Your hiring shortlist
Teamed is joint highest-rated in the Philippines: 4.7/5 for overall. HR leaders seeking local expertise, personal support and clear employment costs. Management fee: USD 599 / employee / month. Estimated provider fee: USD 599 / employee / month. Salary and employer costs are additional.
The shortlist, explained
Compare these providers for your Philippines hire.
Joint highest-rated
HR leaders seeking local expertise, personal support and clear employment costs.
4.7/5 for overall, tied with another provider in this list.
Read the trade-offs ↓For your Philippines hire: A named account specialist and direct employee support routes, with a stated 24/5 desk. The Philippines offer explicitly describes local employment assistance.
Choice 2
HR teams connecting EOR employment to their existing HR and finance systems.
4.7/5 for overall. Position 2 in this list.
Read the trade-offs ↓For your Philippines hire: Human messaging 24/5, tickets and a support monitor with escalation to specialists. The Philippines offer explicitly describes local employment assistance.
Choice 3
Teams managing EOR employees and contractors in one platform, with connections to their other HR systems.
4.7/5 for overall. Position 3 in this list.
Read the trade-offs ↓For your Philippines hire: Dedicated onboarding and advertised multilingual support with access to HR and legal specialists. The Philippines offer explicitly describes local employment assistance.
Expected provider fees are planning estimates on USD 6,000 monthly payroll. The model adds 2% FX and a 1% reserve for occasional provider fees unless confirmed terms differ. Salary, employer costs and deposits are separate. Starting prices and contract conditions remain as published; these are not country-specific quotes.
On a small screen, scroll the table sideways to compare both fees.
| Provider | Who it suits | Overall score | Management fee | Typical monthly fee Planning estimate |
|---|---|---|---|---|
| #1 Teamed | HR leaders seeking local expertise, personal support and clear employment costs. | 4.7 / 5 | USD 599 / employee / month | USD 599 / employee / month |
| #2 Remote | HR teams connecting EOR employment to their existing HR and finance systems. | 4.7 / 5 | From USD 699 / employee / month | From USD 879 / employee / month |
| #3 Deel | Teams managing EOR employees and contractors in one platform, with connections to their other HR systems. | 4.7 / 5 | From USD 599 / employee / month | From USD 779 / employee / month |
| #4 Oyster | Employers who want documented hiring, payroll and employee self-service workflows across several markets. | 4.3 / 5 | From USD 699 / employee / month | From USD 879 / employee / month |
| #5 RemoFirst | Cost-conscious teams whose needs fit the documented platform and local partner arrangement. | 4.3 / 5 | From USD 199 / employee / month | From USD 379 / employee / month |
| #6 Multiplier | Teams that value integrated payroll and employee administration and can commit to a carefully negotiated commercial structure. | 4.0 / 5 | From USD 459 / employee / month · annual contract | From USD 639 / employee / month |
| #7 Justworks | Employers wanting international hiring administered alongside familiar HR and accounting workflows. | 3.7 / 5 | USD 599 / active employee / month | Quote needed to estimate |
| #8 Rivermate | Employers seeking a published mix of direct and partner EOR markets with human support. | 3.7 / 5 | USD 319–639 / employee / month | From USD 499–819 / employee / month |
Make the right comparison
The overall list uses the existing six-criterion score. If you are hiring your first employee, scaling a team or changing providers, use the buyer guides above to give the relevant criteria more weight.
A provider's service fee is only one part of your budget. Request salary, employer costs, benefits, deposits and FX charges separately.
Understand hiring in Philippines →Ordered by overall score, using documented country coverage. Up to ten providers are shown. Expected provider fees use a planning model on USD 6,000 monthly payroll; salary, employer costs and deposits are separate.
HR leaders seeking local expertise, personal support and clear employment costs.
Local employment experts who explain the next step and take responsibility for helping you through it. No FX markup on payroll currency conversion. Itemised employment costs make funding and reconciliation easier to plan; exchange rates and other charges still matter.
