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How to Hire Employees in the Philippines

Are you considering expanding your business by hiring remote employees? Look no further than the Philippines. The Philippines boasts a highly skilled workforce, cost-effective labor, excellent English proficiency, and a strong work ethic, making it an ideal destination to hire employees in the Philippines. In this blog post, we will guide you through the ins and outs of hiring employees in the Philippines, ensuring a seamless process for you and your business.

Key Takeaways

  • Hiring Filipino employees gives businesses a young, skilled, cost-effective workforce.
  • Local labor laws, employee classification, and tax obligations must be considered when hiring in the Philippines.
  • Cultural differences can be bridged by adapting management styles & providing competitive compensation packages to successfully retain talent.

Advantages of Hiring Filipino Employees

The Philippines offers several advantages for businesses looking to hire remote employees. Here are some of the key advantages:

  • A population of over 110 million people

  • A median age of just 23 years old

  • A vast pool of young, talented individuals ready to contribute to your company’s growth.

But what makes Filipino workers particularly attractive for remote positions?

Skilled Workforce

The Philippines produces a considerable number of college graduates in various fields, such as:

  • Information technology

  • Engineering

  • Finance

  • Business administration

Business, education, engineering, IT, and agriculture are the five most popular degrees in the country.

This results in a highly skilled workforce, with Filipino employees demonstrating hard work, resilience, creativity, and resourcefulness. Their diverse skill set includes data analysis, software development, app development, digital marketing, UI and UX, teaching, construction, and sales, making them valuable assets for any company.

Cost-Effective Labor

Another advantage of hiring Filipino employees is the cost-effectiveness of their labor. The minimum wage in Metro Manila is PHP 537.00 ($10.24) per day, while the country’s average minimum wage is PHP 343.63 ($6.22) per day. This competitive labor market makes the Philippines an attractive location for businesses looking to save on labor costs without sacrificing the quality of their workforce.

Hiring Filipino employees enables businesses to sustain high productivity levels while effectively managing their expenses.

English Proficiency

English proficiency is another major advantage of hiring Filipino employees. The Philippines is recognized for its high level of English proficiency, making it easier for international employers to communicate with their Filipino team members. Their strong English language skills provide a strategic business advantage, contributing to the efficiency of the workplace.

The Philippines ranks highly in English proficiency indexes, so Filipino employees can easily navigate international work settings and communicate effectively with colleagues and clients worldwide.

Strong Work Ethic

Filipino employees are known for their strong work ethic and commitment. They are guided by deeply rooted values such as:

  • Community

  • Family

  • Hard work

  • Respect for authority

  • Nuanced communication

Filipino workers exhibit qualities such as:

  • Responsibility

  • Dependability

  • Resourcefulness

  • Passion

They often take the initiative and remain composed in challenging situations. Their dedication to productivity makes them an excellent choice for employers seeking a committed and reliable workforce.

Legal Considerations When Hiring in the Philippines

Awareness of local labor laws, employee classification, and tax obligations is paramount when hiring employees in the Philippines to avoid legal complications and ensure compliance. Failure to adhere to these regulations can result in penalties, fines, and other legal ramifications.

This section delves into the key legal considerations when hiring Filipino employees.

Local Labor Laws

The Labor Code of the Philippines, also known as Philippine labor laws, provides the legal framework for the rights and obligations of employers and employees in the country. It covers topics such as wages, working hours, and employee benefits. Employers must familiarize themselves with these laws to ensure compliance and avoid potential legal issues.

Developing comprehensive internal policies and procedures ensures adherence to local labor laws. Updating labor laws and regulations minimizes risks and facilitates a seamless hiring process.

Employee Classification

Proper employee classification is crucial to avoid misclassification risks and penalties. In the Philippines, employee classification is based on various factors, including the type of work, duration of the work, and payment structure. Common classifications include probationary employment, regular or permanent employment, and fixed-term or contractual employment.

Reviewing the labor laws is key to thoroughly understanding employee classification in the country, ensuring accurate employee classification, and compliance with relevant laws.

