual billing it sits $140 below Deel, about $16,800 a year on a ten-person Manila team.
What you give up is platform breadth, its weakest global score at 4.4, and month-to-month billing lifts the rate to $499. Benefits enrolment can also trail onboarding, which matters in a market where candidates expect HMO cover even though it is not statutory.
Ratings: global vs the Philippines
What it does well here
The only Philippine entity evidenced among the ten cards
$459 on annual billing, $140 under Deel’s $599
ISO 27001 and SOC 2 Type II certified
Confirm before you sign
When HMO cover activates relative to the start date
Whether your HRIS and accounting tools are supported
Founded 2020HQ New YorkCoverage 160+ countriesContractor plan $40/moISO 27001 CertifiedMin. commitment Monthly
Pebl
Best for a planned subsidiary switchPhilippine entity: confirmBest for Philippine teams that expect to incorporate locally later
Price$399/moTerms and conditions apply
OnboardingConfirm2 to 3 weeks claimed, varies by country
Entity in the PhilippinesConfirmHybrid model, split unpublished
DepositConfirmNone published
Plans
EOR$399/mo
ContractorsCustom
Why Pebl works in the Philippines
Pebl, the former Velocity Global, suits one specific plan: start with a few EOR hires in Manila, then register your own subsidiary once headcount justifies it. It runs entity services alongside EOR, so the switch stays inside one relationship instead of a handover between two vendors.
The published rate has fallen to $399, but the pricing page attaches unpublished terms and conditions, so get the Philippine quote in writing. Onboarding is claimed at 2 to 3 weeks, slow for a market where candidates often hold competing offers.
Ratings: global vs the Philippines
What it does well here
Entity setup runs alongside EOR, so a later subsidiary stays in one contract
$399 published rate, $200 under Deel’s $599
Compliance is its strongest global score at 5.0
Confirm before you sign
What the terms attached to the $399 rate require
Whether a Pebl entity or a partner employs the hire
Founded 2014HQ DenverCoverage 185+ countriesContractor plan CustomISO 27001 CertifiedMin. commitment Confirm
Remofirst
Best valuePhilippine entity: partnerBest for Philippine budgets that will not stretch past $200 per employee
Price$199/moNo annual contract or setup fee
OnboardingConfirmDays once documents clear
Entity in the PhilippinesPartnerLicensed local partner signs the contract
DepositConfirmNone published
Plans
EOR$199/mo
Premium contractors$25/mo
ContractorsFree
Why Remofirst works in the Philippines
At $199 a month, Remofirst costs a third of Deel’s $599, about $24,000 a year saved on a five-person Manila team. The service is deliberately narrow: SSS, PhilHealth and Pag-IBIG registrations, peso payroll and statutory filings, and not much beyond that.
It is also the only provider here that states plainly it works through local partners rather than its own Philippine entity. We rate that candour, because the partner is the legal employer at termination, exactly where Philippine law is least forgiving.
Pick it for a first hire or a small support pod. A senior hire comparing HMO cover against a local employer’s offer is a harder fit.
Ratings: global vs the Philippines
What it does well here
$199 a month, a third of Deel’s $599
Discloses its partner model, rarer than it should be
Visa and work permit support in 110+ countries
Confirm before you sign
Which partner employs your staff, and its SEC registration
Who serves the DOLE notice in a redundancy
Founded 2021HQ CaliforniaCoverage 185+ countriesContractor plan $25/moISO 27001 CertifiedMin. commitment None
Rippling
Philippine entity: confirmBest for teams already on Rippling adding a first Manila hire
PriceCustomQuote only, plus platform fee
OnboardingConfirmNo Philippine figure published
Entity in the PhilippinesConfirmEntity or partner not named
DepositConfirmNot published
Plans
PlatformFrom $8/mo
EORCustom
Why Rippling works in the Philippines
Rippling competes less as an EOR than as the system your Philippine hire already lives in. If your other offices run on Rippling, one record drives the contract, the peso payroll, app access and the laptop shipped and wiped at offboarding.
Judged as a standalone Philippine EOR it is harder to recommend. The EOR rate is quote-only and sits on top of the platform fee, coverage stops at 80 countries, and nothing published names a Philippine entity or partner.
