10 Best Employer of Record (EOR) in the Philippines [2026]

A Quick Comparison: Top 10 EOR Providers in the Philippines [2026]

What is an Employer of Record (EOR) in the Philippines?

An Employer of Record in the Philippines is a licensed third-party company that becomes the legal employer of your Philippines-based workforce. It handles all payroll, tax, and statutory compliance under the Philippines Labor Code without requiring a local entity. The EOR pays SSS, PhilHealth, and Pag-IBIG contributions to the relevant government agencies, manages 13th month pay, and ensures employment contracts comply with DOLE requirements. This is part of global payroll compliance that enables rapid, risk-free market entry. 

Common reasons companies use an EOR in the Philippines: 

• Hire BPO, tech, or operations talent without SEC registration or paid-up capital requirements 

• Enter the Philippines in 3 to 7 days instead of 4 to 8 months 

• Manage SSS (15% combined in 2026), PhilHealth (5%), Pag-IBIG, and BIR without building in-house expertise 

• Convert contractors to compliant full-time employees quickly 

• Scale teams across Metro Manila, Cebu, Davao, and provincial regions from one system 

Key Features of a Philippines EOR:

• SSS at 15% combined (employer 10%, employee 5%), PhilHealth at 5%, and Pag-IBIG at 2% each, calculated and remitted monthly to the relevant government agencies 

• DOLE-registered employment contracts covering Metro Manila minimum wage of $11 per day (effective July 2025), night shift differential (10%), and overtime (125%) 

• 13th month pay tracked from day one and paid by December 24 as required by law, with the first $1,481 tax-exempt under the TRAIN Law 

• BIR withholding tax automation including Form 2316, quarterly alphalist submissions, and annual information return filing with local Revenue District Offices 

• Night shift differential (10%) and overtime (125%) calculated correctly each payroll cycle under the Labor Code

Top 10 Best EOR Platforms in the Philippines

1. Gloroots - Best for Rapid Philippines Market Entry

Gloroots is built for companies that need to hire in the Philippines fast without a local entity. It handles the full compliance stack: SSS, PhilHealth, Pag-IBIG, BIR, 13th month pay, and DOLE contracts, all with fixed pricing and zero hidden fees. Unlike platforms that route Philippines compliance through partner networks, Gloroots manages everything in-house. 

Finance and HR teams get real-time visibility into every government remittance and tax filing. No chasing the provider for confirmation. Hiring remote employees in the Philippines is live in 3 to 7 days with no entity setup required. 

Gloroots offers 24/7 human support with retained account context. The team already knows your business each time you reach out, with no re-briefing and no shared queue that resets. 

Key Services 

• SSS, PhilHealth, and Pag-IBIG enrollment and monthly remittances at (SSS 14% combined, PhilHealth 4 to 5%) current 2026 rates (SSS 15%, PhilHealth 5%, Pag-IBIG 2% each) with audit-ready records for every contribution 

• 13th month pay accrued from day one, paid by December 24, with pro-rated computation for mid-year hires and the $1,481 TRAIN Law exemption applied correctly 

• Full BIR compliance including Form 2316, quarterly alphalist, and annual returns filed with your Revenue District Office with zero manual agency coordination required 

• DOLE-registered employment contracts covering regional minimum wages Metro Manila minimum wage $11 per day (effective July 2025), night differential (10%), overtime (125%), and legal holiday premium pay 

Pros 

• Onboard in 3 to 7 days with no entity setup, SEC registration, or paid-up capital required 

• Fixed employer of record cost with no hidden charges for government filings, DOLE registration, or SSS assessments 

• 24/7 human support with Philippines-specific compliance expertise and retained account context 

Cons 

• Higher starting price than budget options for companies hiring just one person initially 

• Advanced platform features take time to configure and fully use 

• Not suited for companies needing HR and IT device provisioning bundled in one system 

Customer Review 

Verified, G2, November 4, 2025 (4.9/5) 

"Gloroots simplified our international expansion by managing HR and compliance across the Philippines and Latin America. We no longer worry about multi-country payrolls or tax compliance. They consolidated everything into a single, reliable payment process, saving us countless admin hours." 

