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 Velocity Global 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. Philippines statutory facts from SSS, PhilHealth and DOLE official publications. Eight providers scored 1 to 5 on five criteria, 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?

There's no single best. Teamed leads Philippines compliance depth, cost transparency and the path to your own entity. Remote leads on product polish and a disclosed FX rate. Oyster leads onboarding, Rippling the unified HR platform, Deel the broadest platform. Papaya, G-P and Velocity Global suit enterprise needs. The key questions: real expert on Labor Code issues, and FX visible on the invoice?

No single winner. We scored eight EOR providers on a published rubric built around the Philippines' rules: SSS, PhilHealth and Pag-IBIG contributions, the mandatory 13th month pay, and the month your own Philippine corporation beats EOR. Teamed leads on cost transparency and compliance depth. Oyster leads on onboarding. Deel and Rippling lead on platform.

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: 5
Philippines-specific rubric criteria, 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 16 June 2026By Tom Price-Daniel, Co-founder, Teamed

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

Key facts

Providers scored: 8Teamed, Deel, Remote, Oyster, Rippling, Papaya Global, G-P and Velocity Global (Pebl), scored on one published Philippines-focused rubric, 1 to 5 per criterion, no overall winner.Source: Teamed editorial methodology · 2026-06-16
Employer statutory contributions: ~12 to 14%Philippine employer-side statutory contributions cover SSS (9.5%), PhilHealth (2.5%) and Pag-IBIG (2%). All EOR providers pass these through at cost. The mandatory 13th month pay adds roughly 8.33% of annual basic salary on top.Source: SSS, PhilHealth and Pag-IBIG official contribution schedules · 2026-06-16
13th month pay deadline: 24 DecemberPresidential Decree 851 requires a mandatory 13th month payment by 24 December each year for every employer with more than one employee. The amount is one-twelfth of total basic salary earned in the calendar year. Your EOR handles the calculation and payment.Source: DOLE Philippines, PD 851 · 2026-06-16
Probationary period: 6 months maxUnder the Philippine Labor Code (Article 296), probationary employment cannot exceed six months. An employee who continues working beyond that period is deemed regular, with full security of tenure protections. Your EOR contract should reflect this timeline precisely.Source: Philippine Labor Code, Article 296, chan.robles.com · 2026-06-16

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 five Philippines-focused criteria. There's no weighted total and no overall winner. Different providers lead different columns. Teamed is scored on the same criteria as the rest.

Philippines compliance depth: Local entity or vetted partner plus real HR and legal experts with Philippine Labor Code credentials who handle security-of-tenure dismissals, SSS, PhilHealth and Pag-IBIG filings, 13th month calculations, BIR withholding and DOLE requirements directly. How fast a real Philippines employment-law expert responds at the hard moments is part of the score alongside entity structure.
Cost & FX transparency: Whether the headline fee is the real bill in the Philippines. FX margin on PHP salary conversion disclosed and itemised, no undisclosed spread or surprise setup and year-end fees.
Platform & self-serve: Dashboard depth, integrations and API surface for teams running Philippines hiring themselves.
Onboarding & speed: Speed to first Philippines payroll and how well the product keeps pace with a fast-growing team adding people in the Philippines quickly.
Lifecycle to entity: Whether the provider moves you from contractor to EOR to your own Philippine corporation on one system and flags the crossover point. 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

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. 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.

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	Philippines compliance depth	Cost & FX transparency	Platform & self-serve	Onboarding & speed	Lifecycle to entity
Teamed(us)	Leads	Leads			Leads
Deel			Leads
Remote
Oyster				Leads
Rippling
Papaya Global
G-P (Globalization Partners)
Velocity Global (now Pebl)

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 employment-law expertise on call, FX absorbed at zero markup on every invoice, and one partner from first Philippines contractor to their own Philippine corporation.

Teamed covers the Philippines through its mix of owned entities and vetted local partners, with real HR and legal experts who handle the hard moments directly: security-of-tenure terminations that require just or authorised cause with due process, SSS, PhilHealth and Pag-IBIG queries, 13th month pay calculations, BIR withholding under the TRAIN Law, and DOLE compliance checks. No AI bot wall, no support tier to unlock.

The cost wedge is transparency. Teamed shows the FX rate on your Philippines salary conversions (USD or GBP to PHP) next to the mid-market reference and absorbs it at zero markup on the fee. On a PHP 2,000,000 annual salary, an undisclosed 2% FX spread adds roughly $700 per year per employee at current rates. Teamed also tells you the month your own Philippine corporation starts to beat EOR on cost.

