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Hiring & Recruiting in PhPhilippines.








Country Capital



Philippine peso (₱) (PHP)

Deciding to expand to the Philippines requires plenty of prior planning, time, and money. One of the most important tasks of any global growth venture is hiring the right employees to help your new location succeed, which can be challenging if you don’t have a full grasp on the country’s culture and business etiquette. While hiring in the Philippines may seem simple, companies have to learn all of the country’s employment laws, set up a subsidiary, and establish a compliant payroll system.

Recruiting in the Philippines

Learning about the culture in the Philippines is essential when it comes to the interpersonal aspect of the recruitment process. However, it’s just as important to make sure your company complies with the legal requirements for employers in the Philippines.

Another aspect worth putting some thought into is finding the best recruitment channels to source candidates. Social media is on the rise and is a great way for employers to connect with talented professionals in the Philippines. Facebook and LinkedIn are both popular. Companies might also want to look into industry-specific sites to find specialized talent. For example, GitHub is a great social platform for professionals in the IT field.

You should also make sure your company’s website is mobile-friendly, as most jobseekers will use their mobile devices to explore job postings.

Laws against discrimination in the Philippines

Employers must make sure to comply with local laws and regulations from the beginning of the recruitment process. In the Philippines, the law prohibits employers from discrimination against workers and potential hires based on:

  • Ethnicity
  • Religion or beliefs
  • Race
  • Gender
  • Sex
  • Sexual orientation
  • Civil status
  • Medical condition
  • Age
  • Pregnancy or parental status
  • Union membership

To ensure compliance, avoid asking candidates direct questions related to any of these characteristics during the interview process.

How to hire employees in the Philippines

Potential hires may try to negotiate a net salary instead of a gross salary. If you’re trying to hire employees in the Philippines, make sure you clarify that all the offers are the gross salary and not net.

Philippines employment laws

The typical workweek in the Philippines is 40 hours with a workday of 8 hours, though some industries require 48-hour workweeks with overtime. Overtime is permitted and must be paid at a rate of at least 125% of the employee’s normal rate of pay. Additional pay rates may also apply to work conducted on rest days, special non-working days, regular holidays, and/or nights.

Philippines employment law does allow for an optional probationary period, but it can’t extend past 6 months, aside from skilled apprenticeship programs.

While employees in the Philippines are allowed to unionize by law, collective bargaining is not common in the country. Only about 10% of the workforce is part of a union or collective bargaining association.

Onboarding in the Philippines

Creating a welcoming work environment is also important to employees in the Philippines and deeply impacts the onboarding experience. Cultivate an environment of respect and collaboration where everyone has a voice. Offering a competitive benefits package is another great way to keep your retention rate high.

Grow globally with G-P.

G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With the #1 Global Growth Platform™, you have the recruitment tools and services you need to find your perfect full-time or contract match.

Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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