Deel is the top pick for the Philippines — most mature operations in the market, fastest onboarding at 1–3 days, and automated handling of SSS, PhilHealth, Pag-IBIG, and 13th month pay. Remote is the better choice for software development teams where IP protection clauses need to be localized to Philippine IP law. Multiplier is the strongest value option at $400/mo with comparable compliance coverage.
The Philippines is Asia’s premier outsourcing destination — a large, highly educated, English-speaking workforce and a strong BPO culture. Philippine labour law is employee-protective, with mandatory contributions to three government agencies and a 13th month pay requirement that catches unprepared employers every December.
Rankings
1. Deel — Best Overall
Deel’s Philippines entity is one of its most mature operations in Asia. SSS, PhilHealth, and Pag-IBIG contributions are automated. IP assignment clauses are included as standard. Fastest Philippine onboarding at 1–3 days — faster than any other reviewed provider.
Rating for Philippines: 4.7 / 5 | From $599/mo
2. Remote — Best for Developers
Remote’s localized IP assignment clauses are the strongest of any reviewed provider for Philippine software development teams. Remote also handles mandatory 13th month pay calculation and provisioning automatically — important because underpayment or late payment carries penalties from DOLE.
Rating for Philippines: 4.6 / 5 | From $599/mo
3. Multiplier — Best Value
Strong Philippines operations backed by Multiplier’s ASEAN-first model. Competitive pricing, solid DOLE regulatory knowledge, and full automation of the three mandatory agencies. For teams where the $199/mo per head premium over Multiplier isn’t justified, this is the right choice.
Rating for Philippines: 4.4 / 5 | From $400/mo
Philippine Employment Compliance
Mandatory contributions:
- SSS (Social Security System) — 14% of monthly salary (employer: 9.5%, employee: 4.5%)
- PhilHealth — 5% of monthly salary, split equally between employer and employee
- Pag-IBIG (HDMF) — PHP 200/mo employer, PHP 200/mo employee (higher earners contribute more)
13th Month Pay: All rank-and-file employees are legally entitled to 13th month pay — equivalent to 1/12 of the total basic salary earned in a calendar year. Must be paid on or before 24 December. Your EOR should provision this monthly so there’s no cash-flow surprise in December.
DOLE (Department of Labor and Employment): The primary labour regulator. EOR providers handle DOLE registration and ongoing compliance on your behalf, including any labour inspection requirements.
Service Incentive Leave: Employees who have rendered at least one year of service are entitled to 5 days of service incentive leave per year. This is a minimum — most competitive roles offer more.
Key Considerations
PEZA and BOI zones: If hiring employees who will work within PEZA economic zones or BOI-registered companies, there are additional compliance requirements. Confirm your EOR provider has experience with zone-based employment before proceeding.
Night differential pay: Employees working between 10pm and 6am are entitled to a 10% night differential premium on regular pay. For BPO and customer support roles, this applies routinely — make sure your EOR calculates it correctly.
Probationary period: The standard probationary period in the Philippines is 6 months. Employees who are not regularized within 6 months become regular employees by operation of law — with full security of tenure and all associated termination protections. Your EOR must track this deadline and initiate the regularization process proactively.
