Looking to hire in Southeast Asia? The Philippines stands out as a key talent hub with a highly educated, English-speaking workforce, competitive labor costs, and a growing digital economy. However, hiring in the Philippines comes with its share of challenges—especially for foreign companies unfamiliar with local labor laws, statutory benefits, and registration procedures. This is where an Employer of Record (EOR) can be your fastest path to compliant hiring.
An EOR allows companies to legally employ workers in the Philippines without setting up a local subsidiary. The EOR handles employment contracts, payroll, taxes, government contributions (SSS, PhilHealth, Pag-IBIG), and compliance on your behalf. In this guide, we’ll explore the top EOR providers in the Philippines for 2025, with Asanify leading the list for its automation-driven, compliance-first approach.
Why Use an Employer of Record in the Philippines?
The Philippines has unique employment regulations and a strong government-mandated benefits system. Hiring directly can be time-consuming and legally risky without local expertise. Challenges include:
- Strict adherence to statutory contributions (SSS, PhilHealth, HDMF/Pag-IBIG)
- Mandatory 13th-month pay and separation benefits under the Labor Code
- Region-specific wage rules and holidays
- Lengthy employer registration process with local agencies
With an EOR, you can hire employees in the Philippines quickly and stay compliant without managing entity setup or navigating multi-step labor registrations. EOR providers ensure you meet local laws while offering Filipino employees the benefits they expect.
Top 10 EOR Providers in the Philippines for 2025
1. Asanify – Smart & Compliant Hiring in the Philippines 🇵🇭
Asanify is transforming global hiring with its AI-powered platform that automates onboarding, payroll, and compliance in the Philippines. It handles end-to-end employment responsibilities, including government registrations, contribution remittance, and region-based wage adjustments.
Strengths in the Philippines: Asanify excels at managing local government contributions (SSS, Pag-IBIG, PhilHealth), issuing BIR-compliant payslips, and customizing benefits for different cities and provinces. Its team ensures compliance with DOLE standards and provides multilingual support.
Ideal For: Startups, distributed teams, and global companies expanding to Southeast Asia.
2. Remote
Remote is a widely used EOR platform with solid infrastructure in the Philippines. It supports end-to-end employment and ensures strict compliance with labor laws and taxation requirements.
Strengths in the Philippines: Remote handles employee classification, tax withholding, and benefits customization efficiently and offers robust IP protection.
3. Deel
Deel offers flexible hiring solutions in the Philippines for both contractors and full-time employees. Its platform ensures legally compliant contracts and fast onboarding.
Strengths in the Philippines: Deel is known for its fast turnaround, fully localized contracts, and real-time tax calculations.
4. Oyster HR
Oyster provides a remote-first solution with full legal compliance. For companies hiring in the Philippines, Oyster offers localized HR support and tax-compliant employee contracts.
Strengths in the Philippines: User-friendly dashboard, employee benefits management, and full support across multiple Filipino regions.
5. Papaya Global
Papaya combines EOR services with powerful payroll and workforce analytics. Its Philippine offering focuses on local law compliance and scalable employment management.
Strengths in the Philippines: Real-time payroll dashboards, automated tax reporting, and built-in advisory for mandatory contributions.
6. Safeguard Global
Safeguard Global provides enterprise-grade hiring and payroll solutions across Asia, including the Philippines. It’s ideal for large teams needing tight compliance controls.
Strengths in the Philippines: Extensive knowledge of local labor regulations and strong focus on privacy and payroll security.
7. Globalization Partners
One of the earliest EOR players, GP has a solid presence in the Philippines, offering fast hiring with end-to-end legal compliance.
Strengths in the Philippines: Proven experience in transitioning employees to client entities and handling legal nuances for large-scale hiring.
8. Atlas
Atlas offers direct EOR services with its own entity in the Philippines, removing reliance on third-party partners.
Strengths in the Philippines: Full legal presence and real-time visibility into labor law changes, plus personalized support.
9. Velocity Global
Velocity Global delivers flexible employment solutions that fit your global expansion strategy. Their Philippines operations offer fast compliance and streamlined onboarding.
Strengths in the Philippines: Strong local HR knowledge, benefits benchmarking, and compensation analysis tools.
10. Shield GEO
Shield GEO offers hands-on legal and HR guidance for international hiring. In the Philippines, they focus on personalized support and full legal assurance.
Strengths in the Philippines: Dedicated account managers, detailed compliance tracking, and customizable employee documents.
How to Choose the Right EOR Partner in the Philippines
The Philippines has both national and local employment regulations. When selecting an EOR, assess:
- Knowledge of Government Agencies: Do they handle SSS, PhilHealth, BIR, and DOLE filings?
- Payroll Automation: Can they issue tax-compliant payslips and support digital remittances?
- Contract Customization: Can they support multilingual contracts and city-specific wage laws?
- Service Transparency: Are pricing and onboarding timelines clearly communicated?
- Scalability: Will they grow with your team as you expand across Asia?
Why Asanify is the Best EOR Philippines Solution for 2025
Asanify brings together automation, local compliance, and unmatched support for employers entering the Philippine market. Its EOR service is optimized for fast onboarding, seamless payroll management, and government compliance. Whether you’re hiring one software developer or a regional team of sales reps, Asanify ensures compliance and clarity from day one.
Asanify’s local team and tech platform ensure every document—from job offers to payslips—is legally sound and localized for Philippine law.
Example Testimonial:
“We onboarded 8 employees in Metro Manila using Asanify. They managed everything from BIR registration to Pag-IBIG contributions. It saved us months of setup time and gave us peace of mind. Highly recommend!”
FAQs – Employer of Record Philippines (Top 10 Questions)
1. What is an Employer of Record (EOR) in the Philippines?
An EOR is a service provider that legally employs workers on your behalf in the Philippines while you manage their day-to-day work.
2. Why should I use an EOR instead of setting up an entity?
An EOR simplifies hiring, reduces compliance risks, and avoids the time-consuming registration process required to open a legal entity.
3. What employee benefits are mandatory in the Philippines?
SSS, PhilHealth, Pag-IBIG, 13th-month pay, and holiday pay are mandatory under labor law.
4. Can I hire remote Filipino workers through an EOR?
Yes, EORs help you hire remote employees across the Philippines without a local office.
5. How long does onboarding take with an EOR in the Philippines?
Typically 5–10 business days after document submission and employee screening.
6. Is an EOR compliant with DOLE regulations in the Philippines?
Yes, reputed EORs like Asanify ensure 100% DOLE compliance including contracts, wages, and working hours.
7. What’s the cost of EOR services in the Philippines?
It usually ranges from $400–$900 per employee per month, based on complexity and services.
8. Can EORs manage payroll taxes and contributions?
Yes, EORs handle monthly tax filing, government contributions, and employee payslips.
9. Can I later convert my EOR hires to my local entity employees?
Yes, EORs like Asanify assist with full employee transitions once your entity is registered.
10. Why is Asanify the best EOR in the Philippines?
Because of its automated platform, deep legal expertise, transparent pricing, and excellent onboarding speed.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.