10 Best Employer of Record in the Philippines

Introduction

The Philippines has one of Asia's largest English-speaking technical talent pools. The hard part is hiring them compliantly. Registering a foreign branch in the Philippines through the Securities and Exchange Commission typically runs 12 to 16 weeks before you can run your first payroll. 

Once registered, you must handle Social Security System (SSS), PhilHealth, and Pag-IBIG contributions, Bureau of Internal Revenue (BIR) withholding, 13th-month pay under Presidential Decree 851, and Department of Labor and Employment (DOLE) rules on what counts as a contractor versus an employee. Missing any of them creates penalty exposure.

The best EOR services in the Philippines help you skip that setup. The provider hires on your behalf through its own registered Philippine entity, supports handling statutory contributions and contracts, and lets you direct the work. 

This guide compares 10 platforms for 2026 on price, owned-entity depth, and contractor-versus-employee flexibility, and gives you a decision matrix that maps each platform to a hiring scenario.

Top 10 EOR services in the Philippines

Here’s a comparison of each provider at a glance: what they primarily do, who they're built for, and where their published EOR pricing starts. 

The table helps you compare providers at a glance. The deeper evaluation starts with how each EOR supports your Philippines hire once the contract is signed and payroll begins. Below, we compare each provider’s features, payroll support, contractor and immigration coverage, and pricing in detail. 

Best EOR services in the Philippines: Detailed breakdown

Here is a breakdown covering each tool's category positioning, key features anchored to the tool's own product pages, current pricing, and the buyer it's strongest for, with Philippines statutory coverage and contractor-versus-employee handling called out where relevant.

1. Skuad

Skuad helps companies manage global hiring workflows across onboarding, payroll coordination, localized contracts, benefits administration, and workforce operations. 

Skuad acts as a legal employer across 160+ countries, with payments supported in 70+ currencies. It supports both full-time hires and contractor engagements through a single dashboard, giving HR, finance, and operations teams.

• Cross-border hiring infrastructure: Supports companies' onboarding talent in the Philippines through localized contracts, document workflows, and benefits coordination, reducing the manual effort of managing each country's hiring requirements through separate vendors.
• Multi-currency contractor management: Helps teams pay contractors in the Philippines and across 70+ currencies through one dashboard, with classification support and invoice workflows that reduce operational load on finance teams managing cross-border payouts.
• Unified workforce dashboard: Gives HR and operations teams a single view of worker records, payroll inputs, onboarding tasks, contract status, and benefits across 160+ countries, replacing scattered tools with one operational system.

Pricing: Starts at $199 per employee per month for Employer of Record (EOR), $99 per contractor per month for Agent of Record (AOR), and $19 per contractor per month for the Contractor Management System (CMS). 

Best for: Companies hiring in the Philippines as part of a wider global workforce plan that need contractor management, payroll coordination, and benefits workflows organized across 160+ countries on a single platform.

How Microsense Networks scaled contractor hiring across three SEA markets with Skuad

Microsense Networks wanted to expand operations across Sri Lanka, Indonesia, and Thailand while hiring contractors for technical support and management roles. 

Managing compliance onboarding, localized contracts, and cross-border payments across three countries without building local entities was a real operational challenge for the team. 

Through Skuad, Microsense set up contractor hiring and employment compliance across all three markets on a single platform, with localized contracts and country-specific onboarding documentation handled end-to-end. Multi-currency contractor payments ran through one dashboard, and a dedicated account team supported both Microsense and its contractors across the rollout. 

Microsense hired 9 contractors and managed across three Southeast Asian countries, with operational overhead reduced and the onboarding and payment experience tightened for international contractors across the region.

See how Microsense Networks scaled contractor hiring across SEA 

2. Deel

Deel is a global payroll and HR platform that helps companies hire, pay, and manage full-time employees and contractors across 150+ countries from a single dashboard. 

The platform brings together Employer of Record services, contractor management, global payroll, immigration support, IT device management, and a built-in HRIS layer. It operates its own legal entities across most supported markets and ships compliance automation with AI workflow approvals.