Ajendra S., Developer, Mid-Market (51 to 1000 employees) 

Source: G2 — Gloroots Reviews 

"Seeing Gloroots’ highly detailed invoice breakdowns and payroll reports gave us complete assurance that we were fully compliant." — Julio Arias, Co-founder, Sketchnote 

Pricing

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Gloroots handles payroll, SSS/PhilHealth/Pag-IBIG, BIR compliance, and DOLE filings so you can onboard in days, not months.

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2. Deel - Best for Large Enterprise Global Teams

Deel operates across 150+ countries with a single platform for full-time employees and contractors. In the Philippines, it handles SSS, PhilHealth, Pag-IBIG, and BIR compliance with 3 to 7 day onboarding. It suits companies that have both contractors and full-time employees and want one system for both. 

Its contractor-to-employee conversion tools are particularly useful for companies that start with Philippine contractors and need to move them to compliant employment as the team grows. This supports a broader global expansion strategy for companies scaling across multiple countries. 

Compared to Philippines-specialist providers, Deel's breadth across 150+ countries is its biggest strength and its biggest cost driver. 

Key Services 

• SSS, PhilHealth, Pag-IBIG at current 2026 rates, and BIR tax handled automatically with government remittances managed end to end 

• Contractor-to-employee conversion with updated DOLE documentation and Labor Code-compliant contracts for the compliance transition 

• Single dashboard for employees and contractors across 150+ countries, reducing vendor fragmentation for mixed workforce arrangements 

• HRIS integrations with major HR, accounting, and productivity tools for enterprise tech stacks 

Pros 

• One platform for employees and contractors with clear structured conversion pathways 

• Fast 3 to 7 day onboarding with automated documentation 

• Extensive integrations supporting enterprise HR and finance systems 

Cons 

• 24/5 support only, no weekend coverage for urgent compliance issues in Philippine time zones 

• Starting price at $599 per month is among the higher price points in this comparison 

• Complex platform that requires dedicated onboarding time to use fully 

Customer Review 

Verified, Capterra 

"Deel makes global hiring and payroll extremely simple. I really like how intuitive the platform is, especially for managing contracts and compliance in different countries. Payments are fast, automated, and transparent." 

Source: Capterra — Deel Reviews 

Pricing

3. Multiplier - Best for APAC Companies Expanding into the Philippines

Multiplier is headquartered in Singapore and brings strong APAC compliance knowledge to Philippines engagements. It manages SSS, PhilHealth, Pag-IBIG, BIR, and DOLE contracts at a transparent flat rate with no hidden fees. Rated 4.7/5 on G2 across 1,412 reviews. 

It is a practical choice when the Philippines is part of a broader Asian expansion. Coordinated APAC compliance across 90+ countries from one provider removes the overhead of managing separate regional vendors. 

Compared to enterprise platforms, Multiplier offers a simpler interface and predictable pricing suited to HR teams without dedicated compliance specialists. 

Key Services 

• SSS, PhilHealth, and Pag-IBIG contributions calculated at current 2026 rates and remitted monthly with no hidden charges for government filings 

• DOLE-compliant contracts covering role, salary, leave entitlements, Metro Manila minimum wage $11 per day, and statutory obligations delivered at point of hire 

• APAC support team with Philippines Labor Code knowledge operating across APAC time zones for multi-country regional operations 

• HRIS integrations with BambooHR, Workday, and Personio for automated data synchronization 

Pros 

• Flat-rate pricing with no surprise fees for SSS, PhilHealth, Pag-IBIG, or BIR filing 

• Strong APAC time zone support for multi-country regional teams 

• Simple platform rated 4.7/5 on G2, suitable for non-specialist HR users 

Cons 

• Less suited for complex Labor Code edge cases or advanced reporting requirements 

• Fewer customization options for multi-level benefit structures 

• Support quality can vary for highly specific compliance questions 

Customer Review 

Verified, G2 (4.7/5) 

"Multiplier has made hiring internationally extremely simple for our organization. With over 150 supported countries, Multiplier has a truly global presence. Thanks to its localized approach ensuring compliance, this EOR solution acts as a reliable partner for companies seeking to scale internationally with ease." 

