The best Employer of Record providers in the Philippines, ranked
Ten providers that can employ staff on your behalf in the Philippines, scored on what decides whether the arrangement holds up in front of a DOLE inspector or a labour arbiter: whether they employ through their own Philippine corporation or a partner, how they position the arrangement against the contracting rules in Department Order 174, whether SSS, PhilHealth, Pag-IBIG, withholding tax and 13th-month pay are calculated to current rates and remitted on time, how plainly they explain their fees, and who picks up the phone when a regularised employee has to be let go.
Quick verdict
RemotePeople is our pick — best for companies for whom the Philippines is one part of an Asia-first plan. Also worth a call: Deel for software-first teams hiring in the Philippines and many other countries, and KMC Solutions for teams that want a desk, IT and a local employer from one Philippine firm.
Read this before the ranking
The Philippines has no statute that mentions an Employer of Record. What it has is Articles 106 to 109 of the Labor Code and DOLE Department Order 174, Series of 2017, which regulate contracting and subcontracting — the trilateral arrangement in which a contractor employs workers and supplies them to a principal. DO 174 prohibits labour-only contracting, which exists where the contractor lacks substantial capital (paid-up capital of at least PHP 5 million) or investment in tools and premises and the workers do work directly related to the principal’s main business, or where the contractor does not control how the work is done. In labour-only contracting the principal is deemed the employer. That is the awkward part for EOR, because the whole point of the model is that you direct the work day to day. Legitimate contractors must hold a DOLE Certificate of Registration, renewed every two years, and a written service agreement. DOLE has clarified that DO 174 does not reach business-process and IT-enabled services contracted as a whole process, which is why several providers here describe what they do as staff leasing or offshore staffing rather than EOR. The first question to ask any provider is the name of the Philippine corporation that will sign your employee’s contract, whether it holds a current DO 174 Certificate of Registration in the region where the employee works, and how it explains your arrangement against the labour-only contracting test.
How we scored, and what we could not verify
Every provider below was assessed against the same five criteria: own-entity presence in the Philippines, handling of the DO 174 contracting regime and the security-of-tenure rules, payroll and statutory accuracy across SSS, PhilHealth, Pag-IBIG, BIR withholding and 13th-month pay, transparency, and support. Where a lower-ranked provider beats a higher-ranked one on a criterion, we say so on the page.
An honest limitation: we cannot confirm from outside the Philippines which company employs your hire. Corporations are registered with the Securities and Exchange Commission (SEC), whose online records confirm that a company exists but not what it does with your employee; DO 174 registrations are kept by DOLE regional offices, which publish lists of registered contractors but not in a form a foreign reader can easily search. Where a provider states that it employs through its own Philippine entity we record that as a claim, and we recommend asking for the corporation’s SEC registration number, its BIR Certificate of Registration and, where it relies on DO 174, a copy of its current DOLE certificate before you sign.
| # | Provider | Score | Philippines footprint | Best for |
|---|---|---|---|---|
| 1 |  RemotePeople | 9.2 | Employs directly in the Philippines; recruitment depth in Filipino talent | Companies for whom the Philippines is one part of an Asia-first plan |
| 2 |  Deel | 8.7 | Wholly owned Philippine entity (claimed); global platform | Software-first teams hiring in the Philippines and many other countries |
| 3 |  KMC Solutions | 8.4 | Philippine company since 2009; more than thirty office locations across Metro Manila, Cebu and Clark | Teams that want a desk, IT and a local employer from one Philippine firm |
| 4 |  LennorHive | 8.1 | Filipino-owned EOR specialist, Taguig; Philippines only | Companies that want a dedicated Philippine EOR rather than an outsourcer or a global platform |
| 5 |  Booth | 7.8 | Booth and Partners Philippines Inc., Makati, since 2013; Cebu workspace; Colombia | Recruited, embedded teams with an office if you want one |
| 6 |  Penbrothers | 7.5 | Makati-headquartered offshore staffing and EOR firm since 2014 | Start-ups and SMEs building a first remote team in Manila |
| 7 |  Emapta | 7.2 | Australian-founded outsourcer headquartered in Mandaluyong since 2010; multiple Philippine sites | Larger dedicated teams with office space and workforce advisory |
| 8 |  Multiplier | 6.9 | Singapore-headquartered platform; owned Philippine entity (claimed) | Asia-Pacific teams that want a cheaper platform alternative to Deel |
| 9 |  De Castro Consulting | 6.6 | Bonifacio Global City consultancy led by a labour lawyer; EOR, registration, visas, payroll | Companies that want legal advice on DOLE compliance alongside the hire |
| 10 |  Davao Accountants | 6.3 | Davao City CPA firm offering EOR alongside accounting and payroll | A first hire or two in Mindanao, handled by an accountant |
Rankings reflect our assessment of each provider for hiring in the Philippines specifically. A provider ranked lower here may be the better choice if most of your hiring is elsewhere.