• 150+ country EOR coverage: Hires employees in 150+ countries through its owned-entity infrastructure, with locally compliant contracts, statutory benefits administration, and compliance updates that reduce per-country legal review cycles for HR teams.
• Contractor and IT device management: Manages contractor invoicing, classification, and payouts on the same product surface as device procurement, configuration, and offboarding, useful for teams running mixed full-time and contractor workforces.
• AI workflow approvals: Deel AI surfaces country-specific labor-law guidance, contract clauses, and onboarding rules inside the platform, letting HR and legal teams query rules without routing every question through external counsel.
• Multi-currency payouts: Processes payouts in 150+ currencies, including cryptocurrency, useful for teams paying contractors in regions with FX volatility or where local banking access is uneven.

Pricing: Deel EOR starts at $599 per employee per month on the Standard tier, with the Enterprise tier at $899 per employee per month. 

Best for: Growing companies that want EOR, contractor management, IT device management, and HRIS consolidated on one platform across 150+ countries, including the Philippines and adjacent SEA markets.

3. Remote.com

Remote is a global HR and employment platform that supports companies hiring, onboarding, and paying employees and contractors across multiple countries through one dashboard. The platform offers Employer of Record services, contractor management, global payroll, US PEO, HRIS, equity management, and AI-powered recruitment. 

• Owned-entity EOR network: Runs its own legal entities across most supported markets, taking direct legal-employer responsibility rather than reselling third-party in-country partners, which reduces compliance handoff friction for legal teams.
• IP Guard transfer process: Remote's IP Guard runs a two-step intellectual property transfer embedded in onboarding, helping clients retain ownership of employee-created inventions and IP across supported jurisdictions, including the Philippines and high-risk markets.
• Country-specific equity workflows: Provides legal and tax guidance for offering stock options and equity to international hires, helping growing teams extend equity to Philippines hires without navigating local securities regulations independently.
• Compliance monitoring layer: Remote's compliance team monitors the Philippines and other supported markets for statutory and labor-law changes, surfacing alerts inside the platform so HR teams catch updates that affect payroll inputs and contracts.

Pricing: Remote EOR starts at $599 per employee per month on the annual plan, with the monthly rate at $699. 

Best for: Startups and mid-market companies building distributed teams that want transparent multi-product pricing across EOR, contractor management, and HRIS on a single platform.

4. Rippling

Rippling is a unified workforce management platform that brings HR, IT, finance, and EOR capabilities into one system, built around the idea that employee data drives every downstream action, from payroll processing to laptop provisioning to app access. 

The platform supports EOR hiring across 80+ countries and contractor management across 185+, alongside US payroll, identity and device management, expense management, and 600+ pre-built integrations.

• Unified HR, IT, and EOR: Rippling's single-data-model architecture means onboarding an international employee triggers payroll setup, app provisioning, and device configuration in one workflow, replacing the parallel-vendor coordination most EOR buyers carry across HR, IT, and finance tools.
• Device and app management at hire: Can procure, configure, and ship laptops with pre-installed software to employees in 30+ countries, and remotely lock or wipe devices during offboarding, a capability no pure-play EOR provider offers.
• 600+ pre-built integrations: Native integrations with finance, recruiting, and HR-stack platforms (NetSuite, QuickBooks, Workday, Greenhouse) keep employee data synchronized across complex internal systems without manual CSV imports or reconciliation cycles.
• Rippling AI for HR queries: Rippling AI lets users query and act on HR, IT, and finance data using natural language, surfacing payroll insights, compliance alerts, and workforce analytics without building custom reports for every cross-team question.
• App Studio for custom workflows: A no-code app builder lets teams create custom approval flows, dashboards, and applications on top of Rippling's data model, useful for ops teams that need internal tooling without an engineering build.

Pricing: Custom Pricing

Best for: Mid-market to enterprise companies already consolidating an HR and IT stack that want EOR capabilities layered into the same platform, rather than teams evaluating EOR as a standalone vendor.

5. Multiplier

Multiplier is a global employment platform that provides Employer of Record services, contractor management, and global payroll for companies hiring across borders. The platform supports international hires in 150+ countries through one dashboard for onboarding, payments, and compliance guidance. 

