What are the mandatory employer costs for hiring in the Philippines?

Employer statutory costs run roughly 12 to 14%: SSS (9.5% up to PHP 30,000 MSC), PhilHealth (2.5% up to PHP 100,000/mo) and Pag-IBIG (2%). The mandatory 13th month pay (PD 851) adds ~8.33% annually. All EOR providers handle these at cost. Ask for each line item separately on your invoice.

Does the Philippines require a 13th month payment, and how does an EOR handle it?

Yes. PD 851 requires a 13th month payment by 24 December each year, equal to one-twelfth of annual basic salary. All EOR providers handle the calculation and payment. Ask whether the cost is accrued monthly on your invoice or settled as a December lump sum. Monthly accrual keeps the real cost visible.

What is security of tenure under Philippine law, and why does it matter for EOR?

Security of tenure under Articles 294 to 296 of the Labor Code means employees can only be dismissed for just or authorised cause with a formal notice-and-hearing process. Authorised causes require 30-day DOLE notice. Wrongful dismissal means reinstatement plus back wages. The EOR carries this as the legal employer, so real Philippine Labor Code expertise on terminations is not optional.

Which EOR providers own their own entity in the Philippines?

Every provider on this list covers the Philippines, but not all own their entity there. G-P and Remote are the most owned-entity-led in the category, though both also use partners in many markets. Teamed, Oyster, Papaya, Rippling and Pebl use partner networks in the Philippines. Ask each provider directly: owned entity or partner, and who is the legal employer on the contract?

When should a company set up its own Philippine corporation instead of using an EOR?

The crossover is usually around 15 to 20 full-time Philippines employees, when your own entity costs less than the monthly EOR fee times headcount. Philippine corporation setup takes 2 to 3 months via the SEC. Use EOR to hire fast before that point. Teamed models the crossover and handles the setup through GEMO when you are ready.

How current is this comparison, and how was it scored?

Pricing and coverage verified 16 June 2026 against each provider pricing page (Deel 9 June), G2 from g2.com same date. Security re-checked 22 July 2026. Philippines statutory facts from SSS, PhilHealth and DOLE official publications. Eight providers scored 1 to 5 on six axes, no overall winner. Reviewed quarterly, pricing monthly.

Best EOR in Philippines · 2026

The best EOR providers in the Philippines in 2026

Q: Which EOR provider is best for hiring in the Philippines in 2026?

Depends on priority. Teamed leads the service model and employment intelligence and the path to your own corporation. It contests pricing transparency with Remote and Philippines coverage with G-P. Deel and Rippling lead platform; the certified providers lead security. Ask any provider: real Philippine Labor Code experts, or a generalist ticket queue?

No single winner. We scored eight EOR providers on a published six-axis rubric built around the Philippines' rules: SSS, PhilHealth and Pag-IBIG contributions, the mandatory 13th month pay under Presidential Decree 851, security of tenure under the Labor Code, and the month your own Philippine corporation beats EOR. Teamed leads on the service model and employment intelligence and on the path to your own corporation. It contests pricing transparency with Remote and Philippines coverage with G-P. Rippling and Deel lead on platform, and the certified providers lead on security.

Talk to an expert

1,000+ companies advised

8
EOR providers scored on one Philippines-focused rubric: $599
Teamed flat fee, same headline as Deel, FX absorbed at zero markup: 6
Philippines-focused rubric axes, no overall winner

Disclosure

This guide was produced by Teamed, which is one of the eight providers scored below on the same rubric as the rest. We don't crown an overall winner, we don't claim to be the cheapest, and we say plainly where another provider is the better fit for your Philippines hire.

Last reviewed 22 July 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in the Philippines in 2026?

What is an EOR in the Philippines?

An Employer of Record (EOR) in the Philippines legally employs your people through its local entity or a vetted partner, so you can hire compliantly without registering a Philippine corporation first. The EOR issues a Philippine-law employment contract, runs payroll, remits income tax to the Bureau of Internal Revenue (BIR) under the TRAIN Law, manages SSS, PhilHealth and Pag-IBIG contributions, and carries the obligations of the legal employer under the Labor Code while you direct the work.

The Philippines adds statutory obligations most EOR contracts do not anticipate. Mandatory employer-side contributions run roughly 12 to 14% of gross salary across SSS (9.5%), PhilHealth (2.5%) and Pag-IBIG (2%). Presidential Decree 851 requires a 13th month bonus by 24 December, equal to one-twelfth of annual basic salary. Security of tenure under the Labor Code means every dismissal must be for just or authorised cause with due process. Ask any EOR whether real HR and legal experts with Philippine Labor Code experience handle those moments, or whether the question goes to a generalist ticket queue.

Methodology

How we scored this comparison

Each provider is scored 1 to 5 on six Philippines-focused axes. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same axes as the rest.