RemotePeople
The Philippines is a market where the legal form of the engagement matters, since labour-only contracting is prohibited and legitimate contractors must be DOLE-registered, and RemotePeople employs as the legal employer of record: SSS, PhilHealth and Pag-IBIG registration, peso payroll, 13th-month pay by 24 December, the six-month probation and regularisation rules, and Alien Employment Permits and 9(g) visas for foreign hires. Founded in 2018 by Antoine Boquen and Pierre Pradier and headquartered in New York, with its Asia-Pacific business run from Singapore, the company has more than 250 staff across 30 countries and over 3,000 clients, and Filipino talent is a large part of its recruitment work. Every client has a dedicated account manager backed by HR and employment specialists. Recruitment, payroll for companies with their own Philippine entity, contractor management and incorporation sit alongside EOR. EOR Flex starts at US$199 per employee per month. KMC and LennorHive are more Philippines-only in their focus; Deel leads on software.
- SSS, PhilHealth, Pag-IBIG and 13th-month pay handled as the legal employer
- Recruitment depth in Filipino talent alongside EOR
- AEP and 9(g) visa handling for foreign hires
- Dedicated account manager backed by HR and employment specialists
- EOR Flex from US$199 per employee per month
- Fewer third-party integrations than Deel or Rippling
- Total cost depends on a quote; ask for the all-in figure including 13th-month provision
- Ask for the employing entity’s DOLE registration, as with every provider in the Philippines
- Philippines entity
- Employs directly in the Philippines; SSS-, PhilHealth- and Pag-IBIG-registered employer
- Regional base
- Singapore (Asia-Pacific HQ); global HQ New York
- Also offers
- Recruitment, global payroll, US PEO, contractor management, Contractor of Record, benefits and visa support, entity incorporation
- Operating since
- 2018
Deel
The best-known global platform, and in the Philippines one that says it employs through a wholly owned local entity rather than a partner, which we record as a claim worth checking against the SEC register. Onboarding is quick, contracts are generated in pesos with the SSS, PhilHealth, Pag-IBIG and BIR withholding mechanics handled, and the software — payslips, expenses, equipment, HRIS integrations, contractors in the same product — is the best on this page by a distance. Pricing is published per employee per month, which most Philippine outsourcers do not do. What you do not get is a Philippines specialist who knows your account. Support is competent and largely asynchronous, and the situations that matter most here — a probationer who has passed six months without a written evaluation, a redundancy that needs thirty days’ notice to both the employee and DOLE, a labour-only contracting query from a regional office — are where a global template can miss nuance. RemotePeople, KMC and De Castro all beat it on hands-on local handling.