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 in the Philippines and 100+ other markets, including SEC registration and the statutory fund registrations that are part of every Philippine entity launch.

Countries: 180+ (owned entities + vetted partners)
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 2026-06-16
G2: 4.8/5

Strengths

Tells you the truth about cost. The applied FX rate sits next to the mid-market reference and is absorbed at zero markup on the fee, and Teamed flags the month your own Philippine corporation beats EOR. Deel publishes neither.
Real HR and legal experts with Philippine Labor Code credentials handle edge cases directly: security-of-tenure dismissals, 13th month disputes and DOLE queries, with no AI bot wall and no Enterprise tier to unlock.
One partner from first Philippines contractor to EOR to your own entity, on one system with no re-onboarding. GEMO handles SEC registration and statutory fund setup in the Philippines and 100+ other markets.
Proactive advisory, not just payroll processing. Teamed models the point where your own Philippine corporation makes more sense than EOR, and there is no incentive to keep you on a model that no longer fits.

Watch-outs

Lighter self-serve platform and shallower API than Deel or Rippling. The model is advisory, not dashboard-first.
Smaller brand and review base than Deel. Less recognition with a procurement team that wants the market leader.
The advisory model earns its weight across multiple countries or a growing headcount. If you have one hire in the Philippines and no plans to add more, a lighter self-serve platform may suit you better.

Source: teamed.global/pricing

Deel

Best for: teams that want the broadest self-serve platform, the deepest integration catalogue, and a market-leading brand in the Philippines.

Deel is the broadest platform in the category, with 650+ integrations and a self-serve experience built for teams that want to run global hiring without a dedicated payroll specialist in-house. Philippines coverage is included in its standard product. Onboarding is fast and the product handles SSS, PhilHealth, Pag-IBIG and BIR obligations as part of the standard service.

The catch is on cost. Deel does not publish its FX terms, so the PHP/USD conversion cost on your salary conversions is not visible. A dedicated support channel sits on the $899 Enterprise tier. The $599 Standard tier gives you the platform but not a named contact for complex Labor Code questions such as a contested dismissal or a DOLE inspection.

For a team standardising its global stack on one platform, Deel is the market reference. The integrations, self-serve flows and brand recognition are the strongest argument for it. The question to ask before signing is what happens when a Philippines Labor Code issue requires real expertise: who picks it up, and on which plan.

Countries: ~180 via owned entities + local partners
Entity model: Mix of owned entities and vetted local partners
Onboarding: Fast, self-serve; days to first payroll
Contractors: Yes
Pricing: $599 Standard / $899 Enterprise per employee per month · verified 2026-06-16
G2: 4.8/5

Strengths

The broadest self-serve platform in the category, with 650+ integrations. It's the platform column leader and the reason many teams choose it as the default.
Fast self-serve onboarding and a polished product experience that holds up as headcount scales across multiple countries beyond the Philippines.
The largest G2 review base in the category, giving it third-party credibility with procurement teams that expect market-leader references.
Philippines EOR included in the standard product with no country-specific add-on fee, alongside contractor management on the same platform.

Watch-outs

FX terms are not published. The PHP salary-conversion cost is not visible on the invoice, so the real cost of a Philippines hire is harder to forecast.
A dedicated support contact sits on the $899 Enterprise tier. The $599 Standard plan does not include a direct contact for Philippines Labor Code questions.
The platform breadth is a strength for teams that use it, but it builds in more tooling than a focused Philippines hire needs if your stack is already settled.

Source: deel.com/pricing

Remote

Best for: teams that want a polished self-serve product, strong benefits and IP tooling, and a transparent (if still variable) FX approach for Philippines hiring.

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.

It's more transparent than Deel on FX: it discloses its approach rather than hiding it. The catch is that 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 also needs annual billing; month to month 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 genuinely mature. Model the disclosed FX spread on your real PHP salary volumes before comparing it with the flat-fee providers. Against Deel you trade integration breadth for a more readable invoice and a disclosed (though still variable) FX policy.

Countries: ~180 via owned entities + local partners
Entity model: Owned-entity led in core countries; partners for Philippines and other markets where it does not own
Onboarding: Days to a few weeks per country
Contractors: Yes
Pricing: $599/mo on annual billing ($699 month to month) · verified 2026-06-16
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 hiding it, which most of the category does not. The spread is variable, but it is at least on the table and in the contract.
Pricing is published in full: $599 on annual billing, $699 month to month. You can budget a Philippines hire without a sales call.
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 still a variable spread above mid-market, not a zero-markup or itemised mid-market line. The cost difference matters on higher PHP salaries.
Philippines delivery runs through local partners rather than an owned Remote entity, so ask directly about the chain in your specific region or city.