Source: G2 — Multiplier Reviews 

Pricing

4. Remote - Best for Companies Managing Distributed Philippine Teams

Remote specializes in remote-first employment compliance. In the Philippines, it handles multi-region payroll covering Metro Manila, Cebu, Davao, and provincial minimum wage rates. If your team works across different regions, Remote's employment contracts are built specifically for that setup. Rated 4.5/5 on G2 across 3,846 reviews. 

Its RESTful API and webhook support enable HRIS and payroll system synchronization, making it a good fit for tech companies with established data pipelines. This is particularly valuable for companies building a business development team in the Philippines across multiple locations. 

Compared to other providers, Remote is the strongest choice for distributed setups but trades affordability for that specialization. 

Key Services 

• Remote work employment contracts with home office provisions, connectivity allowances, and distributed workforce clauses meeting Philippines Labor Code requirements 

• Multi-region payroll covering regional minimum wage variations Metro Manila $11 per day (effective July 2025) and all Philippine regional rates 

• RESTful API and webhook integrations for automated HRIS and payroll data flows for tech companies with existing software stacks 

• SSS, PhilHealth, Pag-IBIG at current 2026 rates, 13th month pay, and remote work allowances administered in one system 

Pros 

• Purpose-built compliance for distributed Philippine teams across multiple regions 

• Strong API infrastructure for automated data flows and HRIS synchronization 

• Enhanced benefits packages suited for remote-first employee expectations 

Cons 

• Business hours support only, which may be limiting for urgent international compliance queries 

• Higher price than compliance-only providers for single-location setups 

• Not suited for companies with a physical Philippine office requiring on-site HR coordination 

Customer Review 

Verified, G2 (4.5/5) 

"It's fast and easy to add a new hire, and we know that Remote will take care of the rest. Their support team is also exceptional, with pretty fast email responses as well as live chat." 

Source: G2 — Remote Reviews 

Pricing

5. Oyster – Best for Benefits-Rich Global Hiring in the Philippines

Oyster is a B Corp-certified EOR operating in 180+ countries. It offers a benefits marketplace with locally benchmarked Philippine options and a self-service portal for leave, payroll access, and benefits selection. Rated 4.4/5 on G2 across 1,450 reviews. 

Its platform suits mission-driven or impact-focused companies that want competitive, regionally appropriate benefits alongside compliance. 

One important cost consideration: at USD 499 to USD 699 per employee per month, Oyster's fee can exceed the actual monthly salary for lower-wage Philippine roles. Factor this carefully when budgeting for support or BPO-tier hiring. 

Key Services 

• Localized benefits marketplace with Philippines-compliant health and statutory benefit options and salary benchmarking data across 130+ countries 

• Self-service employee portal for payroll access, leave requests, expense reimbursements, and benefits selection, reducing HR admin overhead 

• Onboarding in as little as 48 hours with automated Labor Code-compliant contract generation and government enrollment 

• Integrations with Xero, QuickBooks, BambooHR, HiBob, Workday, Greenhouse, and Okta for connected HR workflows 

Pros 

• Strong benefits marketplace with locally benchmarked Philippine options and salary data 

• No setup fees, onboarding charges, or termination surcharges in the base price 

• B Corp certification appeals to mission-driven organizations 

Cons 

• EOR fee of USD 499 to USD 699 per month can exceed monthly salary for lower-wage Philippine roles 

• Mix of owned entities and APAC partner networks can create service inconsistency 

• Supplemental benefits carry a 10 to 15% admin markup on top of base pricing 

Customer Review 

Verified, G2 (4.4/5) 

"The support team is very responsive. We were able to hire compliantly in the Philippines quickly without dealing with complex government filing coordination." 

Source: G2 — Oyster Reviews 

Pricing

6. Papaya Global – Best for Enterprises Needing Consolidated Multi-Country Payroll and EOR

Papaya Global is an AI-first global payroll and EOR platform covering 180 countries. Its core strength for Philippines operations is consolidated reporting. Finance teams see Philippine SSS, PhilHealth, Pag-IBIG contributions, and BIR remittances alongside all global markets in one dashboard. 

