THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.
Employer of Record in Philippines.
G-P’s Global Growth Platform™ makes it possible to start obtaining services in the Philippines in minutes via our global entity infrastructure — allowing your company to expand your global footprint without the hassle of entity setup and management. G-P provides services in the Philippines for its customers through the assistance of one or more professionals capable of meeting the demands expressed by the customer.
You’ll have peace of mind knowing you have a team of dedicated experts to support your growth. G-P allows you to harness the talent of the brightest people in 180+ countries around the world, quickly and easily.
12philippines-peo
40hours per weekphilippines-peo
Payroll in Philippines.
When expanding into a new country, a common pitfall that can easily lead to compliance issues is payroll. Companies have to learn the nation’s employment laws, hire employees, and decide among the many payroll options that exist — all while trying to run a new business location. Let’s explore a few key aspects about setting up payroll in the Philippines.
Hiring in 
Philippines.
Deciding to expand to the Philippines requires plenty of prior planning, time, and money. One of the most important tasks of any global growth venture is hiring the right employees to help your new location succeed, which can be challenging if you don’t have a full grasp on the country’s culture and business etiquette. While hiring in the Philippines may seem simple, companies have to learn all of the country’s employment laws, set up a subsidiary, and establish a compliant payroll system.
Compensation & Benefits in Philippines.
Compensation & Benefits in Philippines.
Compensation and benefits are important to both employees and employers. By meticulously aligning with statutory requirements and offering a competitive benefits plan, your company not only remains compliant but also becomes more appealing to jobseekers in the Philippines.
PHP13,000 for the monthMinimum wage per month
5daysAnnual vacation leave (min)
Philippines Subsidiary.
If you’ve decided to expand your business to the Philippines, you’ll need to learn and understand the country’s subsidiary laws to stay compliant. The process can take months before you can begin to hire employees.
Philippines Visas & Permits.
The tropical climate and booming economy of the Philippines make the country a popular destination for expatriates and expanding companies. But like any country, the Philippines has specific laws regarding visas for non-nationals who wish to live and work within its borders.
Philippines Contractors.
Philippines Contractors.
As your company grows, you may encounter certain projects that require specialized talent. Working with independent contractors allows for greater agility in scaling your workforce based on project needs without the extended employment hiring process; however, while hiring independent contractors in the Philippines can be beneficial for your company, there are also risks and responsibilities to be aware of.