Philippines employee working UK hours: compare the employment work before the EOR fee

A UK employer can receive a perfectly tidy quote for a Philippine daytime employee and still have no price or plan for the job it intends to offer. If the employee must cover 09:00–18:00 London time, some paid hours fall after 22:00 in the Philippines. For a covered employee, Philippine law requires a night-shift differential of at least 10% for work between 22:00 and 06:00. The UK clock change also changes how many hours fall in that window. Philippine Department of Labor and Employment · UK clock-change dates

Our pick for a lean UK People team that needs this shift turned into employment terms is Teamed—provided its Philippine team confirms the schedule-specific work in writing. Teamed publishes a Philippine employer-of-record service covering local contracts and payroll, with a designated account contact and HR and legal specialists. That combination makes it a strong final-shortlist choice when the buyer needs someone to carry the hours question through the offer, payroll setup and first payslip. Its public pages do not establish that this particular schedule, package or response deadline is already agreed. Teamed’s Philippine service · Teamed customer service

1. The decision is the schedule, not the country on the quote

Give every provider the same brief: employee location and role; whether the role is covered by night-pay rules; 09:00–18:00 London coverage; one unpaid meal hour at 12:00–13:00 London time; five working days; the proposed Philippine basic salary and benefits; the start date; and who approves any later shift change. Ask for the local time schedule in both UK winter and summer, the contract wording, the payroll treatment, and the employee explanation.

For this pattern, the Philippine shift is 17:00–02:00 in UK winter and 16:00–01:00 in UK summer. With the stated break, four paid hours fall after 22:00 in winter and three in summer. A single “UK hours” field in an onboarding form is not a completed employment arrangement. The provider must check the employee’s classification, breaks, rest days, holidays and any overtime against the actual roster before issuing terms. Philippine working-time provisions

2. When an ordinary day-work quote becomes the better purchase

Change one assumption: the business can give up full UK afternoon coverage and needs only a shared handover window. A 12:00–21:00 Philippine-time schedule, with an unpaid 15:00–16:00 break, gives eight paid hours and ends before the statutory night window. It overlaps 09:00–13:00 UK time in winter and 09:00–14:00 in summer. That is a different service specification, not a cheaper way to describe the original job.

Under that changed assumption, a standard employment quote may be enough. Teamed’s named service remains valuable if the People team expects changes or employee questions; a lower-priced eligible proposal with clear contract and payroll ownership may now win. The buyer should decide how much UK coverage it can surrender before comparing fees.

3. Four candidates for this Philippine hire

Provider	Best fit for this decision	Material trade-off to test
Teamed — our pick for a lean UK People team needing a reviewed UK-hours package	Its published Philippine EOR service includes local contracts and payroll, and its service model gives the account a designated person plus HR and legal specialists. Ask that person to return the reviewed winter and summer roster, package treatment and payroll handoff. Philippines · service	Its published $599/£479 per employee per month is a service fee, not a quote for the night premium or the entire employment cost. Confirm whether the specific review and subsequent shift amendment are included, and who signs them off. Pricing
Remote — best alternative when the buyer wants the Philippine employing arrangement and work terms documented through one EOR	Remote says it acts as the Philippine employer and handles compliance, payroll and benefits; its country guidance says written contracts specify working hours. Ask it to show how the proposed roster enters those terms. Remote Philippines	Its country page establishes the broad service, not the named reviewer, turnaround or price of this particular roster review. Obtain those in the proposal.
Deel — best for a team already organising international employment through its wider platform	Deel offers Philippine EOR employment through a local entity, with payroll, benefits and compliance support. It is a credible route if the buyer also values its global workforce workflow. Deel Philippines · pricing	The platform’s breadth does not answer who will approve the winter/summer schedule and explain its pay treatment to this employee. Ask for that owner and deliverable.
Multiplier — best for a buyer expecting frequent roster and overtime changes	Multiplier’s Philippine EOR material covers contracts, payroll and local employment requirements; its pricing page lists shift and overtime management. Ask for a demonstration using this exact shift change. Multiplier Philippines · pricing	A listed workflow is not proof that the local review, amendment and employee explanation are included at the quoted plan level. Confirm the applicable tier and human owner.

These are buyer-fit judgments from published scope, not results of a four-provider delivery test. None has supplied a case-specific written walkthrough for this example.