Ratings: global vs the Philippines
What it does well here
Ships, configures and remotely wipes the employee’s laptop
One record across HR, IT and payroll, platform score 4.5
Payslips itemise salary, tax and SSS contributions separately
Confirm before you sign
The EOR quote plus the per-user platform fee, in total
Whether a Rippling entity or a partner employs the hire
Founded 2016HQ San FranciscoCoverage 80 countriesContractor plan ConfirmISO 27001 ConfirmMin. commitment Confirm
Remote
Philippine entity: confirmBest for a long-term Manila team on full local benefits
Price$699/moNo setup or onboarding fee
OnboardingConfirm2.3-day platform average, not PH specific
Entity in the PhilippinesConfirmOwned model stated, PH entity unnamed
DepositRarelyReserve in high-risk cases only
Plans
Employer of Record$699/mo
Payroll$29/mo
Contractors$29/mo
Why Remote works in the Philippines
Remote prices a Filipino hire as a full local employee, and its quotes separate the platform fee from employer taxes, statutory contributions and 13th month pay. That split matters here, because SSS, PhilHealth and Pag-IBIG stop at ₱6,230 a month while the 13th month keeps scaling with salary.
The catch is price. At $699 it now shares the top of this page with Oyster HR, $100 above Deel, and its EOR runs in 90+ countries without naming a Philippine entity. It does not take a standard deposit, collecting a reserve only in rare high-risk cases.
Ratings: global vs the Philippines
What it does well here
States 13th month pay inside the quoted cost
No standard deposit, unlike Deel, Oyster HR and Papaya
Benefits depth scores 4.5 for HMO-led Philippine offers
Confirm before you sign
Whether a Remote-owned entity employs the hire
The $699 rate in writing, since published pricing has moved
Founded 2019HQ San FranciscoCoverage 90+ countriesContractor plan $29/moISO 27001 ConfirmMin. commitment None
Oyster HR
Philippine entity: confirmBest where B Corp certification is a procurement requirement
Price$699/moAnnual discount available
OnboardingConfirm5 to 10 days reported, not PH specific
Entity in the PhilippinesConfirmSources split: owned network or partner
DepositRequiredRefundable, amount on quote
Plans
EOR$699/mo
Contractors$29/mo
People Services$300/hr
Why Oyster HR works in the Philippines
Oyster HR is the only B Corp certified provider on this page, which earns it a place on procurement shortlists that score suppliers on employment practices. Benefits administration is one of its stronger areas at 4.5, and it lists the Philippines among its featured hiring markets.
Against that, $699 is the joint-highest rate here, a refundable deposit is required before any engagement starts, and reported onboarding of 5 to 10 days is slow where Filipino candidates hold multiple offers. Sources describe its Philippine delivery both as an owned network and as partner-based.
Ratings: global vs the Philippines
What it does well here
The only B Corp certified provider on this page
Benefits depth scores 4.5, above most cards here
Terminations and HR advice included in the $699 fee
Confirm before you sign
The deposit amount and its refund terms
Whether an Oyster entity or a partner employs the hire
Founded 2020HQ CharlotteCoverage 120+ countriesContractor plan $29/moB Corp CertifiedMin. commitment Deposit required
Papaya Global
Philippine entity: confirmBest for finance teams that need auditable twice-monthly payroll
Price$650/moStandard rate outside Europe
OnboardingConfirm3 to 4 weeks reported, not PH specific
Entity in the PhilippinesConfirmModel not published by country
DepositRequiredRefundable, amount on quote
Plans
EOR$650/mo
Full-service payrollFrom $12/mo
ContractorsFrom $2/mo
Why Papaya Global works in the Philippines
Philippine payroll runs twice a month, and every cycle triggers SSS, PhilHealth, Pag-IBIG and BIR obligations on filing calendars that do not line up. Papaya is built for that, with audit trails that give finance a defensible record of what was withheld, when and to which agency.
The value only shows at scale. For one or two Manila hires you pay $650 for reporting you will barely use, implementation reportedly runs 3 to 4 weeks, and the 125 reviews behind its 4.2 rating are among the thinnest bases on this page.
