Philippines EOR RFP Template: Questions to Ask Before Choosing a Provider

Author: Martin English
Date Published: July 14, 2026

TL;DR: What Should Be Included in an EOR RFP?

A Philippines Employer of Record RFP should give every shortlisted provider the same information about your company, hiring plans and service requirements.

It should ask providers to disclose:

• The Philippine entity that will legally employ your workers
• Corporate, tax and employer-registration details
• Employment contract and HR responsibilities
• Employee onboarding timelines
• Payroll controls and funding deadlines
• SSS, PhilHealth, Pag-IBIG and tax administration
• Benefits and HMO options
• Data-protection and security controls
• Account management and service levels
• Complete fees, deposits and foreign-exchange charges
• Reporting and audit access
• Contract notice and exit terms
• Employee-transfer support
• Relevant references and proof documents

Do not evaluate proposals based only on the monthly EOR fee. Ask providers to complete the same pricing table, submit the same evidence and disclose all assumptions and exceptions.

For an initial shortlist, review the Best EOR Providers in the Philippines. Then use this RFP template to compare the providers consistently.

What Is a Philippines EOR RFP?

A Philippines EOR Request for Proposal is a structured document that asks prospective Employer of Record providers to explain how they would employ, onboard, pay and support your Philippine workforce.

It allows HR, Finance, Procurement, Operations and Legal teams to compare providers using the same:

• Business requirements
• Questions
• Pricing assumptions
• Evidence requests
• Implementation dates
• Contract expectations
• Evaluation criteria

Without a structured RFP, one provider may quote only its administration fee while another includes benefits, payroll services or implementation costs. One provider may answer using a sales presentation while another provides actual contracts, payroll records and compliance evidence.

The purpose of the RFP is to make those differences visible before a provider is selected.

Companies that need a broader explanation of the employment model can first review the Employer of Record Philippines guide.

When Should You Use an EOR RFP?

An RFP is useful when your company:

• Is comparing three or more EOR providers
• Plans to hire several employees in the Philippines
• Has payroll, security or reporting requirements that must be documented
• Operates in a regulated industry
• Needs customised employee benefits
• Is converting contractors into employees
• Is moving employees from another EOR
• Requires formal Procurement or Legal approval
• Needs a clear total-cost comparison
• Wants contractual service-level commitments

For a smaller requirement involving one or two employees, a detailed questionnaire and pricing comparison may be sufficient. The sections below can still be used without running a formal procurement process.

How to Use This Philippines EOR RFP Template

Step 1: Complete the Buyer Information

Define your:

• Expected employee headcount
• Roles and salaries
• Philippine work locations
• Work schedules
• Target start date
• Payroll requirements
• Benefits and HMO requirements
• Data-security requirements
• Reporting expectations
• Contract preferences

Step 2: Send the Same RFP to Every Provider

Do not customise easier questions for a preferred provider.

Every shortlisted provider should receive the same:

• Scope
• Questions
• Pricing format
• Evidence checklist
• Response deadline
• Evaluation method

Step 3: Require Evidence

A statement such as “fully compliant” should not automatically receive a high score.

Ask the provider to identify the document, process, system or contract clause supporting each material answer.

Useful evidence may include:

• Entity-registration documents
• Employer-registration evidence
• Sample employment contract
• Sample payslip
• Payroll calendar
• Redacted contribution-remittance records
• Benefits schedule
• HMO plan
• Data-processing agreement
• Service-level agreement
• Pricing schedule
• Sample invoice
• Exit checklist
• Client references

The Philippines EOR due-diligence checklist and scorecard provides a more detailed evidence-verification process.

Step 4: Score the Proposals

Use a weighted evaluation rather than making the decision based on a single strength such as price, software or global country coverage.

Step 5: Resolve Exceptions Before Signing

Document any:

• Missing evidence
• Pricing assumptions
• Contract exceptions
• Implementation dependencies
• Deposit terms
• Service-level exclusions
• Employee-transfer limitations

Copyable Philippines EOR RFP Template

1. RFP Cover Information

RFP title: Philippines Employer of Record Services

Issuing company: [INSERT COMPANY NAME]

RFP owner: [INSERT NAME AND ROLE]

Issue date: [INSERT DATE]

Provider clarification deadline: [INSERT DATE]

Proposal deadline: [INSERT DATE]

Expected provider selection date: [INSERT DATE]

Target employee start date: [INSERT DATE]

Proposal validity period: [INSERT NUMBER OF DAYS]

Primary contact: [INSERT NAME AND EMAIL]

2. Company Background

Provide shortlisted EOR providers with enough information to prepare a relevant proposal.

