Hire in the Philippines — without the legal maze.
Zero-Ten Park Philippines is your on-the-ground Employer of Record. We handle the employment contracts, payroll, SSS, PhilHealth, Pag-IBIG, and government filings — so you can focus on growing your team, not your compliance stack.
Get Started — From $230/month
Why Australian, American, Singaporean & Japanese companies hire here.
Across Sydney, San Francisco, Singapore and Tokyo, the calculation is the same: the Philippines offers world-class, English-fluent talent at a fraction of home-market cost — in a time zone that works for the whole Asia-Pacific. Here's why teams keep choosing it.
A fraction of the cost
Filipino salaries for comparable mid-level roles run far below Australian, US, Singaporean or Japanese rates — often 70–85% lower fully loaded — with no drop in quality.
One of the largest English workforces
English is an official language of business and education. Filipino professionals write and speak it fluently, with a neutral, service-oriented communication style.
Western business alignment
Decades of close ties to US and Australian companies mean familiarity with Western tools, processes, and work culture from day one.
A time zone that works
At GMT+8, the Philippines shares the business day with Singapore and Japan, overlaps Australian hours, and supports follow-the-sun coverage for US teams.
A deep digital & BPO talent pool
A mature outsourcing industry has built abundant, specialised talent in customer support, finance and accounting, IT, creative, and back-office roles.
Young, scalable, and growing
A large, young labour force and a supportive outsourcing ecosystem make it straightforward to start with one hire and scale to a full team.
| How they compare | Australia | United States | Singapore | Japan | Philippines |
|---|---|---|---|---|---|
| Indicative cost, mid-level role (USD/mo, fully loaded) | $5,000–7,000 | $5,500–8,000 | $4,000–6,000 | $3,500–5,500 | $700–1,500 |
| Business-English workforce | Native | Native | Widespread | Limited–moderate | Among the world's largest |
| Time-zone fit with Asia-Pacific | Overlaps PH hours | Follow-the-sun / overnight | Same time zone | 1 hour ahead | GMT+8 regional hub |
| Hire without your own local entity | Via an EOR | Via an EOR | Via an EOR | Via an EOR | Yes — Zero-Ten is the entity |
| Back-office & digital talent depth | Moderate, costly | Deep, costly | Limited, costly | Moderate, language-bound | Deep & specialised (mature BPO) |
Cost ranges are indicative, fully-loaded planning figures for a mid-level professional and vary widely by role, seniority, and location. For illustration only.
What you must handle to hire directly in the Philippines.
Hiring a Filipino employee on your own is very different from signing a contractor. To employ someone legally and compliantly, here's what direct hiring actually requires — and why most companies decide it isn't worth doing alone.
A registered local entity
Employing staff directly means incorporating a Philippine company with the SEC and registering with the BIR, SSS, PhilHealth, Pag-IBIG, and your local government — months of setup before anyone starts.
An employee-protective Labor Code
Security of tenure, regularisation after probation, and strict due-process rules mean employees enjoy strong protections. Getting the process wrong is expensive.
Monthly statutory remittances
SSS, PhilHealth, Pag-IBIG and BIR withholding tax must be computed, deducted, remitted, and filed on exact government schedules — every single month.
13th-month pay & statutory leave
A 13th-month salary is a legal obligation, alongside service incentive leave, holiday pay, and other mandated benefits that must be tracked and funded.
Regulated termination & final pay
Notice-to-explain, due process, rendering periods, separation pay, and a 30-day final-pay timeline all apply — and missteps lead to labour disputes.
The compliance risk is yours
A single misclassification, late remittance, or filing error can trigger penalties, back-pay, and disputes — with liability sitting squarely with you.
This is exactly why so many choose an Employer of Record.
Rather than building a Philippine entity and an in-house compliance team, companies hand all of it to an EOR. Zero-Ten becomes the legal employer — absorbing entity setup, payroll, statutory remittances, 13th-month pay, leave, and termination compliance — while you keep full control of the day-to-day work. It's the fastest, safest, and most cost-efficient way to hire in the Philippines.
