Hire in Philippines through our Employer of Record (EOR)

An Employer of Record (EOR) is a third-party organization that takes on the legal and administrative responsibilities of employing workers on behalf of another company. This arrangement allows businesses to hire employees in countries where they don't have a legal entity, effectively expanding their global reach without the need to establish a local subsidiary or branch office.

In the context of the Philippines, an EOR can be particularly valuable for foreign companies looking to tap into the country's diverse talent pool and growing economy. By partnering with an EOR, businesses can navigate the complexities of Philippine labor laws, tax regulations, and employment practices with greater ease and compliance.

How Does EOR Work?

The EOR model operates through a series of interconnected steps:

1. Client Partnership: A company (the client) partners with an EOR provider to hire employees in the Philippines.

2. Employee Onboarding: The EOR legally hires the selected candidates on behalf of the client company.

3. Payroll Management: The EOR handles all aspects of payroll, including salary calculations, tax withholdings, and benefit deductions.

4. Compliance Oversight: The EOR ensures adherence to local labor laws, tax regulations, and employment standards.

5. HR Administration: The EOR manages various HR functions, such as leave tracking, performance management, and employee relations.

6. Benefit Administration: The EOR coordinates and administers employee benefits in accordance with Philippine regulations and the client's preferences.

Throughout this process, the client company maintains control over the day-to-day work and responsibilities of the employees, while the EOR handles the legal and administrative aspects of employment.

Benefits of Using an EOR

Employing an EOR in the Philippines offers several advantages for businesses:

1. Rapid Market Entry: Companies can quickly establish a presence in the Philippines without the need to set up a legal entity, saving time and resources.

2. Compliance Assurance: EORs possess in-depth knowledge of Philippine labor laws and regulations, ensuring full compliance and minimizing legal risks.

3. Cost Efficiency: By eliminating the need for a local subsidiary, companies can reduce overhead costs associated with maintaining a physical office and administrative staff.

4. Flexibility: EORs offer scalable solutions, allowing businesses to easily adjust their workforce in response to changing market conditions or project requirements.

5. Local Expertise: EORs provide valuable insights into local business practices, cultural nuances, and market trends, facilitating smoother operations.

6. Risk Mitigation: The EOR assumes legal responsibility for employment-related matters, shielding the client company from potential liabilities.

7. Focus on Core Business: By outsourcing HR and administrative tasks to the EOR, companies can concentrate on their core business activities and strategic goals.

8. Access to Talent: EORs can help businesses tap into the Philippines' skilled workforce, particularly in sectors such as IT, customer service, and business process outsourcing.

9. Simplified Expansion: For companies looking to test the Philippine market or expand their operations gradually, an EOR provides a low-risk entry point.

By leveraging the services of an Employer of Record, businesses can effectively navigate the unique challenges and opportunities presented by the Philippine market, while maintaining compliance and operational efficiency.

The Philippines boasts a dynamic and evolving employment landscape, characterized by a young and growing workforce. With a median age of around 25 years and a labor force participation rate of approximately 60%, the country offers a vibrant pool of talent across various sectors. The services industry, particularly business process outsourcing (BPO), plays a significant role in employment, leveraging the country's widespread English proficiency. However, challenges such as skills mismatches and gender disparities in workforce participation persist, shaping the unique contours of the Philippine labor market.

Overview of Labor Laws

Philippine labor laws aim to protect workers' rights while promoting economic growth. Key aspects include:

• The Labor Code of the Philippines, which governs employment relationships, working conditions, and labor standards.
• Minimum wage regulations that vary by region to account for local economic conditions.
• Mandatory benefits such as 13th-month pay, social security, and health insurance.
• Provisions for maternity and paternity leave, reflecting the country's family-oriented culture.
• Regulations on contractual and temporary employment to prevent abuse of non-regular employment arrangements.

Cultural Considerations

Understanding Filipino workplace culture is crucial for effective employment practices:

1. Family-oriented: Employees often prioritize family responsibilities, influencing work schedules and time-off requests.
2. Utang na Loob: The concept of debt of gratitude can lead to employees going above and beyond their duties out of loyalty.
3. Emphasis on harmony: Filipinos value smooth interpersonal relationships, affecting communication styles and conflict resolution.
4. Respect for authority: Hierarchical structures are common, with deference to superiors being the norm.
5. Indirect communication: Subtle expressions of preferences or use of intermediaries for sensitive topics are common.
6. Community-oriented: Close bonds between colleagues are typical, blurring lines between work and social life.