Ratings: global vs the Philippines
What it does well here
Audit trails on every SSS, PhilHealth and BIR remittance
No minimum term, with a 60-day opt-out clause
HRIS and ERP integrations carry no extra fee
Confirm before you sign
The implementation timeline in writing before the start date
The onboarding fee and deposit for a Philippine hire
Founded 2016HQ New YorkCoverage 160 countriesContractor plan From $2/moISO 27001 ConfirmMin. commitment None
Safeguard Global
Philippine entity: confirmBest for regulated industries mixing employees, contractors and onsite staff
PriceCustomNo published per-employee rate
OnboardingConfirm4 weeks or more reported
Entity in the PhilippinesConfirmModel not disclosed
DepositConfirmSet by agreement
Plans
EORCustom
PayrollCustom
Why Safeguard Global works in the Philippines
Founded in 2008, Safeguard Global is the longest-running provider on this page, built for enterprise governance across employees, contractors and onsite staff rather than a single Manila hire. There is no published rate, reported onboarding runs four weeks or more, and its 4.1 rating rests on 85 reviews, so treat it as an enterprise procurement option and get the Philippine quote early.
Ratings: global vs the Philippines
What it does well here
Operating since 2008, the longest record on this page
Handles employees, contractors and onsite staff together
Philippine compliance scores 4.0, level with Deel and Papaya
Confirm before you sign
A written Philippine quote, since no rate is published
Whether a Safeguard entity employs the hire
Founded 2008HQ ConfirmCoverage 180+ countriesContractor plan CustomISO 27001 ConfirmMin. commitment Quote only
GoGlobal
Philippine entity: confirmBest for first Philippine hires that want advisors over self-serve software
PriceCustomNo published per-employee rate
OnboardingConfirmDescribed as steady, not fast
Entity in the PhilippinesConfirmClaims own entities, PH not named
DepositConfirmNone published
Plans
EORCustom
PayrollCustom
Why GoGlobal works in the Philippines
GoGlobal sells advisory depth rather than a self-serve dashboard, and a first Philippine hire is where that trade pays off. Its in-country HR and legal specialists walk buyers through BIR registration and DOLE obligations directly, backed by a long operating history across Asia-Pacific.
That service model has a price you cannot see. There is no published EOR rate, so every quote starts with a sales call, unlike Multiplier at $459 or Deel at $599. Platform is its softest global score at 3.5, and only 22 reviews sit behind its 3.9 rating.
Ratings: global vs the Philippines
What it does well here
In-country specialists guide BIR and DOLE steps directly
Compliance is its strongest global score at 4.4
Asia-Pacific operating history from a Tokyo base
Confirm before you sign
A written quote, and how it compares with Multiplier’s $459
Whether a GoGlobal entity or a partner employs the hire
Founded 2018HQ TokyoCoverage 80+ countriesContractor plan ConfirmISO 27001 ConfirmMin. commitment Quote only
More EOR providers in the Philippines
These five each cover the Philippines and bring a clear strength, from owned-entity networks to the lowest published rate on the page. They are listed rather than carded because none yet publishes the Philippine-specific entity and onboarding detail our full reviews are scored on.
11
Atlas HXMOwned-entity model at enterprise scale
Atlas HXM employs through its own legal entities across 160+ countries rather than third-party partners, and its $599 rate covers payroll, tax and benefits administration with wire fees folded into a disclosed FX markup. Visa sponsorship is available as an add-on in 75+ countries, useful for an Alien Employment Permit case. Ask it to name the Philippine entity, since the owned-entity claim is made globally.
$599/mo
12
PlayrollDedicated support at a mid-tier rate
At $399, Playroll matches Pebl’s published rate and includes a dedicated customer success manager plus a separate employee success manager at no extra charge. It publishes a Philippines hiring guide and covers 180+ countries. A refundable deposit equal to one month’s salary is taken at onboarding, so budget for it on day one.
$399/mo
13
RivermateHybrid entities, consolidated brand
Rivermate now combines the Eos, Serviap and Hightekers EOR operations and runs 38 wholly owned entities alongside partner coverage in 180+ countries. Its EOR fee runs from $319 to $639 depending on country and headcount, with no onboarding or offboarding fees and 24/7 human support. Ask where a Philippine hire falls in that range.