- States a wholly owned Philippine entity rather than a partner
- Best software, integrations and employee experience in this comparison
- Contractors, EOR, payroll and HRIS in one product across 150-plus countries
- Published per-employee pricing; fast self-service onboarding in PHP
- Ticket-based support rather than a named Philippines contact
- Global template can miss nuance in regularisation, dismissals and DO 174 positioning
- Among the more expensive options here per employee per month
- Philippines entity
- Wholly owned local entity (claimed)
- Regional base
- Global; regional teams in Singapore and elsewhere
- Also offers
- Contractors, global payroll, HRIS, immigration, equipment
- Operating since
- 2019
KMC Solutions
KMC began as a serviced-office operator in Manila and built an employer-of-record business on top of the buildings, which gives it something none of the platforms can offer: your Philippine employee can sit at a KMC desk in Makati, Ortigas, BGC, Cebu or Clark, on KMC’s IT, employed by KMC’s registered Philippine corporation. It publishes a starting price for EOR, says it has supported more than 7,000 professionals for more than 500 clients (its own figures), and its process runs from recruitment through contract, onboarding and ongoing HR and IT support. On the regulatory criterion it is strong: a Philippine employer of long standing that knows the DO 174 landscape and the BPO exclusion from the inside, with accurate material on 13th-month pay and statutory contributions. The trade-offs are that it is a Philippine and Colombian business only, that the natural client is a team rather than a single remote hire, and that the platform is a client portal rather than a product. For a team that needs an office it beats everyone above it.
- Registered Philippine employer with its own offices in the main business districts
- Recruitment, EOR, workspace and IT from one contract
- Publishes a starting price; large client base by its own account
- Sixteen years of operating under Philippine labour law
- Philippines and Colombia only; no use for a wider Asian plan
- Oriented to teams that use its space; less compelling for one fully remote hire
- Portal rather than a modern platform
- Philippines entity
- Own registered Philippine corporation (claimed); Metro Manila, Cebu, Clark
- Regional base
- Manila
- Also offers
- Flexible offices, recruitment, managed IT, Colombia EOR
- Operating since
- 2009
LennorHive
LennorHive is the one company on this page that describes itself first and foremost as a Philippine Employer of Record rather than an outsourcer, a payroll firm or a global platform. It is Filipino-owned, run from Taguig, and says it employs directly through its own SEC-registered corporation with no subcontractors, which we record as a claim. Its scope is what a foreign employer of remote Filipino staff actually needs: contracts, DOLE and BIR compliance, SSS, PhilHealth and Pag-IBIG, HMO, laptop procurement, optional co-working space and AEP and 9(g) handling for the occasional foreign hire, with onboarding it says takes 24 to 48 hours. Depth is the question: it is a young firm with a small team, its 300-plus client figure is its own, and it covers only the Philippines. For a company whose only Asian hiring is Filipino, it is a more focused choice than Booth or Penbrothers, whose EOR sits inside a staffing business.
- Dedicated Philippine EOR with a stated direct-employment model
- HMO, equipment, co-working and AEP/9(g) handled in one scope
- Fast onboarding and a responsive, founder-led team
- No lock-in claimed; straightforward per-employee fee
- Small team and short track record compared with KMC or Emapta
- Philippines only
- Client and retention figures are the company’s own
- Philippines entity
- Own SEC-registered corporation, Taguig (claimed)
- Regional base
- Taguig, Metro Manila
- Also offers
- Recruitment, payroll management, equipment, HMO, visa services
- Operating since
- 2019, by its own account
Booth
Booth was set up in Manila in 2013 to build full-time offshore teams for foreign companies and has since rebranded from Booth & Partners, opened a Cebu workspace and added Colombia. Its Philippine employer is Booth and Partners Philippines Inc., and its model is the classic Philippine one: it recruits the person, employs them under a staff-leasing or EOR arrangement, and charges staff compensation plus a management fee, which it describes as transparent and without percentage mark-ups. It is a certified B Corporation with SOC 2 and HIPAA attestations, which matters to healthcare and finance clients, and it offers private offices and co-working in Makati and Cebu. It also says it can hire in more than 120 countries, which can only mean partners outside the Philippines and Colombia, so ask which is which. The weakness is orientation: Booth recruits and embeds teams, and a client that has already found its own hire and wants only the legal employer will find the model heavier than LennorHive’s. On compliance certifications it beats every provider above it except Deel.
