Employer of Record · APAC
Employer of Record (EOR) in Philippines
A Philippines Employer of Record is a licensed local company that employs your worker, remitting SSS, PhilHealth and Pag-IBIG contributions and paying the mandatory 13th month pay. TalentStores matches and orchestrates vetted Philippine EOR partners.
- Time to hire
- 3–7 days
- 13th month pay
- Mandatory
- Payroll cycle
- Semi-monthly
- Currency
- PHP
Why hire in Philippines
The Philippines is the default market for English-language customer operations, and increasingly for finance, healthcare administration and engineering support. Two decades of BPO investment created a workforce fluent in US business norms, service-level discipline and shift work.
Local employment law is protective and highly specific: mandatory 13th month pay, night-shift differentials, service incentive leave and strict rules on regularisation after probation. An EOR partner runs those obligations under its own registrations while you direct the work.
English-language operations depth
Mature talent pool in support, success, finance operations and healthcare administration.
Cost efficiency at quality
Fully loaded cost well below US and Australian equivalents for comparable service quality.
Shift culture
Established night-shift workforce covering US business hours with proper statutory differentials.
No entity required
Skip SEC registration, BIR, SSS, PhilHealth and Pag-IBIG employer accounts.
Regularisation handled
Probation limits and regularisation timing tracked so the six-month rule is never missed.
Remote-ready workforce
Widespread home-based work since 2020, with equipment and connectivity allowances standard.
Compliance and statutory requirements in Philippines
Leave and holiday entitlements, social security, termination rules and payroll cadence — the obligations your employment partner carries on your behalf.
Paid leave
Five days of service incentive leave is the statutory minimum; market practice is 15 vacation plus 15 sick days for professional roles.
Public holidays
Around 18 regular and special non-working days a year, with premium pay rates when worked.
Social security contributions
SSS, PhilHealth and Pag-IBIG employer contributions, remitted monthly under the partner's employer numbers.
13th month pay
Mandatory — one twelfth of basic annual salary, payable on or before 24 December. It must be budgeted, not treated as a bonus.
Termination rules
Dismissal requires a just or authorised cause plus a two-notice process; authorised-cause separations carry statutory separation pay.
Payroll cycle
Semi-monthly by law, with payslips, night-shift differential and overtime premiums itemised.
Cost of employment in Philippines
Salary is only part of the number. These are the components that make up fully loaded cost, all modelled in PHP before you extend an offer.
Basic monthly salary
The contractual base against which 13th month pay and most premiums are calculated.
13th month pay
Adds roughly 8.33% to annual basic salary; non-negotiable and enforced.
SSS, PhilHealth and Pag-IBIG
Employer contributions of roughly 10–12% of covered salary in total.
HMO coverage
Not statutory but effectively required to hire competitively; typically a fixed monthly per-employee premium.
Allowances
Internet, equipment and de minimis allowances common for home-based roles, some tax-exempt within limits.
EOR and platform fee
Per-employee partner fee plus the TalentStores orchestration fee, itemised separately.
How TalentStores and the partner network deliver it
TalentStores is not the employer of record. We are the orchestration layer that selects, contracts and manages the licensed employment partner in Philippines — and gives you one system of record across every country you hire in.
Partner matched, not assumed
We match your role and headcount to vetted employment partners licensed in Philippines, and show you the fee, coverage and service levels side by side before you commit.
One contract, one platform
You contract with TalentStores. Partner agreements, employment contracts and amendments are generated, signed and stored against the employee record.
Cost modelled before offer
Statutory contributions, mandatory benefits, accruals and partner fees are calculated up front, so the offer you approve is the cost you actually carry.
Onboarding orchestrated
Document collection, background checks, registrations and start-date readiness run as a tracked workflow instead of an email thread.
Payroll and settlement in one bill
Every partner invoice flows through the commercial engine, reconciled per employee and settled on a single consolidated bill.
Compliance monitored continuously
Statutory changes in Philippines are pushed by the partner network and reflected in your cost model and contracts, not discovered at audit.
EOR in Philippines: frequently asked questions
Is 13th month pay really mandatory in the Philippines?
Yes. Every rank-and-file employee is entitled to one twelfth of their basic annual salary, paid on or before 24 December. It is a statutory obligation, not a discretionary bonus, and the platform accrues it monthly.
How fast can we hire in the Philippines?
Three to seven business days after offer acceptance, subject to pre-employment medical and document collection. Government number registration completes in the first payroll cycle.
What is the employer cost on top of salary?
Around 20% of basic salary once SSS, PhilHealth, Pag-IBIG and 13th month accrual are included, plus HMO cover and the EOR fee.
Can we hire people to work US night shifts?
Yes, and it is common. A 10% night-shift differential applies to hours worked between 10pm and 6am, and the partner applies it automatically in payroll.
How does probation and regularisation work?
Probation is capped at six months. If the employee is retained beyond that without a documented failure to meet communicated standards, they become regular with full security of tenure — the platform tracks the date.
Related solutions
Get the Philippines Hiring Cost Guide
A country brief covering fully loaded employment cost in PHP, statutory contributions, leave and termination rules, and a sample offer breakdown for Philippines.
Ready to hire in Philippines?
Book a working session with our team, or take a self-guided tour of the platform first. Either way you will see the real workflow, partners and commercials before you commit.
Prefer numbers first? See pricing