The Philippines is a Southeast Asian Island country in the western Pacific Ocean. It is an archipelago of over 7,000 islands and islets located about 800 kms off the coast of Vietnam.
The service sector is the mainstay of the Philippine economy, accounting for more than 2/5th of the GDP and employing more than 2/3rd of the labor force.The largest employer in the industry is the combination of trade and hospitality services.
Business activities are optimistic, with notable performance in the services sector, including business operation outsourcing, real estate, tourism, and finance and insurance industries.
Why work in
The Philippines has been one of the most dynamic economies in the East Asia Pacific region. With many business and investment prospects, the Philippines is on its way to being one of the top 50 freest economies in the world in the future.
The Philippines is anticipated to become the world's 16th-largest economy and the Asian continent's 5th-largest economy by 2050.
The Philippines is well-recognized for its outsourcing capabilities, rapidly expanding economy, and young English-speaking workforce. Nearly 40% of the population, close to 40.5 million, makes up the nation's sizable labor force.
The Philippines' major industries are manufacturing, agribusiness, and services. Employment costs are low, making hiring in the Philippines very attractive for international companies.
Through the Gloroots’ Recrew platform, you can discover amazing talent in the Philippines.
Grow your team in
Growing a team means hiring employees at the right time and for the appropriate positions. Employers in the Philippines must have a local legal organization and use local resources to handle compliance, payroll, tax, and benefits management. The complexity of employment regulations in the Philippines makes compliance with employment laws demanding.
With Gloroots’s Global Employer of Record (EoR) service, you can let Gloroots do the heavy lifting of payroll, tax, benefits, and compliance and concentrate on what matters to you most: your employees and company growth.
Risks of misclassification
The phenomenon of "employee misclassification" pertains to the incorrect categorization of workers by employers. It transpires when an employer labels a worker as an independent contractor to exempt them from employment rights and benefits endowed upon a permanent employee, despite the worker carrying out duties akin to that of a permanent employee.
Engaging a PEO/EOR in the Philippines can help you make these distinctions correctly and prepare employment agreements to correctly classify workers. These experts ensure compliance with labor laws, accurate classification of employees, precise payroll processing, and provision of comprehensive benefits. This allows businesses to concentrate on core operations while entrusting employment-related obligations to seasoned professionals.
To ensure compliance and fair practices, businesses must familiarize themselves with Philippine employment and labor legislation. This includes understanding minimum wage standards, working hours, employee benefits, statutory leaves, and contractual obligations. Proper payroll management and adherence to termination procedures are also vital. Staying informed about these laws promotes a positive work environment, protects employees' rights, and prevents legal complications. It is best to seek guidance from legal or HR experts with knowledge of Philippine labor regulations.
If you do not have the in-house compliance and payroll experts to do this, engage with Gloroots’ Philippines EOR.
Legal aspects of employing in
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The Philippines Labor Code governs all rules and regulations around employment contracts, work hours, leaves and employer contributions.
While not legally required, it's important to prepare an employment agreement for the candidate when hiring in the Philippines. The agreement should be in Filipino and should outline the employee's duties, pay, benefits, and termination process.
The contract should be in both English and Filipino and cover:
1. Identifying parties
2. Start date (temporary contract duration)
3. Work location
4. Job description, position, duties
5. Salary, benefits
6. Working hours
8. Notice periods for termination
9. Probation, if applicable
10. Conduct rules, complaint procedures
11. Company policies
Unless specifically mentioned in the contract, employment is generally considered permanent in the Philippines.
This need not be overwhelming. Gloroots eliminate these barriers for you. With Gloroots' Employer of Record solution, hiring and managing employees in Philippines is a piece of cake.
Get an overview of what you need to know when hiring in the Philippines. Contact us.
In regular situations, it is generally expected that workers should not exceed an eight-hour workday, and shouldn’t exceed a total of 40 hours per week. In some industries that operate on a six-day work week, the maximum limit may extend to 48 hours.
Employers have a responsibility to provide their employees with a minimum of 60 minutes for a meal break. However, there is an option to shorten the daily breaks to 20 minutes by compensating employees with additional pay instead.
The Philippines observes 18 national holidays each year.
The minimum wage in the Philippines differs across regions, with rates ranging from PHP 282/day to 537/ day.
Maternity Leave and Paternity Leave
Female employees with at least one year of service are eligible for 105 calendar days of maternity leave. Single mothers receive 120 calendar days.
If the worker has contributed to the Social Security System for three months in their year before childbirth, employers pay 100% of average daily salary as daily maternity leave pay, up to PHP 70,000. The employer is reimbursed by the Social Security System.
Mothers can also take 30 additional days of unpaid maternity leave. Gloroots can guide you through maternity leave benefits and processes in a straightforward manner.
After fulfilling a year of service with the employer, employees have the right to receive five days of paid vacation time.
While there are no specific laws around paid sick leaves in the Philippines, many companies commonly have internal policies regarding sick leave. Depending on the industry, collective agreements may also include provisions for sick leave entitlements.
Other Taxes and Social Security contribution:
Terminating employment in the Philippines can occur due to either 'justified' or 'authorized' causes, as outlined by labor laws. 'Justified' causes include serious misconduct, neglect of duties, breach of trust, and more, while 'authorized' causes encompass business reasons like redundancy or health issues.
In cases of 'justified' causes, employees must receive written notices and a chance to be heard before termination. For 'authorized' causes, both the employee and the Department of Labor and Employment need to be notified 30 days in advance.
The BIR 2316 form, which reports withholding tax, is mandatory upon termination before final payment. Other documents like Quitclaim and resignation letters might also be required, based on specific company policies. It's essential to understand that termination during pregnancy or maternity leave is protected under the law. Trust Gloroots to guide you through these processes with expertise and clarity.
Employees and employers are generally required to give a one-month notice.
Termination for just causes does not necessitate severance pay. However, for authorized causes, employees are entitled to receive severance pay equivalent to one month's pay or one half month's pay for every year of service, whichever is greater.
Employees serve a probationary period of up to six months.