See how EOR works →We become the employer on paper — you keep control in practice.
An Employer of Record (EOR) is a third-party company that legally employs your workers in a foreign country on your behalf. You direct the day-to-day work; we handle all Philippine legal and administrative obligations.
No local entity required
You do not need to register a Philippine corporation or branch to hire legally here. Zero-Ten is already established — your staff are employed under our Philippine entity from day one.
Full Philippine labor compliance
We manage employment contracts under the Philippine Labor Code, mandatory government contributions (SSS, PhilHealth, Pag-IBIG), BIR tax withholding, and DOLE filings — every month, on time.
You stay in the driver's seat
You retain full operational control: you define the role, set the work, manage performance, and decide compensation. We handle the paperwork and disbursements so nothing falls through the cracks.
Predictable, transparent costs
Our EOR service fee is a flat $230 per dedicated staff member per month — and drops to just $150 per staff for clients who onboard 20 or more dedicated staff right away. No hidden recruitment markups embedded in the monthly fee. Payroll, statutory benefits, and bank fees are itemized separately on every invoice.
Zero-Ten Philippines, Inc. — your legal employer on Philippine soil.
When Zero-Ten serves as your EOR, we sign the employment contract, process monthly payroll, remit all statutory contributions, and manage government compliance. You get a Filipino team member who shows up ready to work — without setting up shop in the Philippines yourself. It is the fastest, safest, and most cost-efficient way to access Philippine talent.
Every EOR engagement includes:
From recruitment to final pay — managed end to end.
Employment Contracts
Philippine Labor Code-compliant employment contracts drafted and executed for every dedicated staff member.
Monthly Payroll Processing
Bi-monthly payroll disbursements (5th and 20th) with itemized pay slips and remittance to BDO segregated accounts.
Statutory Benefits
SSS, PhilHealth (PHIC), and Pag-IBIG (HDMF) — both employer and employee shares — administered monthly.
BIR Tax Withholding & Filing
Monthly income tax withholding, BIR Form 1601-C filings, and annual alphalist submission for all your staff.
DOLE Compliance & Reporting
Labor standards compliance, mandatory DOLE reports, and safe workspaces act (RA 11313) implementation.
Monthly Reconciliation Reports
Detailed fund balance, transaction, and replenishment reports issued by the 18th of every following month.
Termination & Severance
Full separation processing including final pay computation, clearance, and severance — drawn from your pre-funded Security Deposit.
Dedicated Account Manager
A named ZTP Account Manager with a 24-hour response window for all inquiries, escalations, and support requests.
Zero-Ten EOR is built for companies like yours.
If you're hiring Filipinos and you're not based in the Philippines — or you simply don't want the hassle of local employment setup — this is exactly what we built.
Australian Companies
Scaling offshore teams in the PH without registering a ROHQ or branch.
Asia-Pacific Businesses
Regional companies — SG, HK, JP — hiring PH-based professionals compliantly.
Fast-Growth Startups
Startups that need to hire now, move fast, and can't wait for entity registration.
BPO & Outsourcing Firms
Outsourcing businesses that want a compliant employer layer without running HR in-house.
Construction & Project Firms
Project-based companies hiring Philippine specialists for fixed-term engagements.
Tech Companies
Software, SaaS, and digital product companies hiring Filipino developers and designers.
Healthcare & Professional Services
Clinics, consulting firms, and professional services organizations needing licensed PH staff.
Retail & E-Commerce
Online stores and brands building customer support and fulfillment teams in the Philippines.
Three funds. Zero surprises.
Every EOR engagement is backed by three mandatory pre-funded accounts — held separately in BDO for each staff member. Funds are never commingled.
Security Deposit
Gross salary + benefits + estimated taxes & fees. Held untouched for the entire term. Applied exclusively to severance and final pay. Never touched for regular payroll.
