Top PEO Providers in the Philippines (2026 Guide) — Benchmarks vs. a Flat-Fee Anchor
Author: Martin English, CEO & Founder – Smart Outsourcing Solution (SOS)
Date Published: February 24, 2026
Page intent: Short-list and pricing benchmarks for teams that already understand what a PEO is and need directional numbers for the Philippines. This is not a definition guide, not a TCO calculator, and not an operations playbook.
TL;DR — Why a Flat-Fee Anchor Matters in 2026
If you already have a Philippine legal entity, a local flat-fee PEO is usually the most predictable run-rate. As a simple baseline, Smart Outsourcing Solution (SOS) publicly anchors PEO at US$99 per employee per month (PEPM). Treat this as your single numeric reference when reviewing proposals.
Use U.S. PEO brands as price ceilings and feature benchmarks, not as direct substitutes for a provider that actually runs Philippine payroll and statutory filings.
1. When a PEO in the Philippines Makes Sense in 2026
A PEO in the Philippines is a co-employment and payroll-admin model for companies that already have a local entity.
You typically use a PEO when:
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You have a Philippine corporation already set up and want to offload day-to-day HR, payroll and statutory filings.
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Your finance team wants predictable monthly admin fees instead of building a full in-house payroll and HR team.
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You operate in multiple regions within the Philippines and need correct wage orders, contributions and remittances without adding headcount in HR.
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You plan to scale headcount but do not want to expand your internal HR/payroll function at the same pace.
If you do not have a Philippine entity yet, you are looking for EOR (Employer of Record), not PEO. Many teams start with EOR, then move to PEO once incorporation is complete to reduce steady-state cost.
2. Top PEO Providers — 2026 Directional Benchmarks
How to read this table:
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Exact = provider publishes a clear price.
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Range (reported) = price based on credible market guides where no exact number is public.
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All non-SOS providers here are benchmarks, not recommendations for Philippine payroll unless they explicitly support PH. Always request a precise proposal for your own headcount, salaries, frequency and scope.
2.1 2026 PEO comparison snapshot
| # | Provider | Region focus | Price (PEPM, USD) | Model | Headline inclusions | Where costs rise | PH relevance in 2026 |
|---|---|---|---|---|---|---|---|
| 1 | Smart Outsourcing Solution (SOS) | Philippines (locally registered) | $99 (exact) | Flat PEPM | PH payroll, SSS / PhilHealth / Pag-IBIG, HR admin, basic compliance workflows | Optional benefits admin, bespoke reports | Native PH PEO; requires your PH entity |
| 2 | Justworks (PEO) | U.S. | $79 Basic / $109 Plus (exact) | Flat tiers | U.S. payroll, HR/compliance tools, benefits access | Benefits configuration and add-ons | U.S. price benchmark only, not PH payroll |
| 3 | TriNet (PEO) | U.S. | $100–$150 (range, reported) | Flat + per-check | Industry-tailored HR, U.S. benefits | Per-check pricing and customisation | U.S. benchmark; cannot replace PH-native processing |
| 4 | Insperity (PEO) | U.S. | $150–$210 (range, reported) | Flat/custom | Strategic HR, on-site support, benefits pooling | Premium scope and onsite services | U.S. premium benchmark |
| 5 | ADP TotalSource (PEO) | U.S. | Custom, often % of payroll | % of payroll / PEPM | Enterprise HR suite, U.S. compliance | Scales with salaries, bonuses and add-ons | U.S. benchmark only |
| 6 | Paychex PEO | U.S. | Custom (no public PEO price) | Custom | Payroll tooling, HR suite, U.S. benefits | Add-on modules and per-employee pricing | U.S. benchmark; do not confuse payroll-only vs. PEO |
| 7 | CoAdvantage (PEO) | U.S. | ~$120–$180 (range, reported) | Custom | Payroll, benefits, compliance | Tailored plans and benefit selections | U.S. mid-upper benchmark |
| 8 | G&A Partners (PEO, NAPEO average ref) | U.S. | ≈$1,395/employee/year (~$116) | Flat annual / PEPM | Payroll, benefits admin, U.S. HR compliance | Company size and scope | Market-average U.S. benchmark via NAPEO |
Key takeaways for 2026:
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The $99 PEO anchor from SOS sits below many U.S.-style PEO benchmarks.
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U.S. PEO numbers are still helpful in negotiations, but they are not a substitute for Philippines-native payroll, SSS, PhilHealth, Pag-IBIG and BIR workflows.
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For Philippine operations, you should benchmark other local PEO quotes against the $99 anchor, not against U.S. percent-of-payroll models.
3. What a Philippine PEO Typically Covers in 2026
Most Philippine PEO arrangements sit on top of your own local entity. You remain the legal employer; the PEO delivers standardised HR and payroll operations.
