Philippines EOR Due-Diligence Checklist and Provider Scorecard

Author: Martin English, CEO & Founding Partner
Date Published: July 13, 2026

TL;DR: How Do You Compare EOR Providers in the Philippines?

Compare Employer of Record providers in the Philippines by verifying:

• The Philippine entity that will legally employ your workers
• Corporate, tax and employer registrations
• Employment contracts and employer responsibilities
• Payroll controls and government remittances
• SSS, PhilHealth, Pag-IBIG and tax administration
• Employee-data protection
• Benefits and HMO administration
• Onboarding procedures
• Local HR support and service levels
• Complete pricing and advance-funding requirements
• Contract termination and employee-transfer support
• Relevant client references
• Documents supporting each material claim

Do not select an EOR based only on its monthly administration fee.

Send the same questions and document requests to every shortlisted provider, complete a weighted scorecard and investigate any claims that cannot be independently supported.

What Is Philippines EOR Due Diligence?

EOR due diligence is the process of checking whether a provider can legally, accurately and reliably employ workers on your behalf in the Philippines.

The term “Employer of Record” should not be treated as proof of compliance by itself. Buyers should identify the actual Philippine employing entity and confirm that the same entity appears consistently across employment contracts, payroll records, payslips and statutory documentation.

Companies that are unfamiliar with the employment model can first review the complete Employer of Record Philippines guide.

This due-diligence checklist is designed for:

• HR and people teams
• Finance and payroll teams
• Procurement teams
• Operations leaders
• Legal and compliance reviewers
• Companies switching from another EOR
• Companies converting Philippine contractors into employees
• Businesses hiring their first employee in the Philippines

Companies moving freelancers or contractors onto local payroll should also review the guide to converting contractors to employees in the Philippines.

For an initial shortlist, review the Best EOR Providers in the Philippines. Then use this checklist and scorecard to evaluate each provider against the same criteria.

How to Compare EOR Providers in the Philippines

A reliable EOR comparison should follow three principles:

1. Use consistent criteria. Ask every provider the same questions.
2. Request evidence. Do not score unsupported sales claims.
3. Compare total risk and cost. A low fee does not compensate for weak payroll controls, missing evidence or restrictive exit terms.

Before building your shortlist, determine whether your company needs a Philippines-focused provider or a broader international platform. The local versus global EOR comparison explains the strengths and limitations of each model.

Philippines EOR Evaluation Framework

Evaluation category	What to check	Evidence to request	Suggested weight	Common red flags
Legal entity and registrations	Identity of the Philippine employer and applicable registrations	SEC or DTI records, BIR registration and employer-registration evidence	15%	Provider will not identify the employer
Employment contracts and labour compliance	Contract terms, policies and employer responsibilities	Sample contract, handbook and disciplinary procedures	15%	Contract names an unexpected entity
Payroll and statutory remittances	Payroll approvals, calculations and government payments	Payslip, payroll register and redacted remittance records	20%	No proof of remittances
Data protection and record access	Privacy roles, access, retention and incident response	Privacy documents, data-processing agreement and security summary	10%	Unclear data access or return terms
Benefits and HMO	Statutory and optional benefit administration	Benefits schedule and HMO proposal	7%	Benefits are presented inaccurately
Employee onboarding	Documentation, enrolment and responsibility ownership	Onboarding checklist and sample timetable	7%	No accountable onboarding owner
Service levels	HR support, response times and escalation	Service-level agreement and escalation chart	8%	No Philippines-based HR contact
Pricing transparency	Full employment cost and provider charges	Pricing schedule and sample invoice	8%	Material fees are excluded
Contract and exit flexibility	Notice, transfers, final pay and data return	Contract, exit procedure and transfer plan	5%	Employees or records are difficult to transfer
References and proof	Relevant experience and verifiable claims	Client references and complete evidence pack	5%	Only generic testimonials are available

Philippines EOR Due-Diligence Checklist

1. Legal Entity and Philippine Registrations

Start by identifying the company that will be the employee’s legal employer.