Source: remote.com/pricing

Oyster

Best for: smaller and fast-scaling teams that want automated onboarding, dedicated customer-success managers and a B-Corp supplier in the Philippines.

Oyster is the automation-first alternative and a certified B-Corp. Onboarding in the Philippines is fast and clean, the dedicated customer-success managers are consistently praised on G2, and pricing is published. The product is built so a small team can run Philippines hiring without a payroll specialist in-house.

It's a credible early choice for a fast-growing team, and the dedicated CSMs give it a human layer the pure self-serve platforms lack. Philippines coverage runs through local partners. The watch-out is the lifecycle: Oyster is lighter on a managed path to your own Philippine corporation, so it can become something you outgrow as headcount builds.

Pricing is published and predictable, which suits a first-time Philippines EOR buyer. The B-Corp certification carries weight with procurement teams that screen suppliers on values. Against Deel you trade platform breadth and integration depth for speed, published pricing and a human customer-success relationship.

Countries: ~180 via local partners
Entity model: Partner-led mix across 180+ countries
Onboarding: Fast, automated; a few weeks per country
Contractors: Yes
Pricing: From ~$599 to $699 / employee / month · verified 2026-06-16
G2: 4.4/5 (1470)

Strengths

Strong, consistently praised customer-success managers and a clean automated onboarding flow. Onboarding speed is the column Oyster leads on this rubric.
Certified B-Corp with transparent published pricing, roughly $599 to $699, and good ergonomics for smaller teams. Procurement teams that screen on values get an easy yes.
A 180+ country reach through local partners with one of the bigger G2 review bases in the category, roughly 1,470 reviews.
Automation that keeps up when a fast-growing team adds Philippines headcount quickly, which is exactly the stage Oyster builds and prices for.

Watch-outs

Lighter lifecycle tooling, with less of a managed path from EOR to your own Philippine corporation as headcount builds.
Philippines delivery is partner-led, so ask directly about the compliance chain for your specific city or region before signing.
Perceived value varies by company size, and it suits enterprise complexity less well than the platform-led or enterprise-focused providers.

Source: oysterhr.com/pricing

Rippling

Best for: teams that want HR, IT and payroll on one unified platform and treat Philippines EOR as part of a bigger people-and-IT system rather than a standalone hiring tool.

Rippling is the alternative if you want to run HR, IT and payroll on one system. Its platform is the most integrated here, with 650+ connectors. Philippines hiring rides the same unified employee record as device provisioning, app access and global payroll, so a new hire in Manila is set up like any other employee from day one.

EOR is the newer part of the product, though. It does not publish EOR pricing for the Philippines, it layers a base HR-platform fee (around $8 per employee per month) on top of the per-employee EOR charge, and its country coverage is narrower than the dedicated EOR providers. Philippines coverage is included, but ask about the partner chain.

The consolidation thesis is the point. If you are buying an HRIS, device management and payroll anyway, Philippines EOR rides the same employee record. Get the all-in monthly number in writing: platform base plus EOR fee. If you are not consolidating your stack, the base fee buys capability you will not use. Against Deel you trade EOR maturity and country-specific depth for a unified people-and-IT system.

Countries: Lower than most on this list; Philippines is covered
Entity model: Partner-led mix for EOR markets
Onboarding: Fast, self-serve
Contractors: Yes
Pricing: Not published; about $499 to $599 EOR + HR-platform base (~$8/emp/mo) · verified 2026-06-16
G2: 4.8/5

Strengths

Arguably the most powerful unified HR, IT and payroll platform on this list, with 650+ integrations. It is the platform column leader alongside Deel.
Fast, polished self-serve experience if you are standardising your whole people stack on one tool. New-hire setup in the Philippines, payroll and access run in one workflow.
Device, app and access provisioning ride the same employee record as payroll, so a Philippines hire is fully provisioned from day one like any other team member.
One system of record across HR, IT and payroll cuts the integration and reconciliation work a separate EOR tool adds when your stack is already settled on Rippling.

Watch-outs

EOR is a newer product and Philippines-specific Labor Code depth (security of tenure, 13th month, DOLE) is less mature than the dedicated EOR providers on this list.
Does not publish EOR pricing for the Philippines, and adds a base HR-platform fee on top of the per-employee EOR charge. Get the all-in number in writing.
Built to replace your HR stack, which is more than a focused Philippines hire needs if you are happy with your current tools.