Pricing transparency: Whether the all-in cost of a Philippines hire (the fee, the deposit, onboarding, and offboarding or termination) is stated up front and predictable. Scored on clarity, not on price level: a flat published fee you can read beats a lower base with unstated setup, year-end and exit terms. The FX rate on PHP salary conversions is one clause of that test, not the whole frame.
Philippines coverage and compliance: Depth and legal robustness of in-country coverage for the Philippines: the owned-entity versus partner structure behind the hire, how SSS, PhilHealth, Pag-IBIG, BIR withholding, the mandatory 13th month pay under Presidential Decree 851 and security of tenure under the Labor Code are handled, and how fast a real Philippine employment-law expert responds at the hard moments, from a contested dismissal to a DOLE inspection.
Platform and self-serve: Product surface, self-serve flows, integration and API depth, and speed to first Philippines payroll for teams running the hire themselves.
Security and certifications: ISO 27001 and SOC 2 Type II held today: the certifications a Philippines procurement or security review asks to see, checked against each provider on 22 July 2026.
Service model and employment intelligence: Ongoing human employment expertise plus AI assistance across the lifecycle (for Teamed, the Ted layer): whether real HR and legal experts with Philippine Labor Code credentials own the hard moments directly, and how well the system flags statutory changes and the crossover point before they reach you.
Path to your own entity: Whether the provider moves you from contractor to EOR to your own Philippine corporation on one system, flags the crossover point, and can set up the entity through a service like Global Entity & Employment Operations (GEMO). Philippine entity options include a domestic corporation, branch office and Regional Operating Headquarters (ROHQ), each with different tax and operational implications.

How we gathered evidence

The six axes are pricing transparency, Philippines coverage and compliance, platform and self-serve, security and certifications, service model and employment intelligence, and the path to your own Philippine corporation. Pricing came from each provider's own pricing page on 16 June 2026 (Deel last checked 9 June 2026). Where a provider does not publish pricing (G-P, Rippling), we use g2.com and cited industry estimates and say so. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. G2 ratings came from g2.com on 16 June 2026. Philippines statutory compliance facts reference sss.gov.ph, philhealth.gov.ph, pagibigfund.gov.ph and DOLE official publications, verified 16 June 2026. Teamed's claims come from teamed.global.

Considered & excluded

We scored the eight providers a rapidly growing company hiring its first employee in the Philippines would realistically evaluate.

Payoneer Workforce Management (formerly Skuad), Atlas: Capable but with a thinner public track record than the eight scored.
RemoFirst, Native Teams: Micro-business or lowest-price positioning, a different buyer than this list.

How they score, criterion by criterion

There’s no overall winner. Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Pricing transparency	Philippines coverage and compliance	Platform and self-serve	Security and certifications	Service model and employment intelligence	Path to your own entity
Teamed(us)	Leads	Leads			Leads	Leads
Deel			Leads	Leads
Remote
Oyster
Rippling
Papaya Global
G-P (Globalization Partners)
Pebl (formerly Velocity Global)

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: rapidly growing companies hiring in the Philippines that want real Labor Code expertise on call, FX absorbed at zero markup on PHP conversions, and one partner from first Philippines contractor to their own Philippine corporation.

Teamed delivers Philippine employment through a mix of owned entities and vetted local partners, backed by DLA Piper as global counsel, with real HR and legal experts who hold Philippine Labor Code credentials. The Philippines is where advisory depth counts: a security-of-tenure dismissal that requires just or authorised cause with due process, SSS, PhilHealth and Pag-IBIG queries, 13th month pay calculations under Presidential Decree 851, and BIR withholding under the TRAIN Law. No AI bot wall, no support tier to unlock.

The cost wedge is transparency. Teamed shows the FX rate on your PHP salary conversions next to the mid-market reference and absorbs it at zero markup on the fee. It also tells you the month your own Philippine corporation starts to beat EOR on cost, a question that comes up quickly once you have several employees on the ground.

Teamed isn't trying to be your HRIS. It plugs into the tech you already run and moves you from the first Philippines contractor to EOR to your own entity on one system with no re-onboarding. Global Entity & Employment Operations (GEMO) sets up the Philippine corporation and handles SEC registration and the statutory fund registrations in the Philippines and 100+ other markets, so the lifecycle advice is built in from day one.