The provider’s trading name or platform name may differ from its registered Philippine entity. Ask for the exact legal name, registration number, registered address and tax information of the entity that will sign the employment contract.

The SEC’s company-registration systems can issue digitally signed incorporation documents, while the Philippine Business Hub can support the issuance of employer numbers for SSS, Pag-IBIG and PhilHealth following company registration.

Check

• Exact name of the Philippine employing entity
• SEC registration for a corporation or partnership
• DTI registration where applicable
• BIR Certificate of Registration
• SSS employer registration or employer number
• PhilHealth employer registration or employer number
• Pag-IBIG employer registration or employer ID
• Registered business address
• Names of affiliates or subcontractors involved
• Entity shown on the employment contract
• Entity shown on the payslip
• Entity responsible for statutory reporting and remittances

Private-sector employers must register with PhilHealth, and employers are responsible for accurately reporting and remitting employee and employer premium contributions. SSS also maintains a formal employer-registration and contribution framework.

For a more detailed list of employment, payroll and remittance documents, review the SOS guide to Philippines EOR compliance and proof documents.

Evidence to Request

• Certificate of Incorporation or other SEC document
• Current General Information Sheet, where relevant
• BIR Certificate of Registration
• SSS employer-registration confirmation
• PhilHealth Employer Number confirmation
• Pag-IBIG employer-registration confirmation
• Registered office details
• Organisation chart showing the employing entity
• Written explanation of affiliate or third-party involvement

Ask Whether Department Order No. 174 Applies

Do not assume that every EOR or employment-services arrangement uses the same legal structure.

Department Order No. 174 regulates contracting and subcontracting arrangements under Articles 106 to 109 of the Labor Code. A related DOLE circular clarifies that the order applies to the trilateral relationship that characterises contracting or subcontracting arrangements.

Ask the provider:

• Whether Department Order No. 174 applies to its operating model
• Whether it holds a current registration if the order applies
• Which entity is the legal employer
• Which entity supervises and manages employees
• Whether another company supplies labour, payroll or HR services
• How the provider avoids prohibited labour-only contracting

Red flag: The provider gives a generic assurance that it is “fully compliant” but will not explain its structure or provide supporting documents.

2. Employment Contracts and Employer Responsibilities

Request a redacted sample employment contract before signing the commercial agreement.

The contract should clearly identify the employer and explain the employee’s working terms.

For a broader explanation of how contracts, payroll, statutory administration and employee support fit into the service, review Employer of Record services in the Philippines.

Check the Employment Contract For

• Legal name of the employer
• Employee name and job title
• Duties and responsibilities
• Start date
• Work location or remote-work arrangement
• Gross salary and payment frequency
• Working hours
• Overtime and premium-pay treatment
• Probationary terms
• Leave entitlements
• Benefits and allowances
• Confidentiality requirements
• Intellectual-property provisions
• Data-protection obligations
• Disciplinary procedures
• Grounds and procedures for termination
• Final-pay process

The commercial agreement between your company and the EOR should align with the employment contract. Check for conflicting notice periods, benefits, working arrangements or termination responsibilities.

Questions to Resolve

• Who approves leave and overtime?
• Who manages performance concerns?
• Who conducts disciplinary meetings?
• Who communicates employment changes?
• Who makes and documents termination decisions?
• Who responds to employee complaints?
• Who represents the employer in a labour dispute?
• Which decisions require the client’s approval?

Red flag: The proposal says one company will employ the workers, but the sample employment contract identifies another entity.

3. Payroll Controls and Government Contributions

Payroll accuracy is one of the most important EOR evaluation categories because errors can affect salary payments, employee trust, tax reporting and contribution records.

The Philippines EOR compliance proof guide provides a deeper breakdown of the documents that can support payroll and remittance verification.

