─ Employer of Record Philippines
Philippines EOR Pricing: US$190 per Employee per Month
UPDATED: October 1, 2026
Quick Answer:
Smart Outsourcing Solution charges a flat US$190 Employer of Record management fee per employee per month.
This is the standard SOS EOR management-fee rate. It is not a starting price, estimate or price range.
Recruitment and candidate sourcing are included. Your business interviews and selects its preferred candidate.
The US$190 fee is separate from the employee’s salary, employer statutory contributions, 13th-month pay, benefits, allowances, equipment and other employee-specific costs.
The standard agreement also requires:
- Advance funding for payroll and employee costs
- A refundable employee-liability deposit invoiced at commencement and annually, each equal to one month of the employee’s base salary
- Deposit adjustments following salary increases
SOS does not charge a separate standard onboarding fee, provider termination fee, exit fee or foreign-exchange margin. Employee liabilities, approved third-party costs, applicable taxes and other agreed costs remain separate.
─ EOR PRICING
SOS EOR pricing at a glance
| Service or Cost | Standard Treatment |
|---|---|
| SOS EOR Management Fee | US$190 per employee per month |
| Recruitment and Candidate Sourcing | Included |
| Final Candidate Selection | Managed by the client |
| Employment Contract Administration | Included |
| Payroll and Payslip Administration | Included |
| Employee Records and HR Support | Included |
| Statutory Administration | Included |
| Employee Salary | Billed separately at cost |
| Employer Statutory Contributions | Billed separately at cost |
| 13th-Month Pay | Billed separately at cost |
| Benefits and Allowances | Billed separately where applicable |
| Equipment | Billed separately where applicable |
| Refundable Employee-Liability Deposit | One month of base salary at commencement and annually, with salary-related adjustments |
| Payroll Funding | Required in advance under the agreed payroll timetable |
| Standard SOS Onboarding Fee | None |
| Standard SOS Provider Termination or Exit Fee | None |
| SOS Foreign-Exchange Markup | None |
| Direct Employee-Transfer Fee After the Agreement Ends | None, subject to outstanding obligations and a compliant transition |
─ EOR COSTS
What does the US$190 EOR fee cover?
Smart Outsourcing Solution provides its EOR service through Global BPO Solution Philippines Inc., the Philippine legal employer.
Global BPO Solution Philippines Inc. manages the formal employment relationship. Your business manages the employee’s daily work, training, priorities, objectives and operational performance.
Formal warnings, disciplinary action, suspension, changes to employment terms and termination must be coordinated with SOS and handled through the Philippine legal employer.
The final service scope remains subject to the applicable agreement and employment arrangement.
The monthly management fee covers the standard SOS EOR service, including:
- Recruitment and candidate sourcing
- Employment contract administration
- Employee onboarding support
- Payroll and payslip administration
- Employee records
- Applicable tax-withholding administration
- SSS, PhilHealth and Pag-IBIG administration
- 13th-month pay administration
- HR guidance and employee support
- HMO or benefits-enrolment support where applicable
- Formal employment documentation
- Offboarding administration
- Human support throughout the employment lifecycle
SOS can support:
- Role and candidate-profile development
- Candidate sourcing
- Initial screening
- Interview coordination
- Hiring-process administration
─ EOR explained
Is recruitment included?
Yes. Recruitment and candidate sourcing are included in the standard US$190 monthly management fee.
Your business interviews the candidates and makes the final selection.
There is no separate standard SOS recruitment fee. An existing contractor or previously selected candidate may not require sourcing because the individual has already been identified.
Recruitment timing depends on the role, candidate availability, interviews, checks, approvals and employment requirements. Recruitment support does not guarantee a particular hiring timeline.
─ EOR COSTS
What costs are separate from the US$190 fee?
Costs relating directly to the employee or employment arrangement are billed separately.
SOS prepares a role-specific cost model using the proposed salary, work location, schedule, benefits and employment requirements.
For more detail, read the Philippines EOR pricing breakdown.
These may include:
- Employee salary
- Employer statutory contributions
- 13th-month pay
- HMO or private healthcare
- Additional benefits
- Allowances
- Overtime
- Holiday pay
- Night differential
- Incentives or variable compensation
- Equipment and software licences
- Approved employee-specific expenses
- Approved third-party charges
- Applicable taxes and bank charges
- Final pay and employment-separation liabilities
The deposit is:
- Equal to one month of the employee’s base salary
- Invoiced before employment begins
- Invoiced annually during the employment arrangement
- Adjusted when the employee’s base salary increases
- Separate from the US$190 management fee
- Held against potential termination, redundancy and outstanding employment liabilities
─ EOR explained
What is the refundable employee-liability deposit?
The standard EOR agreement requires a refundable employee-liability deposit, described as the Customer Security Deposit in the agreement.
Where no applicable liability arises, the remaining deposit balance is refundable after the relevant employment and contractual obligations have been finalised and settled.
The deposit must be included in the initial cost estimate because it affects the amount required before onboarding.