Prepaid Payroll Fund
Gross salary + benefits. The operating float that ensures payroll is always funded before disbursement. Replenished by the 25th of each month.
Contingency Reserve
A minimum of 10% of staff monthly gross salary — never below. Buffer for emergencies, cash advances, and non-payroll costs. Replenished within 5 business days of any draw.
Why three funds? The three-fund structure eliminates payroll risk for both parties. Your Security Deposit is ring-fenced for severance — it cannot be touched for any other purpose. The Prepaid Payroll Fund ensures your staff is always paid on time, even if your invoice is delayed. The Contingency Reserve covers the unexpected without disrupting the payroll cycle. Every peso is accounted for, every month.
From inquiry to first payroll — in days, not months.
The onboarding process is designed to be fast, transparent, and painless.
Discovery & Proposal
Tell us about your team — role, salary, benefits, and start date. We prepare a proposal and compute your Initial Invoice within 24 hours.
Sign the SLA
Sign the Service Agreement and Client Compliance Annex. Your dedicated Account Manager is assigned and introduced.
Fund the Initial Invoice
Pay the Initial Invoice (Security Deposit + Prepaid Payroll Fund + Contingency Reserve + first month EOR fee) at least 5 business days before the start date. We issue a Deposit Receipt.
Staff Onboarding
We open segregated fund accounts, execute the employment contract, and onboard your staff into our HR and payroll systems.
Monthly Billing Begins
Recurring n/5 and n/20 invoices cover salary, statutory benefits, EOR service fee, and bank fees — billed in advance, detailed to the peso.
What does an EOR engagement actually cost?
A worked example for one staff member on a ₱40,000 gross salary (≈ ₱34,432 net take-home), split across the Initial Invoice and the recurring n/5 and n/20 cycle. These mirror the figures the calculator below returns for the same inputs.
Initial Invoice
One-time at onboarding — due 5 business days before start date
n/5 Invoice — released 5th
Covers the 16th–end-of-month salary cutoff, plus the month's service charges
n/20 Invoice — released 20th
Covers the 1st–15th salary cutoff
* Employee statutory (₱2,950) and withholding tax (₱2,618) are withheld from within the employee's monthly gross — disbursed across both cutoffs and remitted by ZTP — so they're listed on the n/5 invoice for transparency, not added on top, which is why the rows don't sum to the total. Salary is released bi-monthly, so each invoice's gross line is one cutoff (about half the monthly gross); together the n/5 (₱41,742) and n/20 (₱20,150) invoices come to ₱61,892/month. The EOR fee is $230/month per staff (shown in PHP), dropping to $150/staff for clients onboarding 20+ staff, and appears on both the Initial Invoice and the recurring n/5 invoice. Statutory and tax are 2026 estimates that vary by salary bracket. Enter ₱34,432 net (or your own figures) in the calculator below to reproduce these numbers in any currency.
Calculate your EOR costs instantly.
Enter a target net salary, or a budget per staff, plus how many people you're hiring. Choose EOR only ($230/staff) or the EOR + Workspace bundle ($350/staff), and switch between a monthly view (the n/5 and n/20 invoices) and an annual view that includes the 13th-month pay and statutory leave. The EOR-only fee automatically drops to $150/staff once you enter 20 or more staff.
EOR only is our service fee. EOR + Workspace bundles a dedicated desk at a Zero-Ten Park location for $350/staff — about $130/month less than buying workspace separately.
- Plan & EOR fee: EOR only is $230/staff/month, automatically $150/staff once 20+ staff are onboarded together. EOR + Workspace bundles a dedicated desk at a Zero-Ten Park location for a flat $350/staff/month (≈ $130/month less than buying workspace separately; the 20+ discount applies to the EOR-only plan). Fees are shown converted to PHP at the selected rate.
