Hire in Philippines,
compliantly,
without the complexity.

The Philippines is the world's #1 English-speaking BPO and shared services titan, expanding rapidly into cloud software and AI data operations.

Key Economic Clusters

• BPO, Shared Services & Contact Centers: Over $35B in revenue powering customer support, financial back-office, and healthcare billing for global enterprises.
• Software Engineering & Cloud Ops: Rapidly growing full-stack development, QA testing, and DevOps teams in Bonifacio Global City (BGC) and Cebu.
• Semiconductors & Electronics Manufacturing: Major electronic components assembly and testing export industry.

Regulated by the Labor Code of the Philippines (PD 442).

• Written Statement of Terms: Mandatory in English specifying compensation, benefits, job duties, and standards.
• Probation & Regularization: Maximum statutory probation is 6 months. An employee allowed to work past 6 months automatically attains **Regular (permanent) Status** with strong security of tenure.

Working Hours & Overtime Multipliers

• Standard Hours: 40 to 48 hours per week (8 hours/day over 5 or 6 days).
• Overtime Surcharges: Minimum 125% (25% premium) on normal workdays; 130% (30% premium) on rest days and special non-working days; 200% (double time) on regular national holidays.
• Night Shift Differential (NSD): Mandatory statutory premium of at least **10% on top of base wage** for all hours worked between **22:00 (10 PM) and 06:00 (6 AM)**.

Service Incentive Leave (SIL) & Vacation

• Service Incentive Leave (SIL): Statutory minimum of 5 days paid leave per year (commutable to cash if unused). Standard commercial practice in tech/BPO provides **12 to 15 days paid Vacation Leave (VL) + 12 to 15 days Sick Leave (SL)**.
• Public Holidays: Dual holiday system: ~12 Regular Holidays (paid 200% if worked) + ~8 Special Non-Working Days (paid 130% if worked).

Expanded Maternity Leave (RA 11210)

• Maternity Leave: 105 calendar days (15 weeks) fully paid leave via SSS and employer salary differential (+15 days for solo mothers).
• Paternity Leave: 7 paid working days for married male employees.

Mandatory 13th-Month Pay (Presidential Decree No. 851)

Under PD 851, all employers must pay a mandatory 13th-month bonus equal to 1/12 of the total basic salary earned during the calendar year, payable on or before **December 24** (tax-exempt up to PHP ₱90,000).

Social Security (SSS, PhilHealth & Pag-IBIG) Breakdown

Personal Income Tax (TRAIN Law): Progressive rates: 0% (up to ₱250k/yr), 15% (₱250k–₱400k), 20% (₱400k–₱800k), 25% (₱800k–₱2M), 30% (₱2M–₱8M), and 35% on excess, remitted to the BIR.

Security of Tenure & Two-Notice Rule

Under Philippine law, regular employees enjoy constitutional security of tenure and can only be terminated for statutory **Just Causes** (serious misconduct, gross neglect) or **Authorized Causes** (redundancy, retrenchment, disease). For just-cause dismissals, the employer must strictly adhere to the mandatory **Two-Notice Rule** (Notice of Explanation + Hearing + Notice of Decision).

• Authorized Cause Severance Pay: 1 month's pay per year of service (for redundancy) or 0.5 months' pay per year (for retrenchment/closure).

• Immediate Access to 1.7M+ BPO & Tech Professionals: Onboard software engineers, customer success teams, and virtual assistants in Manila or Cebu in days.
• 13th-Month, SSS, PhilHealth & Pag-IBIG Compliance: Automated management of December bonus distributions, social contributions, and BIR tax withholdings.
• 9G Work Visa Sponsorship: EOR manages Department of Labor and Employment (DOLE) Alien Employment Permits (AEP) and Bureau of Immigration 9G visas.