Generally no exit fee or 12-month lock-in. At Teamed’s discretion, one month’s management fee may apply when employment ends within the first three months. Countries can include Saudi Arabia, Belgium and France; this list is not exhaustive. Confirm applicable terms in the quote and agreement.
Reach sales or an employment expert within 15 minutes. This is access, not an average response statistic. Calls answered immediately; major issues receive a response within one hour and minor matters within two hours. These are response times, not resolution times. An account specialist is assigned after signing, although customers sometimes meet them beforehand. They manage customer and employee onboarding as the single point of contact.
The dated assessment below is retained as research history. These current clarifications supersede conflicting service or delivery descriptions; numeric ratings are unchanged.
A named account specialist and direct employee support routes, with a stated 24/5 desk. The Philippines offer explicitly describes local employment assistance.
Historical assessment caveat: Published response measures use different scopes; they do not establish local resolution performance.
An itemised payroll model and a stated single platform for employment, with statutory and optional benefits separated. The Philippines offer explicitly describes local payroll and employee administration.
Historical assessment caveat: Country payroll dates, correction procedures and insurer terms need the local schedule.
Owned entities and vetted partners form the published delivery network, with a named transition team. The Philippines offer explicitly describes local employment delivery.
Historical assessment caveat: Confirm the legal employer and who approves local employment decisions for the hire.
Based on the published service offer · Reviewed 2026-09-22
HR teams connecting EOR employment to their existing HR and finance systems.
Human messaging 24/5, tickets and a support monitor with escalation to specialists. The Philippines offer explicitly describes local employment assistance.
Ask about: 24/7 AI access is separate from human availability; local resolution timing is not established.
Documented employee access, leave, expenses and detailed payroll reporting with country-specific cutoff rules. The Philippines offer explicitly describes local payroll and employee administration.
Ask about: Late changes can move to the next cycle; confirm the local schedule and urgent correction path.
Published employer decision authority and country legal arrangements, including worksite restrictions. The Philippines offer explicitly describes local employment delivery.
Ask about: Country local terms and role approvals can override the general offer.
Based on the published service offer · Reviewed 2026-09-22
Teams managing EOR employees and contractors in one platform, with connections to their other HR systems.
Dedicated onboarding and advertised multilingual support with access to HR and legal specialists. The Philippines offer explicitly describes local employment assistance.
Ask about: Confirm direct local access and who owns an escalated case.
Documented employee documents, leave approvals, contract amendments and eligible off-cycle corrections. The Philippines offer explicitly describes local payroll and employee administration.
Ask about: Country availability and processing stage affect off-cycle options; actual workflow performance was not tested.
Documented eligibility review and employer-led control of onboarding and employment exits. The Philippines offer explicitly describes local employment delivery.
Ask about: Confirm the local employer, permitted role and operative country agreement.
Based on the published service offer · Reviewed 2026-09-22
Employers who want documented hiring, payroll and employee self-service workflows across several markets.
Country specialists are described for onboarding, with specialist-led offboarding and human support.
Ask about: Confirm the local escalation contact, availability and the boundary with paid HR advisory work.
Employee payslips, payroll reports, leave, expenses and specialist onboarding/exit workflows are documented.
Ask about: Onboarding depends on agreement and funding; country benefits and cutoffs require confirmation.
Published terms allocate employment decisions and retain Oyster service responsibility when partners are used.
Ask about: Country addenda may override general terms; employment liability depends on the stated indemnity triggers.
Based on the published service offer · Reviewed 2026-09-22
Cost-conscious teams whose needs fit the documented platform and local partner arrangement.
Human escalation during the stated 24/5 hours and a local-team payroll investigation route. The Philippines offer explicitly describes local employment assistance.
Ask about: The response target is not a resolution deadline; confirm weekend and urgent local coverage.
Document checks, payroll review and a documented route for corrected payslips and adjustments. The Philippines offer explicitly describes local payroll and employee administration.
Ask about: Payroll can approve by default; some countries use partner portals and correction timing varies.