- Named Philippine employing corporation with thirteen years in Makati
- B Corp, SOC 2 and HIPAA credentials; useful for regulated clients
- Recruitment, EOR, workspace and its BoothOS portal in one offer
- Cebu presence for hiring outside Metro Manila
- Built for recruited, embedded teams rather than employer-only mandates
- Coverage beyond the Philippines and Colombia is partner-based
- Quoted rather than published fees
- Philippines entity
- Booth and Partners Philippines Inc., Makati (own entity, claimed)
- Regional base
- Makati, Metro Manila
- Also offers
- Recruitment, managed outsourcing, workspaces, training and QA
- Operating since
- 2013
Penbrothers
Penbrothers was founded in Makati in 2014 by two entrepreneurs who had run start-ups in the Philippines and wanted to give other founders a compliant way to hire Filipino staff. It finds, employs and manages remote teams, with EOR as the legal spine of that offer, and by its own account now employs more than 1,500 team members for around ninety clients, many of them venture-backed technology, e-commerce and fintech companies. Its guidance on the Labor Code, 13th-month pay and statutory contributions is clear, and its employee-care emphasis — HMO from day one, engagement programmes, career support — is aimed at retention in a market where a good developer is approached weekly. The limits are the usual ones for a Philippine staffing firm: the Philippines only, quoted pricing, a client portal rather than a platform, and a model that assumes Penbrothers recruits as well as employs. It is friendlier to a ten-person start-up than KMC or Emapta and beats Booth on start-up fit, but it does not offer office space on the same scale.
- Founder-built for start-ups and SMEs; a decade of Philippine employment
- Recruitment, EOR and employee care in one team
- HMO and benefits designed for retention in Metro Manila’s technology market
- Philippines only, so no help elsewhere in Asia
- Quoted pricing; confirm what the monthly fee covers
- Confirm the employing corporation and its DO 174 position
- Philippines entity
- Own Philippine corporation, Makati (claimed)
- Regional base
- Makati, Metro Manila
- Also offers
- Recruitment, HR management, employee care
- Operating since
- 2014
Emapta
Emapta is one of the larger dedicated-staffing companies in the Philippines, Australian-founded in 2010 and headquartered in Mandaluyong with sites across Metro Manila and the provinces, several thousand staff on its own payroll and delivery centres in Colombia, Macedonia and Sri Lanka. Its EOR is packaged inside a dedicated-staffing model: it recruits, employs, seats and supports the team, charges without a salary mark-up by its own account, and adds workforce-migration advisory for clients moving processes offshore. It publishes plain guidance on what an Employer of Record legally carries, and it knows the PEZA and BPO environment well. That environment is also the caveat: Emapta serves Australian, American and British corporates with teams of ten to several hundred, and a company that wants one remote hire employed with minimal apparatus is not its natural client. KMC beats it on published pricing and LennorHive on focus; Emapta beats both on delivery beyond the Philippines.
- Large Philippine employer with sixteen years of operating history
- Offices across Metro Manila and provincial sites; Colombia and Europe for follow-the-sun teams
- No salary mark-up model, by its own account
- Workforce advisory for larger offshoring programmes
- Oriented to dedicated teams; heavy for a single hire
- Quoted rather than published pricing
- Confirm which Emapta corporation employs the worker and whether it sits in a PEZA zone
- Philippines entity
- Own Philippine corporations, Mandaluyong and other sites (claimed)
- Regional base
- Metro Manila; Emapta Global holding in Singapore
- Also offers
- Dedicated staffing, RPO, workforce migration, office space
- Operating since
- 2010
Multiplier
Multiplier is the Asian-headquartered platform in the global EOR market, run from Singapore with a strong presence across South-east Asia and India, and it says it employs in the Philippines through an owned entity rather than a partner, which we record as a claim. It publishes a starting price for Philippine EOR, generates peso contracts and payroll with SSS, PhilHealth and Pag-IBIG built in, and its pages on the 2026 NCR wage order and statutory rates are current. The software is good, if a step behind Deel, and the price is usually lower. What it lacks is Philippine ground presence: support is regional and chat-based, there is no office or seat for your employee, and a regularisation dispute or a DOLE query will be handled from Singapore. It is the sensible choice for a company hiring two people each in the Philippines, Malaysia, Vietnam and India on a budget, and a weaker one for a company whose Philippine team will be its biggest.