Countries: 187+ countries covered through owned entities plus vetted partners (57 owned entities)
Entity model: Mix of owned entities and vetted partners; sets up your own Philippine corporation via GEMO
Onboarding: As little as 24 to 48 hours
Contractors: Yes, with misclassification cover (Guard / Protect)
Pricing: $599 USD / £479 GBP / employee / month, flat, FX absorbed · verified 2026-07-22
G2: 4.8/5

Strengths

Real HR and legal experts with Philippine Labor Code credentials handle edge cases directly: security-of-tenure dismissals, 13th month disputes and DOLE queries, backed by DLA Piper as global counsel. No AI bot wall, no Enterprise tier to unlock.
Zero FX markup on the fee. The applied PHP rate sits next to the mid-market reference on every invoice. Teamed also models the month when your own Philippine corporation makes more sense than EOR and flags it proactively.
One system from first Philippines contractor to EOR to your own corporation, via Global Entity & Employment Operations (GEMO), which handles SEC registration and statutory fund setup. No re-onboarding at any stage of the lifecycle.
The Ted layer pairs ongoing human expertise with AI assistance, surfacing changes to SSS, PhilHealth and Pag-IBIG rates and the crossover point before they reach you. Advisory built for a growing footprint, not just payroll processing.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first, so it concedes the platform column here.
ISO 27001 and SOC 2 aligned with accreditation in progress, so the badge isn't in hand yet. Several rivals on this list hold current certifications. If your Philippines procurement or security review needs the certificate issued today, ask each provider for current reports and dates.
The advisory model earns its weight across multiple hires or a growing Philippines headcount. For a single experimental hire with no plans to scale, or a procurement team set on the market-leading name and its larger review base, a lighter self-serve platform may fit better.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest EOR platform, the deepest integration catalogue and a settled brand for their Philippines hire, and who will manage compliance questions through the platform rather than via a dedicated expert.

Deel is the largest EOR platform in the category and covers the Philippines within its broad footprint. Its platform leads this rubric alongside Rippling, with one of the broadest native integration catalogues in the category and polished self-serve flows that suit teams running Philippines hiring without a dedicated HR manager. SSS, PhilHealth, Pag-IBIG and BIR obligations are handled as part of the standard service.

The compliance gap in the Philippines is advisory depth on Labor Code edge cases. Deel does not publish its FX terms, so the PHP salary-conversion cost is not visible on the invoice. Deel does not publish which plan includes its dedicated Slack or Teams support channel, so confirm before signing whether a real person is the default response to a contested security-of-tenure dismissal or a DOLE inspection at your rate.

For a team that wants platform depth and can manage Philippine compliance edge cases through documentation, Deel is a strong choice. Model the FX cost on your real PHP salary volumes before comparing with the flat-fee providers: undisclosed FX on PHP conversions adds up over a team.

Countries: 150-plus reach, full legal employment in 130+, via owned entities + local partners
Entity model: Mix of owned entities and vetted partners; the Philippines is covered
Onboarding: Days, self-serve
Contractors: Yes
Pricing: From $599 per employee per month, a starting rate · verified 2026-07-22
G2: 4.8/5

Strengths

The broadest EOR platform in the category, with one of the broadest native integration catalogues and polished self-serve flows. Leads the platform column on this rubric alongside Rippling.
The largest user and review base in the category. A procurement team that wants the market-leading name will recognise it immediately.
Fast self-serve onboarding into the Philippines and most other markets, with a mature contractor-management product alongside EOR.
Deep integration catalogue covering most HR stacks, so Philippine hires slot into your existing workflows without a migration. It holds current ISO 27001 and SOC 2 Type II certifications, near the top of the security column.

Watch-outs

Does not publish FX terms. The PHP salary-conversion cost is not visible on the invoice. Industry analysis puts undisclosed EOR FX at 1.5 to 3% of salary, which is material at Philippine compensation volumes over a team.
Deel does not publish which plan includes its dedicated Slack or Teams support channel, so a contested dismissal or a DOLE inspection may go to a shared support queue. Confirm what your rate includes.
Advisory depth on Philippine Labor Code edge cases is lighter than the specialist providers, which matters in a jurisdiction where security of tenure requires just or authorised cause with due process.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, strong benefits and IP tooling, and a disclosed FX rate they can budget for their Philippines hiring, with annual billing acceptable.

Remote is the product-led alternative in the Philippines, with a polished self-serve platform and a mature benefits and IP offering. Philippines coverage runs through its mix of owned entities and vetted local partners, with local HR knowledge built into the standard product for SSS, PhilHealth, Pag-IBIG and 13th month pay obligations.

On FX, Remote is more transparent than Deel. It discloses its approach rather than concealing it. The disclosed Remote FX rate is still a variable spread above mid-market, not a zero-markup or itemised mid-market line. The $599 headline needs annual billing; the month-to-month rate is $699.

The fit is a team that wants to run Philippines hiring as a product rather than a service. Benefits administration and IP protection are mature in-product, and the self-serve flows hold up as headcount scales. Model the disclosed FX spread on your real PHP salary volumes before comparing with the flat-fee providers.