EOR starts from USD 599 to USD 650 per employee per month. EOR starts from USD 499 per employee per month per verified G2 pricing. It holds a 4.5/5 rating on G2 across 53 reviews. Trustpilot shows a more mixed 3.3/5 with recurring complaints about slow support during payroll processing cycles. 

It is best suited for enterprises where the Philippines is one country in a large multi-country workforce, not as a Philippines-first provider. 

Key Services 

• AI-driven validation of SSS at 15% combined (2026), PhilHealth (4 to 5%) at 5%, Pag-IBIG, and BIR calculations before each payroll run, reducing error rates and audit risk 

• Multi-country consolidated reporting dashboard showing Philippines payroll costs and statutory contributions alongside all global markets in real time 

• EOR, direct payroll, and contractor management in one platform with no switching between separate tools for different worker types 

• Integrations with Workday, SAP, Oracle, and major ERP systems for enterprise data synchronization 

Pros 

• Best-in-class payroll accuracy across multi-country deployments once fully configured 

• Real-time compliance monitoring with alerts on statutory changes 

• Consolidated invoicing across all countries reduces Finance team reconciliation overhead 

Cons 

• Trustpilot 3.3/5 with recurring slow support complaints during payroll processing periods 

• Dense, payroll-oriented platform with a steep learning curve for teams new to global payroll 

• Longer initial setup time than most competitors for complex multi-country configurations 

Customer Review 

Verified, G2 (4.5/5) 

"Papaya platform is very user-friendly, especially for accessing all our payroll inputs, outputs and workers’ documents. It is also incredibly helpful for obtaining monthly invoices and detailed cost breakdowns directly through the platform." 

Source: G2 — Papaya Global Reviews 

Pricing

7. Pebl (formerly Velocity Global): Best for Compliance in Complex Global Markets 

Velocity Global (rebranded as Pebl in September 2025) Pebl rebranded from Velocity Global on September 9, 2025. It covers 185+ countries with 65 owned entities, in-house immigration support, and an AI hiring platform. In the Philippines, its depth in IP protection and global mobility suits companies hiring alongside complex markets that need immigration guidance beyond standard Labor Code compliance. 

Setup fees of USD 500 to USD 2,000 per employee and offboarding fees of USD 500 to USD 1,000 per employee add significantly to total cost. Factor these in before committing. 

Pebl's AI assistant Alfie delivers compliance answers in 50+ languages, backed by 200+ legal and hiring experts globally. 

Key Services 

• Labor Code-compliant contracts with IP protection clauses for technology and R&D companies hiring Philippine product or engineering talent 

• In-house immigration team for visa sponsorship and employee relocation, not outsourced to third parties 

• Single monthly invoice combining EOR fees, salaries, and contractor costs across all countries, reducing accounts payable complexity 

• AI assistant (Alfie) delivering instant, vetted Philippines compliance answers backed by in-country legal experts in 50+ languages 

Pros 

• Widest country coverage in this comparison at 185+ countries 

• Strongest in-house immigration and global mobility support, not partner-managed 

• AI-assisted compliance guidance with human expert verification 

Cons 

• Setup fees (USD 500 to USD 2,000 per hire) and offboarding fees (USD 500 to USD 1,000 per hire) add materially to total cost 

• Pricing requires a sales conversation before it is confirmed, with no upfront cost transparency 

• Promotional rate of USD 399 per month is time-limited and not guaranteed 

Customer Review 

Verified, G2 

"Velocity Global's expertise in local compliance and quick onboarding process allowed us to hire talent worldwide without the complexity of setting up entities in every country we operate in." 

Source: G2 — Velocity Global Reviews 

Pricing

8. RemoFirst - Best for Philippines Startups and SMBs Prioritizing Affordability

RemoFirst is the most affordable Philippines EOR in this comparison. It offers essential SSS, PhilHealth, Pag-IBIG, 13th month pay, and BIR compliance with 3 to 5 day activation. It covers 180+ countries and holds a 4.5/5 rating on G2 across 345 reviews. 

It is best for companies hiring international employees for the first time in the Philippines on a constrained budget, or early-stage teams testing the Philippine market before committing to a fuller compliance setup. 