- Asian headquarters and time zone; states an owned Philippine entity
- Published starting price, typically below Deel
- Good platform for multi-country Asian rollouts
- No Philippine office or named local contact
- Chat-based regional support
- Confirm the employing corporation’s name and DO 174 position
- Philippines entity
- Owned local entity (claimed)
- Regional base
- Singapore
- Also offers
- Contractors, global payroll, immigration, equipment
- Operating since
- 2020
De Castro Consulting
De Castro Consulting is a Bonifacio Global City consultancy run by Atty. Arlene De Castro, who also heads a law firm handling labour cases, and the EOR sits alongside Philippine company registration, tax-incentive applications, recruitment, payroll, visa services and HR audits. That combination is its distinctive value: the same people who employ your hire can register your corporation when you are ready, apply for the AEP and 9(g) visa for a foreign manager, and audit your handbook against DOLE standards. It runs regular masterclasses on DOLE compliance for Philippine HR teams, which tells you where its expertise lies. It is a small firm — the website lists a team of around a dozen — and it says little in public about how its EOR is structured under DO 174, about its fees or about statutory processing at scale, so a client with fifty hires will outgrow it. For a company that wants a lawyer’s view of a dismissal or a regularisation question before acting, it beats every platform on this page.
- Labour-law expertise in the same firm as the EOR
- Company registration, PEZA and tax-incentive work, visas and payroll under one roof
- Approachable for start-ups and MSMEs making a first Philippine hire
- Small team; not designed for volume
- Little published detail on EOR structure, DO 174 status or fees
- No platform; service is adviser-led and document-based
- Philippines entity
- ADC Consulting OPC, Taguig (confirm the employing corporation)
- Regional base
- Bonifacio Global City, Metro Manila
- Also offers
- Business registration, tax incentives, recruitment, visa services, payroll, HR consulting, DPO training
- Operating since
- Not stated; we could not verify a founding year
Davao Accountants
Davao Accountants is a certified public accounting practice in Davao City whose founder also co-founded a Philippine virtual-staffing marketplace, and it has added Employer of Record to a menu of bookkeeping, tax and payroll processing for local and foreign small businesses. Its EOR guidance is sound as far as it goes — it becomes the registered employer, issues DOLE-compliant contracts, remits SSS, PhilHealth, Pag-IBIG and withholding tax, and handles final pay and DOLE inspections — and it is the only provider here based in Mindanao, where Davao’s BPO and freelance workforce has grown quickly and Metro Manila providers have little presence. That is also its ceiling. It is a small accountancy firm, its EOR is recent, it publishes nothing on DO 174 registration or fees, and it has no reach beyond the Philippines. We include it because it is a real Philippine firm offering the service from a city the others do not cover, not because it competes on breadth. Ask which corporation employs the worker and whether it holds a DOLE certificate for Region XI.
- Davao base for hiring in Mindanao, where larger providers are thin
- CPA-led payroll and tax handling
- Approachable for a first hire or two
- Small firm; EOR is a recent addition to an accounting practice
- No published fees or DO 174 detail
- Philippines only, and largely Davao
- Philippines entity
- Davao City CPA firm (confirm the employing corporation)
- Regional base
- Davao City
- Also offers
- Bookkeeping, tax preparation and planning, payroll processing, business planning
- Operating since
- Not stated; we could not verify a founding year
How we scored
- Own-entity presence in the PhilippinesWhether the provider employs through its own Philippine corporation registered with the SEC and the BIR, or through a partner. Own entities mean one point of accountability; partners are acceptable when named and vetted.