─ EOR COSTS
How is the monthly EOR cost calculated?
The general monthly cost formula is:
Employee salary +
employer statutory contributions +
13th-month pay allocation +
benefits or allowances +
equipment or other employee-specific costs
=
US$190
EOR management fee
Eligible rank-and-file employees are generally entitled to statutory 13th-month pay. The general calculation is one-twelfth of the employee’s basic salary earned during the calendar year under Presidential Decree No. 851.
Use the contractor versus EOR cost calculator when comparing employment with an existing contractor arrangement.
The general monthly cost formula is:
- Base salary
- Work location
- Working hours and schedule
- Overtime or night work
- Statutory contribution requirements
- Benefits
- Allowances
- Equipment
- Approved employee-specific expenses
─ EOR EXPLAINED
How much must be funded before employment begins?
Initial funding is different from the recurring monthly cost.
Before employment begins, the customer should budget for:
- Applicable payroll and employee costs
- The US$190 monthly management fee
- The initial employee-liability deposit
- Benefits, equipment or approved setup costs
- Applicable taxes, bank charges or third-party costs
Payroll must be funded in advance. SOS issues payroll-funding invoices according to the agreed timetable, and the customer must ensure that cleared funds are received before the relevant salary-payment date.
The agreement and cost model should confirm the invoice cut-off, funding date and payroll treatment. SOS is not required to advance payroll where cleared customer funds have not been received.
─ EOR EXPLAINED
Does SOS add a foreign-exchange markup?
SOS does not add a foreign-exchange margin under its standard pricing.
Where currency conversion is required, the applicable exchange-rate basis and invoicing process should be confirmed in the agreement or cost model.
Bank fees, intermediary charges, taxes and other external transaction costs are not SOS foreign-exchange markups and may remain payable where applicable.
─ EOR EXPLAINED
Are there onboarding or exit fees?
- Account setup
- Employee onboarding
- Provider termination
- EOR exit or offboarding
The absence of an SOS provider termination fee does not mean that ending employment has no cost.
- Final salary
- Unused leave
- Statutory separation pay
- Notice obligations
- Benefits and mandatory contributions
- 13th-month pay
- Approved third-party charges
- Wind-down costs arising under the agreement
- Other employee-related liabilities
─ EOR EXPLAINED
Can the client employ the employee directly later?
After the EOR agreement ends or expires, the client may directly employ or engage an assigned employee without paying an SOS employee-transfer fee, provided that:
- Outstanding invoices, costs and obligations have been paid
- The transition is conducted through an orderly and compliant process
- Any required resignation, termination or rehiring steps are documented
- Applicable Philippine employment obligations are addressed
─ EOR EXPLAINED
How quickly can an employee be onboarded?
An existing contractor or previously selected candidate may be onboarded in as little as five business days once the following are complete:
- EOR services agreement
- Employee information
- Role and compensation details
- Required documentation
- Advance payroll funding
- Employee-liability deposit
Recruitment can extend the timeline for a new hire because sourcing, interviews, checks, approvals and candidate availability must be considered.
If you already have a selected contractor, see how to convert contractors to employees in the Philippines.
─ why sos
Why companies use SOS
Recruitment can extend the timeline for a new hire because sourcing, interviews, checks, approvals and candidate availability must be considered.
If you already have a selected contractor, see how to convert contractors to employees in the Philippines.
- A flat standard US$190 monthly management fee
- Recruitment and candidate sourcing
- A dedicated account team
- Ongoing HR and payroll support
- Philippines-focused employment expertise
- No separate standard SOS onboarding or provider exit fee
- No SOS foreign-exchange markup
- No employee-transfer fee after the agreement ends, subject to the required conditions
- Human support throughout onboarding and ongoing employment administration
─ Questions
Frequently Asked Questions
The standard SOS EOR management fee is US$190 per employee per month. It is not a starting price or estimate.
No. Salary, employer statutory contributions, 13th-month pay, benefits, allowances, equipment and approved employee-specific costs are separate.
Recruitment and candidate sourcing are included. Your business interviews and selects its preferred candidate.
Yes. The standard agreement requires an employee-liability deposit equal to one month of base salary at commencement and annually. Adjustments apply following salary increases. The remaining balance is refundable after applicable obligations are settled.
No SOS foreign-exchange margin applies under standard pricing. Confirm the exchange-rate basis, external bank charges and invoicing process in the cost model.
There is no separate standard SOS onboarding, provider termination or exit fee. Employee final pay, unused leave, applicable separation pay, notice obligations, approved third-party charges and other employment liabilities remain separate.
Global BPO Solution Philippines Inc. is the Philippine legal employer under the SOS EOR service. Your business manages daily work, while formal employment actions are coordinated with SOS and handled through the legal employer.
No. An EOR allows your business to employ people in the Philippines without establishing its own local entity. Your business must still enter into the EOR agreement and meet its funding, operational, data-protection and contractual responsibilities.
─ Start a Conversation
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