• 150+ country EOR coverage: Provides Employer of Record infrastructure across 150+ countries through owned and partner entities, helping companies hire international employees without setting up local subsidiaries or navigating per-country registration cycles.
• Localized contract generation: Produces employment contracts pre-aligned with each country's labor law, statutory benefits, and notice-period requirements, reducing the legal review cycle for every new Philippines or cross-border hire.
• Multi-currency payroll automation: The payroll engine processes salary calculation, tax withholding, and disbursement in local currencies on a unified schedule, replacing the per-country payroll-partner coordination that fragments finance operations as headcount grows.
• ESOP and equity support: Supports Employee Stock Option Plan administration natively, a differentiator for startups offering equity to Philippines hires alongside fixed compensation packages and statutory benefits.
• Mixed-workforce contractor management: Manages contractor classification, invoicing, and payouts on the same dashboard as full-time hires, useful for teams running blended workforces without juggling two separate vendor relationships and reporting layers.

Pricing: Multiplier starts at $400 per employee per month.

Best for: Mid-market and growing teams hiring 10 to 100 international employees that prioritize per-employee pricing predictability, fast onboarding, and ESOP support alongside standard EOR coverage.

6. Globalization Partners

Globalization Partners, operating as G-P, runs Employer of Record services through 100% owned legal entities across 180+ countries, with 13+ years of compliance infrastructure behind the platform. It offers EOR, contractor management, and an AI-powered compliance assistant (G-P Gia) under the G-P Meridian Suite. 

•  100% owned-entity model: G-P operates its own legal entities in every supported market, with no third-party intermediaries, giving legal teams a single point of compliance accountability across every jurisdiction, including the Philippines.
• G-P Gia AI compliance assistant: Gia surfaces expert-vetted compliance guidance, contract clauses, and HR documents in real time across 180+ countries, drawing from a library of 100,000+ vetted articles to reduce reliance on external counsel.
• Global Compliance Engine: A proprietary engine validates employment tasks (contracts, payroll, onboarding, offboarding) against country-specific labor laws at every workflow step, catching issues before they reach a payroll run or compliance audit.
• Enterprise HRIS and ERP integrations: Native API integrations with Workday, SAP SuccessFactors, BambooHR, and ADP keep employee data synchronized across complex internal stacks, supporting enterprise clients with existing HCM and payroll investments.

Pricing: Custom Pricing

Best for: Large enterprises and multinationals hiring in the Philippines as part of a broader compliance-sensitive global footprint where owned-entity coverage and enterprise integration depth outweigh entry-level pricing transparency.

7. Velocity Global (now Pebl)

Velocity Global, now operating as Pebl following its 2024 rebrand, is a global Employer of Record platform supporting hiring, paying, and managing workers across 185+ countries. It offers EOR, global payroll, statutory benefits administration, talent sourcing, and immigration support, with an AI-powered compliance assistant called Alfie embedded inside the workflow. 

• 185+ country employment coverage: Spans 185+ countries, one of the broadest in the EOR category, useful for organizations expanding into less-served markets across Africa, Latin America, and Southeast Asia, including the Philippines.
• Alfie AI compliance assistant: Embeds Alfie, an AI assistant for compliance guidance, directly inside the platform, helping HR and legal teams query country-specific rules in real time rather than routing every question through external counsel.
•  Locally compliant contracts: Generates country-specific employment contracts aligned with local labor codes, statutory benefits, and notice-period rules, helping HR teams move from offer letter to first day on payroll without parallel external legal review.
•  HRIS and ATS integrations: Connects with Greenhouse, ADP, JazzHR, Oracle, and other HR-stack platforms through its integration directory, keeping employee data synchronized between recruiting, payroll, and downstream systems without manual reconciliation.

Pricing: Flat monthly rate of $399 per employee for EOR services. 

Best for: Enterprise teams expanding into less-served or compliance-sensitive markets that prioritize compliance specialization and named-account support over the lowest published per-employee pricing.

8. Atlas HXM

Atlas HXM is a direct Employer of Record provider that owns and operates its own legal entities in 160+ countries, handling compliance, payroll, and benefits without relying on third-party in-country partners. It brings together EOR, payroll processing, benefits administration, visa sponsorship, and Human Experience Management (HXM) features on a single dashboard, staffed by support teams operating in 50+ languages across local time zones.

