Employer of Record (EOR) Pricing in the Philippines – 2026 Decision Guide
Author: Martin English, CEO & Founding Partner
Reviewed by: Philip Murphy, COO & Founding Partner
Updated: May 27, 2026
Disclosure: This guide is for informational purposes only and does not constitute legal, tax, payroll, or HR advice. EOR pricing, statutory costs, salary benchmarks, and FX rates change over time. Always confirm live figures before hiring.
Employer of Record pricing in the Philippines is usually much lower than global EOR pricing, especially when you use a local Philippines-focused provider instead of a multi-country platform.
But the monthly EOR fee is only one part of the cost.
A proper EOR cost model should include salary, employer statutory costs, 13th month pay, benefits or HMO, allowances, FX handling, payroll administration, and the provider’s EOR fee.
This guide explains how EOR pricing works in the Philippines, what typical fees include, how local and global EOR providers compare, and why Smart Outsourcing Solution’s flat US$190 per employee/month fee is designed for companies hiring mainly in the Philippines.
TL;DR: EOR pricing in the Philippines
Employer of Record pricing in the Philippines usually has three layers:
- Employee salary
- Employer costs such as statutory contributions, 13th month, benefits, and allowances
- EOR admin fee charged by the provider
A practical cost formula is:
Total monthly EOR cost =
salary
+ employer costs
+ benefits / allowances
+ EOR admin fee
For planning, many employers estimate:
Total monthly EOR cost ≈ (salary × 1.10–1.20) + EOR fee
Current SOS pricing states that local Philippines EOR fees are typically US$190–US$300 per employee/month, while global EOR platforms commonly cost US$500–US$800+ per employee/month. It also lists SOS’s EOR fee at around US$190 per employee/month.
Use this rule:
| Hiring situation | Best pricing model |
| Hiring only in the Philippines | Local flat-fee EOR |
| Hiring across many countries | Global EOR platform |
| Want predictable budgeting | Flat monthly EOR fee |
| Hiring mid-level or senior Filipino staff | Flat fee usually beats percentage-of-salary |
| Hiring very low-salary roles | Compare flat fee vs percentage model carefully |
| Converting contractors to employees | Local EOR with payroll cutover support |
Who this guide is for
This guide is for:
- founders hiring in the Philippines
- CFOs modelling offshore team cost
- HR and People teams comparing EOR providers
- COOs building Filipino remote teams
- companies converting Filipino contractors into employees
- businesses comparing local vs global EOR pricing
- teams asking what is included in Philippines EOR pricing
It answers:
- How much does an EOR cost in the Philippines?
- What are typical EOR fees in the Philippines?
- What is included in Philippines EOR pricing?
- Is a local EOR cheaper than a global EOR?
- What hidden EOR fees should buyers check?
- How does SOS price its Philippines EOR service?
Quick answer: how much does an EOR cost in the Philippines?
A Philippines EOR usually costs:
| Cost component | Typical range |
| Local EOR admin fee | US$190–US$300/month per employee |
| Global EOR admin fee | US$500–US$800+/month per employee |
| Employer costs | Often around 10–20% of salary |
| 13th month accrual | Monthly salary ÷ 12 |
| Total monthly cost | Salary + employer costs + benefits + EOR fee |
SOS estimates US$190–US$300 for local EORs and US$500–US$800+ for global EOR platforms. Employer costs typically sit around 10–20% of salary.
What is included in Philippines EOR pricing?
A proper Philippines EOR fee should usually include:
- legal employer setup
- employment contract support
- onboarding
- monthly payroll processing
- payslip generation
- statutory contribution administration
- SSS support
- PhilHealth support
- Pag-IBIG support
- 13th month treatment
- HR records
- employee support
- offboarding administration
- monthly invoice breakdown
- local compliance support
Some items may be included or priced separately depending on the provider:
- recruitment
- HMO or health benefits
- equipment
- bonuses
- extra payroll runs
- shift allowances
- contractor-to-employee conversion support
- contract changes
- legal review
- custom HR policies
Always ask for a sample invoice before signing.