Buyer Information

• Company legal name
• Headquarters location
• Industry
• Main products or services
• Countries where the company currently operates
• Approximate global employee count
• Existing Philippine workforce, if any
• Regulatory or client requirements relevant to the workforce
• Reason for using an EOR
• Expected duration of the EOR arrangement

Copyable Company Background

[COMPANY NAME] is a [INDUSTRY] company headquartered in [LOCATION].

We plan to employ approximately [NUMBER] employees in the Philippines through an Employer of Record. The initial roles will include [ROLES].

Employees are expected to work [REMOTELY / FROM AN OFFICE / HYBRID] in [LOCATIONS] and begin employment on or around [DATE].

We require support with employment contracts, onboarding, payroll, statutory contributions, tax administration, employee benefits, HMO, HR support and employment-record management.

The selected provider must also meet the implementation, reporting, security, pricing and exit requirements described in this RFP.

3. Hiring Scope and Workforce Requirements

Ask providers to base their response on the same workforce assumptions.

Requirement	Buyer information
Initial employee headcount	[INSERT]
Expected headcount after 12 months	[INSERT]
Roles	[INSERT]
Seniority levels	[INSERT]
Expected salary ranges	[INSERT]
Work locations	[INSERT]
Remote, office or hybrid	[INSERT]
Standard working schedule	[INSERT]
Night-shift requirements	[INSERT]
Overtime requirements	[INSERT]
Variable pay or commissions	[INSERT]
Target start date	[INSERT]
Existing contractors being converted	[YES/NO]
Employees transferring from another EOR	[YES/NO]
Recruitment required	[YES/NO]
Equipment support required	[YES/NO]

Companies developing a complete hiring-cost assumption can use the cost to hire employees in the Philippines guide.

4. Provider Profile

Ask each provider to answer the following questions.

1. What is your legal company name and trading name?
2. Where is your headquarters?
3. What is your registered Philippine office address?
4. How long have you provided EOR or local employment services in the Philippines?
5. How many active Philippine employees do you currently support?
6. How many clients use your Philippine EOR service?
7. Which industries and employee types do you commonly support?
8. Do you provide EOR services directly or through another company?
9. Which services are performed by affiliates, partners or subcontractors?
10. Who would be the contracting party under the commercial agreement?

Evidence Requested

• Corporate profile
• Ownership structure
• Organisation chart
• Relevant Philippine case studies
• List of material subcontracted services
• Account-team structure

5. Philippine Legal Employer and Registrations

The provider should identify the exact entity that will legally employ the workers.

The SEC’s registration platform is integrated with the Philippine Business Hub, through which newly registered companies can proceed with BIR and employer-number registration processes. SSS and PhilHealth also maintain formal employer-registration and contribution frameworks.

Questions to Ask

1. What is the exact legal name of the Philippine employing entity?
2. What is its SEC or applicable DTI registration number?
3. What is its BIR registration information?
4. What are its SSS, PhilHealth and Pag-IBIG employer numbers?
5. Which entity will appear on employment contracts?
6. Which entity will appear on payslips?
7. Which entity will report and remit government contributions?
8. Will any affiliate or third party employ or administer the workers?
9. Has the employing entity changed during the last three years?
10. Are any registrations, licences or approvals currently being renewed?

Department Order No. 174

Ask the provider to explain whether Department Order No. 174 applies to its operating model.

The order regulates contracting and subcontracting under Articles 106 to 109 of the Labor Code. A DOLE clarification states that it applies to the trilateral relationship that characterises contracting or subcontracting arrangements. It should not be assumed that every provider uses the same legal structure.

Ask:

1. Does Department Order No. 174 apply to the proposed arrangement?
2. If it applies, can the provider supply its current registration?
3. If it does not apply, how does the provider characterise its employment model?
4. Who directs and supervises the employees?
5. How does the provider avoid prohibited labour-only contracting?

Evidence Requested

• SEC Certificate of Incorporation or applicable registration
• BIR Certificate of Registration
• SSS employer-registration evidence
• PhilHealth employer-registration evidence
• Pag-IBIG employer-registration evidence
• Applicable DOLE registration or written applicability explanation
• Entity-relationship diagram
• Sample employment contract showing the employer

The provider should be evaluated on the completeness and consistency of the evidence, not merely on whether documents were attached.