• Direct EOR via owned entities: Operates its own legal entities in 160+ countries, including the Philippines, taking direct legal-employer responsibility rather than handing off to in-country partners, which reduces compliance handoff risk for legal teams.
• Multilingual white-glove support: Support is delivered by named-account teams operating in 50+ languages across local time zones, useful for enterprise clients with distributed teams spanning APAC, EMEA, and the Americas, where time-zone coverage matters.
• Expense and self-service portal: Built-in expense management and an employee self-service portal let employees manage records, submit expenses, and access pay information directly, reducing the HR-operations volume that comes from routing every employee request through internal HR.
• Mobile and learning modules: A mobile app extends platform access for distributed employees, and the Atlas HXM Learning module supports employee training and onboarding programs, useful for enterprise clients with frontline or field-based international hires.

Pricing: Atlas HXM starts at $599 per employee per month for EOR services covering 1 to 5 employees. 

Best for: Enterprise teams expanding into compliance-sensitive markets that prioritize direct-employer infrastructure, multilingual named-account support, and bundled HXM features over published pricing transparency.

9. Oyster

Oyster is a global employment platform supporting EOR hiring across 180+ countries, contractor management, global payroll, and US PEO services, built around a B Corp-certified model that emphasizes transparent pricing, employee experience, and hands-on compliance support. 

• B Corp certification: A B Corp-certified global EOR platform, independently verified for employment practices, compensation standards, and ethical operations, a procurement signal for mission-driven organizations and teams with ESG sourcing requirements.
• 180+ country EOR coverage: Covers 120+ countries through direct-scope EOR arrangements, reducing the partner-entity friction common in regions where other platforms rely heavily on subcontractor networks across APAC and SEA.
• Dedicated CSM and HR expertise: Each client is assigned a named customer success manager with in-house HR and legal experts available for complex situations like terminations, relocations, and benefits disputes, replacing the partner call-center routing common at scale.
• 48-hour onboarding: Automated onboarding flow moves new hires from offer to payroll-active in as little as 48 hours across most markets, with compliant contract generation, e-signatures, and benefits enrollment handled in one workflow.
• Integrated payroll and benefits: Oyster bundles employee benefits, global payroll, and HR support inside the EOR fee structure, with optional add-ons for contractor management and US PEO that scale with mixed-workforce hiring patterns.

Pricing: Oyster EOR starts at USD 699 per employee per month. 

Best for: Mid-market companies hiring 10 to 50 international employees that prioritize employee experience, B Corp procurement signals, and dedicated HR support over the lowest per-employee cost.

10. Papaya Global

Papaya Global is a global payroll and workforce management platform built around payment-licensed payroll infrastructure across 160+ countries. The platform supports global payroll, Employer of Record services, contractor management, and equity administration through a single operating model, with payment licenses that let Papaya hold and transfer payroll funds directly. 

• Payment-licensed payroll infrastructure: Licensed to hold and transfer payroll funds directly, replacing the third-party payment-rail dependency that most EOR platforms carry, which gives finance teams tighter control over cross-border payment timing and reconciliation.
• 160+ country payroll coverage: Papaya's Payroll OS handles employee onboarding to payment processing across 160+ countries, with capabilities for instant payments in many markets and guaranteed 72-hour delivery for cross-border payouts worldwide.
• Workforce analytics dashboard: Offers reporting and analytics features that surface workforce costs, payroll variance, and headcount data across countries, supporting finance and HR leaders in making decisions on cross-market hiring patterns and compensation planning.
• EOR and contractor management: Beyond payroll, Papaya supports Employer of Record hiring and contractor management on the same platform, useful for enterprises consolidating worker payments across employee types and country mixes.
• Equity administration: Supports equity grants and stock-option administration across supported markets, helping growing companies extend equity programs to international hires without spinning up parallel equity-administration vendors.

Pricing: Starts at $499/employee/month

Best for: Enterprises with payroll-heavy global operations that prioritize payment-licensed payroll infrastructure, workforce analytics, and consolidated equity administration over EOR-first platform positioning.