Check the Payroll Process

• Payroll frequency
• Payroll cut-off dates
• Salary-funding deadlines
• Buyer approval deadlines
• Maker-checker or secondary-review controls
• Payroll reconciliation
• Payslip delivery
• Off-cycle payment procedures
• Correction procedures
• Overtime calculations
• Holiday-pay calculations
• Night-shift differential
• Leave deductions
• Bonuses and commissions
• Allowances and reimbursements
• 13th-month pay
• Final-pay calculations

Check Government Contribution and Tax Processes

The provider should explain how it registers employees, calculates contributions, submits reports and retains evidence for:

• SSS
• PhilHealth
• Pag-IBIG
• BIR withholding tax
• BIR Form 2316
• Other obligations applicable to the employment arrangement

The minimum statutory 13th-month pay is generally not less than one-twelfth of the basic salary earned during the calendar year for covered rank-and-file private-sector employees. Current DOLE guidance continues to require payment no later than December 24.

BIR Form 2316 is the Certificate of Compensation Payment and Tax Withheld. Employers generally issue it by January 31 of the following year or upon the final payment of compensation when employment ends during the year.

Evidence to Request

• Sample payslip
• Sample payroll register
• Payroll calendar
• Payroll approval workflow
• Redacted SSS remittance evidence
• Redacted PhilHealth remittance evidence
• Redacted Pag-IBIG remittance evidence
• Sample BIR Form 2316
• Sample year-end payroll report
• Payroll-error correction procedure
• Sample employee contribution statement

PhilHealth requires employers to remit and report contributions through its Electronic Premium Remittance System. SSS likewise maintains employer registration and contribution-payment procedures.

Do not request unredacted records belonging to unrelated employees. A provider should be able to demonstrate its process without unnecessarily disclosing personal information.

Red flag: The provider invoices the buyer for government contributions but cannot provide appropriately redacted evidence that the contributions were reported and remitted.

4. Data Protection and Employee-Record Access

An EOR handles sensitive employee information, including identification records, salary details, bank information, tax information and employment records.

The Philippine Data Privacy Act applies to personal-information processing in both the government and private sectors. National Privacy Commission guidance also states that employees should be informed about the nature, purpose and extent of workplace data processing.

Check

• Who acts as the personal information controller
• Who acts as a processor or subprocessor
• Named privacy or data-protection contact
• Employee privacy notice
• Data-processing agreement
• Systems used to store employment and payroll records
• Countries from which employee data can be accessed
• Role-based access controls
• Authentication requirements
• Encryption practices
• Data-retention periods
• Data correction and access procedures
• Security-incident response
• Breach-notification responsibilities
• Data deletion or return when the contract ends
• Buyer access to employment and payroll records

Employment records may contain personal and sensitive personal information, and their use or disclosure requires an appropriate legal basis. NPC guidance also recognises that employers may retain records where necessary for their original purpose, legal claims, legitimate business purposes or requirements imposed by law.

Evidence to Request

• Employee privacy notice
• Data-processing agreement
• Security-controls summary
• Subprocessor list
• Data-retention schedule
• Access-control matrix
• Incident-response procedure
• Business-continuity plan
• Record-return or deletion process

Red flag: The provider cannot explain where employee records are stored, who can access them or how the records will be returned when the contract ends.

5. Benefits and HMO Administration

Separate statutory obligations from optional or contractual benefits.

PhilHealth and an employer-provided private HMO are different parts of the employment package. Ask the provider to itemise mandatory contributions, optional insurance, HMO premiums, dependant coverage and other benefits separately.

Companies with broader employment and benefit questions can also review the Employer of Record and remote-team FAQs.