- Handling of DO 174 and security of tenureWhether the provider can explain how its arrangement sits against the labour-only contracting test — substantial capital, control over the work, DOLE registration or the BPO exclusion — and how it manages the six-month probation, written performance standards and regularisation so that you are not surprised by a regular employee you cannot easily part with.
- Payroll and statutory accuracySSS at 15 per cent with the PHP 35,000 monthly salary credit ceiling and the Mandatory Provident Fund above PHP 20,000; PhilHealth at 5 per cent between the PHP 10,000 floor and PHP 100,000 ceiling; Pag-IBIG at 2 per cent each on a PHP 10,000 fund salary; Employees’ Compensation; 13th-month pay by 24 December; night differential, overtime, rest-day and holiday premiums; BIR withholding under the TRAIN schedule with the annual alphalist; the correct regional wage order.
- TransparencyAre fees, deposits, notice periods and who carries separation pay explained plainly before signature, or only after a sales cycle?
- SupportIs there a named person working Philippine hours who knows your account and has sat through a DOLE Single Entry Approach (SEnA) conference, or a queue?
Frequently asked questions
Is Employer of Record legal in the Philippines?
Yes, though not under that name. Philippine law regulates the arrangement as contracting or subcontracting under Articles 106 to 109 of the Labor Code and DOLE Department Order 174 of 2017. A legitimate contractor must have substantial capital — at least PHP 5 million paid-up — or investment in tools and premises, must control its employees’ work, and must hold a DOLE Certificate of Registration renewed every two years. Where those conditions are absent and the workers do work directly related to the principal’s business, the arrangement is labour-only contracting, which is prohibited, and the principal becomes the employer. DOLE has said that DO 174 does not cover business-process and IT-enabled services contracted as a whole process, which is the basis on which many Philippine outsourcers operate. A serious provider will tell you which position it takes and why. Our regional overview is at Is EOR legal in Asia?.
What does an EOR cost in the Philippines?
Three layers. First, gross salary, benchmarked against the regional wage order for the place of work — the NCR non-agricultural minimum rose to PHP 755 a day in July 2026 under Wage Order NCR-27, with a further PHP 25 due in January 2027, though most EOR hires earn several times that. Second, employer contributions: SSS at 10 per cent of the monthly salary credit up to PHP 35,000 (a maximum of PHP 3,500 plus a small Employees’ Compensation charge), PhilHealth at 2.5 per cent of basic salary between PHP 10,000 and PHP 100,000, and Pag-IBIG at 2 per cent of a fund salary capped at PHP 10,000 (PHP 200). Because two of the three are capped, the employer’s share is roughly 13 per cent of pay at the SSS ceiling and falls as a percentage above it. Add 13th-month pay of one-twelfth of basic salary, HMO cover, which is customary rather than mandatory, and separation pay accruing on authorised-cause terminations. Third, the provider’s fee, usually quoted per employee per month; Philippine firms tend to be cheaper than the global platforms. See our comparison at Employer costs across Asia.
Can an EOR sponsor a work visa in the Philippines?
Yes, if the EOR’s Philippine corporation is the petitioner. A foreign employee needs an Alien Employment Permit from DOLE, which since Department Order 248 of 2025 requires a labour market test — the vacancy advertised on PhilJobNet and other public platforms for at least fifteen days — and is issued for the contract term up to a maximum of three years. With the AEP in hand the employer petitions the Bureau of Immigration for a 9(g) pre-arranged employment visa; a Provisional Work Permit can allow work to start while that is pending. Processing has slowed in 2026 following the centralisation of AEP handling, so allow two to three months. Because the permit and visa belong to the sponsoring corporation, moving the person to your own entity later means a fresh AEP and 9(g). RemotePeople, LennorHive and De Castro Consulting all describe handling this.