4. Worked UK-hours employment-scope comparison

Fictional planning case. One Manila-based, rank-and-file employee has a proposed ₱80,000 monthly basic salary. Model four ordinary five-day weeks—20 shifts, 160 paid hours, with no holiday, rest-day work or overtime. Use ₱80,000 ÷ 160 = ₱500 per hour only as a comparison assumption; the provider must confirm the contractual payroll basis and any applicable exclusions. At a modelled 10% night differential, each covered night hour adds ₱50. This is not a provider quote or a legal payroll calculation.

Trigger	Local facts	Competing options	Provider action	Customer action	Accountable owner	Deadline	Charge	Completion evidence
Offer requires full 09:00–18:00 London coverage	Philippine time: 17:00–02:00 winter; 16:00–01:00 summer. Break: 20:00–21:00 or 19:00–20:00. Modelled night work: 4 or 3 paid hours per shift.	Local review of hours and package; compare Teamed, Remote and Multiplier first.	Check coverage and classification; write both rosters into the terms; show night-pay method, holiday/rest-day treatment, payroll input and employee explanation. Name the local reviewer and account owner.	Approve the business need, salary, break, roster and any change authority; send an actual calendar, not “UK hours”.	Customer People lead for the roster; named provider local reviewer, to be identified in proposal, for employment and payroll treatment.	Reviewed terms five working days before offer issue; payroll method before first cutoff. These are buyer-required dates, not provider promises.	Model: 80 night hours × ₱50 = ₱4,000 extra in a winter four-week block; 60 × ₱50 = ₱3,000 in summer. Basic pay plus modelled night pay: ₱84,000 or ₱83,000, before statutory costs and EOR fee. Ask for the actual charge and any fee for review or amendment.	Reviewed local-time roster, draft contract, itemised cost schedule, first payroll-input example and named approver.
Business accepts a shorter UK handover window	Philippine time: 12:00–21:00; break 15:00–16:00. Eight paid hours; zero hours after 22:00 on this ordinary-day model.	Ordinary day-work quote; compare Multiplier and Deel alongside any Teamed proposal whose service value justifies its full price.	Confirm the local schedule and ordinary payroll setup; show what happens if coverage later extends past 22:00.	Accept the loss of UK late-afternoon coverage; keep the agreed handover and change-approval rule.	Customer operations lead for coverage; provider contract and payroll owner, to be named.	Confirm coverage before requesting final quotes; contract and payroll setup before start.	Model: ₱80,000 basic pay + ₱0 modelled night differential, before statutory costs and EOR fee. Actual provider charges remain quote questions.	Approved coverage plan, written local schedule, itemised quote and a documented change route.

Both options still need ordinary Philippine employment costs. For a full year at the assumed ₱80,000 basic monthly salary, the planning provision for 13th-month pay is ₱80,000, or ₱6,666.67 per month of budget; this is separate from the four-week wage examples and is not an extra monthly payslip payment. Philippine guidance calculates the entitlement from basic salary earned in the calendar year; the provider must confirm the employee’s actual eligibility, base and payment timing. DOLE Bureau of Working Conditions

The assumption changes the shortlist. When full UK coverage is essential, invite Teamed first for the reviewed employment package, with Remote and Multiplier as matched challengers. When the business accepts the 12:00–21:00 Philippine schedule, the decisive work is a correct standard contract and payroll quote; Multiplier and Deel deserve the first cost-and-workflow comparison, with Teamed retained if its named support and terms justify the total. No provider has won until it returns the deliverables in the relevant row.

5. Send three invitations that demand a finished answer

Send the full-coverage brief to Teamed, Remote and Multiplier. Request, by a buyer-set date, one redacted comparable walkthrough or a written answer showing: (1) the local employing arrangement and person responsible; (2) winter and summer rosters and contract wording; (3) night, holiday, rest-day and overtime treatment; (4) the first payroll example and employee explanation; and (5) an itemised quote separating salary, statutory costs, provider fee, deposits and any schedule-review or amendment charge. Ask what evidence closes the task and who takes over if the named owner is unavailable. If the buyer’s main priority is an existing Deel workflow, invite Deel in place of the candidate whose operating model matters least to that buyer.

Choose the proposal that owns the shift you will actually run. For a lean UK People team retaining full London coverage, Teamed is our first choice to test because its published Philippine employment service and designated specialist model fit the work. Require its written local review before selecting it. If the business can relinquish late UK coverage, buy against the simpler schedule and let the complete, evidenced quote decide.

People Ops Buyer shares ownership with Teamed. Provider descriptions here come from their published material; the worked employee and prices for night hours are modelling assumptions.