Check

• Mandatory benefits included in the cost calculation
• Private HMO provider and plan
• Coverage limits
• Inpatient and outpatient coverage
• Pre-existing condition rules
• Waiting periods
• Dependant options
• Life and accident insurance
• Leave benefits
• Allowances
• Wellness benefits
• Enrolment timetable
• Claims-support process
• Benefit cancellation
• Benefit transfer when changing providers

Evidence to Request

• Benefits schedule
• HMO proposal
• Coverage and exclusion summary
• Dependant pricing
• Enrolment checklist
• Employee claims guide
• Benefit-transfer procedure

Red flag: The provider describes private HMO coverage as a statutory government benefit or does not clearly disclose major coverage exclusions.

6. Employee Onboarding

Ask each provider to demonstrate the complete onboarding process from candidate approval to first payroll.

Check

• Employee information required
• Identification documents
• Tax and government information
• Background checks
• Medical checks, where applicable
• Contract drafting
• Contract review and signature
• Government enrolment or record updates
• Payroll enrolment
• Bank-account requirements
• HMO enrolment
• Equipment coordination
• Employee orientation
• First-day support
• First-payroll verification

Request a Responsibility Matrix

Onboarding activity	Client.	EOR provider	Employee
Approve role and salary	✓
Prepare employment contract		✓
Provide personal documents			✓
Complete payroll enrolment		✓	✓
Approve equipment	✓
Coordinate HMO enrolment		✓	✓
Conduct job-specific training	✓
Explain local employment policies		✓

Red flag: The provider promises an immediate start date without confirming whether employment documents, payroll funding and employee information are complete.

7. Service Levels and Account Management

The provider’s service model matters after the agreement has been signed.

Ask who will support your company and its employees during routine operations, payroll problems and urgent HR issues.

Check

• Named account manager
• Philippines-based HR contact
• Payroll contact
• Support hours
• Employee-support channels
• Response-time commitments
• Escalation procedures
• Payroll-correction timeframe
• Reporting schedule
• Monthly or quarterly account reviews
• Holiday and leave coverage
• Staff continuity
• Business-continuity planning
• Disaster-recovery planning

Evidence to Request

• Service-level agreement
• Account-management structure
• Escalation chart
• Sample monthly report
• Payroll-support procedure
• Employee help-desk process
• Business-continuity summary

Red flag: The provider offers a dedicated sales contact but cannot identify the HR and payroll team that will manage the account after signature.

8. Pricing, Deposits and Total Employment Cost

The monthly EOR administration fee is only one part of the total cost.

Use the following calculation:

Total monthly employment cost = gross salary + employer statutory costs + 13th-month pay accrual + benefits and HMO + allowances + EOR fee + applicable banking, transaction or foreign-exchange costs

One-off setup fees, deposits and termination charges should be assessed separately.

Review the complete EOR pricing in the Philippines for an example of how the provider fee and separately billed employment costs can be presented.

For salary, statutory cost, benefit and total-cost examples, use the cost to hire employees in the Philippines guide.

Pricing Items to Check

Cost item	Question to ask
Gross salary	Is the salary shown in PHP and the billing currency?
Employer statutory costs	Which contribution schedules and assumptions are used?
13th-month pay	Is it accrued monthly or funded separately?
HMO and benefits	Are premiums, dependants and exclusions shown?
EOR administration fee	Is it fixed, percentage-based or tiered?
Setup fee	Is there an employee or account setup charge?
Recruitment fee	Is recruitment separate from the EOR service?
Payroll funding	How many days in advance must funds be received?
Deposit	How much is required and when is it returned?
Foreign exchange	Is a margin added to the exchange rate?
Bank or transfer fees	Who absorbs transaction charges?
Contract changes	Are salary or contract amendments charged?
Offboarding	Is there a termination or employee-transfer fee?
Minimum commitment	Is there a minimum headcount or monthly spend?

A deposit may be a cash-flow requirement rather than a final expense, but its amount, purpose and return terms should still be documented.

Evidence to Request

• Complete pricing schedule
• Sample monthly invoice
• List of inclusions and exclusions
• Foreign-exchange policy
• Deposit terms
• Setup and offboarding charges
• Minimum-volume commitment
• Price-adjustment clause

Red flag: The advertised EOR fee excludes standard payroll work, material mandatory costs or ordinary employee support.

