What is a Philippines employer of record (EOR)?

A Philippines EOR is a provider that legally employs your global talent on your behalf. The platform manages local compliance, contracts, payroll, and benefits without a local entity setup. This framework mitigates legal risks and removes administrative friction during market capture.

Philippines EOR vs. PEO: Who is the legal employer?

A Philippines EOR acts as the sole legal employer of your international professionals. In contrast, a Professional Employer Organization (PEO) establishes a co-employment structure that shares operational responsibilities. In the Philippines, only the EOR assumes full legal employer obligations.

How does a Philippines EOR work for international companies?

A Philippines EOR acts as the legal employer to streamline compliant hiring for your business. The platform manages contracts, payroll, benefits, and labor law compliance while you direct day-to-day assignments. This approach eliminates setup delays and secures operational agility.

What payroll and tax tasks does a Philippines EOR handle?

The platform executes payroll processing, secures accurate salary payments, and manages statutory deductions. The provider handles tax withholding, remits payments to government agencies, and maintains local payroll compliance. This automated structure reduces configuration errors and tax compliance penalties.

Does a Philippines EOR manage 13th-month pay requirements?

Yes. The platform secures compliance with statutory 13th-month pay by calculating and disbursing this mandatory benefit to professionals. The partner manages all documentation and deadlines under Philippine labor law.

How does a Philippines EOR handle withholding tax and payroll?

The platform calculates and withholds income tax from professional salaries. The provider remits these funds directly to the Bureau of Internal Revenue. Our technology manages payroll processes to secure total compliance with local tax regulations.

Layanan Employer of Record (EOR) Filipina

Navigating the complexities of Philippine labor law is a significant challenge when expanding into this dynamic market. A Philippines Employer of record (EOR) products and services provide businesses a streamlined approach to navigate these challenges effectively. G-P EOR solution simplifies your expansion by enabling you to hire and onboard Filipino talent in the Philippines in minutes, without the need to establish a local legal entity.

Melalui entitas infrastruktur global kami, G-P bertindak sebagai perusahaan hukum yang menangani penggajian, kepatuhan pajak, administrasi tunjangan, dan urusan SUMBER DAYA MANUSIA yang sepenuhnya mematuhi hukum dan peraturan Filipina. Hal ini memungkinkan Anda untuk fokus pada pengelolaan TIM (Technology Information Management) dan mengembangkan peluang bisnis Anda, sementara kami mengelola kompleksitas kepatuhan ketenagakerjaan dan persyaratan hukum.

Mempekerjakan Karyawan di Filipina

Understanding AI-powered EOR services in the context of hiring Philippines helps in creating a robust recruitment strategy. This process ensures compliance with local and international employment requirements. When extending an offer to a candidate in the Philippines, it’s important to understand local cultural customs and regulations. Professionals commonly negotiate their salary in net terms (take-home pay) rather than gross salary. This can create challenges for foreign employers seeking to hire Filipino employees. Using an EOR in the Philippines helps mitigate this risk by ensuring accurate gross-to-net calculations and compliant offer letters from the start, which align with legal requirements.

Lihat cara kerja Employer of Record

Kontrak kerja di Filipina

While oral contracts are permissible, best practice is to have a strong, written employment contract in English. The contract should clearly outline the terms of the employee’s compensation, benefits, and termination requirements. All salary and compensation figures must be stated in Philippine pesos (PHP).

Undang-undang Ketenagakerjaan membedakan antara karyawan manajerial dan karyawan biasa di Filipina. Karyawan biasa berhak atas tunjangan wajib seperti upah lembur, tunjangan kerja malam, gaji cuti, dan cuti insentif layanan wajib selama 5hari. Meskipun karyawan manajerial tidak secara otomatis berhak atas hal-hal tersebut, pemberi kerja dapat menawarkannya sebagai bagian dari paket kompensasi yang kompetitif, asalkan hal tersebut tercantum dalam perjanjian kerja. Produk dan layanan Employer of Record memandu para pemberi kerja mengenai kewajiban hukum dan manfaat bagi pekerja Filipina, memastikan semua langkah yang diperlukan telah tercakup.

Jam kerja di Filipina

Di Filipina, upah mingguan standar adalah 40 jam, berdasarkan hari 8jam, sesuai dengan peraturan perundang-undangan. Karyawan yang bekerja melebihi 8 jam berhak atas upah lembur sebesar 125% dari tarif per jam mereka. Pekerjaan yang dilakukan pada hari istirahat yang ditentukan akan diberi kompensasi sebesar 130% dari tarif reguler. Pada umumnya, pemberi kerja tidak dapat menawarkan waktu libur kompensasi sebagai pengganti upah lembur. Penggunaan layanan Employer of Record berbasis AImemastikan kepatuhan terhadap standar ketenagakerjaan lokal dan global.

Liburan di Filipina

Filipina memiliki dua jenis hari libur, masing-masing dengan aturan gaji yang berbeda:

Regular holidays: Employees are entitled to their regular daily pay even if they do not work. If required to work, they must be paid 200% of their regular daily wage.
Special (non-working) days: These follow the principle of “no work, no pay” unless a company policy or collective agreement states otherwise. If an employee works on a special non-working day, they are entitled to 130% of their regular daily wage.

