Best EOR for the Philippines

Hiring someone based in the Philippines through an EOR, the filter that outranks headline price is whether the provider can actually run compliant local payroll: remit SSS, PhilHealth and Pag-IBIG on time, withhold BIR income tax, and pay the mandatory 13th-month.

A company name that matches the provider in the SEC register does not by itself prove any of that.

The Philippines has no EOR-specific licence to check, so the two things that really separate providers are how credibly they handle those statutory duties and how honest they are about which entity employs your staff.

Get a partner-model provider where you assumed an owned entity, and your compliance chain runs through a local firm you never chose.

The major global providers and the leading Philippine specialists went through our assessment, and five are ranked below on service across five weighted dimensions, with a local operator, KMC Solutions, in the fifth slot. Nothing in the order rests on a register check, because the SEC search would not let us run one cleanly, and that shapes both ways this page differs from a vendor listicle.

First, the Philippine SEC registration numbers we cite are reported, not confirmed by us. The SEC company search sits behind a request-based system we could not cleanly query this pass, so every SEC number here is an attestation to verify at source, not a fact we are vouching for.

Second, a matching name in the register is not proof of ownership. The clearest example is Remote: some sources attach an entity called REMOTE EMPLOYEE BPO PHILIPPINES INC. to Remote.com, but that is almost certainly an unrelated Philippine staffing firm, so we do not rank Remote on an entity we cannot tie to it.

Deel heads the ranking, but the ranking is not the shortlist. A Philippines-only team that wants a domestic operator fluent in regional wage orders points at KMC Solutions on a peso quote, an enterprise rollout that wants process rigour points at G-P, and a PHP 80,000-a-month professional, where a USD 599 fee adds about 43% to the salary on its own, points at whichever provider will quote furthest below list, so read the scenario picks before the top row goes into your RFP.

This page stops at the shortlist. The SSS, PhilHealth and Pag-IBIG caps, the 13th-month rule and the regional wage orders are set out in our Philippines employer of record guide, and if the Philippines is one of several countries you are pricing, our best employer of record comparison ranks the same providers across markets.

Which EOR providers are best for hiring in the Philippines?

The best EOR for a Philippine hire is one that can credibly run local payroll and remit every statutory contribution on time, and is honest about which entity actually employs your staff.

Because ownership here is only reported, not confirmed, we rank on service across five weighted dimensions and treat the SEC entity as a claim you verify, not the spine of the ranking.

Deel leads on the strength of its automation, contractor tooling and the breadth of its statutory handling, followed by G-P and Rippling on enterprise compliance and platform depth. Pebl earns the high-touch service slot, and KMC Solutions takes the fifth place as the local specialist for a Philippines-only team.

Deel reports an owned Philippine entity (DEEL PHILIPPINES EOR SERVICES INC., SEC 2021090024057-07), as do G-P (SEC 2021050013337-00), Rippling (SEC 2024020134358-21) and Pebl (SEC 202106001656207). We did not confirm any of these at the SEC this pass, so every number is reported and yours to check.

Why does a matching name in the SEC register not prove a provider runs it?

Because a common brand word like "Remote" can belong to an entirely unrelated Philippine company, and the SEC register records the name, not the global parent behind it. The cleanest worked example on this page is Remote.com, and it is a warning for how you read every entity claim here.

Some sources attach an entity called REMOTE EMPLOYEE BPO PHILIPPINES INC. (SEC 2021080021846-01) to Remote.com. That name almost certainly belongs to the unrelated Philippine BPO staffing firm "Remote Employee" (remoteemployee.com), not to the global EOR Remote.com, so treating it as Remote's Philippine entity would be a straight error.

We therefore do not rank Remote here on an entity we cannot tie to it. Remote's own Philippines page says it owns a legal entity there, but it does not name it, and we could not confirm which one, so ranking it on a namesake would repeat the mistake we are warning you about.

The lesson generalises to the whole shortlist. A "Deel", "Rippling" or "Globalization Partners" name in the register makes an owned-entity claim plausible, not proven, so the same discipline applies: get the exact SEC number in writing and verify it yourself before you rely on it.