9. Contract Terms, Exit Clauses and Employee Transfers

Review the exit process before signing the contract.

A provider that performs well during onboarding may still create material risk if its termination and employee-transfer terms are unclear.

Companies replacing an existing provider should use the 30-day guide to switching EOR providers in the Philippines to plan employee records, payroll cut-off dates, benefits continuity and statutory documentation.

After the transfer, the 30-, 60- and 90-day post-switch health check can be used to validate payroll, benefits, support and contribution continuity.

Check

• Initial contract term
• Automatic renewal
• Notice period
• Early-termination charges
• Deposit-return timetable
• Employee-transfer support
• Cooperation with a replacement EOR
• Transfer to the buyer’s Philippine entity
• Final payroll
• Final-pay responsibilities
• Statutory contribution cut-off
• BIR Form 2316
• HMO cancellation or transfer
• Employee-record transfer
• Data return or deletion
• Equipment return
• Post-contract record access
• Support for active employee cases

Ask for a Written Exit Plan

The plan should identify:

1. Required notice.
2. Employee communications.
3. Final payroll dates.
4. Final-pay calculations.
5. Government reporting.
6. Tax documents.
7. Benefit termination or transfer.
8. Employment-record transfer.
9. Deposit reconciliation.
10. Responsibilities of the previous provider, new provider and client.

Red flag: The contract explains how the provider can terminate the relationship but does not explain how employees and employment records can be transferred.

10. Client References and Proof Documents

References should be relevant to your intended use case.

A provider supporting a small administrative team may not have the same operational experience as a provider supporting a large regulated or payroll-complex workforce.

Request References That Match

• Expected team size
• Industry
• Hiring locations
• Payroll complexity
• Benefits requirements
• Compliance profile
• Contractor-conversion requirements
• Employee-transfer requirements

Philippines EOR Proof-Document Checklist

Request the following before final approval:

• Philippine entity-registration documents
• BIR Certificate of Registration
• SSS employer-registration evidence
• PhilHealth employer-registration evidence
• Pag-IBIG employer-registration evidence
• Applicable DOLE registration or written applicability explanation
• Sample employment contract
• Sample payslip
• Sample payroll register
• Payroll calendar
• Redacted statutory remittance evidence
• Sample BIR Form 2316
• Employee handbook
• Benefits schedule
• HMO plan
• Service-level agreement
• Escalation procedure
• Privacy notice
• Data-processing agreement
• Complete pricing schedule
• Sample invoice
• Deposit terms
• Exit and employee-transfer procedure
• Relevant client references

Philippines EOR Provider Scorecard

Score each provider from 0 to 5.

Score	Meaning
0	No answer or evidence provided
1	Serious gaps or unacceptable risk
2	Below requirements
3	Meets basic requirements
4	Strong controls and supporting evidence
5	Excellent, complete and fully evidenced

Weighted Provider Scorecard

Category	Weight	Provider score	Weighted score	Evidence reviewed	Buyer notes
Legal entity and registrations	15
Employment contracts and labour compliance	15
Payroll controls and statutory remittances	20
Data protection and record access	10
Benefits and HMO administration	7
Employee onboarding	7
Service levels and account management	8
Pricing transparency	8
Contract and exit flexibility	5
References and proof documents	5
Total	100

How to Calculate the Weighted Score

Use the following formula for each category:

Weighted score = provider score ÷ 5 × category weight

Example:

• Payroll weight: 20
• Provider payroll score: 4
• Weighted payroll score: 4 ÷ 5 × 20
• Weighted payroll score: 16

Add the weighted category scores to produce a total out of 100.

Suggested download button: Download the Philippines EOR Provider Scorecard

How to Interpret the Result

Total score	Interpretation	Recommended action
85–100	Strong candidate	Confirm commercial exceptions and complete final approval
70–84	Acceptable with clarification	Resolve and document outstanding issues
50–69	Material gaps	Require remediation or stronger contract terms
Below 50	High-risk provider	Do not proceed without substantial corrective action

A high numerical score should not override a critical failure.

