Employer of record services in Philippines
Grow your team in Philippines without an entity. Payroll, benefits, taxes and compliance, all handled in one easy-to-use platform.
Loved by our Customers
Quickly & easily employ in Philippines without an entity
Entity-free employment
Stay compliant
Dedicated support
Sync with your HR systems
“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”
“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”
“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”
Employing in Philippines
Growing your workforce in Philippines doesn’t need to be complex. Speak with our team to see how TopSource EOR makes it easy to hire in new countries, without setting up entities or getting lost in local regulations.
Global Employee Cost Calculator
Estimate the cost of your new hire with our calculator. Simply enter their location and salary information in to this handy tool to see what will be spent in employment costs each month.
Employment Cost Calculator
*Indicative figures only and not definitive legal advice. Local regulations change frequently. Consult an expertPhilippines
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More than an Employer of Record.
Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.
Market Selection Advisory
Compare available talent, compensation, additional costs and regulations across different countries
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Salary Benchmarking
Identify and prioritize markets for growth based on talent, cost & regulations
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Global Skills Analysis
Map skill availability by region to align talent strategies with business goals..
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Talent Acquisition
Find, hire & onboard the highly skilled team members you need in each locality.
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Talent Strategy Optimization
Optimize your talent strategy to enable your organization to achieve it’s global ambitions.
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Frequently asked questions
Yes. We manage registration and contributions to the Social Security System (SSS), PhilHealth, and Pag-IBIG (HDMF), along with monthly withholding tax under the Bureau of Internal Revenue rules. We also ensure mandatory 13th month pay is calculated and paid by the legal deadline (on or before December 24) and that DOLE-compliant employment contracts and payslips are issued, so your Philippines hires are compliant from day one.
On top of the statutory 13th month pay, SSS, PhilHealth, and Pag-IBIG contributions, employers that want to stand out typically add HMO health coverage for the employee and dependents, rice or transportation allowances, and additional paid leave beyond the statutory five days of service incentive leave. HMO coverage in particular is a major differentiator in the Philippines job market and is often the deciding factor between competing offers.
For authorized causes such as redundancy, Philippine law requires 30 days’ written notice to both the employee and the Department of Labor and Employment (DOLE), plus separation pay calculated by cause and tenure. For just causes such as misconduct, employers must follow due process, including a notice to explain and an administrative hearing, before termination. Getting this sequence wrong is one of the most common sources of labor disputes in the Philippines, so documentation matters as much as the notice period itself.
Employees can typically be onboarded within about a week once IDs, TIN, and bank details are confirmed, compared with the weeks to months required to register a Philippine branch office or subsidiary with the SEC, secure a local business permit, and open a compliant payroll process. This makes an EOR the faster route for companies building a Philippines-based team, particularly in BPO, IT, and shared services roles where speed to hire is competitive.
Setting up a Philippine entity means SEC registration, BIR registration, local business permits, and ongoing statutory reporting to SSS, PhilHealth, and Pag-IBIG, which is a meaningful lift for a first hire or small team. An EOR absorbs that registration burden and the compliance liability, letting you hire immediately while you validate the market, and gives you a clean path to incorporate later if the Philippines becomes a larger part of your workforce.
Hire Anywhere with Our EOR Services
We help you legally employ and pay talent across 180+ countries—so you can scale faster.