This is not pedantry, it is where liability lives. If the entity that pays your staff is not who you think it is, your indemnities, your data-processing chain and your misclassification exposure all point at the wrong company, so confirm the name before the first pay run.

How do buyers rate these providers elsewhere?

The Trustpilot column measures each company worldwide, not its Philippine desk. Deel's 9,608 reviews and Rippling's 2,504 come from clients in every market they serve, so they speak to the platform and the billing, not to whether a provider remitted SSS on time or loaded the PHP 755 NCR wage rather than the superseded one. We use Trustpilot because the global providers here all have a public profile on it; KMC, as a local specialist, does not appear.

None of these scores enters our ranking. Our 30% compliance weight is scoring SSS, PhilHealth, Pag-IBIG and BIR handling, and our 20% transparency weight is scoring whether a provider will name its SEC entity and share its employer registrations; a reviewer rating a support ticket has no view on either.

Trustpilot figures cover each provider's whole business, not its Philippine EOR service alone, and drift daily, so they are verified live at source before publication. Read them as a coarse trust signal, never as the reason to pick a provider.

What does it actually cost to employ someone through a Philippine EOR?

Budget for a statutory on-cost of roughly 20% to 25% of basic salary at lower pay levels, but expect that figure to fall as salary rises, because SSS, PhilHealth and Pag-IBIG are all capped.

For a well-paid professional the mandatory contributions become a small fixed peso amount and the 13th-month pay does most of the work.

The reason is structural. SSS employer contributions stop at PHP 3,500 a month, PhilHealth at PHP 2,500, and Pag-IBIG at just PHP 200, so once salary clears those caps the peso cost is frozen while the salary base keeps growing. That makes the Philippine on-cost regressive: the percentage shrinks exactly as the salary climbs.

The one line that does not cap is the 13th-month pay, a mandatory extra month worth 8.33% of annual basic. For a senior hire it becomes the dominant on-cost, larger than all three social funds combined.

Now the part vendor pages hide: the platform fee, not the statutory on-cost, is usually the biggest single line. A typical global list price of USD 599 a month is about PHP 34,700 a month, or roughly PHP 416,000 a year at an assumed PHP 58 per USD.

Against a PHP 960,000 salary, that flat fee alone adds about 43% on top of base, dwarfing the 15.5% statutory on-cost.

In a low-wage market the global platform fee is proportionally far heavier than it looks on a Western salary, so a fully loaded PHP 80,000 hire lands near PHP 1.53 million, roughly 59% over basic.

The takeaway is a negotiating one. Because the statutory floor is modest and the platform fee dominates at Philippine salary levels, the fee is where your leverage sits, so treat published USD list prices as an upper anchor and push hard for a peso quote at volume.

Which 2026 Philippine statutory figures must your EOR apply?

The Philippines loads its employer cost onto three capped social funds plus a mandatory 13th-month, with no single national minimum wage but regional wage orders instead. The block below gives your People and Finance teams the 2026 employer figures in one liftable place.

The figure most vendor pages get wrong is the minimum wage. Many still quote the superseded 2025 NCR rate of PHP 695 a day, when the non-agriculture rate is PHP 755 a day from 26 September 2026 under Wage Order NCR-28, so a provider paying the stale number underpays from day one.

A second common miss is the Pag-IBIG cap. Older pages still cite the PHP 5,000 fund-salary ceiling, but the maximum fund salary is now PHP 10,000, making the maximum employer contribution PHP 200 a month. Check both figures against the live wage order and HDMF circular before your provider loads them.

What are the Philippine legal traps an EOR must handle?

The decisive traps are worker misclassification under the four-fold test and the ban on labor-only contracting, both of which can make you the direct employer with cumulative back-pay exposure. There is no EOR-specific licence to hide behind, so a compliant provider is simply one holding the ordinary registrations and applying the law correctly.