Source: rippling.com/pricing

Papaya Global

Best for: enterprises that need payroll automation across many countries including the Philippines, with one consolidated reporting layer for finance teams.

Papaya Global is the payroll-at-scale alternative: roughly 180 countries through owned entities and partners, 130+ payroll currencies including PHP, and a strong data-and-payroll backbone for finance teams. Philippines payroll (SSS, PhilHealth, Pag-IBIG, BIR withholding and 13th month) is handled within the same consolidated platform as the rest of your markets.

That depth comes at enterprise price and complexity. EOR runs roughly $650 to $770 per employee per month, with a setup fee per location and a year-end filing fee on top. Reviews consistently say it's built for enterprise finance teams, not smaller fast-growing companies. The complexity is the price of the data depth.

For a finance team consolidating multi-country payroll including the Philippines, the backbone is the draw: one reporting layer, 130+ payment currencies and audit-ready filings. Price the full stack before signing, because the per-location setup fee and year-end filing fee land on top of the monthly range. Against Deel you trade self-serve simplicity for finance-grade payroll consolidation.

Countries: ~180 via owned entities + local partners
Entity model: Mix of owned and partner; Philippines through local partner network
Onboarding: Weeks, enterprise-paced
Contractors: Yes
Pricing: ~$650 to $770 / employee / month, plus setup and year-end fees · verified 2026-06-16
G2: 4.5/5 (117)

Strengths

A strong enterprise payroll and data backbone across roughly 180 countries and 130+ payroll currencies including PHP. Few providers consolidate multi-country payroll data at this scale.
Mature automation and reporting for finance teams running complex multi-country payroll. 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, so the system you start with is the one you grow into as Philippines headcount builds.
Philippines 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 runs roughly $650 to $770 per employee per month, plus a setup fee per location and a year-end filing fee. Price the full stack, not the headline.
Built for enterprise, not smaller fast-growing teams. The onboarding is enterprise-paced and the product is payroll-led rather than advisory in how it engages with clients.
A smaller G2 review base than the platform-led providers, about 117 reviews, so third-party signal on Philippines-specific experience is thin.

Source: g2.com/products/papaya-global

G-P (Globalization Partners)

Best for: large enterprises where the widest owned-entity footprint, across 180+ countries, matters more than speed, price or agility for Philippines hiring.

G-P owns employing entities in 180+ countries, the widest owned-entity footprint on this list, with a long enterprise track record. Philippines coverage is included. The depth is genuine, but compliance responses and onboarding run at enterprise governance pace, which matters when a Philippines Labor Code issue needs fast expert access.

For a rapidly growing company it is usually overkill. G-P does not publish pricing for the Philippines (estimates run roughly $699 to $1,000+ per employee per month), the platform and onboarding are widely reported as dated and slow, and the model is built for large, complex organisations rather than a team that needs to move fast.

The case for G-P is governance at scale: the owned-entity share no other provider here matches, fewer partner links in the chain for the Philippines, and the procurement posture large organisations require. If that is the bar, nobody clears it more completely. Against Deel you trade speed, modern tooling and price for the widest owned-entity governance in the category.

Countries: 180+ (owned-entity led + local partners)
Entity model: Owned-entity led, widest footprint in the category
Onboarding: Slow, enterprise governance pace
Contractors: Yes
Pricing: Not published; estimates ~$699 to $1,000+ / employee / month · verified 2026-06-16
G2: 4.4/5 (936)

Strengths

Owns its employing entity in 180+ countries, the widest owned-entity footprint in the category and the reason it anchors enterprise shortlists.
Deep enterprise governance and a long track record with large, complex global teams, with references that pre-date most providers on this list.
The highest owned-entity share in the category means fewer partner sub-processors in the Philippines data and employment 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 category, roughly $699 to $1,000+ per employee per month for Philippines EOR.
The platform and onboarding are widely reported as dated and slow, which matters when a Philippines hire needs to start quickly.
Enterprise focus, a 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

Velocity Global (now Pebl)

Best for: companies with complex M&A, immigration or talent-mobility needs in the Philippines and across 185+ countries that will pay a premium for that depth.

Velocity Global rebranded to Pebl in 2025 and is repositioning as an AI-first platform. It has real depth in M&A and immigration across 185+ countries, with 65 owned entities. Philippines coverage is included in its network. For a company relocating talent to or from the Philippines, or carving a workforce out of an acquisition there, the immigration depth is the differentiator.