Challenges of Direct Hiring

Direct hiring in the Philippines can present several challenges:

1. Complex labor laws: Navigating the intricacies of Philippine labor regulations can be daunting for foreign employers.
2. Cultural nuances: Understanding and adapting to local workplace culture requires time and expertise.
3. Administrative burden: Managing payroll, taxes, and mandatory benefits can be resource-intensive.
4. Compliance risks: Ensuring adherence to local employment laws and regulations can be challenging without local expertise.
5. Skills mismatch: Aligning educational qualifications with job requirements can be difficult in certain sectors.
6. Language barriers: While English proficiency is widespread, regional dialects and cultural communication styles can pose challenges.
7. Talent retention: High competition in certain sectors, particularly BPO, can lead to challenges in retaining skilled employees.

Understanding these aspects of the Philippine employment landscape is crucial for businesses looking to tap into this dynamic market. Partnering with a global Employer of Record like Rivermate can help navigate these complexities, ensuring compliance and cultural sensitivity while leveraging the country's rich talent pool.

The Philippines has a comprehensive system of payroll and taxes that affects both employers and employees. This system is designed to ensure fair compensation, provide social security benefits, and contribute to the country's overall economic development. Understanding the intricacies of payroll and taxes in the Philippines is crucial for both businesses and workers to comply with legal requirements and manage their finances effectively.

In the Philippines, payroll processing involves calculating employees' salaries, deducting the appropriate taxes and contributions, and ensuring timely payments. The tax system is progressive, with higher earners paying a larger percentage of their income in taxes. Various government agencies, such as the Bureau of Internal Revenue (BIR), Social Security System (SSS), Philippine Health Insurance Corporation (PhilHealth), and Home Development Mutual Fund (HDMF/Pag-IBIG), play crucial roles in administering these deductions and contributions.

Employer Contributions

Employers in the Philippines have several financial obligations when it comes to payroll and taxes:

1. Social Security System (SSS) Contributions: Employers must contribute a percentage of their employees' monthly salary credits to the SSS. This amount varies based on the employee's salary bracket and is shared between the employer and employee.

2. PhilHealth Contributions: Employers are required to make monthly contributions to PhilHealth, which provides health insurance coverage to employees. The contribution is also shared between the employer and employee, based on the employee's monthly basic salary.

3. Home Development Mutual Fund (HDMF/Pag-IBIG) Contributions: Employers must contribute to this fund, which provides housing loans and other benefits to employees. Both the employer and employee contribute a fixed percentage of the employee's monthly basic salary, up to a maximum of ₱5,000.

4. Withholding Tax: Employers are responsible for withholding income tax from their employees' salaries on a monthly or semi-monthly basis, depending on the company's payroll schedule. The withheld amount must be remitted to the Bureau of Internal Revenue (BIR) within the prescribed deadlines.

5. 13th Month Pay: Employers are mandated to provide a 13th month pay to their employees, which is equivalent to one-twelfth of the employee's total basic salary earned within a calendar year.

Employee Contributions

Employees in the Philippines are also required to make various contributions from their salaries:

1. Social Security System (SSS) Contributions: Employees contribute a percentage of their monthly salary credit to the SSS. This is deducted from their salary and remitted by the employer along with the employer's share.

2. PhilHealth Contributions: A portion of the employee's monthly basic salary is deducted as their share of PhilHealth contributions. This ensures that employees have access to health insurance coverage.

3. Home Development Mutual Fund (HDMF/Pag-IBIG) Contributions: Employees contribute a fixed percentage of their monthly basic salary to this fund, which provides housing loans and other benefits.

4. Withholding Tax: Income tax is withheld from employees' salaries based on a graduated tax system. The amount withheld depends on the employee's taxable income and applicable tax bracket.

5. Optional Deductions: Some employees may opt for additional deductions, such as loan repayments or contributions to savings plans offered by their employers.

Understanding these contributions and deductions is essential for employees to manage their finances effectively and ensure they are receiving the benefits they are entitled to under Philippine law.

By adhering to these payroll and tax regulations, both employers and employees contribute to the country's social security systems and overall economic development while ensuring compliance with legal requirements.

The Philippines offers a comprehensive package of employee benefits, ensuring workers receive essential protections and support. As an Employer of Record (EOR), Rivermate expertly manages these benefits, ensuring compliance with local regulations while providing valuable services to both employers and employees. By handling the complexities of benefit administration, an EOR allows companies to focus on their core business activities while maintaining a satisfied and well-supported workforce in the Philippines.