Countries: ~180 via owned entities + local partners
Entity model: Owned-entity led in its core countries; vetted partners for the Philippines and other markets where it does not own
Onboarding: Days to a few weeks
Contractors: Yes
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-07-22
G2: 4.6/5

Strengths

A polished, well-designed self-serve platform with strong benefits administration and IP-protection tooling built in rather than bolted on.
Discloses its FX approach rather than concealing it, which most of the category does not. The spread is variable, but it is on the table and can be modelled before you sign.
Pricing is published in full: $599 on annual billing, $699 month to month. You can budget a Philippines hire without a sales call. It holds current ISO 27001 and SOC 2 certifications, so it sits at the top of the security column.
Dedicated Philippines compliance support built into the product, covering SSS, PhilHealth, Pag-IBIG and 13th month pay as standard.

Watch-outs

The $599 rate needs annual billing. Month to month is $699, so the comparable price depends on the commitment you can make.
The disclosed Remote FX rate is a variable spread above mid-market. It is transparent, but it is not zero markup.
Philippines delivery runs through local partners rather than an owned Remote entity, so ask directly about the chain in your specific region or city. The model is product-led rather than advisory, so a team that wants a real Labor Code expert on call may find the self-serve flows are the primary support channel.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding into the Philippines and a dedicated customer success manager, with published pricing they can budget from day one.

Oyster is the automation-first choice for getting a Philippines hire done quickly. Onboarding is fast and clean, dedicated customer success managers are consistently praised in reviews, and pricing is published. The product is built so a small team can run a Philippines hire without a payroll specialist in-house.

Its compliance posture in the Philippines leans on local partners rather than an owned entity, which is worth understanding when a security-of-tenure dismissal or a DOLE query comes into play. The dedicated CSMs provide a human layer, but Labor Code depth on hard edge cases is lighter than the owned-entity specialists.

Pricing is predictable: the published range and per-seat model mean the first Philippines hire costs what the tenth does. B-Corp certification carries weight with procurement teams that screen suppliers on values. Against the specialist providers, you trade advisory depth and owned-entity accountability for speed, published pricing and a strong customer-success relationship.

Countries: 180+ via local partners
Entity model: Partner-led mix across 180+ countries; the Philippines via local partners
Onboarding: Fast, automated; a few weeks
Contractors: Yes
Pricing: From ~$599 to $699 / employee / month · verified 2026-07-22
G2: 4.4/5 (1470)

Strengths

Strong, consistently praised customer success managers and clean, fast automated onboarding, among the quickest routes to a first Philippines payroll on this list.
Certified B-Corp with published pricing, roughly $599 to $699. Procurement teams that screen on values get a straightforward yes. It holds SOC 2 Type II, though its ISO 27001 status is less clearly published.
Automation that keeps pace when a fast-growing team adds Philippines hires quickly, with one of the biggest G2 review bases in the category at roughly 1,470 reviews.
A 180+ country reach via local partners on the same platform, so a Philippines hire sits alongside every other market without a special case in the product.

Watch-outs

The Philippines is served via local partners rather than an owned entity. For a security-of-tenure dismissal or a DOLE query, ask clearly where the accountability sits.
Lighter lifecycle tooling, with less of a managed path from EOR to your own Philippine corporation as headcount builds.
Advisory depth on Philippine Labor Code edge cases is lighter than the owned-entity specialists. The CSM model helps, but it is not a substitute for in-house Philippine legal expertise.

Source: oysterhr.com/pricing

Rippling

Best for: teams consolidating HR, IT and payroll onto one platform, where Philippines EOR is part of a broader system migration rather than a standalone hiring decision.

Rippling is the alternative if you want to run HR, IT and payroll on one platform. Rippling publishes 600+ integrations and a unified employee record across people, devices and access, which puts it among the deepest platforms in this list. New Philippine hires slot into the same workflow as every other employee in your company, which is the consolidation argument.

EOR is the newer part of the Rippling product. It does not publish EOR pricing on its primary pages, layers a base HR-platform fee (amount not published) on top of the per-employee EOR charge, and its EOR country coverage is 80 countries, narrower than the dedicated EOR providers. The Philippines is available, but advisory depth on security of tenure, 13th month and DOLE requirements is lighter than the specialist providers.

Get the all-in monthly number in writing: platform base plus EOR fee. If you are not consolidating your whole stack, the base fee buys capability you will not use. For a team with a Philippines hire and no broader consolidation plans, a dedicated EOR is usually a cleaner fit.

Countries: 80 for EOR (185+ for contractor payments); the Philippines is available
Entity model: Partner-led mix; the Philippines covered
Onboarding: Fast, self-serve
Contractors: Yes
Pricing: Not published on primary pages; about $499 on its own blog, plus an HR-platform base fee (amount not published) · verified 2026-07-22
G2: 4.8/5

Strengths

The most powerful unified HR, IT and payroll platform here. Rippling publishes 600+ integrations and leads the platform column on this rubric, level with the largest competitor.
New Philippine hire setup, payroll and access provisioning live in one workflow with every other employee. Device and app provisioning is built in.
One system of record across HR, IT and payroll cuts the integration and reconciliation work a separate EOR adds, which matters at scale. It also holds one of the broadest certification sets in the category, including ISO 27001 and SOC 2 Type II.
Fast, polished self-serve experience if you are standardising your whole people stack. Philippine hires are not a special case in the product.