But it sits at the premium end. The standard rate of $599 reviewers say often lands 30 to 50% higher in practice, and the customer experience is still settling after the rebrand. Worth evaluating for complex M&A or immigration needs; the price is harder to justify for a straightforward Philippines hire.

The premium buys depth where deals get complicated: carving a workforce out of a Philippines acquisition, employing where immigration and employment law interact, or restructuring across entities. Its 65 owned entities and days-to-weeks onboarding hold up under that load. For a team hiring a handful of people in Manila for a BPO or tech function, the mid-tier covers the need at a more predictable price. Against Deel you trade settled product experience and price transparency for owned-entity depth on complex cases.

Countries: 185+ (65 owned entities)
Entity model: Owned entities plus partners; Philippines through local partner network
Onboarding: Days to a few weeks
Contractors: Yes
Pricing: $599 standard, often 30 to 50% higher in practice · verified 2026-06-16
G2: 4.6/5

Strengths

Real depth in M&A and immigration, with broad reach across 185+ countries and 65 owned entities. The M&A 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 G2 reviews, with onboarding running days to a few weeks for straightforward Philippines hires.
Owned entities in 65 markets reduce partner hand-offs exactly where complex cases need a single accountable employer in the loop.

Watch-outs

Premium pricing: a $599 standard rate that reviewers say often lands 30 to 50% higher in practice for the Philippines and other markets.
Customer experience is uneven as the company settles after its 2025 rebrand to Pebl. Some reviewers report inconsistency in service quality.
Pricing is quote-led in practice, so a like-for-like comparison against the flat-fee providers takes work to pin down before committing.

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

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.	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 dedicated 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 reserves a dedicated support channel for the $899 Enterprise tier.	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

Choose on compliance depth if real HR and legal experts with Philippine Labor Code credentials matter more than self-serve platform depth. Teamed leads this column on human advisory.
Choose on cost transparency if a Philippines payroll invoice you can read line by line matters. Teamed shows the PHP/USD FX rate against mid-market and absorbs it at zero markup. Deel does not publish its FX terms.
Choose Deel if platform breadth, the deepest integration catalogue and the market-leading brand outweigh the FX transparency gap. It's the default for teams standardising on one global platform.
Choose Remote if a polished self-serve product, strong benefits and IP tooling, and a disclosed (if variable) FX approach suit your Philippines hiring.
Choose Oyster if you want fast, automated onboarding and a dedicated CSM in the Philippines, with transparent published pricing.
Choose Rippling if you want HR, IT and payroll unified on one platform and can absorb a base platform fee on top of the Philippines EOR charge.
Choose Papaya Global if enterprise payroll automation at scale across multiple countries including the Philippines is the priority and budget is not the constraint.
Choose G-P only if you are a large enterprise where the widest owned-entity footprint matters more than speed or price.
Choose Velocity Global (Pebl) if you have complex M&A or immigration needs involving the Philippines and will pay a premium for that depth.
Ask every provider one question. Do real HR and legal experts with Philippine Labor Code experience handle a contested termination, or does it go to a ticket queue?

Email this to legal

Honest take

When Deel, or another provider here, is the better choice.

Stay with Deel if platform breadth, the deepest integrations and self-serve depth matter more than a readable Philippines invoice.
Choose Remote if a polished product, a disclosed FX rate and strong benefits tooling matter most for your Philippines team.
Choose Rippling if you want your whole HR, IT and payroll stack on one platform and are hiring across multiple countries simultaneously.
Choose G-P or Papaya Global if you are an enterprise that needs owned-entity breadth or payroll-at-scale across many countries including the Philippines, and price is secondary.
Choose Oyster or Velocity Global if you want fast onboarding in the Philippines, or have immigration needs that require deeper specialist support.

Teamed leads Philippines compliance depth, cost transparency and the path to your own Philippine corporation, not every column. 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?
There's no single best. It depends on your priority. Teamed leads on compliance depth via real Philippine Labor Code expertise, cost transparency and the move from EOR to your own entity. Remote leads on product polish and a disclosed FX rate. Oyster leads on onboarding, Rippling on the unified HR platform, Deel on the broadest platform and integrations. Papaya, G-P and Velocity Global suit enterprise needs at enterprise prices. The most useful question for any of them: can you reach a real HR or legal expert 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 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. Philippines statutory compliance facts reference SSS, PhilHealth and DOLE official publications verified on the same date. Each of the eight providers is scored 1 to 5 on five Philippines-focused criteria, 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: PHP/USD FX shown against mid-market at zero markup, real Philippine Labor Code experts on the hard moments, 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 Velocity Global are enterprise options. 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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