How long can an employee stay on EOR in the Philippines?
There is no statutory time limit. After six months’ probation the employee becomes a regular employee of the EOR with security of tenure, and can remain so indefinitely. The constraint is not duration but structure: the longer a regular employee works under your day-to-day direction on work central to your business, the more the arrangement looks like the labour-only contracting that DO 174 prohibits, and the stronger the argument that you are the true employer. Fixed-term and project contracts exist but Philippine courts scrutinise them closely and treat repeated renewals as evidence of regular employment. Most EORs therefore employ on regular contracts and rely on their DO 174 registration or the BPO exclusion for the arrangement itself. If you expect to keep a team for years, plan for your own entity.
What are the probation and termination rules?
Probation may last up to six months, and the standards for regularisation must be made known to the employee at the time of engagement; an employee allowed to work beyond six months is regular by operation of law. Termination is not at will. Just causes under Article 297 — serious misconduct, wilful disobedience, gross and habitual neglect, fraud — require the twin-notice procedure of a written charge, a hearing and a written decision, and carry no separation pay. Authorised causes under Articles 298 and 299 — redundancy, retrenchment, labour-saving devices, closure and disease — require thirty days’ written notice to both the employee and DOLE, plus separation pay of one month’s pay per year of service for redundancy and labour-saving devices, or half a month per year for retrenchment, closure not due to serious losses and disease, with a one-month minimum. Final pay is due within thirty days under Labor Advisory 06-20. An illegal dismissal carries reinstatement or separation pay in lieu, plus full back wages. More at Employment law across Asia and Employee benefits across Asia.
EOR or my own Philippine corporation?
An EOR makes sense for the first handful of hires, for a market test, or while a domestic corporation or branch is being set up, which typically takes two to four months across the SEC, BIR, local government and the three social agencies and, for a foreign-owned domestic market enterprise, carries a minimum paid-up capital of US$200,000 unless an exemption applies. Once you have fifteen to twenty people, want PEZA or other incentives, need to invoice Philippine customers or want direct control over contracts and separation liabilities, your own corporation is usually cheaper and safer, and it removes the DO 174 question altogether. RemotePeople, KMC, Booth, Emapta and De Castro Consulting all offer or arrange incorporation, so the transition can be handled by the same firm. For the regional picture, see the best EOR providers in Asia.
Not sure which provider fits?
Tell us how many people, which roles and how soon, and we will point you to the two or three providers worth talking to in the Philippines — without passing your details to any of them.
Ask usSources
- Presidential Decree 442, the Labor Code of the Philippines, as amended and renumbered, in particular Articles 106–109 (contracting and subcontracting), 294–299 (security of tenure, probation, just and authorised causes) and 82–96 (hours, premiums, holidays and leave).
- Department of Labor and Employment, Department Order No. 174, Series of 2017, Rules Implementing Articles 106 to 109 of the Labor Code, and Department Circular No. 01, Series of 2017 on its non-coverage of BPO and similar arrangements; Labor Advisory No. 06, Series of 2020 on final pay.
- Presidential Decree 851 on 13th-month pay and its implementing rules.
- Republic Act 11199 (Social Security Act of 2018) and the SSS contribution schedule effective January 2025; Republic Act 11223 (Universal Health Care Act) and PhilHealth premium advisories for 2025–2026; Republic Act 9679 (Pag-IBIG Fund Law) and HDMF circulars on the fund-salary ceiling.
- Republic Act 10963 (TRAIN) and Bureau of Internal Revenue withholding tax regulations.
- Department of Labor and Employment, Department Order No. 248, Series of 2025 on the employment of foreign nationals; Bureau of Immigration rules on the 9(g) pre-arranged employment visa; Regional Tripartite Wages and Productivity Board–NCR, Wage Order NCR-27 (2026).
- Securities and Exchange Commission company registration records; DOLE regional office lists of registered contractors and subcontractors.
- Provider websites and published documentation, reviewed September 2026.