6. Employment Contracts and HR Responsibilities

Questions to Ask

1. Can you provide a redacted sample Philippine employment contract?
2. Which employment terms can the client configure?
3. Which terms are controlled by the legal employer?
4. How are probationary periods handled?
5. How are working hours and schedules documented?
6. How are leave entitlements administered?
7. How are overtime, holiday pay and night differential handled?
8. How are confidentiality and intellectual-property obligations documented?
9. Who manages performance concerns?
10. Who handles employee grievances?
11. Who conducts disciplinary procedures?
12. Who makes and documents termination decisions?
13. Who represents the employer in an employment dispute?
14. What employee handbook and HR policies apply?
15. How are contract amendments approved and signed?

Evidence Requested

• Sample employment contract
• Employee handbook
• Leave policy
• Disciplinary procedure
• Grievance procedure
• Performance-management process
• HR responsibility matrix
• Contract-change workflow

For a broader review of required contracts, payroll records and proof documents, see Philippines EOR compliance: contracts, payroll, statutory benefits and proof.

7. Implementation and Employee Onboarding

Questions to Ask

1. What is the standard implementation timetable?
2. Who will manage the implementation?
3. What must be completed before employment contracts can be issued?
4. Which employee documents are required?
5. What information must the buyer supply?
6. What commonly delays onboarding?
7. How are employees enrolled in payroll?
8. How are government membership records collected or updated?
9. When are HMO and optional benefits activated?
10. How is employee orientation conducted?
11. How is the first payroll checked?
12. How are implementation risks reported?
13. Can the provider support multiple start dates?
14. Can it support urgent or phased onboarding?
15. What changes if employees are transferring from contractors or another EOR?

Required Implementation Plan

Ask the provider to complete the following table.

Milestone	Provider target date	Provider owner	Buyer dependency	Risk or assumption
Provider appointment
Commercial agreement signed
Employee information received
Contract drafts issued
Employee documents completed
Payroll enrolment completed
HMO enrolment completed
Payroll funding received
Employee orientation completed
Employment start date
First payroll completed
First compliance proof pack delivered

8. Payroll Administration

Questions to Ask

1. What is the payroll frequency?
2. What is the standard pay date?
3. What are the payroll cut-off dates?
4. When must the buyer approve payroll?
5. When must payroll funds be received?
6. What maker-checker or secondary-review controls are used?
7. How are payroll changes approved?
8. How are overtime and shift premiums calculated?
9. How are holidays and leave handled?
10. How are bonuses and commissions processed?
11. How is 13th-month pay accrued and funded?
12. How are reimbursements and allowances processed?
13. How are payslips delivered?
14. How are payroll errors corrected?
15. Are off-cycle payments available?
16. What service level applies to payroll corrections?
17. How is final pay calculated?
18. What payroll records can the buyer access?

Evidence Requested

• Payroll calendar
• Payroll process map
• Sample payroll register
• Sample payslip
• Payroll approval workflow
• Sample invoice
• Payroll-correction procedure
• Sample final-pay calculation
• Sample year-end payroll report

9. Government Contributions and Tax Administration

PhilHealth states that employers must register, report and remit employee and employer premium contributions. Its current process requires employers to use the Electronic Premium Remittance System for premium payments and reporting. SSS also defines and registers employers and maintains contribution-payment procedures.

Questions to Ask

1. How are employees registered or updated with SSS?
2. How are PhilHealth employee records and contributions handled?
3. How are Pag-IBIG records and contributions handled?
4. How are employer and employee contribution amounts calculated?
5. How are remittances approved?
6. When are contributions reported and paid?
7. What proof can the buyer receive?
8. What proof can employees receive?
9. How are late, rejected or incorrect contributions corrected?
10. How are tax-identification records collected and updated?
11. How is withholding tax calculated?
12. How is BIR Form 2316 issued?
13. What happens to tax and contribution records when an employee leaves?
14. Can the provider deliver a monthly compliance proof pack?

BIR Form 2316 is the employer-issued certificate of compensation payment and tax withheld. Existing BIR rules require employers to furnish it by the applicable year-end deadline or when the employee receives final compensation after termination during the year.

Evidence Requested

• Redacted SSS remittance evidence
• Redacted PhilHealth remittance evidence
• Redacted Pag-IBIG remittance evidence
• Sample contribution report
• Sample BIR Form 2316
• Statutory correction procedure
• Sample monthly compliance proof pack

Request redacted examples rather than personal records belonging to unrelated employees.

