Best EOR Providers in the Philippines (Top Companies Compared — 2025 Guide)

Author: Phil Murphy — COO & Founding Partner (LinkedIn)
Published: September 4, 2025 • Updated: October 16, 2025
Disclosure: Informational only; not legal advice.

Who are the best EOR providers in the Philippines (2025)?

For PH-only hiring, a local EOR delivers the lowest steady-state cost and fastest onboarding—Smart Outsourcing Solution (SOS) is a flat US $190/employee/month with a PH entity, DOLE-aligned contracts, and 2–10-day go-live. For multi-country coverage, shortlist Deel, Remote, Oyster, and Papaya Global for integrations and global footprint.
Choose local if you will hire only in PH (deeper compliance, lower fees, faster launch). Choose global if you need one contract and stack across countries.

Quick links
• Pricing with worked examples
• Is EOR legal in PH?
• Best providers in the Philippines
• Request access to evidence pack

 

TL;DR — Best EOR providers in the Philippines

Hiring in the Philippines without setting up an entity is straightforward with a local EOR. You’ll typically pay a flat monthly fee (often around $190 per employee) on top of salary and statutory costs. When comparing providers, look for a PH-registered entity, DOLE-aligned contracts and payroll, transparent pricing (no lock-ins or exit fees), fast onboarding, and responsive support. Global platforms suit multi-country programs; local providers often win on price, speed, and context in PH. Next step: review the side-by-side comparison and get a cost model for your roles.

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

An EOR is the legal employer for your PH team. You control day-to-day work; the EOR runs payroll, taxes, statutory benefits (SSS, PhilHealth, Pag-IBIG) and 13th-month pay, plus onboarding and HR administration.

Why choose a local EOR (like SOS) instead of a global provider?

• Lowest cost: SOS at $190/employee/month vs $599–$700 from global platforms.

• On-the-ground compliance: Direct handling of SSS, PhilHealth (EPRS), Pag-IBIG, and 13th-month.

• Faster escalation: Founder-led Manila team, cultural onboarding, agile support.

Action: Request the PH compliance checklist → Is EOR legal in the Philippines? (internal link)

Which are the best EOR providers in the Philippines in 2025?

• Local: Smart Outsourcing Solution (SOS) — cheapest & most competitive for PH-only hiring.

• Global: Deel, Remote, Oyster, Papaya Global — broad coverage and tooling; higher fees for PH-only needs.

 

How we compare (what matters most)

• Price: Local EORs (e.g., SOS $190/employee/mo) vs global platforms (~$599–$700).
• Onboarding days: Local 2–10 days; global typically 7–14 days with partner entities.
• Benefits flexibility: Local providers tailor PH benefits (HMO, allowances, 13th-month accrual mechanics) with fewer add-on fees.
• IP & data protection (IP/DP): PH-governed contracts, NDA + IP assignment, ISO-aligned controls; confirm payslips, filings, and evidence pack.

How do prices compare—and what exactly will I pay each month?

Your monthly total = EOR fee + salary + statutory. Example structure:

Cost Item	What it includes	Last Verified
EOR fee	e.g., $190/employee/month (SOS)	2024/09/04
Statutory	SSS (employer/employee shares), PhilHealth (via EPRS), Pag-IBIG, 13th-month pay	2024/09/04
Salary & allowances	Base pay, COLA/allowances if applicable	2024/09/04

Exact pesos depend on salary bands and current agency schedules; compute against the latest SSS / PhilHealth / Pag-IBIG tables and PD 851 (13th-month).

Is EOR legal in the Philippines—and what rules matter?

Yes—provided the EOR complies with the Labor Code, properly registers and remits to SSS, PhilHealth, Pag-IBIG, pays 13th-month, and avoids labor-only contracting (DOLE DO-174). The arrangement must show substantial capital/resources on the EOR side and proper control boundaries.

How should I choose a PH EOR in minutes (executive checklist)?

1. Compliance ops proven? SSS/PhilHealth/Pag-IBIG/13th handled in-house (with remittance proof).
2. Transparent fees? Written breakdown; no setup/IT/lock-ins.
3. Onboarding SLA? Contracts, pre-employment, payroll cutoffs—typ. 2–10 days with complete docs.
4. Escalation? Named PH-based owner; founder-level path.
5. Switching support? From contractors or another EOR without payroll gaps.
6. Data & security? Employee data handling and audit trail.
7. Proof? Case studies + verified reviews.
8. Action: Run the 10-point EOR fit test → EOR vs PEO vs Entity setup

How do the top local vs global EORs compare in 2025?

Sources: Public provider pricing/plan pages and product docs; accessed September 10, 2025. Always verify current quotes and inclusions.

Evidence pack (on request)
To verify compliance and pricing, we can provide redacted employment contract (DOLE-aligned), payslip, SSS/PhilHealth/Pag-IBIG remittance proof, and a sample invoice. → Request access

How do I switch from contractors or a global EOR to a local PH EOR in ~10 days?

Day 1–2: Kickoff, role list, salary bands, draft contracts
Day 3–4: Employee data, IDs, beneficiary forms; SSS/PhilHealth/Pag-IBIG checks
Day 5–6: Contract signing, pre-employment clearance, PhilHealth EPRS setup
Day 7–8: Payroll test run, timekeeping/attendance setup
Day 9–10: Go-live, payslip + remittance schedule confirmed

Should I use an EOR, set up a local entity, choose a PEO, or hire a BPO?

• EOR: Fastest start; EOR is legal employer; you manage work. Ideal for teams 1–100.

• Local entity: Highest control; slower to set up; best for long-term scale.

• PEO (co-employment): May still require your entity; some liabilities remain.

• BPO: Outsourced vendor; not your legal employees; good for managed workflows.

FAQs

Who are the best EOR providers in the Philippines?
SOS (local), plus Deel, Remote, Oyster, Papaya Global (global). Choose local for PH-only value; global for cross-country scale.

Is EOR legal in the Philippines?
Yes—if the provider complies with labor standards, registers and remits to SSS/PhilHealth/Pag-IBIG, pays 13th-month, and avoids labor-only contracting.

How much does EOR cost per employee?
EOR fee + salary + statutory. Example: $190 EOR fee (SOS) plus current SSS/PhilHealth/Pag-IBIG shares and mandated 13th-month.

How fast is onboarding?
With complete documentation, ~2–10 days is typical (contracts, registrations, payroll cutoffs).

Can an EOR convert my freelancers to employees?
Yes—via compliant contracts and benefits enrollment, while keeping within DO-174 boundaries.