EOR cost formula in the Philippines
Use this formula when modelling Philippines EOR cost:
Total monthly EOR cost =
gross salary
+ employer statutory costs
+ 13th month accrual
+ benefits / HMO
+ allowances
+ EOR admin fee
A simplified planning formula is:
Total monthly EOR cost ≈ (salary × 1.10–1.20) + EOR fee
We already use this simplified formula and recommend calculating in PHP first, then converting to USD using a bank spot rate to avoid hidden FX markups.
Example EOR cost breakdowns
Use these as planning examples only. Actual statutory costs, benefits, FX rates, and payroll figures must be confirmed before issuing an offer.
Example 1: Entry-level role
| Cost item | Example |
| Monthly salary | PHP 35,000 |
| Employer costs estimate | PHP 5,250 |
| 13th month accrual | PHP 2,917 |
| SOS EOR admin fee | US$190 |
| Approximate total | Around US$900/month, depending on FX and benefits |
SOS uses a similar entry-level example with PHP 35,000 salary, PHP 5,250 employer costs, US$190 EOR fee, and an estimated total around US$900/month.
Example 2: Mid-level role
| Cost item | Example |
| Monthly salary | PHP 60,000 |
| Employer costs estimate | PHP 9,000 |
| 13th month accrual | PHP 5,000 |
| SOS EOR admin fee | US$190 |
| Approximate total | Around US$1,400/month, depending on FX and benefits |
SOS uses a similar mid-level example with PHP 60,000 salary, PHP 9,000 employer costs, US$190 EOR fee, and an estimated total around US$1,400/month.
Salary and total-cost planning table
Use this as a quick CFO planning table.
| Role type | Salary range/month | Estimated fully loaded EOR cost |
| Virtual assistant | US$700–US$1,400 | US$900–US$1,700 |
| Customer support agent | US$800–US$1,500 | US$1,000–US$1,900 |
| Executive assistant | US$1,200–US$2,200 | US$1,500–US$2,600 |
| Bookkeeper | US$1,000–US$2,000 | US$1,300–US$2,400 |
| SDR / sales support | US$1,200–US$2,500 | US$1,600–US$3,000 |
| Data analyst | US$1,500–US$4,500 | US$1,900–US$5,200 |
| Developer / technical role | US$1,800–US$5,500+ | US$2,300–US$6,500+ |
These ranges should be refined by role, seniority, shift pattern, benefits, and market conditions before hiring.
Local vs global EOR pricing in the Philippines
The biggest EOR pricing decision is usually local vs global.
| Factor | Local Philippines EOR | Global EOR platform |
| Typical fee | US$190–US$300/month | |
| Typical global fee | US$500–US$800+/month | |
| Best for | Philippines-only or PH-heavy teams | |
| Global platform best for | Multi-country hiring | |
| Support style | Local, hands-on | |
| Global support style | Centralised, platform-led | |
| Payroll explanation | Philippines-specific | |
| Global payroll explanation | Standardised across countries | |
| Benefits/HMO | More locally tailored | |
| HRIS integrations | Usually lighter | |
| Global HRIS integrations | Usually stronger |
For Philippines-only hiring, local EOR pricing is often more cost-effective because you are not paying for global platform breadth. For multi-country hiring, a global EOR may justify the higher fee because it consolidates employment across markets.
SOS fee positioning
Smart Outsourcing Solution positions its Philippines EOR service at US$190 per employee/month.
That makes SOS:
- lower than many global EOR platform fees
- predictable for CFO modelling
- suitable for Philippines-only or Philippines-heavy hiring
- cost-efficient for mid-level and senior roles
- easier to forecast than percentage-of-payroll pricing
- practical for companies converting contractors into employees
A strong positioning line for the page:
Smart Outsourcing Solution is built for companies that want Philippines EOR depth, local HR support, and predictable pricing, rather than a global platform designed for dozens of countries.