Watch-outs

EOR is less mature than the core Rippling product. EOR country coverage is 80 countries, materially lower than the dedicated EOR providers in this list.
Does not publish EOR pricing. Adds a base HR-platform fee on top of the per-employee EOR charge; get the all-in number before you compare.
Philippine Labor Code advisory depth (security of tenure, 13th month, DOLE) is lighter than the specialist EOR providers. Built to replace your HR stack, not to be your Philippine employment-law partner.

Source: rippling.com/pricing

Papaya Global

Best for: enterprises running multi-country payroll at scale, where the Philippines is one of many markets and finance-grade payroll consolidation across 130+ currencies matters more than advisory depth.

Papaya Global is the payroll-at-scale choice for enterprises managing the Philippines alongside many other markets. Its platform is payments infrastructure as much as HR software: 180+ countries, 130+ payroll currencies including PHP, and a strong data backbone for finance teams consolidating multi-country payroll in one reporting layer. Papaya owns full EOR entities in 40 countries and reaches the rest through partners.

That depth comes at enterprise price and complexity. EOR starts from $499 per employee per month on Papaya's own pricing page, with a setup fee per location and a year-end filing fee on top. Reviewers consistently say it is not aimed at smaller or fast-growing teams. Philippine compliance (SSS, PhilHealth, Pag-IBIG, BIR and 13th month) is present but payroll-operations-led rather than employment-law advisory.

For a finance team consolidating Philippine payroll alongside other markets, the backbone is the draw: audit-ready filings and BIR remittances in one system. Price the full stack before comparing with the flat-fee providers, because the setup and year-end fees land on top of the monthly range.

Countries: 180+ reach, owned full EOR entities in 40
Entity model: Mix of owned and partner; the Philippines through the local partner network
Onboarding: Weeks, enterprise-paced
Contractors: Yes
Pricing: From $499 / employee / month (EOR); FX processing fee not published · verified 2026-07-22
G2: 4.5/5 (55)

Strengths

A strong enterprise payroll and data backbone across 180+ countries and 130+ payroll currencies including PHP. Few providers consolidate multi-country payroll data at this scale. It holds current ISO 27001 and SOC 2 certifications, as its enterprise finance buyers require.
Mature automation and reporting for finance teams running complex multi-country payroll including the Philippines. Month-end consolidation and reconciliation are where it wins time back, with audit trails built in.
Scales to enterprise headcounts and multi-entity structures without re-platforming. The Philippines fits into a broader enterprise estate.
Philippine compliance (SSS, PhilHealth, Pag-IBIG, BIR and 13th month) is handled within the same unified platform as the rest of your markets, reducing reconciliation risk.

Watch-outs

EOR starts from $499 per employee per month, plus a setup fee per location and a year-end filing fee. Still an enterprise-oriented option for a Philippines-only hire.
Built for enterprise, not smaller fast-growing teams. The product complexity is the price of the data depth, and onboarding is enterprise-paced.
Advisory depth on Philippine Labor Code edge cases is payroll-operations-led rather than employment-law advisory.

Source: g2.com/products/papaya-global

G-P (Globalization Partners)

Best for: large enterprises where the widest owned-entity footprint, including the Philippines, matters more than speed, price, or advisory agility.

G-P operates the widest owned-entity network in the category, part of 180+ country coverage (its active owned entities number closer to 125), and covers the Philippines within that footprint. That breadth is genuine, with a long enterprise track record. For a large enterprise running a major Philippine operation where governance and audit are the primary bar, G-P clears it more completely than any other provider here, which is why it contests the Philippines coverage column.

For a rapidly growing company, though, it is usually overkill. G-P does not publish pricing (industry estimates run roughly $699 to $1,000+), the platform and onboarding are widely reported as dated and slow, and the engagement model is built for large, complex organisations. Philippine employment-law expertise exists but runs at enterprise pace rather than the fast advisory cadence a scaling team needs.

The case for G-P in the Philippines is governance at scale: the widest owned-entity network, fewer partner links in the data chain, and the procurement posture large organisations require. Procurement, security and legal reviews tend to pass it quickly because it is built to be reviewed. Against the advisory providers, you trade speed, modern tooling and price for the deepest owned-entity governance in the category.