Why the four-fold test decides misclassification, and control decides the four-fold test

Philippine courts determine an employer-employee relationship through the four-fold test: selection and engagement, payment of wages, the power of dismissal, and, most decisively, the power of control over how the work is done.

Control is the element that usually settles it, and where the facts are in doubt the Labor Code directs courts to rule in favour of the worker.

That pro-worker default flips the burden onto you. A contractor who is directed on the means and methods of the work, not just the result, can be reclassified as a regular employee regardless of what the contract says, so a clean paper trail is no defence if the day-to-day control looks like employment.

For an EOR buyer, this is the whole point of the model: the EOR holds the control and the employment relationship so you do not accidentally become the employer. Confirm the EOR, not you, exercises formal control on paper and in practice.

Why labor-only contracting can make the principal the direct employer

Labor-only contracting is prohibited under DOLE Department Order 174-17, and it is the trap a weak EOR can walk you into. If a provider supplies workers without substantial capital, tools or genuine control over them, the arrangement is deemed labor-only contracting and the law treats the principal, meaning you, as the direct employer.

That is why the entity behind your EOR matters beyond a name in the register. A thinly capitalised local shell that merely forwards workers is exactly the structure DO 174-17 targets, so ask the provider to evidence its capital, its own tools and its control over the workforce.

The safe read is that a credible EOR runs a substantial, properly registered operation, not a pass-through. Get that evidence in writing before you rely on the model to shield you.

How the penalties stack when misclassification is found

There is no single maximum penalty, which is what makes the Philippine exposure dangerous: the costs are cumulative and compound. A finding can bundle back wages and all statutory benefits, unremitted SSS, PhilHealth and Pag-IBIG with penalties and interest, and an illegal-dismissal claim on top.

Illegal dismissal alone can mean reinstatement with full back pay, or separation pay where reinstatement is not feasible. Add possible BIR deficiency withholding tax, and moral and exemplary damages where bad faith is found, and a single misclassified hire can generate a many-sided bill.

The enforcement backdrop is real, not theoretical. DOLE inspects establishments routinely and can order back wages and unpaid benefits, so the cost of getting classification wrong is not an abstract risk. Treat the EOR's control and registration evidence as your first line of defence.

Why is Deel the best overall EOR for Philippine hires?

Deel ranks first for the Philippines because it names a specific employing entity, DEEL PHILIPPINES EOR SERVICES INC., and because its tooling does the job the four-fold test makes urgent: taking a contractor whose day-to-day control looks like employment and moving them onto a contract before a court does it for you with back pay attached. For a team doing that at volume, Deel does more of it in one account than anyone else here.

Why we ranked Deel first for the Philippines

Deel reports its Philippine employing entity as DEEL PHILIPPINES EOR SERVICES INC. (SEC 2021090024057-07). We did not confirm this at the SEC this pass, so treat it as reported and verify it yourself, but the entity name is specific and consistent with an owned model.

Its 4.5 composite is the highest on the page, and it comes from statutory handling and contractor conversion rather than from the entity, whose SEC number we did not confirm.

A mixed workforce or a multi-country rollout stays in one account with no second vendor for the Philippine leg. The trade-off is the fee, which against Philippine salaries is a larger share of the bill than the statute itself.

Where Deel falls short for the Philippines

USD 599 a month is Deel's global list price, and on the PHP 80,000 example in the cost section it comes to about PHP 416,000 a year at the assumed PHP 58 per USD, roughly 43% on top of a salary whose statutory on-cost is 15.5%. Pebl's USD 399 headline sits below it, though Pebl says its price varies by country, and G-P's USD 599 starting rate matches it; a peso quote at volume is the number to hold out for.

The owned-entity claim is reported, not confirmed, which is the standing caveat across this whole page. Ask Deel to name the SEC number in your contract and to share the entity's SSS, PhilHealth and Pag-IBIG employer registrations.

