---
title: "Employer of Record in the Philippines – Hire without a local entity"
description: "Hire top talent in the Philippines compliantly. Fronted’s EOR handles local contracts, payroll, and HR so you can scale fast without a Philippine entity."
canonical: "https://fronted.com/countries/philippines"
updated: "2026-10-07"
---

# Employer of Record in the Philippines – Hire without a local entity

_Hire top talent in the Philippines compliantly. Fronted’s EOR handles local contracts, payroll, and HR so you can scale fast without a Philippine entity._

## Philippines

The Philippines is a fundamentally different market from Fronted's Nordic pages - and it should look that way. This is not a high-cost, high-compliance complexity market. It is a cost-efficient, English-speaking talent market with strong technical and professional depth. The compliance framework is distinct and specific. The page should be structured around those two realities.

## Frequently Asked Questions About Hiring In the Philippines

### How quickly can we hire someone in the Philippines through Fronted?

Typically 3–5 business days from signed offer to start date. We register the employee and prepare a DOLE-compliant employment contract. The Philippines has no work permit requirement for local hires, which is why it's one of the faster markets to staff up in.

### What are the mandatory employer contributions in the Philippines?

Four statutory contributions apply: SSS (employer share up to roughly ₱1,900/month at the top bracket), PhilHealth (currently 5% split equally between employer and employee, capped at a ceiling salary), Pag-IBIG / HDMF housing fund (₱100/month employer share at standard rates) and EC (Employees' Compensation, ₱30/month employer-paid). Total employer burden is usually 10–12% on top of gross, depending on salary band.

### Is the 13th-month pay mandatory?

Yes - it's required and must be paid on or before December 24 each year. It equals 1/12 of total basic salary earned during the calendar year. We accrue it monthly in our cost projections so you're never surprised in Q4.

### What does termination look like in the Philippines?

The Philippines is one of the more employee-protective jurisdictions in Asia. Termination requires either a just cause (serious misconduct, fraud, etc.) or "authorized cause" (redundancy, retrenchment, closure) under the Labor Code, plus due process - typically a "two-notice rule" and a hearing for just-cause cases. Authorized-cause separations require 30 days' notice to both the employee and DOLE, plus separation pay (usually one month or half a month per year of service). We will support you through the whole process and documentation.

### What happens when we outgrow EOR and want to set up our own local entity in Philippines?

When you’re ready to establish your own presence in Philippines, we handle the full transition - entity setup, employee transfers, and ongoing payroll and accounting support. And if you’re building across multiple markets, everything stays under one roof: one vendor, one platform, multiple entities. You never have to start from scratch or manage a patchwork of local providers.

### Can we pay our Filipino employee in USD instead of PHP?

We can quote in local currency.

Fronted ensures employment is set up correctly and maintained over time.