G2 and Capterra reviewers have reported payroll reliability issues and contract template errors. Verify current Philippines service quality with RemoFirst directly before committing if payroll accuracy is critical. 

Key Services 

• SSS at 15% combined (2026), PhilHealth (4 to 5%) at 5%, Pag-IBIG, and BIR tax calculations and monthly remittances at budget-tier pricing 

• Automated 13th month pay computation and December 24 payment, removing the most common first-time Philippines employer compliance error 

• 3 to 5 day employee activation with streamlined documentation and government enrollment, the fastest in this comparison 

• 24/7 support for international companies managing Philippine teams across time zones 

Pros 

• Lowest entry price in this comparison at $199 per month 

• Fastest activation at 3 to 5 days, best for rapid market testing 

• 24/7 support availability for international teams across all time zones 

Cons 

• Payroll reliability issues and contract errors reported on G2 and Capterra, with manual verification recommended 

• Limited advisory depth for complex Labor Code scenarios or termination disputes 

• Premium features including advanced reporting cost extra beyond the base plan 

Customer Review 

Verified, G2 (4.5/5) 

"The team is very kind and patient in their communication and helpful when they have lots of local compliance questions." 

Source: G2 — RemoFirst Reviews 

Pricing

9. Payoneer Workforce Management (formerly Skuad): Best for Tech Startups Needing Compliance Dashboards

Payoneer Workforce Management (WFM), formerly Skuad, was acquired by Payoneer for USD 61 million in 2024. All product branding now runs as Payoneer Workforce Management. The Skuad name is no longer current. 

Payoneer WFM offers real-time SSS, PhilHealth, Pag-IBIG, and BIR compliance dashboards so HR teams can see government remittance status without chasing their provider. It holds a 4.6/5 rating on G2 across 132 reviews. 

It is a good fit for digital-first startups that want employer of record software with transparency and self-service rather than a service-heavy EOR model. 

Key Services 

• Real-time compliance dashboards tracking SSS at 15% (2026), PhilHealth (4 to 5%) at 5%, Pag-IBIG, and BIR filing status with remittance confirmation visible inside the platform 

• Self-service employee portal for leave requests, contribution inquiries, and 13th month pay visibility, reducing HR admin overhead 

• Multi-region payroll covering Metro Manila $11 per day, Cebu, Davao, and provincial rate variations 

• HRIS and accounting integrations for automated workflow synchronization within existing software stacks 

Pros 

• Real-time compliance dashboards, no need to manually request remittance confirmation from the provider 

• Self-service portal reduces HR administrative overhead significantly 

• Transparent platform suited for tech-first teams that prefer visibility over hand-holding 

Cons 

• Some Trustpilot users report slow support ticket response times 

• Advanced integrations cost extra beyond the base plan 

• Less advisory depth for complex compliance scenarios or DOLE disputes 

Customer Review 

Verified, G2 (4.6/5) 

"Skuad follows a straightforward approach and enables management of employees easily with no hidden fees. Customer support is highly valued, with the team able to solve most queries pretty quickly." 

Source: G2 — Payoneer WFM Reviews 

Pricing

10. Rippling - Best for Companies Needing Unified HR and IT Management in the Philippines

Rippling combines Philippines payroll compliance with IT device provisioning and software access management in one platform. When you hire someone, Rippling activates payroll, provisions their laptop, and grants software access simultaneously. No separate IT ticket needed, which contrasts with the standard pros and cons of employer of record EOR where HR and IT remain separate functions. 

Rippling's EOR module covers 50+ countries (launched 2023). The Philippines is included but is a newer market in Rippling's EOR footprint. Confirm current Philippines service depth directly with Rippling before committing. It is rated 4.8/5 on G2 across 11,348+ reviews, though most reviews cover Rippling's broader HR and IT platform rather than EOR specifically. 

It is the only provider in this list combining EOR payroll and IT device management in one system. 