$319/mo
14
WorkMotionCertified compliance, Europe-first
WorkMotion is the only provider on this page holding IEC Gold certification for EOR compliance, and its 4.7 rating across 608 reviews is the strongest score and largest review base among the five listed here. Its Berlin roots show in deep European entity coverage, with partners filling markets such as the Philippines. The EOR fee is €499, about $549.
$549/mo
15
Native TeamsLowest published rate on this page
At $99, Native Teams has the lowest published EOR rate on this page, half of Remofirst’s $199 and a quarter of Pebl’s $399. It states that EOR hires run through its directly owned entities in 95+ countries, backed by 533 reviews. Its roots in converting freelancers into compliant employees make it a natural fit for a contractor moving onto a Philippine payroll.
$99/mo
Listed providers carry the same pricing and rating checks as the ten above, without the Philippine scoring. Confirm marks a field we could not verify from a primary source, and it is a question worth putting to the provider rather than a mark against it.
Philippine entity and SSS position, all 15 providers
The employing entity decides whose SSS, PhilHealth and Pag-IBIG registrations your hire’s contributions sit under, who can sponsor an Alien Employment Permit, and who answers to the labour-only contracting rule in DOLE Department Order No. 174. We checked every provider against government employer listings, the SEC and its own published statements.
ProviderPhilippine entitySSS employer no. publishedAEP and 9(g) visa positionDO 174 position
1Deel
Philippine entityOwnedDeel Philippines EOR Services, Inc., MakatiPhilJobNet employer listing, est. 2021
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Philippine entityOwnedMultiplier Technologies Inc.
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
3Pebl
Philippine entityConfirmNothing published for the Philippines
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Philippine entityPartnerPartner not named
SSS employer no. publishedNo
AEP and 9(g) visa positionStated
DO 174 positionConfirm
Philippine entityConfirmNothing published for the Philippines
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Philippine entityConfirmOwned model stated, company not named
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Philippine entityOwned, vendor-statedOwn direct entity stated, company not named
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Philippine entityConfirmNothing published for the Philippines
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Philippine entityConfirmNothing published for the Philippines
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
10GoGlobal
Philippine entityConfirmOwn entities claimed, Philippines not named
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Philippine entityOwned, vendor-statedOwn Philippine entity stated, company not named
SSS employer no. publishedNo
AEP and 9(g) visa positionStated
DO 174 positionConfirm
12Playroll
Philippine entityConfirmNothing published for the Philippines
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Philippine entityConfirm38 owned entities, Philippines not listed
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Philippine entityConfirmNothing published for the Philippines
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Philippine entityConfirmOwned entities in 95+ stated, Philippines not named
SSS employer no. publishedNo
AEP and 9(g) visa positionConfirm
DO 174 positionConfirm
Owned means we found the Philippine company in a government employer listing or register. Owned, vendor-stated means the provider says in writing that it employs through its own Philippine entity but does not name it. No provider publishes its SSS employer number or a written position on DO 174, so ask for both before you sign.
Hiring in the Philippines at a glance
Where the employer cost goes on a Philippine hire, what the employee is owed by law, and which rule changes are coming next.