10. Benefits and HMO

Questions to Ask

1. Which benefits are mandatory?
2. Which benefits are optional or contractual?
3. Which HMO providers and plans are available?
4. What inpatient and outpatient limits apply?
5. Are pre-existing conditions covered?
6. Are there waiting periods?
7. Can employees enrol dependants?
8. What are the dependant costs?
9. Is life or accident insurance available?
10. Can benefits be customised by employee group?
11. How long does enrolment take?
12. Who supports employee claims?
13. How are benefits changed or cancelled?
14. What happens to benefits during an employee transfer?
15. Are premiums refundable when employment ends?

Provider Benefits Table

Benefit	Mandatory or optional	Provider cost	Employee cost	Coverage details	Enrolment time
PhilHealth	Mandatory
Private HMO	Optional/contractual
Life insurance	Optional
Accident insurance	Optional
Additional leave	Optional
Allowances	Optional
Other benefit

The Philippines employee benefits and HMO guide for EOR buyers can be used to define the required benefit package before issuing the RFP.

11. Data Protection and Security

The Philippine Data Privacy Act applies to personal-information processing in both the public and private sectors. Employment files can contain personal and sensitive personal information, so providers should explain the legal basis, access controls, security measures and retention practices used for employee records.

Questions to Ask

1. Who is the personal information controller?
2. Who acts as a processor or subprocessor?
3. Who is the provider’s data-protection contact?
4. Where is employee data stored?
5. From which countries can employee data be accessed?
6. Which payroll, HR and document systems are used?
7. Which subprocessors receive employee information?
8. How is access approved and reviewed?
9. Is multi-factor authentication required?
10. How is data encrypted?
11. What retention periods apply?
12. How are employee data requests handled?
13. How are incorrect employee records corrected?
14. What is the security-incident procedure?
15. What breach-notification commitments are included?
16. What records can the buyer access?
17. How are records returned or deleted when the contract ends?
18. Can the provider comply with the buyer’s security questionnaire?

Evidence Requested

• Employee privacy notice
• Data-processing agreement
• Subprocessor list
• Security-controls summary
• Access-control matrix
• Data-retention schedule
• Incident-response procedure
• Business-continuity plan
• Data-return and deletion procedure
• Independent security certifications, where applicable

12. Account Management and Service Levels

Questions to Ask

1. Who will be the named account manager?
2. Who will be the Philippines-based HR contact?
3. Who will manage payroll questions?
4. What support channels are available?
5. What are the standard support hours?
6. Is urgent support available outside those hours?
7. How quickly will employee questions receive a response?
8. What resolution time applies to payroll issues?
9. How are unresolved issues escalated?
10. What reporting meetings are included?
11. How are staff absences covered?
12. What business-continuity arrangements are in place?
13. What service credits or remedies apply when commitments are missed?
14. Which services are excluded from the standard support model?

Required Service-Level Table

Request type	Initial response	Target resolution	Escalation owner
Employee HR question
Payroll question
Incorrect payroll amount
Urgent employee issue
Benefits or HMO issue
Contract amendment
Employee onboarding delay
Data-security incident

13. Pricing, Deposits and Funding

Ask providers to quote using the same salary, headcount, benefits and currency assumptions.

Review the EOR pricing in the Philippines guide before preparing the pricing schedule.

Questions to Ask

1. What is the monthly EOR administration fee?
2. Is the fee fixed, percentage-based or tiered?
3. Which services are included?
4. Which services are excluded?
5. Are setup fees charged?
6. Are recruitment fees separate?
7. Are payroll or platform fees charged?
8. Are bank fees passed through?
9. Is a foreign-exchange margin added?
10. Are contract changes charged?
11. Are employee-transfer fees charged?
12. Are termination or offboarding fees charged?
13. Is a deposit required?
14. How is the deposit calculated?
15. What can the deposit be used for?
16. When is the deposit returned?
17. How far in advance must payroll be funded?
18. Is there a minimum headcount?
19. Is there a minimum monthly spend?
20. How are annual price increases determined?

