Expert Employer of Record (EOR) Solutions
We handle compliance, payroll, and HR so you can scale faster, reduce risk, and access top offshore talent.
Why Use an Employer of Record (EOR)?
- ZGlobal employment partner status
- ZTax withholding and payroll management
- ZLocal expertise across 15+ countries
- ZFully compliant contracts and HR documentation
- ZIP protection and legal risk reduction
Employer of Record (EOR) vs Setting Up an Entity
Feature Comparison
| Feature | EOR | Entity Setup |
|---|---|---|
| Speed to Hire | 1–2 weeks | 3–6 months |
| Cost | Low setup and admin fees | High legal/tax/admin fees |
| Legal Risk | Managed by SOS | Fully on your shoulders |
| HR/Payroll Compliance | Handled by EOR | In-house responsibility |
| IP Ownership | Protected in local contracts | Varies by jurisdiction |
Global Compliance, Payroll & HR Made Simple
What’s Included in Our EOR Services
- Compliant employment contracts
- Monthly payroll and tax filings
- Statutory benefits administration
- Employee onboarding and offboarding
- Localised HR and workforce compliance
- Employment law monitoring
- Immigration & Visa Support
- Security & Compliance Protocols
- Dedicated Account Manager for Support
What HMO coverage is included in your EOR service?
We provide a Gold Plan HMO package for employees, with a ₱150,000 annual limit. Coverage includes
- \Inpatient care – Private room, doctors’ fees, medicines, diagnostics, surgery, and hospital facilities during confinement.
- \Outpatient care – Consultations, laboratory tests, minor procedures, and treatment for minor injuries.
- \Emergency care – ER treatment in accredited hospitals, ambulance service, and reimbursements for care in non-accredited facilities or abroad (within limits).
- \Preventive care – Annual physical exam and selected vaccinations (e.g. animal bites, tetanus).
- \Special benefits – Life insurance with accidental death coverage, therapies (as specified), and optional dental benefits.
Immigration & Visa Support (Philippines)
What We Cover (AEP & 9(g))
We advise on AEP (Alien Employment Permit) and 9(g) Pre-arranged Employment Visa so foreign employees onboard legally and on time under a Philippines Employer of Record arrangement. We coordinate with DOLE and the Bureau of Immigration, and support renewals and eligible dependents.
Process: Eligibility → Filing → Updates
- \Eligibility check and role classification
- \Documents checklist and government forms
- \Filing & coordination with agencies
- \Status updates until decision
Typical Timeline (4–8 Weeks)
Most complete filings run ~4–8 weeks end-to-end, depending on document completeness and agency queues.
Micro-FAQ
Do I need an AEP before a 9(g)?
For most roles, yes—AEP is typically a prerequisite to 9(g).
Are contractors covered by 9(g)?
9(g) applies to employment; pure contracting usually does not require a work visa.
Can dependents be included?
Some visa categories allow dependents; we’ll outline options and requirements.
Security & Compliance
Our Security Approach (ISMS-Style Controls)
We protect HR/payroll data with an Information Security Management approach aligned to industry best practices: encryption in transit/at rest, least-privilege access, MFA, audit trails, vendor risk reviews, and incident response with defined SLAs.
Privacy & Regulatory Posture (GDPR, PH DPA)
We act as a data processor and support clients (data controllers) with obligations under GDPR and the Philippine Data Privacy Act (RA 10173). We sign Data Processing Addendums (DPAs), support Standard Contractual Clauses (SCCs) for cross-border transfers when needed, and maintain ROPA and DSR procedures.
Due-Diligence Pack
On request: policies index, subprocessor list, data retention schedule, access control standard, incident response summary, and a security questionnaire.
Micro-FAQ
Do you have ISO 27001?
Not yet, we operate ISO-aligned controls and can share our Security Pack.
Will you sign our DPA/SCCs?
Yes—standard practice for us as a processor
Can you complete security questionnaires?
Yes—typically within agreed procurement timelines.
Support & SLAs
Dedicated Account Manager (PH, 8×5)
You get a named Success Manager during Philippines business hours (8×5) as your single point of contact. They coordinate onboarding, payroll cut-offs, statutory filings, and any escalations—so every request stays in one thread and nothing gets lost.
Channels & Response Times
- \Primary channel: direct email to your Success Manager (PH 8×5) SLA: first response within 4 business hours
- \Scheduled callbacks: AEST/PST windows SLA: booked within 1 business day
- \Escalations: your manager engages payroll/compliance specialists internally and keeps you updated by email
Coordination & Updates
Status updates and next steps are sent by email. For multi-step items (e.g., onboarding a cohort), your manager can provide a weekly summary so stakeholders stay aligned without a separate portal.