Pemerintah mengumumkan hari libur resmi setiap tahunnya. Catatan Pemberi Kerja (Employer of Record) memastikan kepatuhan terhadap peraturan ini, serta memberikan kepatuhan yang konsisten di berbagai wilayah. Untuk 2025, hari libur ini termasuk:

Liburan reguler di Filipina:

Hari Tahun Baru (Januari 1)
Araw ng Kagitingan (April 9)
Kamis Putih (April 17)
Jumat Agung (April 18)
Hari Buruh (Mei 1)
Hari Kemerdekaan (Juni 12)
Hari Pahlawan Nasional (Agustus 25)
Hari Bonifacio (November 30)
Hari Natal (Desember 25)
Hari Rizal (Desember 30)
Idul Fitri & Idul Adha (Tanggal yang akan diumumkan)

Hari-hari khusus (non-kerja) di Filipina:

Tahun Baru Imlek (Januari 29)
Ulang Tahun Revolusi Kekuatan Rakyat EDSA (Februari 25)
Sabtu Hitam (April 19)
Hari Ninoy Aquino (Agustus 21)
Hari Semua Orang Kudus (November 1)
Pesta Maria Dikandung Tanpa Noda (Desember 8)
Malam Natal (Desember 24)
Hari Terakhir di Tahun Ini (Desember 31)

Hak cuti di Filipina

cuti liburan Filipina

Karyawan biasa dengan masa kerja minimal satu tahun berhak atas minimal 5 hari Cuti Insentif Layanan (SIL) berbayar, yang dapat digunakan untuk liburan atau cuti sakit. Namun, untuk menarik dan mempertahankan talenta di Filipina, sebagian besar perusahaan menawarkan cuti yang lebih murah hati, dengan 15 hari cuti liburan dan 15 hari cuti sakit sebagai standar pasar umum untuk semua karyawan.

Cuti sakit di Filipina

Di luar SIL yang dapat dikonversi, tidak ada cuti sakit berbayar yang diatur oleh undang-undang. Namun, karyawan yang tidak dapat bekerja karena sakit atau cedera dapat menerima tunjangan tunai dari Sistem Jaminan Sosial (SSS), dengan syarat mereka memenuhi kriteria tertentu, termasuk jumlah iuran minimum dan masa inap minimal 4 hari. Perusahaan memfasilitasi proses ini dan biayanya diganti oleh SSS.

Cuti hamil dan cuti melahirkan di Filipina

Berdasarkan Undang-Undang Cuti Bersalin yang Diperluas, karyawan perempuan berhak atas 105 hari cuti berbayar untuk kelahiran hidup dan 60 hari untuk keguguran atau aborsi darurat, untuk setiap kehamilan. Tunjangan ini dibayarkan sebesar 100% dari kredit gaji harian rata-rata karyawan melalui SSS.

Fathers are entitled to 7 days of employer-paid paternity leave for the first 4 deliveries of their legitimate spouse with whom they cohabitate. The leave must be taken within 60 days of the child’s birth.

Asuransi kesehatan Filipina dan tunjangan tambahan

Semua karyawan wajib terdaftar dalam program asuransi kesehatan nasional (PhilHealth), yang didanai oleh kontribusi gabungan perusahaan dan karyawan. Meskipun ini memberikan perlindungan dasar, banyak perusahaan menawarkan asuransi kesehatan swasta tambahan sebagai manfaat utama untuk menarik talenta terbaik.

Manfaat umum lainnya termasuk tunjangan biaya hidup atau transportasi dan asuransi jiwa atau cacat tambahan. Penyedia Layanan Employer of Record dapat membantu Anda merancang paket manfaat yang kompetitif dan sesuai aturan untuk pasar kerja Filipina, memastikan paket tersebut selaras dengan persyaratan lokal dan internasional.

13gaji bulanan di Filipina

All employees are legally entitled to a 13th-month pay, equivalent to 1/12th of their basic annual salary. This must be paid on or before December 24. For Filipino employees who have worked for less than a year, it is prorated. The calculation is based on the employee's basic salary and excludes non-integrated allowances. Some employers also offer a 14th-month pay or Christmas bonus as a competitive perk.

Pemutusan hubungan kerja dan pemecatan di Filipina

Masa percobaan bagi seorang karyawan tidak boleh melebihi 6 bulan. Pemutusan hubungan kerja diatur dengan ketat dan harus didasarkan pada alasan yang adil atau sah.

Just cause: Termination due to employee misconduct (e.g., serious misconduct, fraud, willful disobedience). In these cases, no severance pay is required, but the employer must follow a strict procedural due process known as the “two-notice rule.” This involves a first notice detailing the grounds and giving the employee a reasonable opportunity to explain (typically 5 days), followed by a second notice of termination if the grounds are substantiated.
Authorized cause: Termination due to business reasons (e.g., redundancy, retrenchment, installation of labor-saving devices). The employer must provide a written notice to the employee and the Department of Labor and Employment (DOLE) at least 30 days before termination. The employee is entitled to severance pay, which is calculated based on their basic salary and years of service. The amount varies from one-half month's to one month’s pay per year of service, depending on the reason for termination.