Critical failures may include:

• The legal employer cannot be identified
• Employer registrations cannot be verified
• Statutory remittance evidence is unavailable
• The employment contract names an unexpected entity
• Employee-transfer obligations are unclear
• The provider refuses reasonable access to employment records

The scorecard supports commercial evaluation but does not replace legal, tax, privacy or employment advice.

Philippines EOR Provider Red Flags

Pause the evaluation if the provider:

• Will not identify the Philippine legal employer
• Uses an undisclosed affiliate or subcontractor
• Cannot provide current registration documents
• Cannot explain whether Department Order No. 174 applies
• Will not provide a sample employment contract
• Cannot provide redacted remittance evidence
• Provides unclear payslips or payroll reports
• Excludes material costs from the headline fee
• Requires a large deposit without clear return terms
• Has no Philippines-based employee-support process
• Cannot explain how payroll errors are corrected
• Cannot explain termination and final-pay procedures
• Restricts reasonable access to employee records
• Has unclear data-return or deletion terms
• Cannot support employee transfers
• Relies only on generic testimonials
• Makes compliance claims that cannot be documented

Questions to Ask an EOR Provider

Legal Employer and Registrations

1. What is the exact legal name of the Philippine entity that will employ our workers?
2. Which entity will appear on employment contracts, payslips and statutory remittances?
3. Will any affiliate, contractor or third party be involved?
4. Can you provide your SEC or applicable DTI registration?
5. Can you provide your BIR, SSS, PhilHealth and Pag-IBIG registration evidence?
6. Does Department Order No. 174 apply to this arrangement?
7. If it applies, can you provide your current registration?

Employment and HR

1. Can you provide a sample employment contract?
2. Which employment terms can be customised?
3. Who handles grievances, disciplinary matters and employee complaints?
4. How are performance concerns documented?
5. Who is responsible for termination decisions and employee communications?
6. Who maintains employment records?

Payroll and Government Contributions

1. What are the payroll cut-off, approval and funding dates?
2. How are overtime, holidays, leave and night differential calculated?
3. How is 13th-month pay accrued and funded?
4. What proof of SSS, PhilHealth and Pag-IBIG remittances can we review?
5. How and when do employees receive BIR Form 2316?
6. What is your payroll-error correction process?
7. How quickly are payroll corrections completed?

Data Protection

1. Who is responsible for employee-data privacy?
2. Where are employment and payroll records stored?
3. Which third parties can access employee information?
4. From which countries can the data be accessed?
5. What happens after a security incident?
6. How are employee records returned or deleted when the contract ends?

Benefits and Onboarding

1. Which benefits are statutory and which are optional?
2. What HMO plan is offered?
3. What exclusions, waiting periods and dependant costs apply?
4. What documents are required before an employee can start?
5. Who is responsible for each onboarding step?
6. What commonly delays an employee start date?

Service Levels

1. Who will be our account manager?
2. Is Philippines-based HR support available to employees?
3. What response times are included in the agreement?
4. How are payroll and employee issues escalated?
5. What business-continuity arrangements are in place?

Pricing and Contract Terms

1. What is included in the EOR administration fee?
2. Which setup, deposit, foreign-exchange or transfer fees apply?
3. What is the complete monthly employment-cost calculation?
4. What notice period applies?
5. When is the deposit returned?
6. What fees apply when transferring or terminating an employee?
7. Are there minimum headcount or contract-length requirements?

References and Proof

1. Can we speak with clients with a similar team size or industry?
2. Which claims in your proposal can be verified through documents?
3. Can you provide a complete due-diligence evidence pack before contract signature?