Key Services 

• Single hiring event triggers payroll, device provisioning, and software access simultaneously, with no manual HR-to-IT coordination during onboarding or offboarding 

• Philippine payroll with SSS at 15% (2026), PhilHealth (4 to 5%) at 5%, Pag-IBIG (2% each), and BIR compliance automated each payroll cycle 

• Overtime (125%), night shift differential (10%), and attendance tracking connected directly to payroll with no manual data entry between systems 

• Automated offboarding workflows that remove device access and stop payroll from a single HR action 

Pros 

• The only platform combining EOR payroll with IT device management in one system 

• Automated workflows eliminating manual HR-to-IT handoffs during onboarding and offboarding 

• Strong for companies already using Rippling for HR and IT and wanting to add Philippines EOR 

Cons 

• Highest price in this comparison at $499 to $599 per month 

• EOR covers 50+ countries with Philippines as a newer market, confirm compliance depth before signing 

• Business hours support only, not 24/7 for urgent compliance questions 

Customer Review 

Verified, G2 (4.8/5) 

"Rippling lets you onboard a new hire and have their laptop provisioned and software access ready on day one. No separate IT ticket needed as it all flows from the HR action." 

Source: G2 — Rippling Reviews 

Pricing

What Are the Benefits of Hiring Employees from the Philippines

1. Start Hiring in Days, Not Months 

Start hiring employees in the Philippines within 3 to 7 days without the 4 to 8 month timeline and $4,938 to $13,169 cost of establishing a domestic corporation, securing SEC registration, BIR registration, and DOLE compliance documentation. 

2. Access to a Large English-Speaking Talent Pool 

The Philippines has over 1.5 million professionals employed by foreign companies, with deep talent pools in BPO, software development, customer support, finance, and operations. All English-proficient and experienced with international work standards. 

3. No Need to Build Internal Compliance Expertise 

Philippine labor law covers SSS, PhilHealth, Pag-IBIG, BIR, DOLE, regional minimum wages (Metro Manila $11 per day as of July 2025), night differentials, and more. An EOR takes all of this off your plate from day one. 

4. Cost Efficiency Without Sacrificing Compliance 

Eliminate SEC incorporation costs, annual GIS filing fees, audited financial statement requirements, and legal retainer costs. An EOR gives you full legal employment at a fraction of the cost of running a Philippine subsidiary. See a full breakdown at employer of record cost and explore options for reducing payroll cost while maintaining full compliance. 

5. Scale Up or Down Without Entity Commitments 

Grow or reduce your team without minimum paid-up capital requirements ($82 for domestic to $3,292 for foreign corporations) or quarterly SEC, BIR, and DOLE reporting obligations. This flexibility is one of many international expansion methods companies use when entering new markets.

Top Challenges When Hiring in the Philippines

1. Managing Four Government Agencies at Once 

SSS, PhilHealth, Pag-IBIG, and BIR all have separate enrollment processes, contribution rates, payment schedules, and audit requirements. Missing a payment to any one triggers penalties from that agency independently. For 2026: SSS is 15% combined (employer 10%, employee 5%), PhilHealth is 5% split equally, and Pag-IBIG is 2% each with a maximum monthly contribution of $3 per party. 

How an EOR helps: A qualified EOR manages all four in one payroll cycle with audit-ready records. Understanding the full employer of record cost upfront helps forecast these obligations accurately. Gloroots handles all four agencies in-house with real-time remittance confirmation. 

2. Getting 13th Month Pay Right 

13th month pay equals one-twelfth of an employee's basic salary for the year, payable by December 24. The first $1,481 is tax-exempt under the TRAIN Law. Miscalculations for mid-year hires or variable pay structures are among the most common DOLE compliance failures for first-time Philippines employers. 

How an EOR helps: A good EOR tracks accruals from day one, applies the TRAIN Law exemption correctly, and guarantees December 24 payment. This must be a built-in service, not an optional add-on. If your provider treats 13th month pay as something you manage yourself, that is a compliance risk you carry. 

3. Regional Minimum Wage Variations 

The Philippines has no single national minimum wage. Metro Manila is $11 per day effective July 18, 2025. Cebu, Davao, Calabarzon, and provincial regions all have different rates updated by regional wage boards at different intervals. Calabarzon, Northern Mindanao, and Caraga are implementing second-tranche increases in 2026. 