Hiring and employee-care teams coordinate with local employers for contracts and employment changes. The Philippines offer explicitly describes local employment delivery.
Ask about: Obtain the named employer, role eligibility and settlement-approval responsibilities.
Based on the published service offer · Reviewed 2026-09-22
Teams that value integrated payroll and employee administration and can commit to a carefully negotiated commercial structure.
Dedicated account managers and a documented support route for reviewed settlement changes.
Ask about: 24/7 human service is advertised; confirm who handles the country and urgent payroll escalation.
A documented payroll calendar, employee workflows and final-settlement review controls.
Ask about: Local deadlines and final adjustments remain approval-dependent; no actual payroll accuracy test was run.
Published employer decision authority, customer duties and service-specific liability/IP arrangements.
Ask about: Check the executed order and country terms, including worksite and prior-service responsibilities.
Based on the published service offer · Reviewed 2026-09-22
Employers wanting international hiring administered alongside familiar HR and accounting workflows.
An international onboarding manager, local consultants and assigned international Customer Success Manager.
Ask about: Confirm country contact hours and escalation; response targets are not resolution guarantees.
Documented international onboarding, invoice correction, local-currency expenses and reporting.
Ask about: Actual pay dates and correction commitments need country confirmation.
The international team controls formal employment notices and coordinates local employment steps.
Ask about: Confirm the named employer and full EOR customer responsibility schedule for the country.
Based on the published service offer · Reviewed 2026-09-22
Employers seeking a published mix of direct and partner EOR markets with human support.
Named account and partner managers, country specialists and advertised human help by phone, email, Slack and WhatsApp. The Philippines offer explicitly describes local employment assistance.
Ask about: Validate the staffed local contact and urgent escalation arrangement; 24/7 access is a claim, not measured resolution.
Documented onboarding, benefits, payroll and expense coordination with local teams. The Philippines offer explicitly describes local payroll and employee administration.
Ask about: Different documents give different process cutoffs; obtain the current country payroll calendar.
An explicit direct/partner country map and a published split of employer and customer responsibilities. The Philippines offer explicitly describes local employment delivery.
Ask about: Identify the employer and applicable SOW; historic liabilities and worksite duties can remain with the customer.
Based on the published service offer · Reviewed 2026-09-22
Before you choose
Updated
Department Order 174 prohibits labour-only contracting and sets conditions for legitimate contracting, including an independent business, sufficient capital or investment, and control over the work.
Registration is not a complete defence if the actual arrangement fails those tests. The rules have activity-specific scope: DOLE’s 2017 clarification treats certain complete IT-enabled outsourcing services differently. A staff-supply arrangement does not gain that treatment merely because the employee works in IT.
Sources: Supreme Court: labour-only contracting · DOLE: contracting and subcontracting order · Mayer Brown: DOLE scope clarification (commentary)
The Philippine employing company registers eligible staff, deducts employee contributions and remits both shares. SSS uses a 15% contribution on monthly salary credit, split 10% employer and 5% employee, up to PHP 35,000.
PhilHealth is 5% of the applicable basic salary, split equally, with PHP 10,000 and PHP 100,000 bounds. Pag-IBIG generally costs the employer 2% up to PHP 10,000 pay. Employees’ Compensation is additional and employer-funded.
Sources: SSS: contribution rules · PhilHealth: 2026 contribution announcement · Pag-IBIG: revised contribution ceiling · PwC: Philippines 2026 social contributions (commentary)
Yes, covered rank-and-file employees who work at least one month in the calendar year receive 13th-month pay. The minimum is one-twelfth of basic salary earned during that year, payable by 24 December.
Managerial status and any statutory exemption must be assessed properly. Treat it as an annual employment cost; do not add another full month if the quoted annual package already includes it.
Sources: DOLE: statutory monetary benefits handbook · Supreme Court: 13th-month calculation
For five Manila support staff on an assumed PHP 35,000 basic monthly salary each, this daytime model totals PHP 2,851,300 annually, including an assumed PHP 5,000 monthly EOR fee per person.