How to Make the Final Provider Decision

Use the following decision process:

1. Shortlist providers that fit your hiring model.
2. Send the same questions to each provider.
3. Request the same supporting documents.
4. Verify the Philippine employing entity.
5. Complete the weighted provider scorecard.
6. Compare total employment cost and cash-flow requirements.
7. Investigate unsupported claims and red flags.
8. Review the commercial agreement and exit process.
9. Speak with relevant client references.
10. Escalate material legal, tax or privacy issues to qualified advisers.
11. Document the final decision and approval conditions.

For a broader provider comparison, return to the Best EOR Providers in the Philippines.

Companies that are not yet certain whether an EOR is the appropriate structure can also review how to hire employees in the Philippines without setting up a company.

Final Internal Approval Checklist

Before approving the provider, confirm that:

• The legal employer has been identified
• Required registrations have been reviewed
• The sample employment contract is acceptable
• Payroll controls have been demonstrated
• Statutory remittance evidence has been reviewed
• The total cost has been calculated
• Deposit terms are documented
• Data-protection terms are acceptable
• Service levels are included in the contract
• Exit and employee-transfer responsibilities are clear
• Critical red flags have been resolved
• Legal, finance, HR and procurement approvals are complete

Frequently Asked Questions

What Should I Check Before Choosing an EOR in the Philippines?

Check the legal employer, corporate and tax registration, employer registrations, employment contracts, payroll controls, government remittances, data protection, benefits, local employee support, full pricing and exit terms.

Request documents supporting every material claim.

What Proof Should a Philippine EOR Provider Provide?

A provider should be able to provide entity-registration records, BIR registration, employer-registration evidence, a sample employment contract, payroll samples, redacted statutory remittance evidence, a pricing schedule, data-protection documents, a service-level agreement and an exit procedure.

Client references can support operational claims but should not replace documentary evidence.

How Do I Verify That an EOR Is Registered in the Philippines?

Verify the exact name of the employing entity and review its SEC or applicable DTI registration, BIR registration and employer registrations with SSS, PhilHealth and Pag-IBIG.

The SEC’s eSEARCH service allows the public to access company documents submitted to the Commission. Where a contracting or subcontracting structure is involved, ask whether Department Order No. 174 applies and request the relevant registration if required.

How Should I Compare EOR Pricing?

Compare the total cost rather than the EOR fee alone.

Include salary, employer statutory costs, 13th-month pay, benefits, HMO, allowances, provider fees, setup charges, deposits, foreign-exchange margins, transfer costs and offboarding charges.

Also compare when each amount must be funded.

Should an EOR Provide Proof of SSS, PhilHealth and Pag-IBIG Remittances?

Yes. The provider should have a documented reporting and remittance process and should be able to supply appropriately redacted supporting records.

Buyers should also ask how contribution errors are corrected and how employees can confirm whether contributions have been posted.

What Are the Biggest Red Flags When Evaluating an EOR?

The most serious red flags include an unidentified legal employer, undisclosed third parties, missing registration evidence, unavailable remittance records, inconsistent employment contracts, hidden fees, weak local employee support and restrictive exit terms.

How Many EOR Providers Should I Compare?

Comparing three to five qualified providers is generally enough to reveal meaningful differences without creating an unnecessarily long procurement process.

Every shortlisted provider should receive the same questions and document requests.

Does an EOR Provider Scorecard Replace Legal Due Diligence?

No. The scorecard helps HR, finance, procurement and operations teams conduct a structured commercial evaluation.

Legal, tax, labour and data-protection matters should still be reviewed by appropriately qualified advisers where required.

Review Your Philippines EOR Requirements

Selecting an EOR requires more than comparing monthly fees.

Smart Outsourcing Solution can help you assess:

• Planned employee numbers and roles
• Expected start dates
• Payroll and statutory requirements
• Benefits and HMO options
• Pricing and funding structure
• Employment contract requirements
• Employee-transfer needs
• Payroll and compliance evidence

Contact Smart Outsourcing Solution to discuss your Philippines hiring requirements.