From price: USD 599/mo global list · Onboarding: as little as 1 day (Deel's claim) · Entity: reported, DEEL PHILIPPINES EOR SERVICES INC., SEC 2021090024057-07 (verify at the SEC) · Licence: none exists; ordinary SEC + BIR + SSS/PhilHealth/Pag-IBIG registrations only

Full Deel review · Deel pricing breakdown

Why is G-P the best EOR for enterprise and multi-country compliance in the Philippines?

G-P is the pick when the Philippine hire sits inside a multi-country enterprise programme where the audit trail outranks the fee and process rigour outranks self-serve speed. It reports GLOBALIZATION PARTNERS PHILIPPINES, INC. as its employing entity, a number we did not confirm at the SEC.

Why we ranked G-P second for the Philippines

G-P reports its Philippine entity as GLOBALIZATION PARTNERS PHILIPPINES, INC. (SEC 2021050013337-00), which we did not confirm at the SEC this pass. Treat it as reported and verify it, but the named entity fits an owned model and a mature compliance posture.

Standardising employment across several countries with the Philippines as one of them means running 13th-month pay by 24 December, capped SSS and PhilHealth lines, and DO 174-17 evidence of substantial capital and control for anyone asking, and that is the work G-P's compliance model is built around. It is over-specified for a single hire.

The trade-off is self-serve immediacy, which the platform-first vendors sell harder, and G-P does not compete on the lowest fee.

Where G-P falls short for the Philippines

The published USD 599 per employee per month is a starting rate, the same platform fee in every country, with volume discounts and enterprise pricing on request, so the number you budget is the one in the proposal. For a single Philippine hire the fee is the same as Deel's with less tooling behind it.

Its entity claim is reported like the rest, so confirm the SEC number and the registration certificates before you rely on the owned-entity assurance.

From price: USD 599/mo starting rate (same in every country) · Onboarding: under 1 day, varies by country (G-P's claim) · Entity: reported, GLOBALIZATION PARTNERS PHILIPPINES, INC., SEC 2021050013337-00 (verify at the SEC) · Licence: none exists; ordinary registrations only

Full G-P review · G-P pricing breakdown

When is Rippling the best EOR for unified HR, IT and payroll in the Philippines?

Rippling earns a place for one buyer: a company whose HR, IT or payroll already runs on Rippling and wants the Philippine hire, and their laptop, inside that system rather than in a second one. It reports RIPPLING PHILIPPINES, INC., a comparatively recent registration we did not confirm, so the integration is the reason to pick it and the entity is a question to ask.

Why we ranked Rippling third for the Philippines

Rippling reports its Philippine entity as RIPPLING PHILIPPINES, INC. (SEC 2024020134358-21), a comparatively recent registration we did not confirm at the SEC this pass. Treat it as reported and verify it; Rippling does not publish which countries it serves through its own entities and which through partners.

The draw is the single system. Running HR, device management and payroll on one platform removes the seams between tools, which is genuinely valuable for a company already committed to Rippling.

Where Rippling falls short for the Philippines

There is no Rippling list price to set against Deel's or G-P's USD 599, so procurement has to request a proposal before it can compare, and buying only the EOR module strips out the HR-plus-IT integration that justifies Rippling's place here.

The entity is newer and still reported, not confirmed, so the verification discipline matters even more here. Ask for the SEC number and registration certificates in writing.

From price: by quote · Onboarding: not published · Entity: reported, RIPPLING PHILIPPINES, INC., SEC 2024020134358-21 (verify at the SEC) · Licence: none exists; ordinary registrations only

Full Rippling review · Rippling pricing breakdown

When is Pebl the best EOR for high-touch Philippine hiring?

Pebl is the pick when the Philippine hire is complicated enough to need a named account team rather than a self-serve platform. It reports VELOCITY GLOBAL PHIL INC as its employing entity, the pre-rebrand name, so the company on your contract will not match the brand on the sales deck.

Why we ranked Pebl fourth for the Philippines

Pebl reports its Philippine entity as VELOCITY GLOBAL PHIL INC (SEC 202106001656207), which we did not confirm at the SEC this pass. Treat it as reported and verify it; note the group has rebranded to Pebl, though the Philippine entity name is recorded as above.