Tax Obligations

Employers must know their tax obligations when hiring Filipino employees, including income tax withholding and payroll contributions. Employers in the Philippines must collect income tax from their employees and pay employees accordingly. This payment is then withheld on behalf of the government. Additionally, employers must make Social Security System (SSS), PhilHealth, and Pag-IBIG (Home Development Mutual Fund) contributions for their employees.

Understanding and fulfilling tax obligations helps avoid potential legal disputes and ensures a seamless hiring process.

Options for Hiring Employees in the Philippines

When hiring employees in the Philippines, you have several options, including establishing a local entity, partnering with an Employer of Record (EOR), or hiring contractors. Each option has its own advantages and drawbacks, and the best choice will depend on your business needs and goals.

This section delves into these three options more comprehensively.

Establishing a Local Entity

Establishing a local entity in the Philippines provides full autonomy but can be costly and requires knowledge of local laws and regulations. This option allows you to hire employees and have more control over your operations directly.

However, setting up your own local legal entity can be time-consuming, requiring an initial capital investment and ongoing entity maintenance fees. Forming a local entity may be the right choice for your business if you plan to establish a lasting presence in the country.

Partnering with an Employer of Record (EOR)

Partnering with a Philippines Employer of Record (EOR) simplifies hiring and ensures compliance with local labor laws and regulations. An EOR acts as the employer on behalf of your company in the Philippines, overseeing payroll, benefits, and taxes for your team.

This option allows you to hire employees without the need to establish your own legal entity, saving you time and resources and reducing potential compliance risks. For businesses seeking a more streamlined approach to hiring in the Philippines, partnering with an EOR can be an excellent choice.

Hiring Contractors

Hiring contractors offers flexibility and cost savings but increases the risk of misclassification. Contractors can be engaged on a project-by-project basis, reducing contractual and legal obligations for your company.

However, misclassifying contractors can result in penalties, fines, and other legal ramifications. To mitigate these risks, it is important to ensure that you pay contractors according to agreed-upon terms and in compliance with local labor laws.

This option may suit businesses seeking a more flexible and cost-effective approach to hiring in the Philippines.

Employee Benefits and Entitlements in the Philippines

In addition to providing competitive compensation packages, offering employee benefits and entitlements can help attract and retain top talent in the Philippines. These benefits can be both mandatory and optional, depending on your business’s specific needs and your employees’ preferences.

This section elaborates on the various benefits and entitlements Filipino employees are entitled to.

Mandatory Benefits

Employers in the Philippines must provide mandatory benefits to their employees, including 13th-month pay, paid maternity leave, paid leaves, insurance contributions, overtime pay, and severance pay. The 13th-month pay is calculated based on the employee’s monthly salary and is equivalent to 1/12 of their annual pay, essentially an extra employee’s monthly salary.

Employers must also provide a minimum of five days of annual leave and contribute to the Social Security System (SSS), Philippine Health Insurance Corporation (PhilHealth), and the Home Development Mutual Fund (Pag-IBIG). The provision of these mandatory benefits not only ensures compliance with local labor laws but also attracts high-quality candidates.

Optional Benefits

In addition to the mandatory benefits, employers can offer optional benefits to further attract and retain talent in the Philippines. Optional benefits include non-taxable allowances, such as stipends for business and equipment expenses, internet and telecom allowances, and transportation allowance.

Additional benefits like de minimis benefits, which are exempt from income tax, can also be provided. A comprehensive benefits package sets your company apart from competitors and draws top talent to your team.

Navigating the Hiring Process in the Philippines

To successfully hire employees in the Philippines, navigating the hiring process effectively is essential. This involves:

  • Creating accurate job descriptions

  • Utilizing effective recruitment channels

  • Conducting interviews and selection

  • Onboarding new hires

Following these steps ensures a seamless hiring process and helps secure the best talent for your company.