The 10 providers above all support the Philippines hiring, but they split on statutory coverage depth, contractor-versus-employee handling, pricing structure, and country breadth. The criteria below explain how they were compared, so you can match the right platform to your hiring scenario.

How we evaluated the top EOR Services in the Philippines

Here are the five criteria we used to compare these tools.

• Philippines statutory contribution coverage: Looked at how each platform handles SSS, PhilHealth, Pag-IBIG, and BIR documentation as part of payroll. For the Philippines hiring, statutory contribution depth separates platforms that ship working payroll from those that need extra in-country support.
• Owned-entity vs partner-network depth in the Philippines: Assessed whether each platform runs its own legal entity in the Philippines or relies on a partner network. Direct-entity coverage reduces compliance handoff risk that often surfaces during audits or termination disputes.
• Onboarding speed and time-to-payroll: Checked how quickly each platform moves a Philippines hire from offer to first payroll. For BPO hires in a tight talent market, onboarding speed often decides whether a candidate is accepted elsewhere.
• Contractor vs employee flexibility: Assessed whether each platform supports both EOR (full-time employees) and AOR/CMS (contractor management) for the Philippines. Many teams engage Filipino contractors first, then convert specific roles to full-time later.

The matrix below turns those criteria into a shortlist for your specific Philippines hiring scenario.

How to pick the best EOR services in the Philippines in 2026?

Every Philippines hiring scenario is different. A founder making the first Manila hire faces different priorities than a finance leader rolling out 30 hires across Cebu and Davao. The matrix below maps each common scenario to the tool that fits it.

The right EOR choice for your hiring scenario

Use the matrix above to narrow your shortlist to two or three providers. Then compare each one against the actual hire you plan to make, including where the role sits, whether it's contractor or full-time, statutory contributions across SSS, PhilHealth, Pag-IBIG, and BIR, and total monthly cost including 13th-month pay.

The right fit is usually the provider that can support your first Philippines hire today and still work as your team grows into other markets.

If the Philippines is your first APAC hire or one stop in a wider Southeast Asia plan, Skuad is a practical place to start. It brings together EOR support, contractor management, payroll in 70+ currencies, localized contracts, and workforce visibility across 160+ countries, helping HR and finance teams build one repeatable hiring process instead of managing a new vendor setup for every market.

Book a Skuad demo to plan your Philippines hire.

FAQs

1. What is an Employer of Record (EOR) in the Philippines?

An EOR is a third-party provider that legally employs workers on your behalf in the Philippines. The EOR manages payroll, contracts, and SSS, PhilHealth, Pag-IBIG, and BIR remittances while you direct the day-to-day work. 

2. How much does an EOR cost in the Philippines?

EOR services in the Philippines typically run between USD 400 and 800 per employee per month, depending on the provider and benefits coverage. Across the 10 best EOR services in the Philippines for 2026, entry pricing starts around $199 per employee and rises to $699+ for enterprise direct-employer options. 

3. How long does EOR onboarding take in the Philippines?

Most of the 10 best EOR services in the Philippines for 2026 onboard employees within 5 to 10 business days once documentation is complete. The window covers SSS, PhilHealth, Pag-IBIG registration, BIR TIN documentation, contract preparation, and platform setup. Foreign nationals requiring an Alien Employment Permit or 9G visa may take longer.

4. What statutory benefits does an EOR cover in the Philippines?

An EOR in the Philippines covers the four mandatory employer contributions: SSS for social security, PhilHealth for healthcare, Pag-IBIG for housing, and BIR-administered income tax withholding. Several of the 10 best EOR services in the Philippines for 2026 also support 13th-month pay under Presidential Decree 851, service incentive leave, and maternity and paternity leave.

5. What's the difference between an EOR and an AOR in the Philippines?

An EOR legally employs full-time workers on your behalf, while an Agent of Record (AOR) is the contracting party for independent contractors with misclassification protection layered in. Several of the EOR services in the Philippines offer both, letting teams engage Filipino talent as contractors first and convert specific roles to full-time employees later through the same vendor.

6. Can a company hire Filipino contractors via AOR instead of EOR?

For many companies, contractor engagement through AOR or a Contractor Management System is the right starting point in the Philippines, especially when the relationship genuinely fits contractor criteria under DOLE Department Order 174.