True Employer Cost & Payroll Taxes in Philippines
In Philippines, mandatory employer on-costs add +18.5% on top of gross cash salary. Local labor law also mandates 1 extra bonus month(s) per year.
Mandatory Social Contributions & Tax Brackets in Philippines
Full statutory schedule under official labor codes and ministry schedules.
| Fund / Contribution Name | Statutory Rate | Coverage & Purpose |
|---|---|---|
| SSS Employer Share & EC Fund | 9.50% | Official statutory reserve mandated under Philippines labor code |
| PhilHealth Medical Insurance | 2.50% | Official statutory reserve mandated under Philippines labor code |
| Pag-IBIG National Savings Fund | 1.00% | Official statutory reserve mandated under Philippines labor code |
| Mandatory 13th Month Pay Accrual (PD 851) | 8.33% | Official statutory reserve mandated under Philippines labor code |
| Mandatory Annual Bonus Accrual | 8.33% | 1 additional month(s) legally mandated per year |
Hiring in Philippines: EOR vs Setting Up a Local Legal Entity
Compare the upfront capital, timeline, and ongoing overhead for hiring in Philippines.
- ✓ Upfront Setup Cost: $0 (No foreign capital registry required).
- ✓ Time-to-Hire: 2 to 4 business days.
- ✓ Typical Monthly Platform Fee: $349/month per employee (Deel / Remote).
- ✓ Severance & Legal Defense: Managed directly by local EOR employment lawyers.
- ✗ Upfront Setup Cost: $8,000 to $20,000 (Legal notarization, trade registry).
- ✗ Time-to-Hire: 3 to 6 months to complete local bank account and tax registration.
- ✗ Recurring Overhead: $1,500 to $2,500/month in mandatory corporate accounting and secretary fees.
- ✗ Permanent Establishment Risk: Full corporate tax nexus exposure in Philippines.
Labor Law Compliance Notice: Philippines Severance & Notice Protocol
Philippines enforces strict statutory labor regulations under local labor courts. Severance risk rating: Moderate. Probationary and termination rules: Mandatory 13th month bonus required by December 24.
Frequently Answered Questions: Hiring in Philippines
Q: What is the total employer burden rate in Philippines for 2026?
The mandatory employer burden in Philippines is 18.5% of the gross base salary, consisting of SSS Social Security + PhilHealth + Pag-IBIG HDMF + Mandatory 13th Month Pay (8.33%). Additionally, employers must budget an extra 8.3% monthly reserve for 1 mandated bonus month(s).
Q: Is an Employer of Record (EOR) legally recognized in Philippines?
Yes. Tier-1 EOR platforms like Deel and Remote operate compliant locally registered entities in Philippines. They handle all statutory social security filings, local tax withholdings, mandatory benefits, and IP assignment contracts compliant with Philippines labor courts.
Q: When should an employer switch from an EOR to a direct legal entity in Philippines?
For teams with 1 to 5 employees in Philippines, an EOR ($349/month average fee) is significantly more cost-effective than registering a local subsidiary, which typically costs $8,000–$20,000 upfront plus $1,500/month in mandatory statutory accounting. The breakeven point to establish a direct local entity is typically around 12–18 full-time employees.
Q: What is the severance risk and probation protocol in Philippines?
The severance liability rating for Philippines is classified as "Moderate". Statutory probation and notice terms: Mandatory 13th month bonus required by December 24. EOR providers mitigate wrongful termination claims by structuring compliant probation contracts.