How an EOR helps: An EOR monitors regional wage orders as they are issued and applies the correct rate per employee by work location. Companies that want to hire employees across Philippine regions need a provider actively tracking these changes in real time. Gloroots covers all regional rates as part of its standard Philippines compliance service.

Factors to Consider When Choosing an EOR in the Philippines

1. Does It Handle All Five Statutory Obligations? 

Confirm the EOR covers SSS (15% combined in 2026), PhilHealth (5%), Pag-IBIG (2% each), BIR tax withholding, and DOLE contract registration as standard, not as paid add-ons. Ask for a sample payslip showing current 2026 statutory contribution rates before you sign anything. 

2. How Does It Handle 13th Month Pay? 

The EOR should track accruals from the first payroll cycle, apply the $1,481 TRAIN Law exemption correctly, and guarantee December 24 payment. Providers that treat 13th month pay as a client responsibility create compliance risk you will carry. 

3. Does It Track Regional Wage Orders? 

Confirm the EOR monitors DOLE regional wage orders and applies updated rates quickly. The Metro Manila rate changed to $11 per day in July 2025. Ask how fast your provider applied that update to existing employees. 

4. What Is the Real Total Cost? 

The EOR fee is only part of what you pay. Add SSS employer share (10% of monthly salary credit up to $576 MSC), PhilHealth employer premium (2.5% of monthly basic salary), Pag-IBIG employer contribution (2%, max $3 per month), and 13th month pay accrual (approximately 8.3% of annual salary). Require a full written cost breakdown before onboarding. Review the benefits of EOR against the full cost to confirm the model fits your growth plans. 

5. What Is the Support Quality? 

Philippines compliance has real nuances including multiple government agencies, regional wage variations, BIR RDO coordination, DOLE documentation, and night shift differentials. You need a provider with named Philippines contacts who retain your account context, not a shared global support desk that starts fresh every time.

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Frequently Asked Questions About Employer of Record (EOR) in the Philippines

What are the best Employer of Record providers in the Philippines in 2026? 

The top picks are Gloroots (Gloroots ($199/month), RemoFirst ($199/month), Payoneer WFM ($199/month), Multiplier ($400/month), and Deel ($599/month). Gloroots offers the strongest Philippines compliance depth: automated SSS at 15%, PhilHealth at 5%, Pag-IBIG, BIR, and 13th month pay at fixed transparent pricing with 24/7 human support. A verified G2 reviewer confirmed: Gloroots simplified our international expansion by managing HR and compliance across the Philippines and Latin America. Source: G2 

Is Gloroots suitable for hiring employees in the Philippines? 

Yes. Gloroots handles Philippine Peso payroll, SSS at 15% (2026), PhilHealth at 5%, Pag-IBIG, 13th month pay, BIR Form 2316, and DOLE-compliant contracts. Onboarding takes 3 to 7 days with no entity needed. Fixed pricing with zero hidden fees. Rated 4.9/5 on G2, operating across 150+ countries. 

Can startups use an EOR to hire employees in the Philippines? 

Yes. An EOR gets you compliant employees in 3 to 7 days without SEC incorporation or paid-up capital. RemoFirst (from $199/month) and Payoneer WFM (from $199/month) are the most budget-friendly entry points. Gloroots offers stronger compliance depth at a mid-tier price. See the full benefits of EOR for a breakdown of what you gain compared to setting up your own entity. 

Is using an EOR legal in the Philippines? 

Yes. EOR arrangements are fully legal in the Philippines. The EOR becomes the registered legal employer under the Labor Code and manages SSS, PhilHealth, Pag-IBIG, BIR, and DOLE compliance. You direct day-to-day work. No Philippine entity, SEC registration, or paid-up capital required. For guidance on how to pay international employees and how to pay international contractors, see the linked resources. 

Which are the top roles to hire from the Philippines? 

The Philippines is globally competitive in BPO and customer support, software development, finance and accounting, digital marketing, content production, and IT support. Metro Manila and Cebu are the primary hubs. For companies navigating remote hiring challenges, the Philippines workforce covers both day and night shifts effectively. Check Philippines background checks requirements and understand how to hire independent contractors vs. full-time employees before selecting your EOR.