Kegagalan untuk mengikuti prosedur ini dapat menyebabkan klaim pemecatan ilegal, yang mengakibatkan potensi dipekerjakan kembali, upah kembali, dan ganti rugi.

Penggajian dan pajak di Filipina

Di Filipina, para pemberi kerja bertanggung jawab untuk memotong dan menyetorkan pajak serta iuran kepada beberapa instansi pemerintah atas nama karyawan mereka. Ini adalah fungsi inti yang disederhanakan dengan menggunakan Employer of Record (Pemberi Kerja Resmi). Kontribusi wajib meliputi:

Social Security System (SSS): Provides protection for sickness, disability, retirement, death, and maternity benefits.
Philippine Health Insurance Corporation (PhilHealth): The national health insurance program.
Home Development Mutual Fund (HDMF or Pag-IBIG Fund): A provident savings system that includes housing loan provisions.
Employee Compensation Commission (ECC): Provides benefits for work-related sickness, injury, or death.

G-P, as your EOR in the Philippines, can manage payroll calculations, withholdings, and remittances to these agencies, ensuring your business remains compliant.

Memilih Perusahaan yang Terdaftar sebagai Pemberi Kerja (Employer of Record) di Filipina

Saat memilih perusahaan pencatat (Employer of Record) di Filipina, pertimbangkan faktor-faktor berikut:

Compliance expertise: The EOR should have in-depth knowledge of Philippine labor laws, including the Labor Code, regional wage orders, and statutory benefits such as SSS, PhilHealth, and Pag-IBIG. This ensures all employment practices, from contracts to termination, are compliant with local regulations.
Comprehensive service offering: A best-in-class Philippines EOR should manage all aspects of employment, including payroll processing, tax remittances, mandatory government contributions, benefits administration, leave management, and offboarding procedures.
Local market understanding: Look for an EOR with a strong local presence or proven experience in the Philippines. This ensures familiarity with market norms, cultural nuances, and region-specific requirements that can impact employee experience and compliance.
Scalability and flexibility: The EOR should be able to accommodate your hiring needs, whether you’re hiring a single employee or building a larger team, and scale with your business as it grows in the Philippines or across the region.
Technology and integration: An AI-powered EOR platform simplifies onboarding, benefits management, and payroll. Confirm that the EOR can integrate with your existing HR, PEO, or payroll systems to avoid operational delays and ensure data accuracy.
Transparency and communication: Choose an EOR that offers clear communication channels, transparent pricing, and regular updates on compliance changes, such as new wage orders or statutory benefit adjustments.
Reputation and references: Research the EOR’s reputation, customer testimonials, and industry recognition to ensure they have a track record of reliability and success in the Philippines.
Data security and compliance: Ensure your EOR follows strict data security protocols and complies with the Philippines’ Data Privacy Act. This is critical for protecting sensitive employee information and maintaining regulatory compliance.

Memilih layanan Employer of Record yang tepat di Filipina akan membantu Anda menavigasi persyaratan lokal yang kompleks, mengurangi risiko kepatuhan, dan memberikan pengalaman positif bagi karyawan Anda.

Hitung ROI menggunakan G-P Employer of Record

Gunakan G-P Employer of Record untuk perekrutan global di Filipina.

G-P EOR is the award-winning, AI-powered global hiring solution that empowers startups, SMB, and enterprise businesses to build global teams with ease. Onboard, manage, and pay top talent in over 180 countries in minutes, without the complexity of entity setup.

G-P EOR is the preferred partner for leading HCM, PEO, and payroll platforms. Bring your workforce data together in one place to maintain existing workflows while keeping consistent and accurate data across your integrated systems.

Request a proposal to start hiring in the Philippines today.

Penafian

KONTEN INI HANYA UNTUK TUJUAN INFORMASI DAN BUKAN MERUPAKAN NASIHAT HUKUM ATAU PAJAK. Anda harus selalu berkonsultasi dengan dan mengandalkan penasihat hukum dan/atau pajak Anda sendiri. G-P tidak memberikan nasihat hukum atau pajak. Informasi ini bersifat umum dan tidak disesuaikan dengan perusahaan atau tenaga kerja tertentu dan tidak mencerminkan pengiriman produk G-P di yurisdiksi tertentu. G-P tidak membuat pernyataan atau jaminan mengenai keakuratan, kelengkapan, atau ketepatan waktu informasi ini dan tidak memiliki tanggung jawab yang timbul dari atau sehubungan dengannya, termasuk kerugian yang disebabkan oleh penggunaan, atau ketergantungan pada, informasi tersebut.

Employer of Record (EOR) di Filipina

POPULASI

BAHASA

IBU KOTA NEGARA

MATA UANG

Mempekerjakan Karyawan di Filipina

Lihat cara kerja Employer of Record

Kontrak kerja di Filipina

Jam kerja di Filipina