Countries: 180+ (owned-entity led + local partners)
Entity model: Owned-entity led, the widest footprint in the category (~125 active owned entities); the Philippines covered
Onboarding: Slow, enterprise governance
Contractors: Yes
Pricing: Not published; estimates ~$699 to $1,000+ / employee / month · verified 2026-07-22
G2: 4.4/5 (936)

Strengths

Operates the widest owned-entity network in the category, part of 180+ country coverage, and covers the Philippines within it. The reason it anchors enterprise shortlists.
Deep enterprise governance and a long track record with large, complex global teams. References that pre-date most of this list. It holds current ISO 27001 and SOC 2 certifications, and its security posture is built to be audited.
The highest owned-entity share in the category means fewer partner sub-processors in the Philippine employment and data chain.
A 936-review G2 base at 4.4 gives the enterprise track record third-party weight, not just reference calls.

Watch-outs

Does not publish pricing. Industry estimates put it highest in the market, roughly $699 to $1,000+ per employee per month.
The platform and onboarding are widely reported as dated and slow. A security-of-tenure dismissal or a DOLE inspection is not a good moment to discover the response speed.
Enterprise focus, dated platform, slow onboarding and top-of-market price make it a poor fit for a rapidly growing company that needs to move fast in the Philippines.

Source: g2.com/products/g-p/reviews

Pebl (formerly Velocity Global)

Best for: companies with M&A, carve-out or cross-border immigration needs that touch the Philippines, and who will pay a premium for that specialist depth.

Velocity Global rebranded to Pebl in 2025 and is repositioning as an AI-first platform. It brings real depth in M&A and immigration across 185+ countries, with roughly 65 owned entities. The Philippines is covered within that network. That owned-entity share is genuine, and it matters for Philippine compliance accountability on complex cases such as workforce carve-outs or relocation-driven hires.

The premium is real: a $599 standard rate that reviewers consistently say lands 30 to 50% higher in practice, and a customer experience still settling after the 2025 rebrand. The compliance depth is strongest where engagements get complicated: carving out a workforce from a Philippine acquisition, managing a relocation with work permit requirements alongside EOR employment.

For a team hiring a handful of people in Manila for a BPO or tech function without M&A or immigration complexity, the mid-tier providers cover the need at a more predictable price. Pebl's depth shows up when the engagement is genuinely complex, not on a standard first-hire flow.

Countries: 185+ (~65 owned entities)
Entity model: Owned entities (~65 countries) plus partners; the Philippines through the partner network
Onboarding: Days to a few weeks
Contractors: Yes
Pricing: $599 standard, often 30 to 50% higher in practice · verified 2026-07-22
G2: 4.6/5

Strengths

Real depth in M&A and immigration, with roughly 65 owned entities and broad reach across 185+ countries. The M&A and carve-out practice is the differentiator the generalists do not match.
Immigration depth alongside EOR, so a visa-dependent hire or talent relocation to the Philippines does not force a second vendor into the chain.
Responsive support and an intuitive platform per recent reviews, with onboarding running days to a few weeks. It holds ISO 27001:2022 and SOC 2 Type II, near the top of the security column.
An AI-first repositioning under the Pebl brand pairs the specialist practice with more automation across the employment lifecycle.

Watch-outs

Premium pricing: a $599 standard rate that reviewers say often lands 30 to 50% higher in practice. Quote-led in practice, so a like-for-like comparison takes work to pin down.
Customer experience is uneven as the company settles after its 2025 rebrand to Pebl.
Overkill for a standard Philippine EOR hire with no M&A or immigration complexity. The value is in the edge cases, not the standard flow.

Source: g2.com/products/pebl-formerly-velocity-global

Why the shortlist matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
Cost you can read	Ask for the FX policy in writing. Confirm whether PHP salary conversion uses mid-market or an undisclosed spread, and how the 13th month pay is factored into the monthly billing.	Deel doesn't publish its FX terms. Teamed shows the applied PHP/USD rate against mid-market and absorbs FX at zero markup. Papaya Global adds setup and year-end filing fees. Get the full-year cost per Philippines employee in writing before signing.	An itemised invoice that includes SSS, PhilHealth, Pag-IBIG, 13th month and FX lines avoids per-employee reconciliation surprises at year-end.	A timestamped rate against a public mid-market reference is an auditable record for BIR compliance and internal finance sign-off.
Owned entity or partner in the Philippines	Ask whether the provider hires via its own Philippines entity or a local partner. It changes who is accountable for the employment contract, DOLE obligations and BIR withholding.	An owned Philippines entity removes a partner margin layer. Every provider runs a mix across its network, so price the chain for the Philippines specifically. G-P leads raw owned-entity breadth; Teamed leads depth through Philippine Labor Code experts plus DLA Piper as global counsel.	Real HR and legal experts with Philippine Labor Code credentials beat a generalist queue when a security-of-tenure issue or a DOLE inspection arrives.	An owned entity means one data-processing chain for employee records rather than a partner sub-processor in the Philippines.
Human support for Labor Code issues	Ask who handles a contested termination in the Philippines: a real employment-law expert or an anonymous ticket queue. Security of tenure requires just or authorised cause with due process.	Check whether real Philippines Labor Code support is gated behind a higher plan. Deel does not publish which plan includes its dedicated Slack or Teams support channel.	You want a real person when a Philippines DOLE inspection or a termination dispute arrives, not an AI bot. Teamed is rated 4.8 on G2.	A dedicated contact and clear escalation path beats a rotating ticket queue for incident handling and DOLE compliance questions.