It includes 13th-month pay and employer SSS, EC, PhilHealth and Pag-IBIG. Salary and service fee are planning inputs, not market quotes. Night shifts, overtime, holiday work, HMO cover, equipment and provider taxes or extras increase the total.
Assumes twelve full months at the same pay and the contribution ceilings stated above. Paid leave is within salary, not an extra salary charge.
| Cost component | Annual amount |
|---|---|
| Basic salary · twelve months | PHP 420,000 |
| 13th-month pay | PHP 35,000 |
| Employer SSS | PHP 42,000 |
| Employer EC | PHP 360 |
| Employer PhilHealth | PHP 10,500 |
| Employer Pag-IBIG | PHP 2,400 |
| EOR fee — assumed | PHP 60,000 |
| Annual subtotal per employee | PHP 570,260 |
| Annual subtotal for five employees | PHP 2,851,300 |
Sources: SSS: contribution rules · PhilHealth: 2026 contribution announcement · Pag-IBIG: revised contribution ceiling · PwC: Philippines 2026 social contributions (commentary) · DOLE: statutory monetary benefits handbook
For staff working under your daily direction, a lawful employment arrangement is safer than labelling them independent contractors. But an EOR label alone does not make the arrangement lawful: prohibited labour-only contracting can still expose the principal as employer.
Genuine contractors should operate an independent business and control how they deliver the agreed result. Choose the model to match the actual relationship, not the invoice or the client’s UK address.
Sources: Supreme Court: labour-only contracting · DOLE: contracting and subcontracting order
Ordinary probation may not exceed six months, subject to limited lawful exceptions. An employee allowed to work beyond the agreed probationary period becomes regular.
The employer must explain reasonable regularisation standards when employment begins; failure to do so can mean regular status from the start. Ending the EOR client contract does not restart probation or remove security of tenure.
Sources: Supreme Court: Jaso v Metrobank · Supreme Court: probation and continued service
The Philippine employer withholds compensation tax through payroll, remits it to BIR and provides Form 2316 showing pay and tax withheld. It reconciles annual tax against withholding.
Substituted filing is conditional, including qualifying compensation-only income from one employer and correct withholding; multiple employers or other income may require the employee’s own return. The overseas client’s payment to the EOR is not the employee’s tax filing.
Sources: BIR: compensation withholding · BIR: Form 2316 · PwC: employee annual tax reconciliation (commentary)
Use Philippine local time. Covered employees receive at least a 10% night differential for hours worked from 10pm to 6am. Ordinary-day work beyond eight hours attracts at least a 25% overtime premium; rest-day and holiday rates differ.
A UK schedule may overlap only part of the night window, and the overlap changes with UK daylight saving. Record actual hours and apply the appropriate combined premiums.
Sources: DOLE: statutory monetary benefits handbook · Labor Code: hours and premiums
For a just-cause dismissal, the employer must establish the ground and follow due process: a detailed first notice, a real chance to respond, then a written decision.
Supreme Court guidance generally allows at least five calendar days to prepare the response. Redundancy and other authorised causes follow a different notice and separation-pay route. The EOR should run the applicable process before implementing the client’s request to end employment.
Sources: Supreme Court: twin notices and opportunity to respond · DOLE: termination protections · DOLE: statutory monetary benefits handbook
Yes, private HMO cover can form part of an EOR benefits package, alongside mandatory PhilHealth. Coverage depends on the actual group policy: hospitals, benefit limits, dependants and pre-existing conditions can differ.
Remote advertises private health benefits for Philippine hires, and local HMO providers offer employer plans. Obtain the named plan and benefit schedule before promising cover to an employee.
Sources: Remote: Philippine employee benefits · Maxicare: employer plans · Maxicare: benefits and PhilHealth FAQ
Separate salary and employer costs from the EOR fee, currency charges and deposits. Use the country cost planner to turn a written quote into monthly spending and upfront cash.
Plan the cost of hiring in Philippines