Competitor pricing comparison
Use this as a pricing logic table, not a final quote.
| Provider type | Typical pricing style | Best fit | Watch-out |
| SOS / local Philippines EOR | Flat monthly fee around US$190/month | Philippines-only or PH-heavy teams | Not a global multi-country platform |
| Other local EOR providers | Flat or service-based fee | Local hiring and payroll support | Check inclusions and hidden fees |
| Budget global EOR | From around US$199/month+ | Cost-sensitive global hiring | Confirm local support and inclusions |
| Mid-market global EOR | US$300–US$500/month+ | Multi-country hiring | May cost more for PH-only teams |
| Premium global EOR | US$599–US$800+/month | HRIS, integrations, enterprise workflows | May be overbuilt for local hiring |
| Percentage-of-payroll model | Often 8%–20% of salary | Low-salary roles | Gets expensive as salary rises |
The main comparison is not just the admin fee. It is the fully loaded cost after salary, employer costs, benefits, FX, setup fees, offboarding fees, and support are included.
Flat fee vs percentage-of-salary pricing
EOR providers usually use one of three pricing models.
1. Flat monthly fee
Example:
EOR admin fee = US$190 per employee/month
Best for:
- predictable budgeting
- mid-level and senior roles
- mixed teams
- CFO forecasting
- avoiding fee increases as salaries rise
2. Percentage of salary
Example:
EOR admin fee = 10–15% of gross salary
Best for:
- lower-salary roles where the percentage fee stays low
- short-term testing
- small teams with simple roles
Watch-out:
- the fee rises as salary rises
- senior roles become expensive
- forecasting becomes less stable
3. Tiered platform plans
Example:
Basic plan, premium plan, enterprise plan
Best for:
- companies needing global HRIS features
- multi-country teams
- enterprise procurement
Watch-out:
- may include features you do not need for Philippines-only hiring
Example: flat fee vs percentage model
| Gross salary/month | 12% EOR fee | SOS flat fee |
| US$1,000 | US$120 | US$190 |
| US$2,000 | US$240 | US$190 |
| US$3,000 | US$360 | US$190 |
| US$5,000 | US$600 | US$190 |
A percentage model may be cheaper for very low-salary roles. A flat fee usually becomes more cost-effective as salaries rise.
Hidden EOR fees checklist
The cheapest EOR provider is not always the cheapest after hidden charges.
Ask every provider about:
- setup fees
- onboarding fees
- offboarding fees
- termination support fees
- deposits
- FX spreads
- wire fees
- extra payroll runs
- payroll correction fees
- benefits markups
- HMO admin fees
- contract-change fees
- minimum headcount
- minimum contract term
- equipment fees
- recruitment fees
- contractor-conversion fees
- support fees
- invoice currency
Buyers be warned: check setup fees, FX spreads, contract-change fees, exit fees, minimum seats, and sample invoices.
FX and currency handling
FX can quietly change your total EOR cost.
In the Philippines, salaries and statutory costs are usually calculated in PHP. International clients may be invoiced in USD, AUD, GBP, EUR, or another agreed currency.
Ask:
- Are salaries calculated in PHP first?
- What exchange rate is used?
- Is there an FX markup?
- Is the EOR fee charged in USD?
- Are bank or wire fees passed through?
- Can you see the FX rate on the invoice?
- Is there a sample invoice?
Note that hidden FX spreads can add 2–5% to the total cost and recommends calculating in PHP first before converting using a bank rate.
What EOR pricing should look like on an invoice
A good EOR invoice should separate the major cost items.
| Invoice line | Why it matters |
| Employee salary | Shows base pay |
| Employer statutory costs | Shows local employment costs |
| 13th month accrual | Prevents year-end surprises |
| Benefits / HMO | Shows optional or selected benefits |
| Allowances | Shows WFH, internet, shift, or role-specific costs |
| EOR admin fee | Shows provider fee |
| FX rate | Shows currency conversion basis |
| One-time charges | Shows onboarding, setup, or offboarding fees |
| Total monthly cost | Shows the full amount finance needs |
Avoid quotes that only show “all-in cost” without detail.