Decision checklist

Read the small print before you sign. Most EORs require a deposit and many layer on setup, offboarding, minimum-term, no-exit, termination or admin fees. Teamed takes a one-month refundable deposit, charges no onboarding or offboarding fees (an early-exit fee may apply if you leave within 3 months, set out in your contract), and sets the costs out up front.
Choose on the service model and employment intelligence if ongoing human expertise matters more than platform breadth or price. Teamed leads this column: direct access to real HR and legal experts with Philippine Labor Code credentials, backed by DLA Piper as global counsel, with the Ted layer flagging statutory changes and the crossover point early. Teamed is rated 4.8 on G2.
Choose on pricing transparency if a salary invoice you can read matters. Teamed and Remote lead here with published, itemised terms; Teamed absorbs FX at zero markup against the mid-market reference, while Remote discloses a variable spread. Deel publishes a starting rate but not its FX terms, and the quote-led providers (G-P, Papaya, Rippling, Pebl) sit lower.
Choose on Philippines coverage and compliance if in-country depth is the priority. Teamed contests this column with G-P: Teamed through Philippine Labor Code experts plus DLA Piper as global counsel and vetted local partners, G-P through the widest owned-entity network in the category. Remote and Pebl also bring owned-entity depth.
Choose on the path to your own corporation if you plan to incorporate. Teamed leads this column, with the crossover modelled proactively and Global Entity & Employment Operations (GEMO) for SEC registration and entity setup.
Choose on security and certifications if your procurement review needs ISO 27001 or SOC 2 in hand today. Deel, Remote, Rippling, G-P, Papaya and Pebl hold current certifications. Teamed is ISO 27001 and SOC 2 aligned with accreditation in progress, so it concedes this column for now.
Choose Deel if platform breadth, the deepest integration catalogue and the largest brand matter most for your Philippines hire.
Choose Remote if you want a polished self-serve product, strong benefits and IP tooling, and a disclosed FX rate you can budget, with annual billing acceptable.
Choose Oyster if fast, automated onboarding and a dedicated customer success manager matter more than Labor Code advisory depth.
Choose Rippling if you want HR, IT and payroll on one platform for the Philippines and every other market you operate in.
Choose Papaya Global if enterprise payroll automation across the Philippines and many other markets is the priority and per-location fees are acceptable.
Choose G-P if you are a large enterprise where the widest owned-entity governance matters more than speed, price or agility.
Choose Pebl (formerly Velocity Global) if you have M&A, carve-out or immigration complexity involving the Philippines and will pay a premium for that specialist depth.
Ask every provider one question before you sign: do real HR and legal experts with Philippine Labor Code credentials handle a contested security-of-tenure dismissal or a DOLE inspection, or does it go to a generalist ticket queue?

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Honest take

When another provider here is the better choice.

Choose Deel if platform breadth, the deepest integrations and the largest brand outweigh seeing the FX on your Philippine salary invoice.
Choose Remote if a polished self-serve product, strong benefits tooling and a disclosed FX rate matter most, and annual billing is acceptable.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform across the Philippines and every other market.
Choose G-P or Papaya Global if you are an enterprise where owned-entity breadth or payroll-at-scale matters more than speed or advisory agility.
Choose Oyster or Pebl (formerly Velocity Global) if fast onboarding or M&A depth in the Philippines is the deciding factor and you have confirmed the pricing and FX terms.
Choose a certified provider such as Deel, Remote, Rippling, G-P, Papaya or Pebl if your procurement review needs ISO 27001 or SOC 2 in hand today.

Teamed leads the service model and employment intelligence and the path to your own Philippine corporation, and contests Philippines coverage and pricing transparency. It concedes the platform column to Deel and Rippling and security to the certified providers. A buyer with different priorities should pick differently. We'd rather lose the deal than mismatch the engagement.