Micro-FAQ
Do you offer live chat?
No. We prioritize a single point of contact to keep compliance-sensitive requests accurate and fast
How do I get support outside PH hours?
Email your Success Manager; they’ll triage first thing next business day. For time-zone needs, we schedule callbacks in AEST/PST within 1 business day.
Will one person own my account?
Yes—your Dedicated Success Manager coordinates all requests end-to-end
Where We Offer EOR Services
We help you hire legally in the following countries:
EOR Implementation Process
Step 1:
Discovery &
Onboarding
Assess your team requirements, country targets, and timelines.
Step 2:
Country-Specific
Setup
Legal, HR, payroll, and benefits compliance configuration.
Step 3:
Execute Contracts
& Payroll
We issue compliant local employment contracts and run payroll.
Step 4:
Ongoing
Support
Legal updates, HR documentation, offboarding, and dispute handling.
Client
Testimonials
Emma Bowkett
CEO and Founder of Convertr
CEO, Nikken Kousakushou
Head of Studio Operations, Virtual Labs PTE
Dentist, Professional Dentistry UK
Some of the Employer of Record (EOR) Tools in our Tech Stack
AIRWALLEX – Global payment platform for businesses to send, receive, and manage money.
WISE – Worldwide payment platform enabling fast, low-cost international money transfers
SPROUT – Philippines-based HRIS and payroll software streamlining HR, compliance, and pay
MANATAL – Applicant Tracking System (ATS) simplifying recruitment and talent acquisition
Use Cases by Industry
For SaaS & Tech Startups
- ERapidly onboard engineers, PMs, and developers
- ERetain IP control while scaling dev teams
For Fintech and Financial Services
- EEnsure compliance with local regulations
- EAdd data analysts and finance support legally
Cost & Calculator
- Starting from $190 base monthly fee per employee (PH rates)
- Additional costs based on salary, benefits, and add-ons
Find out which Outsourcing Setup is Right for you
– and How much you Could Save
Outsourcing Readiness Assessment
is right for you?
Outsourcing Savings Generator
with EOR and remote teams
Get Started with a Global EOR Partner You Can Trust
Frequently Asked Questions about EOR
What is an Employer of Record and how does it work?
An Employer of Record (EOR) is a third-party provider—like Smart Outsourcing Solution (SOS)—that legally hires staff on your behalf. You manage daily work; we handle employment contracts, taxes, payroll, and compliance.
- It’s ideal for fast, risk-free global hiring without opening a local entity.
Learn more about EORs from G-P
How can I hire staff in the Philippines without opening a local entity?
Use an Employer of Record (EOR) like SOS. We legally employ your hires, issue contracts, and manage payroll. You gain full operational control—without the cost, delay, or risk of setting up a local company.
Onboarding can start in 5–10 days with full compliance from day one.
Is hiring through an EOR legal and compliant in the Philippines?
What’s the difference between a PEO and an EOR?
A PEO co-employs your staff within your home country. An EOR—like SOS—legally employs workers abroad under its own local entity. This means you don’t need to register a company in the Philippines or worry about local tax exposure.
- EOR = no local entity needed.
- PEO = requires co-employment under your legal entity.
How much does an Employer of Record cost and what fees will I pay?
Our Philippine EOR model starts at $190/month per employee. Additional costs depend on salary, benefits, and any requested add-ons (like bonuses, equipment, or stipends).
Use our Cost Savings Calculator to estimate total spend and savings.
What risks or disadvantages come with the EOR model?
While EORs simplify global hiring, risks include vendor lock-in, limited control over local processes, or misalignment with country-specific benefits if not carefully managed.
Choose an EOR with legal and cultural expertise in your target market.
Will using an EOR trigger permanent-establishment (PE) risk?
No. EOR structures are specifically designed to avoid PE risk. SOS ensures your team is legally employed under our entity, without exposing your business to corporate tax liability in the Philippines.
PE risk remains low if you avoid direct revenue-generating activity locally.
How long does it take to hire through an EOR?
SOS can legally onboard your hires within 5–10 business days. We handle all documentation, background checks, payroll setup, and benefits enrolment.
Ideal for urgent hiring or project-based staffing.
What happens if I need to terminate an employee hired via EOR?
SOS handles the termination process in line with Philippine labour laws—including notice, final pay, and compliance documentation—so your company avoids liability or disputes.
- We also provide offboarding support and replacement options.
What mandatory benefits do employees receive in the Philippines?
Employees are legally entitled to SSS (social security), PhilHealth (health insurance), Pag-IBIG (housing fund), 13th-month pay, and statutory leave. SOS administers all these benefits on your behalf.
See DOLE’s guide to benefits