For a complex hire with unusual requirements, the high-touch model is the reason to choose it. Its service depth suits enterprises that want a named account team rather than a purely automated flow.

Where Pebl falls short for the Philippines

Pebl's published USD 399 per employee per month is below the USD 599 Deel and G-P charge, the lowest headline rate among the ranked global providers, but Pebl says its price varies by country, so get a Philippine quote before you count the saving. The service model is built around named account management, so the saving buys a more hand-held service rather than a self-serve one.

The entity claim is reported, and the Pebl rebrand adds a naming wrinkle to verify, so confirm the current registered name and SEC number before you shortlist.

From price: USD 399/mo headline, varies by country · Onboarding: as little as 24 hours (Pebl's claim) · Entity: reported, VELOCITY GLOBAL PHIL INC, SEC 202106001656207 (verify at the SEC) · Licence: none exists; ordinary registrations only

Full Pebl review · Pebl pricing breakdown

When is KMC Solutions the best local Philippine EOR specialist?

KMC Solutions is the pick when your hiring is Philippines-only and you want a domestic operator with deep local compliance and staffing experience on the ground, rather than a global platform treating the Philippines as one row in a grid.

It ranks fifth because that local strength comes with narrower global reach and lighter platform automation.

Why we ranked KMC Solutions fifth for the Philippines

KMC is an established Philippine-registered specialist with genuine local presence, which is exactly what the four-fold test and the labor-only-contracting rules reward: substantial capital, real infrastructure and hands-on local control. For a Philippines-only team, that domestic depth can outweigh a global brand.

Being local, KMC also tends to speak the regional wage orders, DOLE compliance and 13th-month administration fluently, because it lives inside that system rather than mapping it from abroad.

Where KMC Solutions falls short for the Philippines

KMC is not the choice for a multi-country rollout. If you need one contract spanning several markets, a global provider consolidates better, and KMC's platform automation and self-serve tooling are lighter than Deel's or Rippling's.

As with every provider here, confirm the exact contracting entity and its SSS, PhilHealth and Pag-IBIG registrations. Local does not mean unverified, it means the same due diligence applies.

From price: local quote (PHP-based) · Onboarding: not published · Entity: Philippine-registered local specialist (confirm the contracting entity and SEC number) · Licence: none exists; ordinary registrations only

Which cheaper or niche providers should you weigh, and when?

Two more local specialists, three global platforms and RemoFirst sit outside the ranking, for two different reasons: the locals serve a Philippines-only need with no global reach, and the globals either do not say which entity would employ your Philippine staff or, in Multiplier's case, name one we have not yet assessed for this ranking, so you would have to check it yourself. Each is worth a look only when its particular advantage outweighs that.

Penbrothers, when you want a second local specialist to weigh against KMC. Penbrothers is another established Philippine operator, building teams there since 2014, so it suits a Philippines-only team that wants to compare two local options rather than default to one. Its site lists HR and payroll administration but does not use the term employer of record, so confirm in writing that it will be the legal employer.

Smart Outsourcing Solution, when local BPO and PEZA-linked structures are in play. It positions around DOLE, BIR and economic-zone registrations, which can matter for particular outsourcing setups, so weigh it when your requirement is specifically local and structure-sensitive rather than global.

Oyster, Multiplier and Papaya Global, when a global platform is the goal and you will verify the employing entity yourself. Multiplier lists its own Philippine company, Multiplier Technologies Inc in Makati, and says it employs through its own entities, not partners. Oyster and Papaya Global each use owned entities in some countries and in-country partners in others, and neither says which applies in the Philippines, so ask which entity will employ your staff and check its registrations.

RemoFirst, only when the lowest headline price outranks entity assurance. The reason RemoFirst is cheap is structural: a Philippine partner you did not choose is the employer and holds the SSS, PhilHealth, Pag-IBIG and BIR registrations, and RemoFirst resells the service. That is a reasonable trade only when price decides everything and you have vetted the partner yourself.