- Initial Invoice (one-time): Security Deposit (1 month gross + estimated taxes) + Prepaid Payroll Fund (1 month gross) + Contingency Reserve + the first Monthly EOR Service Fee + one bank fee.
- Contingency Reserve: a minimum of 10% of monthly gross salary — never below; the estimate uses the 10% floor.
- Bi-monthly payroll: salary is released on the 5th (covering the 16th–end-of-month cutoff) and the 20th (covering the 1st–15th cutoff); each invoice carries one cutoff plus a bank fee.
- Statutory (2026 estimates): SSS (employee 5% / employer 10% + ₱30 EC, MSC capped at ₱35,000), PhilHealth (5%, split 50/50, floor ₱10,000 / ceiling ₱100,000), Pag-IBIG (2% / 2%, base capped at ₱10,000).
- Withholding tax: TRAIN-law monthly brackets on (gross − employee statutory). Employee statutory and taxes (marked *) are withheld from within the gross — shown for transparency, not added on top.
- 13th-month pay: accrued at 1/12 of gross each month; the annual view shows it once as one full month.
- Leave provision (annual view): 5-day Service Incentive Leave — the statutory minimum — valued at the daily rate (monthly gross × 12 ÷ 261 working days) as a year-end cash-conversion provision for unused leave.
- Bank fees: one disbursement fee per release (₱150) — ₱300/month, ₱3,600/year.
- Foreign exchange: indicative rates, for planning only.
This calculator is an estimate for planning purposes, not a quotation. Final figures depend on the confirmed salary, benefits, HMO, and the current government contribution tables.
Common issues we solve so you don't have to.
Hiring through an EOR removes the guesswork. Here are the real problems companies hit after a staff member starts — and how Zero-Ten handles each one.
Late or missed payroll
An invoice slips and payday is at risk. With the Prepaid Payroll Fund always held one month ahead, your staff is paid on time even when an invoice is delayed.
Solved by Prepaid FundStatutory contribution gaps
Missed SSS, PhilHealth, or Pag-IBIG remittances trigger penalties and unhappy staff. We remit all employer and employee shares monthly, on schedule.
Fully managedSeverance & final pay disputes
Separations get messy when severance isn't pre-funded. Your Security Deposit is ring-fenced from day one and applied directly to final pay.
Pre-fundedSurprise emergency costs
Cash advances, government loan repayments, or unexpected fees can derail a payroll cycle. The Contingency Reserve absorbs these without disruption.
BufferedUnfunded bonus promises
A client promises a bonus but doesn't fund it. Per the SLA, Zero-Ten disburses bonuses only after the client has remitted them in full — no surprise liability.
Protected both waysStaff resignation mid-term
Someone leaves unexpectedly. We process the separation, reconcile their funds, and you can request a replacement at no extra EOR fee within 30 days.
Free replacementCompliance & labor risk
DOLE rules and the Labor Code shift over time. As legal employer, Zero-Ten carries the compliance obligation — not you.
Risk transferredNo local point of contact
Time zones and silence kill momentum. A dedicated Account Manager with a 24-hour response window keeps everything moving.
24-hr responseSpeak the language of EOR.
Tap any term to reveal its definition. The vocabulary you'll see across your Service Agreement and invoices, explained plainly.
Common questions about EOR in the Philippines.
An Employer of Record (EOR) in the Philippines is a licensed local company that legally employs workers on behalf of a foreign or non-local business. The EOR handles all Philippine employment law obligations — contracts, payroll, SSS, PhilHealth, Pag-IBIG, BIR taxes, and DOLE compliance — while the client company retains full operational control over the staff's work and scope.
No. That is the primary advantage of an EOR. Zero-Ten Philippines, Inc. is already registered and fully compliant. Your staff are employed under our legal entity, so you do not need to establish a Philippine corporation, branch office, or ROHQ to hire legally here.
