Best Local Employer of Record (EOR) in the Philippines — 2025 Guide

For execs comparing local vs global EOR options in the Philippines, focused on pricing, compliance, onboarding speed, and switching guidance.

Author: Philip Murphy, COO & Founding Partner
Reviewed by: Martin English, CEO & Founding Partner
Updated: October 16, 2025
Disclosure: Informational only. Not legal advice.
Why trust this guide: 30+ years in PH operations, PH-registered entity, Manila office, founders on call.

TL;DR — Local vs Global EOR for the Philippines

Choose a local PH EOR when you want predictable fees (around $190/mo), hands-on compliance, and setup in days. Choose a global EOR if you need one vendor across many countries or deeper HRIS features. In both cases, confirm entity ownership, DOLE-aligned contracts, treatment of SSS/PhilHealth/Pag-IBIG and 13th-month, onboarding timelines, and exit terms. If you’re switching from a global to a local provider, follow the migration checklist to avoid payroll gaps and data loss.

Also see:
• Full SOS EOR Pricing »
• Employer of Record (EOR) Pricing in the Philippines – 2025 Decision Guide »
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What is a local EOR in the Philippines and who is it for?

A local EOR is a Philippine-registered employer that hires your people in-country so you can operate without opening a local entity. It is best for founders and executives who want fast hiring, compliant payroll and benefits, and a support team that understands Philippine employment practice.

Local vs global EOR: what actually changes for you?

How much does an EOR cost in the Philippines? (3 pricing models)

TCO example (illustrative):

• Base salary (example): $1,100

• EOR fee (flat): $190

• Statutory employer contributions: per SSS, PhilHealth, Pag-IBIG schedules

• 13th-month accrual: per DOLE rules

Is $190 per employee per month all-in?

The flat fee typically covers the EOR service (employment administration, payroll processing, basic HR support, compliance handling). It does not include salary, employer statutory shares (SSS/PhilHealth/Pag-IBIG), or optional add-ons (equipment, HMO upgrades, allowances, supplemental insurance). Ask for an inclusions table and a 12-month TCO showing fee + salary + employer contributions.

What is included in a Philippine-based EOR?

13th-month & SSS/PhilHealth/Pag-IBIG contributions (2025) — compliance essentials

• 13th-month pay. Private-sector rank-and-file employees who worked at least one month are entitled to 13th-month pay equal to 1/12 of basic pay for the year, typically released by late December. Your EOR should compute, accrue, and release properly.

• SSS, PhilHealth, Pag-IBIG. Employer and employee shares apply based on salary bands with official tables and advisories updated periodically. Your EOR should issue payslips showing shares and provide remittance receipts.

• Data privacy. Ensure alignment with the Data Privacy Act and clear data processing agreements.

• Tax and payroll. Confirm payroll filing cadence and documentation for audits.

Onboarding speed: how hiring happens in days

Pre-day 0: role brief, compensation, IDs, contribution numbers.
Day 1–2: offer and contract issuance.
Day 3–5: payroll profile, benefits enrollment, system access.
Day 6–10: start date, first payslip verification, benefits cards.

How to switch from a global EOR to a local provider (7 steps)

• Assess and plan. Inventory headcount, notice periods, payroll cycles.
• Local offers. Confirm terms, collect IDs and contribution numbers.
• Contracts. Issue PH contracts and agree start dates.
• Records move. Time-off balances, tenure notes, issued equipment.
• Payroll cutover. Align to nearest cycle and dry-run calculations.
• Go-live. Verify first payslips and benefits activations.
• Day-30 check. Remittance receipts, payslip audits, manager feedback.

Service quality: SLAs and escalation to founders

Roles and teams commonly supported

Customer support, finance and accounting, analysts, marketing, software engineering, and project management. For each team, confirm working hours, language requirements, tooling, and probation policies during onboarding.

FAQ: your most important questions answered

1) Who are the best locally based EOR providers in the Philippines?
Look for a PH legal entity, Manila office, named account managers, transparent flat pricing, and clear inclusions. Ask for onboarding timelines, an escalation path to leadership, and sample payslips and remittance receipts. Independent reviews and case studies help validate service quality and speed before you switch.

2) How do I verify that an EOR is genuinely local?
Check for a Philippine SEC registration, a physical office address, and in-country HR and account managers. Request sample DOLE-aligned contracts, payslips, and SSS, PhilHealth, and Pag-IBIG remittance proofs. Confirm that operations are performed in country rather than subcontracted.

3) How much does a Philippines EOR cost each month?
Flat-fee local providers commonly price around a few hundred dollars per employee. Percentage-based and tiered models exist too. Compare inclusions, add-ons, and how employer contributions are handled. If your team has mixed seniority or rapid headcount changes, model 12-month TCO.

4) What is included in the fee?
DOLE-aligned contracts, payroll, 13th-month computation, statutory benefits enrollment, and HR support. Strong providers include onboarding checklists, remittance receipts, and payslip audits. Recruitment support or equipment can be add-ons. Ask for a clear inclusions table.

5) How quickly can onboarding happen with a local EOR?
With pre-vetted candidates and paperwork ready, onboarding often completes in days. The gating items are IDs, contribution numbers, contract sign-off, and payroll cutover timing. Your provider should share a day-by-day schedule, do a dry run of payroll, and verify first payslips and benefits activations.

6) Which roles fit best with a local EOR?
Customer support, finance and accounting, marketing, analysts, software engineering, and project management are common. Roles that benefit from local market know-how and closer HR support tend to see the biggest gains. Align working hours, language needs, tooling, and probation policies up front.

7) What makes a local provider different from a global SaaS EOR?
Local providers operate the employment and payroll stack in country. You get named account managers, faster escalations, and cultural coverage. Pricing is often flatter and easier to budget. For many teams that means faster onboarding and fewer delays when HR or payroll issues arise.

8) Can we switch mid-year from a global EOR to a local one?
Yes. Use a structured plan: confirm notice periods, align start dates, re-issue local contracts, preload payroll profiles, and schedule a controlled cutover. Request a first-cycle payslip audit and a Day-30 review to confirm remittances and balances.

9) Do we need a Philippine entity to hire through an EOR?
No. The EOR serves as the legal employer and manages compliance, payroll, and benefits while you direct daily work. If you later open your own entity, a good provider can plan a smooth transfer with minimal disruption.

10) How are data privacy and payroll filings handled?
Your provider should be aligned with the Data Privacy Act and handle payroll filings on the prescribed cadence. Ask for documentation that shows data storage, access, and reconciliation. Request remittance receipts and a payslip sample during onboarding.