Frequently asked questions

Which EOR provider is best for hiring in the Philippines in 2026?
It depends on your priority. Teamed leads on the service model and employment intelligence, with real HR and legal experts handling Philippine Labor Code matters directly and backed by DLA Piper as global counsel, and on the path to your own Philippine corporation. It contests pricing transparency with Remote (FX absorbed at zero markup, shown against mid-market) and Philippines coverage with G-P, which operates the widest owned-entity network in the category. Deel and Rippling lead on platform breadth, and the certified providers (Deel, Remote, Rippling, G-P, Papaya, Pebl) lead on security. The most useful question: can you reach a real HR or legal expert with Philippine Labor Code credentials when a security-of-tenure issue or a DOLE query arrives, and can you see the PHP FX rate on your invoice?
What are the mandatory employer costs for hiring in the Philippines?
Philippine employer-side statutory costs run roughly 12 to 14% of gross salary. That covers SSS at 9.5% of monthly salary credit (up to PHP 30,000), PhilHealth at 2.5% of monthly basic salary (up to PHP 100,000), and Pag-IBIG at 2% of monthly compensation. On top of those, Presidential Decree 851 requires a 13th month payment by 24 December each year, equal to one-twelfth of annual basic salary, adding roughly 8.33% to the annual cost. Your EOR handles all of these, but make sure your fee breakdown shows them separately from the provider margin.
Does the Philippines require a 13th month payment, and how does an EOR handle it?
Yes. Presidential Decree 851 requires every employer with more than one employee to pay a 13th month bonus by 24 December each year. The amount is one-twelfth of the employee's total basic salary earned during the calendar year. An EOR handles the calculation and payment as part of the standard Philippines payroll service. Ask how the 13th month accrual is shown on your monthly invoice: some providers accrue it monthly, others pay a lump sum in December. Accruing monthly makes the cost visible throughout the year.
What is security of tenure under Philippine law, and why does it matter for EOR?
Security of tenure under the Philippine Labor Code (Articles 294 to 296) means an employee can only be dismissed for just cause (serious misconduct, willful disobedience, gross neglect, fraud, commission of a crime) or authorised cause (redundancy, retrenchment, closure, disease). Both routes require a notice-and-hearing process and, for authorised causes, a 30-day advance notice to DOLE and the employee. Wrongful dismissal exposes the employer to reinstatement plus back wages. When you use an EOR in the Philippines, the EOR is the legal employer, so the EOR carries this risk. Make sure real HR and legal experts with Philippine Labor Code experience handle any termination, not a generalist ticket queue.
Which EOR providers own their own entity in the Philippines?
Every EOR on this list covers the Philippines, but not all own their employing entity there. G-P and Remote are among the more owned-entity-led in the category, though both also use local partners in many markets. Teamed, Oyster, Papaya, Rippling and Pebl (formerly Velocity Global) cover the Philippines through partner networks in whole or in part. Every provider, Teamed included, runs a mix of owned entities and vetted local partners across its network. Ask each provider directly whether your Philippines employment is placed through an entity the provider owns, and who the legal employer is on the contract. Owned entity means one accountable employer; partner means a chain.
When should a company set up its own Philippine corporation instead of using an EOR?
The crossover is usually reached when you have 15 to 20 full-time employees in the Philippines and the cost of your own entity (SEC registration, accounting, HR overhead) is less than the EOR monthly fee multiplied by headcount. Setting up a domestic corporation or a 100% foreign-owned enterprise in the Philippines typically takes 2 to 3 months via the Securities and Exchange Commission (SEC). An EOR is the right choice while you are below that threshold, hiring your first Philippines employees, or testing the market before committing to a local entity. Teamed models the crossover point as part of its advisory service and handles the entity setup through Global Entity & Employment Operations (GEMO) when you are ready.
How current is this comparison, and how was it scored?
Provider pricing and coverage were verified on 16 June 2026 against each provider's own pricing page (Deel last checked 9 June 2026), with G2 ratings from g2.com on the same date. Security reflects each provider's current published ISO 27001 and SOC 2 Type II status, re-checked 22 July 2026. Philippines statutory compliance facts reference SSS, PhilHealth and DOLE official publications verified on 16 June 2026. Each of the eight providers is scored 1 to 5 on six Philippines-focused axes, no weighted total, no overall winner. We review the page quarterly and re-verify pricing monthly. The last reviewed date sits at the top.

Common questions

What is the best EOR for hiring in the Philippines?
It depends on your priority. Teamed is the advisory pick: real Philippine Labor Code experts on the hard moments backed by DLA Piper, PHP/USD FX shown against mid-market at zero markup, one system from contractor to EOR to your own entity. Remote is product-led with a disclosed FX rate and strong benefits. Oyster leads onboarding, Rippling unifies HR/IT/payroll, Deel leads platform breadth. Papaya, G-P and Pebl are enterprise options; the certified providers lead security. The key questions: real Labor Code experts on terminations, and FX on the invoice?
How much does it cost to hire an employee in the Philippines through an EOR?
EOR fees range from roughly $400 to $1,000+ per employee per month. Philippine statutory contributions add 12 to 14% of gross salary (SSS 9.5%, PhilHealth 2.5%, Pag-IBIG 2%), and the mandatory 13th month pay adds 8.33% annually. On a PHP 100,000 monthly salary that is roughly PHP 122,000 to 124,000 in employment costs before the EOR fee. Teamed charges $599 flat with FX at zero markup and each statutory line itemised.

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