Zero-Ten's EOR service fee is $230 per dedicated staff member per month, and drops to $150 per staff for clients who onboard 20 or more dedicated staff right away. It's billed on the Initial Invoice for the first month, then on the monthly n/5 invoice every subsequent month. Payroll, statutory benefits, and bank fees are separate and itemized. Use our calculator above to estimate your full monthly cost.
Every EOR engagement requires three pre-funded, segregated accounts per staff member: (1) a Security Deposit equal to one month of gross salary + benefits + estimated taxes/fees — held exclusively for severance; (2) a Prepaid Payroll Fund equal to one month of gross salary + benefits — the operating float replenished monthly; and (3) a Contingency Reserve of at least 10% of monthly gross salary — for emergencies and non-payroll costs. Funds are never commingled.
At the end of the agreement, Zero-Ten applies the Security Deposit to final pay and severance. Any surplus from the Security Deposit, Prepaid Payroll Fund, and Contingency Reserve is returned to you within 30 days of the final reconciliation. A detailed final statement is issued showing all transactions, settlements, and refunds.
Yes. Zero-Ten Park Philippines operates offices in Cebu IT Park, Cebu Mandaue, and Makati. Your staff can be based at any of these locations or work remotely within the Philippines — all under the same EOR framework.
Once the Service Agreement is signed and the Initial Invoice is paid (at least 5 business days before the start date), onboarding is fast. We open the segregated fund accounts, execute the employment contract, and begin payroll processing immediately. Most clients complete onboarding in under two weeks from first inquiry.
The standard commitment period is twelve (12) months, which automatically renews for successive 12-month periods unless either party gives 30 days' written notice of non-renewal. Early termination before the commitment period ends is subject to liquidated damages equal to the remaining term's operational costs.
Employer of Record Philippines: The Complete Guide
Hiring employees in the Philippines as a foreign company requires navigating the Philippine Labor Code, mandatory government contributions to the Social Security System (SSS), PhilHealth, and the Home Development Mutual Fund (Pag-IBIG), as well as Bureau of Internal Revenue (BIR) tax withholding obligations. For companies that want access to the Philippines' deep talent pool without the cost and complexity of setting up a legal entity, an Employer of Record (EOR) is the fastest and most compliant path.
Zero-Ten Park Philippines, Inc. — with offices in Cebu IT Park, Mandaue, and Makati — serves as the legal employer of record for dedicated Filipino staff on behalf of international and domestic clients. As the EOR, Zero-Ten signs the employment contract, processes monthly payroll, remits statutory contributions, files government reports, and manages all employee-related compliance — while the client retains full operational control over the staff's work.
The Philippine EOR model is especially valuable for Australian, Singaporean, Japanese, and US-based companies building offshore teams. It eliminates the need for a Regional Operating Headquarters (ROHQ), branch office registration, or any local corporate structure. Staff are employed immediately, compliantly, and at a predictable cost — starting from $230 per month in EOR service fees per staff member, and as low as $150 per staff for companies onboarding 20 or more dedicated staff at once.
Three Philippine homes for your team.
Your dedicated staff can be based at any Zero-Ten Park location — or work remotely within the Philippines, all under the same EOR framework.
Cebu IT Park
Our flagship hub in the heart of Cebu's tech district — coworking, private offices, and meeting rooms surrounded by the city's innovation community.
View location →
Mandaue
A growing business address connecting Cebu's commercial and industrial corridor — flexible workspace for teams that want room to scale.
View location →
Makati
Our presence in the country's premier financial district — a prestige address for staff who need to be at the center of Manila business.
View location →Ready to hire in the Philippines?
Tell us about your team. We'll prepare a cost proposal and get back to you within 24 hours.
- No entity setup required — we are already your Philippine employer
- Proposal and cost breakdown delivered in 24 hours
- Offices in Cebu IT Park, Mandaue & Makati
- Japanese-backed operations with local expertise
- Full DOLE, BIR, SSS, PhilHealth & Pag-IBIG compliance
- Dedicated Account Manager assigned from day one