EOR pricing vs other hiring options
| Hiring option | Monthly cost | Setup speed | Compliance burden | Best for |
| Local EOR | Medium | Fast | Low | Hiring employees without a Philippine entity |
| Global EOR | Higher | Fast to moderate | Low to medium | Multi-country hiring |
| Contractors | Lower upfront | Immediate | High if employee-like | Short-term independent work |
| Own entity | Medium at scale | Slow | High | Large long-term teams |
| BPO / outsourcing | Bundled | Fast to moderate | Lower for client | Managed service delivery |
When is local EOR the best pricing choice?
A local Philippines EOR is usually best when:
- you are hiring mainly in the Philippines
- you want lower EOR admin fees
- you do not need one global platform
- you want local payroll and HR support
- you need HMO, 13th month, and statutory contribution support
- you want predictable pricing
- you are building a remote Filipino team
- you are converting contractors into employees
When is a global EOR worth the higher fee?
A global EOR platform may be worth the higher fee when:
- you are hiring in multiple countries
- you need one global employment dashboard
- you want HRIS integrations
- procurement requires a global vendor
- you need consistent processes across markets
- your company already uses that global EOR elsewhere
- platform consolidation matters more than local cost
Contractor-to-employee conversion costs
Many companies use EOR pricing pages because they are not hiring from scratch. They are converting existing Filipino contractors into employees.
If that is your use case, ask the provider:
- Can you review contractor risk?
- Can you help set final contractor invoice dates?
- Can you set the first payroll date?
- Can you explain gross-to-net pay changes?
- Can you include 13th month treatment?
- Can you support HMO or benefits setup?
- Can you communicate the transition to workers?
- Can you prepare a conversion proof pack?
- Is contractor conversion included or charged separately?
For the full process, read:
Convert Contractors to Employees Philippines
What should be in a Philippines EOR quote?
A proper quote should show:
| Quote item | Included? |
| Gross salary | Yes |
| Employer statutory costs | Yes |
| 13th month treatment | Yes |
| HMO / benefits | If selected |
| Allowances | If applicable |
| EOR admin fee | Yes |
| FX policy | Yes |
| Setup fee | State clearly |
| Deposit | State clearly |
| Offboarding fee | State clearly |
| Contract term | State clearly |
| Employee support model | State clearly |
| Payroll schedule | State clearly |
| Sample invoice | Should be provided |
The best quote is not always the lowest. It is the quote that makes the total monthly cost clear enough for finance to approve.
How Smart Outsourcing Solution helps
Smart Outsourcing Solution helps companies hire employees in the Philippines through a local EOR model with transparent pricing.
SOS supports:
- Philippines EOR employment setup
- flat monthly EOR pricing
- payroll and payslip administration
- statutory contribution coordination
- 13th month treatment
- benefits and HMO coordination
- onboarding and offboarding
- contractor-to-employee conversion
- local HR support
- monthly cost breakdowns
- employee support in the Philippines
SOS is strongest for companies hiring mainly in the Philippines that want a local EOR partner rather than a global platform.
Final takeaway
Employer of Record pricing in the Philippines is best understood as:
salary + employer costs + 13th month + benefits + EOR fee
For Philippines-only or Philippines-heavy hiring, a local flat-fee EOR is usually the most cost-effective model. Current SOS pricing positions local EOR fees at US$190–US$300/month, global EOR platforms at US$500–US$800+, and SOS at around US$190 per employee/month.
Choose a global EOR if you need multi-country platform coverage.
Choose a local EOR if you want lower cost, local payroll support, HMO and 13th month handling, and a clearer Philippines-specific employment setup.
Next step:
Speak with Smart Outsourcing Solution about building a role-by-role EOR cost model for your Philippines team.