Mandatory Benefits

• Social Security System (SSS)

  • Provides retirement, disability, sickness, maternity, and funeral benefits
  • Both employers and employees contribute

• PhilHealth (National Health Insurance Program)

  • Covers hospitalization, out-patient care, and specific illnesses
  • Contributions from both employers and employees

• Pag-IBIG Fund (Home Development Mutual Fund)

  • Promotes homeownership for Filipino workers
  • Offers access to housing loans and provident savings
  • Monthly contributions required

• Minimum Wage

  • Mandated by the government
  • Varies by region and industry

• 13th Month Pay

  • Non-taxable bonus equivalent to one month's salary
  • Paid by December each year

• Service Incentive Leave (SIL)

  • Paid vacation leave based on length of service

• Sick Leave

  • 15 days of paid sick leave per year

• Maternity and Paternity Leave

  • 60 days of paid maternity leave for female employees
  • Paternity leave available for male employees

Optional Benefits

• Extended Health Coverage

  • Additional health insurance plans
  • May include dental, vision, or extra hospitalization benefits

• Wellness Programs

  • On-site fitness facilities
  • Gym memberships
  • Health and wellness initiatives

• Stock Options or Profit Sharing

  • Incentivizes employees
  • Allows participation in company success

• Flexible Work Arrangements

  • Flexible schedules
  • Remote work options
  • Compressed workweeks

• Daycare Assistance

  • Subsidies or vouchers for childcare costs

• Educational Assistance

  • Tuition reimbursement programs
  • Educational allowances

• Meal Allowances or Subsidies

  • Help cover lunch expenses

• Transportation Allowances

  • Assist with commuting costs

• Entertainment and Social Activities

  • Company-organized social events
  • Team-building exercises
  • Recreational activities

The process of termination and offboarding in the Philippines is a crucial aspect of employment that requires careful attention to legal requirements and best practices. Understanding this process is essential for both employers and employees to ensure a smooth transition and compliance with local labor laws.

Termination Process

In the Philippines, employment termination can occur in two main ways: initiated by the employer or by the employee. When an employer terminates an employee, it must be based on either "just causes" or "authorized causes" as defined by the Labor Code of the Philippines.

Just Causes

Just causes refer to serious misconduct or offenses committed by the employee, such as:

• Gross negligence of duties
• Fraud or breach of trust
• Commission of a crime related to employment
• Willful disobedience of lawful orders

Authorized Causes

Authorized causes are reasons for termination not related to employee fault, including:

• Business closure or redundancy
• Installation of labor-saving devices
• Serious illness of the employee

Procedural Requirements

Employers must follow due process when terminating an employee:

1. Serve a written notice of termination to the employee at least 30 days prior to the effective date
2. State the grounds for termination in the notice
3. Provide the employee with an opportunity to defend themselves
4. In cases of just cause termination, serve a second notice detailing the final decision

Severance Pay

Employees terminated due to authorized causes are entitled to severance pay. The amount varies based on the reason for termination and the employee's length of service.

Offboarding Process

The offboarding process is crucial for ensuring a smooth transition for both the departing employee and the company. Key steps include:

1. Conducting an exit interview
2. Retrieving company property and revoking access to systems
3. Settling final pay and benefits
4. Providing necessary documentation (e.g., certificate of employment)
5. Transferring knowledge and responsibilities to remaining team members

By following these guidelines, companies can navigate the termination and offboarding process in the Philippines while maintaining compliance with local labor laws and fostering positive relationships with departing employees.

The Philippines is a popular destination for foreign workers, attracting professionals from various industries. To legally work in the country, expatriates must navigate the visa and work permit requirements set by the Philippine government. Here's a concise overview of the process:

Visa Requirements

Foreign nationals intending to work in the Philippines typically need to obtain a work visa. The most common type is the 9(g) visa, also known as the Pre-Arranged Employment Visa. This visa is issued to foreigners who have secured employment with a Philippine-based company.

Work Permit

In addition to the visa, foreign workers must obtain an Alien Employment Permit (AEP) from the Department of Labor and Employment (DOLE). The AEP is a prerequisite for the 9(g) visa application and must be secured by the employer on behalf of the foreign worker.

Application Process

1. The employer initiates the process by applying for an AEP with DOLE.
2. Once the AEP is approved, the employer applies for the 9(g) visa with the Bureau of Immigration.
3. The foreign worker must provide necessary documents, including a valid passport, job offer letter, and proof of qualifications.
4. Upon approval, the worker can enter the Philippines and start working legally.

Duration and Renewal

The 9(g) visa is typically valid for one to three years and can be renewed. The AEP is usually valid for the same duration as the visa and must be renewed alongside it.

Special Cases

Some professionals, such as those in the IT industry or working for Regional Operating Headquarters (ROHQ), may be eligible for special visa categories with streamlined processes.

It's important to note that visa and work permit requirements can change, and the application process can be complex. Employers and foreign workers should consult with immigration experts or consider partnering with an Employer of Record like Rivermate to ensure compliance with Philippine labor laws and immigration regulations.