Philippines EOR dashboardReviewed quarterly
Country basics
Reference figures, statutory minimumsCapitalManila
LanguageFilipino and English
CurrencyPhilippine peso (PHP), paid at least twice a month
Working week48 hours, 8 a day over 6 days
Public holidays10 regular in 2026, plus special days
Paid annual leave5 days after 1 year of service
EOR fee range$99 to $699 per employee per month
Time to hire via EOR2 days to 4 weeks, own entity 3 to 6 months
Where the employer cost goes
Permanent contract, ₱60,000 a month0%17.1% of salary
SSS 10% of credit to ₱35,000, plus ₱30 EC₱3,530
PhilHealth 2.5% of basic pay to ₱100,000₱1,500
Pag-IBIG 2% of fund salary, capped₱200
13th month accrual, 1/12 of basic pay, uncapped₱5,000
Load falls as pay rises, from ₱25,000 to ₱180,000 a month21.8% to 11.8%
Gross monthly salary₱60,000
SSS, PhilHealth and Pag-IBIG₱5,230
13th month accrual₱5,000
Employer cost before EOR fee₱70,230
What the employee is owed by law
Statutory minimums, contracts often add more1/12Of basic pay as 13th month, by 24 December
105 daysMaternity leave, 120 for solo mothers
7 daysPaternity leave for married fathers
6 monthsMaximum probation before regular status
30 daysNotice to employee and DOLE, authorised cause
1 monthSeparation pay per year of service, redundancy
200%Pay for work on a regular holiday
+10%Night differential, 10 pm to 6 am
What changes next
Next 18 months20 Jan 2027NCR-27 second step, if the Supreme Court upholds itAsk nowThe Metro Manila floor would rise from ₱755 to ₱780 a day; NCR-28 sets no January step
Late 20262027 holiday proclamationSets which days pay 200% and which pay 130% if worked
PendingTax-free bonus ceiling billWould raise the 13th month and bonus exemption from ₱90,000 to ₱150,000 a year
Rates are 2026 figures. Full workings in the Philippines hiring guide cost calculator.Reviewed quarterly · © EmployerRecords
How to choose an EOR in the Philippines
Five things separate providers here, in the order we tested them, which is also the order the ranking follows. Price comes after all five, because a cheap contract that fails DO 174 or a DOLE notice costs more than any fee gap.
1
Legal standing under DO 174
0 of 15publish a written DO 174 position
Article 106 of the Labor Code and DOLE Department Order No. 174 prohibit labour-only contracting, where a contractor supplies workers without substantial capital and the client controls the work. An EOR sits closer to that line than most buyers assume, so this test comes before price.
Who clears itNobody yet. No provider on this page addresses DO 174 in writing, so ask every shortlisted one.
2
Entity model
2 of 15Philippine entities found in government listings
A provider employing through its own Philippine company gives you one business to check against the SEC register. A partner arrangement puts a second company in the chain, and that company is the employer when a redundancy needs 30 days notice served on the employee and DOLE.
Clearest positionsDeel and Multiplier employ through their own Philippine companies. Oyster HR and Atlas HXM state an owned entity without naming it, and Remofirst discloses a partner.
3
Cost classification
₱6,230monthly cap on SSS, PhilHealth and Pag-IBIG
Contributions stop rising at that cap, but the 13th month never does, so a flat-percentage quote overstates a senior hire and understates a junior one. How the provider bills the 13th month decides whether December lands as a normal invoice or close to a double one.
Best equipped to show itRemote states the 13th month sits inside its quoted cost. For every other provider, get the accrual method in writing.
4
Immigration
2 to 3 monthsfor a foreign national hire
A foreign hire needs an Alien Employment Permit, filed at DOLE Central Office since 9 June 2026, and then a 9(g) visa from the Bureau of Immigration. Department Order No. 248-25 requires a labour market test on three platforms, including PhilJobNet, before the permit is granted.
Stated supportAtlas HXM and Remofirst state Philippine work permit support. Every other provider reads Confirm, so ask for a documented timeline.
5
When it goes wrong
30 daysnotice owed to the employee and DOLE
A redundancy needs 30 days written notice to both, plus a month’s pay per year of service. A wrong step turns a lawful dismissal into an illegal one, with reinstatement and full back wages, and the provider carries that as the legal employer.
Fee includes itOyster HR states terminations are covered by its subscription. For the rest, ask who drafts the DOLE notice and whether it is billed separately.
Five questions to put to every EOR on your Philippines shortlist
One per factor above. Each can be answered with a yes, a number or a document, and a provider that cannot answer in that form is telling you something.
1
Legal standing
“How does your contract structure around Article 106 and DOLE Department Order No. 174 on labour-only contracting?”
Why it mattersNone of the 15 providers here publishes a DO 174 position, and an EOR sits closer to the prohibited model than most buyers assume.
Good answerA written explanation of who holds control and capital under the contract.
Watch for“EOR is legal in the Philippines,” which answers a different question.
2
Entity model
“Which company signs the employment contract, and what is its SEC registration number?”
Why it mattersOnly 2 of 15 Philippine entities appear in government listings, and a partner adds a second company at termination.
