When should a company consider converting a contractor to an employee?

A company may review conversion when the relationship is ongoing, the worker operates as part of the company’s team, the company directs the daily work or the business wants a formal employment structure.

What factors should be reviewed before conversion?

Review the actual responsibilities, level of control, supervision, payment structure, duration of the engagement, work schedule and intended future relationship.

Can a contractor be converted through an EOR?

Yes. An EOR can employ the worker in the Philippines and manage employment administration while the customer continues to manage the employee’s daily work.

How much does EOR conversion cost?

The standard EOR management fee is US$190 per employee per month. Salary, employer statutory contributions, 13th-month pay, benefits, allowances, equipment and other employee-specific costs are separate where applicable.

How quickly can an existing contractor be onboarded?

Existing contractors can generally be onboarded in as little as five business days once the applicable agreement, employee information, required documentation and funding are complete.

What happens to the final contractor payment?

The company should confirm the final contractor invoice or payment, the contractor end date, any work handover and the employee start date before beginning the new arrangement.

Is recruitment included in the EOR management fee?

Recruitment is not assumed to be included in the standard EOR management fee. Recruitment support, where requested, should be confirmed separately.

Should a company obtain legal or tax advice?

Companies should obtain professional advice where the classification, conversion or tax treatment depends on the specific facts of the relationship.

Are developers in the Philippines suitable for international teams?

The right fit depends on the developer's experience, technology stack, communication skills, role requirements and ability to work within your development processes. Candidates should be assessed against the specific technical and product requirements of the role.

What is the average developer salary in the Philippines?

There is no single salary that applies to all developers. Compensation depends on seniority, technology stack, experience, role scope and working arrangement. Total employment cost should also account for statutory contributions, 13th-month pay, benefits, allowances, equipment and the EOR management fee.

Can I hire developers without a company in the Philippines?

Yes. An Employer of Record arrangement can allow your company to employ developers in the Philippines without immediately establishing its own Philippine entity.

Is an agency better than an EOR?

The appropriate model depends on how you want the work to be managed. An EOR may suit companies that want to manage developers directly, while an agency or outsourcing arrangement may use a different delivery and management structure.

How do I maintain quality in a distributed development team?

Use clear requirements, documented workflows, code-review procedures, testing standards, communication processes, reporting expectations and regular performance management. Your company manages technical quality and daily performance.

What is the biggest mistake companies make when hiring developers?

A common problem is hiring without clearly defining the technology stack, role scope, reporting line, development workflow, security requirements and expected deliverables. These requirements should be defined before recruitment or employment setup.

What is the SOS EOR fee?

SOS charges one EOR management fee of US$190 per employee per month. This is the only SOS EOR rate. It is not a starting price, estimate or price range.

Is recruitment included?

Yes. Recruitment and candidate selection are included in the SOS EOR service, with no separate recruitment fee.

How quickly can an existing developer be onboarded?

Existing developers can generally be onboarded in as little as five business days once the required agreement, employee information, documentation and funding are complete. Recruitment of a new candidate may require additional time.

Who manages the developer's daily work?

Your company manages the developer's daily technical work, including projects, priorities, workflows, tools, code reviews, training and performance. SOS manages employment administration, payroll, statutory processes, employee records and agreed HR support.

Are SDRs in the Philippines suitable for international teams?

The right fit depends on the SDR's communication skills, sales experience, target-market knowledge, role requirements and ability to follow the company's sales process. Candidates should be assessed against the specific market, buyer profile, outreach channel and qualification requirements.

What is the average SDR salary in the Philippines?

There is no single salary that applies to all SDRs. Compensation depends on experience, role scope, target market, working hours, seniority and any approved incentive or commission structure. Fully loaded cost also includes statutory costs, 13th-month pay, benefits, tools, commissions and provider fees.

Can SDRs handle cold calling?

Yes. Cold calling can be included where the role, employee skills, systems, training, working hours and approved sales process support that arrangement.

Do I need to set up a company to hire SDRs?

Not immediately for an EOR arrangement. SOS can employ the SDR in the Philippines as the legal employer while your company manages the employee's daily sales-development work.

How do I maintain SDR performance?

Define the target market, outreach process, qualification criteria, KPIs, CRM requirements, reporting process and coaching schedule. Your company manages the SDR's daily performance and sales activity.

What is the biggest mistake companies make when hiring SDRs?

A common problem is hiring without clearly defining the target market, buyer profile, sales process, outreach expectations, qualification rules, reporting line and performance measures. These requirements should be defined before recruitment or employment setup.

What is the SOS EOR fee?

SOS charges one EOR management fee of US$190 per employee per month. This is the only SOS EOR rate. It is not a starting price, estimate or price range.

Is recruitment included?

Yes. Recruitment and candidate selection are included in the SOS EOR service. There is no separate recruitment fee. Salary, statutory contributions, 13th-month pay, benefits, allowances, equipment, commissions and other employee-specific costs are separate where applicable.

Employer of Record Cost Calculator | Philippines | Smart Outsourcing Solution

Philippines EOR Cost Calculator

How much does it cost to hire an employee in the Philippines?

See a full employer of record cost breakdown in seconds. Enter a salary in your own currency and we'll convert it at today's rate, add every statutory contribution you pay as the employer (SSS, PhilHealth, Pag-IBIG and 13th month), then add our flat $190 per employee each month. You'll see exactly what your hire takes home.

Your hire

Your currency

Gross monthly salary

Loading today's rate… Adjust

≈ — gross, paid in pesos.

Number of employees

Benefits HMO / health coverage, ₱3,200 per month Not required by law, but strong candidates expect it. You cover it, so it doesn't lower their take-home. Accrue 13th month pay monthly It's mandatory here. Accruing it monthly spreads the cost across the year instead of one big hit in December.

Salary Statutory & benefits 13th month Our fee

Gross salary

—

SSS Employer share

—

PhilHealth Employer share · 2.5%

—

Pag-IBIG Employer share · 2%

—

13th month accrual 1/12 of basic pay

—

HMO

—

Employee cost

—

SOS fee Flat, per employee, per month

—

Estimated monthly cost

—

Per employee—

Per year—

Request a Formal Quote Book a Discovery Call

Ready to move? Get exact costing. Prefer to talk first? Book a call. Once you're set, onboarding takes 3 to 7 days.

These figures are estimates. Employer costs use the 2026 SSS, PhilHealth and Pag-IBIG schedules (RA 11199, PhilHealth Circular 2019-0009, HDMF Circular 460). Take-home applies the BIR graduated withholding table under the TRAIN Law (RA 10963), unchanged for 2026, and assumes no taxable allowances or de minimis benefits. It doesn't include leave encashment, night differential, overtime, equipment, bonuses or stipends. Currency conversions are indicative and updated daily (rates by ExchangeRate-API). Our team can prepare exact costing for your specific roles. SOS is registered with DOLE, PEZA and BIR.