Job Descriptions

Creating clear and detailed job descriptions is crucial for attracting the right candidates for your open positions. A well-crafted job description should include:

  • Job Title

  • Job Summary

  • Job Duties and Responsibilities

  • Qualifications and Skills

  • Any other pertinent information

A comprehensive overview of the job role and duties ensures that job postings appeal to the most suitable candidates, effectively filling the position.

Recruitment Channels

Effective recruitment channels can help you reach a wider pool of potential candidates for your open positions. Popular channels for hiring in the Philippines include job portals such as Jobstreet,, Bossjob, and, as well as online job sites like Indeed, Jora, and Oh! Jobs PH.

In addition to these online platforms, recruitment agencies such as Staffhouse International Resources and Camox can also be utilized. Leveraging various remote recruitment websites enhances the probability of finding the perfect candidate for open positions.

Interviewing and Selection

Conducting thorough interviews and selection processes is key to ensuring the best fit for your open positions. Providing a comfortable atmosphere is essential during interviews, as well as being courteous and professional and actively listening to the candidate’s responses.

Assessing skills during the interview may involve written tests, practical tests, and other assessments to ensure the candidate is suitable for the role. Investing time and effort in the interviewing and selection process aids in securing top talent for your company.

Onboarding New Hires

Once you have selected your new hires, providing them with a smooth onboarding process is crucial to ensure their successful integration into your company. The onboarding process should include orientation and training, establishing expectations, and introducing the new hire to the team.

Proper onboarding can help new employees feel welcomed, supported, and prepared for their new role, ultimately contributing to their success within your company.

Challenges and Solutions for Hiring in the Philippines

Hiring in the Philippines comes with challenges, such as addressing cultural differences, ensuring legal compliance, and retaining top talent.

This section discusses these challenges and provides practical solutions to overcome them, thus facilitating the successful hiring of remote employees in the Philippines.

Cultural Differences

Addressing cultural differences is important when hiring employees in the Philippines. Employers should be mindful of cultural nuances in management style, communication, and work ethic.

Adapting management styles, fostering open communication, and respecting the unique work ethic of Filipino employees fosters a harmonious working relationship that benefits both the company and the remote team.

Legal Compliance

It’s crucial to ensure legal compliance when hiring in the Philippines to avoid penalties and legal issues. Partnering with an Employer of Record (EOR) can help you navigate local labor laws, employee classification, and tax obligations, ensuring compliance and reducing liability.

An EOR can act as the employer on behalf of your company in the Philippines, managing payroll, benefits, and taxes for your team and allowing you to focus on your core business operations.

Retaining Talent

Retaining top talent in the Philippines can be achieved through competitive compensation packages, career development opportunities, and fostering a positive work environment.

Offering competitive salaries, mentorship programs, professional development courses, and job rotation programs, coupled with creating a supportive and inclusive workplace atmosphere, attracts and retains top talent for your business.


In conclusion, hiring remote employees in the Philippines can give your business numerous advantages, including access to a highly skilled workforce, cost-effective labor, and excellent English proficiency. By navigating the hiring process effectively, addressing cultural differences, ensuring legal compliance, and retaining top talent, you can successfully expand your business and reap the benefits of hiring in the Philippines. Don’t miss the opportunity to tap into this incredible talent pool and drive your business to new heights.

Frequently Asked Questions

Finding employees in the Philippines can be done in several ways, such as setting up an entity or partnering with an Employer of Record. Additionally, you can find suitable employees online through websites like:

Virtual Staff Finder
Virtual coworker
Remote Workmate

Hiring remote employees in the Philippines offers key advantages, such as access to a highly skilled workforce, cost-effective labor, excellent English proficiency and a strong work ethic.

Employers in the Philippines are required to provide 13th-month pay, paid leaves, and insurance contributions including SSS, PhilHealth, and Pag-IBIG.

cropped Travis Kliever 1
Article By
Travis is a global business development advisor. He has spent the last 14 years supporting business establishment and development in North America, Southeast Asia, and throughout the world. With multiple degrees from the University of Oregon, Travis currently splits his time between the US, and Bali, Indonesia. At RemotePad, Travis writes about remote work, hiring internationally and PEO/EOR business models.