Good answerA named Philippine corporation and its SEC number on the first ask.
Watch forA global entity count offered in place of a Philippine company name.
3
Cost classification
“Is 13th month pay accrued monthly or invoiced as one December charge?”
Why it mattersOn a ₱60,000 salary the accrual is ₱5,000 a month, so a December lump sum lands close to an extra month of payroll.
Good answerA stated accrual method, in writing, before the first payroll run.
Watch for“Statutory costs at cost” with no 13th month line on the quote.
4
Immigration
“Do you file the Alien Employment Permit and 9(g) visa yourselves, and on what timeline?”
Why it mattersEvery permit has gone through DOLE Central Office since 9 June 2026, after a labour market test on three platforms.
Good answerA named in-house process and a timeline in weeks, in writing.
Watch for“We support immigration” with no mention of DO 248-25.
5
When it goes wrong
“Who drafts the 30-day DOLE notice and calculates separation pay in a redundancy, and is it in the fee?”
Why it mattersA missed step turns a lawful dismissal into reinstatement and full back wages.
Good answerA named team that files with DOLE directly, included in the monthly fee.
Watch forTermination handling priced as an add-on you only see after signature.
Hiring timeline: a Philippine EOR hire from offer to first payslip
Day ranges are the providers’ own claims. Multiplier is the only provider here quoting a figure for a standard hire, 4 to 5 days, so hold each provider to its own number in writing.
2 days to 4 weeksThrough an EORFrom accepted offer to a signed Philippine contract.
3 to 6 monthsThrough your own Philippine corporationSEC, BIR, local government, SSS, PhilHealth, Pag-IBIG and DOLE registrations before first payroll.
1
Day 0 to 2
Wage board and contract type
Confirm which regional wage board covers the work location; Metro Manila is ₱755 a day under NCR-28. Set the hire as probationary, regular, project or fixed-term, since that fixes the probation clock.
Owner: You and the provider
2
Day 0 to 3
Verify the provider
Get the Philippine company name and SEC number, or a written statement of the partner model. Ask for the DO 174 position in the same email.
Owner: You
3
2 to 3 months
Work permit, foreign nationals only
The employer files the Alien Employment Permit with DOLE Central Office after a labour market test, then the Bureau of Immigration issues the 9(g) visa. Start this before anything else on the list.
Owner: Provider, as sponsor
4
Day 3 to 10
Registrations and contract
The employee is registered with SSS, PhilHealth, Pag-IBIG and BIR and signs with the employing entity. Regularisation standards go into the contract on day one.
Owner: Provider and employee
5
First pay cycle
First payroll
Pay runs at least twice a month, no more than 16 days apart, with contributions remitted and withholding filed on BIR Form 1601-C. The 13th month accrual starts here.
Owner: Provider
6
Before month 6
Probation decision
Ending probation for failing the standards needs written notice before six months run out. Miss the window and the employee is regular by law.
Owner: You and the provider
What Philippine employment rules mean for your EOR choice
Three things a provider takes on the day your Philippine employee starts, and one rule that decides whether it may safely do so at all. The full statutory detail sits in our Philippines hiring guide.
The Philippine obligations your EOR provider takes on
SSS, PhilHealth, Pag-IBIG and BIR withholding run through the provider’s payroll on a twice-monthly cycle, and every provider on this page handles them. What differs is whose registrations they sit under. Deel employs through Deel Philippines EOR Services, Inc. in Makati, listed on DOLE’s PhilJobNet portal, and Multiplier through its own Philippine company.
Oyster HR and Atlas HXM state an owned entity without naming it, and Remofirst discloses that a local partner is the employer. Two obligations then split providers: whether the 13th month is accrued monthly or billed in December, and who serves the 30-day notice on the employee and DOLE in a redundancy. Only Remote states the first in writing, so get both answers from anyone else.
What an EOR actually adds on top of salary in the Philippines
Statutory employer cost runs 11.8% to 21.8% of gross and falls as pay rises. SSS stops at a ₱35,000 salary credit and PhilHealth at ₱100,000, so contributions cap at ₱6,230 a month, while the 13th month keeps adding a twelfth of basic pay. On a ₱60,000 salary that is ₱5,230 in contributions and ₱5,000 in 13th month accrual, ₱70,230 before any provider fee.