Required Pricing Table

Cost item	Monthly recurring	One-off	Refundable	Provider amount	Notes
Gross salary	✓
Employer statutory costs	✓
13th-month pay accrual	✓
HMO and benefits	✓
Allowances	✓
EOR administration fee	✓
Payroll or platform fee
Bank fees
Foreign-exchange margin
Setup fee		✓
Recruitment fee		✓
Employee-transfer fee		✓
Offboarding fee		✓
Deposit or security fund		✓	✓
Other cost

Ask the provider to include a sample invoice showing how these items would appear.

14. Reporting and Audit Access

Questions to Ask

1. Which reports are included?
2. How often are reports delivered?
3. Can reports be customised?
4. Which file formats are supported?
5. Is dashboard access provided?
6. Can the buyer review payroll before payment?
7. Can the buyer access payslips and employment records?
8. Are contribution and tax reports included?
9. Is an audit trail maintained?
10. Which approvals are recorded?
11. Are system integrations available?
12. What support is provided during an internal or external audit?

Evidence Requested

• Sample payroll report
• Sample cost report
• Sample contribution report
• Sample headcount report
• Sample leave report
• Sample invoice
• Approval audit trail
• Dashboard screenshots
• Integration documentation

15. Contract Terms and Exit Support

The exit process should be evaluated before the provider is appointed.

Companies already using an EOR should also review the 30-day guide to switching EOR providers in the Philippines.

Questions to Ask

1. What is the initial contract term?
2. Does the agreement renew automatically?
3. What notice period applies?
4. Are early-termination fees charged?
5. Which obligations survive termination?
6. How is final payroll handled?
7. Who calculates and funds final pay?
8. How are tax documents issued?
9. How are government records updated?
10. How are HMO and benefits terminated or transferred?
11. Can employees transfer to another EOR?
12. Can employees transfer to the buyer’s Philippine entity?
13. What records will be transferred?
14. How long will post-contract record access remain available?
15. When will employee data be returned or deleted?
16. When will the deposit be reconciled and returned?
17. What cooperation is provided to the replacement provider?

Required Exit Plan

Ask the provider to supply a process covering:

• Notice
• Employee communication
• Employment documentation
• Final payroll
• Final pay
• Government reporting
• BIR Form 2316
• HMO and benefit changes
• Employment-record transfer
• Data return
• Equipment return
• Deposit reconciliation
• Dispute or open-case management

After changing providers, the 30-, 60- and 90-day EOR post-switch health check can be used to validate payroll, benefits, records and employee support.

16. References, Disclosures and Exceptions

Questions to Ask

1. Can you provide at least two relevant client references?
2. Do the references use a similar service model?
3. Do they have a comparable team size?
4. Are they in a similar industry?
5. Have they completed an employee transfer or contractor conversion?
6. Have you experienced any material payroll failures during the last three years?
7. Have you received any material regulatory finding relevant to the proposed service?
8. Are there any current disputes that may affect service delivery?
9. Which services in your proposal depend on third parties?
10. What assumptions have been made?
11. Which requirements cannot be met?
12. Which contract exceptions are requested?

Required Exception Register

RFP requirement	Provider exception	Reason	Proposed alternative	Commercial effect

A complete exception register prevents important limitations from being hidden in proposal notes or contract schedules.

Provider-Response Comparison Table

Use the following format to compare responses.

RFP category	Provider A	Provider B	Provider C	Evidence reviewed	Buyer notes
Legal employer
Registrations
Employment contracts
Onboarding
Payroll
Government contributions
Tax administration
Benefits and HMO
Data protection
Support model
Pricing
Reporting
Contract terms
Exit support
References

Use the following response statuses:

• Complete
• Clarification required
• Evidence missing
• Contract exception
• Not applicable
• Not reviewed

Philippines EOR Proposal Evaluation Criteria

Use a score from 0 to 5 for each category.

Score	Meaning
0	No response or evidence
1	Serious gaps or unacceptable risk
2	Below requirements
3	Meets basic requirements
4	Strong response supported by evidence
5	Excellent, complete and fully evidenced

Weighted Evaluation Scorecard

Evaluation category	Weight
Legal employer and registrations	15
Employment and labour compliance	12
Payroll and statutory administration	18
Implementation and onboarding	10
Benefits and HMO	6
Data protection and security	10
Service levels and local support	8
Pricing and funding transparency	10
Reporting and auditability	4
Contract and exit flexibility	5
References and proposal quality	2
Total	100

Weighted-Score Formula

Weighted score = provider score ÷ 5 × category weight

Example:

• Payroll category weight: 18
• Provider score: 4
• Weighted score: 4 ÷ 5 × 18
• Weighted score: 14.4

Decision Bands

Total score	Interpretation	Recommended action
85–100	Strong candidate	Proceed to final contract and commercial review
70–84	Acceptable with clarification	Resolve evidence gaps and proposal exceptions
50–69	Material gaps	Require remediation or stronger contractual protection
Below 50	High risk	Do not proceed without substantial corrective action

A high score should not override a critical failure.