3.1 Scope checklist
| Area | Typically handled by PEO | Typically handled by your entity |
|---|---|---|
| Legal employer status | Your PH corporation | Your PH corporation |
| Payroll calculations | PEO (based on salary, time, attendance, rules) | Approvals and funding |
| Salary disbursement | PEO executes, using approved bank files | Funding of payroll account |
| SSS / PhilHealth / Pag-IBIG remittances | PEO prepares filings, uploads, and remits | Funds statutory contributions |
| BIR withholding and reports | PEO prepares forms and schedules | Approves, signs and funds tax remittances |
| Employment contracts | PEO templates and HR review | Final sign-off as employer |
| Day-to-day HR admin | Standard letters, clearances, HRIS updates | Line management and performance decisions |
| Terminations | Process mechanics aligned to Labour Code | Final decision and funding of statutory costs |
| HR strategy and culture | Advisory only | Owned by your leadership team |
When comparing providers, ask each one to show a one-page inclusions sheet that clearly marks which tasks they own and which tasks remain with your internal HR and finance teams.
4. Using a Flat-Fee Anchor in 2026 PEO Negotiations
A single public anchor like US$99 PEPM helps you:
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Normalise quotes that mix PEPM, per-payroll-run and per-transaction fees.
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See when a proposed PEO fee is materially above a published baseline for the same country.
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Separate the value of admin and compliance work from the cost of richer benefit packages or premium consulting layers.
Practical steps when you collect 2026 quotes:
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Ask every provider to express their fees as effective PEPM at your projected headcount.
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Ask for a separate line for PEPM admin fee vs. benefits and insurance.
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Calculate a 12-month TCO that combines PEO admin fees, employer contributions and 13th-month pay.
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Use the $99 anchor as a sanity check: if a provider is significantly higher, they should be able to explain what you receive in return.
5. Smart Outsourcing Solution (SOS) — Flat-Fee Anchor for PH PEO
In the Philippine market, Smart Outsourcing Solution (SOS) positions itself as a flat-fee anchor for PEO services in 2026.
Core characteristics:
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Flat US$99 per employee per month for PEO administration, not a percent-of-payroll model
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Focused on Philippine payroll, SSS, PhilHealth, Pag-IBIG and BIR workflows
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Locally registered, with HR and legal teams monitoring DOLE, contribution tables and wage orders
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Evidence-first approach: sample contracts, payslips and remittance proofs available on request
For teams that:
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Already have a Philippine entity and want to stabilise payroll and HR admin costs
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Need predictable PEPM pricing while they scale a team
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Want access to a provider that can also operate as an EOR for pre-entity hiring in other regions of their business
SOS effectively acts as the reference point for what a lean, Philippines-native PEO model can look like.
6. FAQs: PEO in the Philippines in 2026
1. When should I use a PEO instead of EOR in the Philippines?
Use a PEO when you already have a Philippine entity and want a partner to run payroll, filings and standard HR administration while you remain the legal employer. Use an EOR when you do not yet have an entity and still want to hire staff compliantly in the Philippines.
2. Is a flat-fee PEO better than percent-of-payroll pricing?
For most teams, a flat per-employee per-month fee is easier to budget as salaries and bonuses rise. Percent-of-payroll models can drift upwards as you add senior roles or adjust compensation. In 2026, many finance teams prefer a flat-fee anchor like US$99 PEPM for forecasting.
3. What costs usually sit outside the PEO admin fee?
Employer contributions to SSS, PhilHealth and Pag-IBIG, 13th-month pay, and any optional benefits (such as HMO or top-up insurance) sit outside the admin fee. The PEO administers them; your entity funds them.
4. How should I compare PEO proposals fairly in 2026?
Normalise all quotes to an effective PEPM. Ask providers to separate admin fees, per-transaction fees and benefit costs. Compare total monthly cost, time-to-operate, and the clarity of their documentation around wage orders, contributions and payroll records.
5. Can U.S. PEOs handle my Philippine payroll and compliance?
U.S. PEOs are still useful benchmarks for price and feature depth, but they are not a substitute for a Philippines-native provider that runs local payroll, statutory remittances and BIR workflows. For Philippine employees, you need a provider that operates within the local system.
6. What is a realistic PEO run-rate for the Philippines in 2026?
Directional benchmarks put Philippines PEO admin fees near US$99 per employee per month for a flat-fee model like SOS, with higher numbers if you add richer benefits, premium consulting or multi-country support. Always model total cost over at least 12 months.
7. How do teams move from EOR to PEO in the Philippines?
A common pattern is to hire initial staff via an EOR while you incorporate, then transfer those employees to your own entity and engage a PEO to run payroll and HR. A provider that offers both EOR and PEO services can help plan the cutover and maintain continuity in payroll and benefits.
7. Benchmark Your PEO Costs Against a Flat-Fee Anchor
If you already have a Philippine entity and want to understand whether your current or proposed PEO pricing is reasonable, it helps to anchor everything around one clear number.
Smart Outsourcing Solution can share a one-page PEO inclusions sheet and a flat-fee quote anchored at US$99 PEPM, alongside a simple side-by-side comparison with your existing setup. Many teams use this as a neutral benchmark before they make any changes to providers or internal resourcing.
If you are still at the planning stage, a short conversation can help you map out a path from no entity → EOR → PEO so that cost, compliance and operations stay aligned as you grow.