The fee sits on top. At the midpoint of this page’s published range the all-in monthly cost is ₱70,230 plus $399, rising to ₱70,230 plus $699 at Remote or Oyster HR and falling to ₱70,230 plus $99 at Native Teams. Rippling, Safeguard Global and GoGlobal quote only, and overtime, night differential and private HMO cover come on top of every figure.
The Philippine rule that most often breaks an EOR arrangement
Article 106 of the Labor Code and DOLE Department Order No. 174, series of 2017, prohibit labour-only contracting, where a contractor supplies workers without substantial capital and the client controls the work. An EOR arrangement, where you direct the work and the provider supplies neither tools nor premises, sits closer to that line than most buyers assume.
We know of no EOR reclassified on this ground, and the established providers operate openly. But no provider on this page has published how its contract addresses DO 174, so ask for that position in writing, and treat “EOR is legal here” as an answer to a different question.
Free cost calculator
See your exact hiring cost in the Philippines
Enter a salary and see the SSS, PhilHealth and Pag-IBIG contributions, the mandatory 13th month accrual and the EOR fee on top, worked out for a Philippine hire.
Open the cost calculatorNo sign-up, no email
Best EOR in the Philippines: FAQs
The questions buyers ask before shortlisting a Philippine provider, answered with the figures on this page.
How much does it cost to hire in the Philippines through an EOR?
Budget 11.8% to 21.8% on top of salary, plus a provider fee of $99 to $699 a month. On a ₱60,000 salary, SSS, PhilHealth and Pag-IBIG add ₱5,230 and the 13th month accrual ₱5,000, which is ₱10,230 or 17.1% in all. Run your own figure through the Philippines cost calculator.
Is using an Employer of Record legal in the Philippines?
Yes, EORs operate openly and we know of none reclassified. The live risk is Article 106 of the Labor Code and DOLE Department Order No. 174, which prohibit labour-only contracting where a contractor supplies workers without capital and the client controls the work.
No provider on this page publishes how its contract addresses DO 174, which is why it is the first of our five questions to ask.
Which EOR is cheapest for hiring in the Philippines?
Native Teams at $99 a month, though it is listed rather than reviewed in full here. Among the ten reviewed providers, Remofirst is cheapest at $199 through a disclosed local partner, and Multiplier is the cheapest with its own Philippine entity at $459 on annual billing.
How long does it take to hire through an EOR in the Philippines?
Two days to four weeks, depending on the provider. Multiplier quotes 4 to 5 days for a standard hire, while Pebl claims 2 to 3 weeks and Safeguard Global four weeks or more. Your own corporation takes three to six months before first payroll, and the full sequence is in the hiring timeline.
Can an EOR hire a foreign national in the Philippines?
Yes, if its own or partner entity is the employer named on the permit. The employer files an Alien Employment Permit with DOLE Central Office after a labour market test on three platforms, then the Bureau of Immigration issues a 9(g) visa.
Plan on two to three months. Atlas HXM and Remofirst state Philippine work permit support, so ask the rest for a written timeline.
What notice and severance apply when ending employment in the Philippines?
It depends on the cause, and there is no at-will termination after probation. Redundancy needs 30 days written notice to the employee and DOLE plus one month’s pay per year of service. Retrenchment needs the same notice at half a month per year.
Just-cause dismissal needs two written notices and a hearing, with no separation pay. A valid cause with the wrong procedure still costs nominal damages, and no valid cause means reinstatement and full back wages.
Does probation automatically become regular employment in the Philippines?
Yes, at six months, whatever the contract says. An employee still working past that point is regular by operation of law under Labor Code art. 296, and so is one who was never told the regularisation standards on day one. Ending probation for failing those standards needs written notice before the six months run out.
When should I set up my own Philippine entity instead of using an EOR?
Usually once you plan more than about 15 hires or a permanent base. A fully foreign-owned corporation serving the local market needs US$200,000 in paid-in capital, or US$100,000 with at least 15 Filipino staff, plus three to six months of registrations. Below that, the EOR fee is usually cheaper than the capital and running cost of a subsidiary.