Critical EOR RFP Red Flags

A provider may need to be removed from consideration if it:

• Will not identify the Philippine legal employer
• Uses an undisclosed third party
• Cannot provide current registration evidence
• Cannot explain whether Department Order No. 174 applies
• Provides a contract naming an unexpected entity
• Cannot provide payroll samples
• Cannot demonstrate contribution-remittance controls
• Gives unclear employee-data access answers
• Excludes material costs from its quote
• Requires a deposit without clear return terms
• Provides no Philippines-based employee support
• Offers no payroll-correction commitment
• Cannot explain final-pay responsibilities
• Restricts employee or record transfers
• Refuses to provide relevant references
• Leaves material RFP sections unanswered

How Do You Compare EOR Proposals?

Compare proposals in five stages.

1. Check Completeness

Confirm that every provider answered the same questions and completed the required tables.

2. Verify Evidence

Review the entity, contract, payroll, remittance, privacy, pricing and service documents.

3. Normalise Pricing

Use the same salary, headcount, benefits and currency assumptions.

Separate:

• Monthly recurring costs
• One-off costs
• Refundable deposits
• Pass-through employment costs
• Provider fees

4. Score Each Category

Record a written reason for every score. Do not award full marks based solely on a meeting or sales presentation.

5. Resolve Critical Issues

Before selection, resolve:

• Missing proof
• Pricing assumptions
• Contract exceptions
• Data-security concerns
• Implementation dependencies
• Deposit terms
• Exit obligations

Return to the Best EOR Providers in the Philippines when reviewing the final shortlist.

Frequently Asked Questions

What Should Be Included in an EOR RFP?

An EOR RFP should include company background, hiring volume, employee locations, target start dates, employment requirements, payroll, benefits, compliance evidence, data security, service levels, pricing, deposits, reporting, contract terms, exit support and references.

It should also include a standard provider-response table and weighted evaluation criteria.

What Questions Should I Ask an EOR Provider?

Ask who will legally employ the workers, which registrations the provider holds, how payroll and government contributions are handled, what evidence is available, how employee data is protected, what support is included and how employees can be transferred when the contract ends.

Ask providers to attach documents supporting their answers.

How Many EOR Providers Should Receive the RFP?

Three to five qualified providers will usually provide enough comparison without creating an unnecessarily long evaluation process.

Every shortlisted provider should receive the same requirements, pricing assumptions and response deadline.

How Do I Compare EOR Proposals?

Compare proposals using a weighted scorecard covering legal-employer legitimacy, employment compliance, payroll, onboarding, benefits, data security, support, pricing, reporting, exit flexibility and references.

Normalise pricing before comparing totals.

What Information Should an EOR Disclose Before Signing?

The provider should disclose the employing entity, registrations, subcontractors, employment terms, payroll process, contribution controls, data-processing model, complete pricing, funding requirements, service levels, contract exceptions and exit obligations.

Material claims should be supported by evidence.

Should I Choose the Lowest-Cost EOR Provider?

Not automatically.

The lowest fee may exclude setup, payroll, benefits, banking, foreign-exchange, employee-support or exit costs. Compare total cost and operational risk rather than the headline administration fee alone.

Should an EOR Provide Sample Payroll and Compliance Documents?

Yes. Providers should be able to supply appropriately redacted sample contracts, payslips, payroll reports, remittance evidence, tax documents and service procedures.

Redacted documents help demonstrate the process without unnecessarily disclosing another employee’s personal information.

Does an EOR RFP Replace Legal Due Diligence?

No.

An RFP supports structured commercial and operational evaluation. Material employment, tax, privacy and contractual risks should still be reviewed by appropriately qualified advisers.

Discuss Your Philippines EOR Requirements

Smart Outsourcing Solution can help you assess:

• Planned roles and headcount
• Employee start dates
• Contractor or EOR transfers
• Payroll requirements
• Statutory administration
• Benefits and HMO
• Pricing and funding
• Reporting and compliance evidence
• Contract and exit requirements

Contact Smart Outsourcing Solution to discuss your Philippines hiring requirements.