How did we score EOR providers for the Philippines?

The weights below are set for the Philippines and for what we could actually test. Ownership is not the spine, because every SEC number on this page is reported rather than confirmed; compliance handling takes 30% instead, because remitting three capped funds and BIR withholding on time, and paying the 13th month by 24 December, is what protects you, and a further 20% goes to how willingly a provider shows you its registrations.

Compliance and statutory handling (30% weight). Can the provider credibly remit SSS, PhilHealth and Pag-IBIG on time, withhold BIR income tax, pay the 13th-month, and administer DOLE requirements? This is the core of what an EOR is for, so it leads the weighting.

Entity transparency and honesty (20% weight). Does the provider name a specific Philippine entity and back it with SEC, SSS, PhilHealth and Pag-IBIG registrations you can verify, or does it lean on a brand name and a partner it will not disclose? We reward providers that make verification easy.

Philippine employment depth (20% weight). Does the provider handle the four-fold test, labor-only-contracting rules, regional wage orders and the Labor Code natively, rather than treating the Philippines as a generic row? Local fluency scores higher than a global template.

Pricing transparency and value (15% weight). Deel and G-P publish USD 599, Pebl a USD 399 headline that varies by country, Rippling nothing and KMC a peso quote, and this dimension scores each against Philippine salaries rather than against each other, because a flat dollar fee that adds 43% to a PHP 80,000 salary is the biggest line on the bill whoever charges it.

Onboarding speed and service (15% weight). Deel, G-P and Pebl each claim onboarding in a day or less at best, and Rippling and KMC publish no figure, so the service half of this dimension is what lifts Pebl and KMC: a named account team or a local operator on the ground counts for something a self-serve platform cannot offer.

Frequently asked questions

Methodology and disclosure

We assessed the major global EOR providers plus the leading Philippine local specialists, and ranked five on service.

Every Philippine SEC registration number on this page is reported by the provider or by our research and was not confirmed by us at the SEC this pass, because the SEC company search was not cleanly queryable from our tooling.

We therefore rank on service across five weighted dimensions, not on ownership, and we present each SEC number as an attestation to verify rather than a fact we vouch for. Where a matching register name could be an unrelated company, as with the Remote namesake, we say so plainly and decline to rank on it.

Statutory figures were taken from the Philippine framework for 2026: SSS, PhilHealth and Pag-IBIG contribution rates and caps, the mandatory 13th-month pay, Service Incentive Leave, the 30-day notice standard, and the NCR minimum wage under Wage Order NCR-28. Regional minimum wages vary, so verify the applicable rate with the relevant regional wage board.

Every global price on this page is a USD list figure. Because a flat dollar fee is so heavy against local pay, ask for a quote: Pebl says its price varies by country and G-P offers volume discounts. The cost model's PHP 58 per USD and its PHP 80,000-a-month example are assumptions to re-check before the numbers go into a budget.

Trustpilot figures come from a live-verified master set, re-checked at source before publication, and describe each global provider worldwide; nothing in them isolates the Philippine service, and the local specialists do not appear.

Honesty on the entity column. No public source we could query this pass confirms these SEC entities, and no register proves that a given entity is the one that legally employs your staff. Every entity entry on this page is treated as a claim to test with the provider, not a verified fact.

Scoring. Deel's 4.5 and KMC's 3.4 are our composites out of 5, built from the five weights above: compliance and statutory handling 30%, entity transparency 20%, Philippine employment depth 20%, pricing transparency 15%, onboarding and service 15%. No provider supplied, saw or paid for a score.

Disclosure. WhichPayroll earns affiliate commissions from some providers listed on this page. Affiliate relationships do not influence rankings, inclusion criteria, or editorial assessments.

No provider paid for its position or saw this page before publication, and none gave us preferential pricing or early access. What we did not do is run a live SSS remittance through any of them or query the SEC company search, so every entity name, SEC number and registration claim on this page is the provider's attestation and not our finding.

Published July 2026 · Updated July 2026