The Philippine EoR market has a confidence problem, not a capability shortage.

Foreign SMEs delay Philippine hiring for months over one variable: employment compliance in a jurisdiction they don't operate in. The mechanics are not the obstacle — they are codified.

An Employer of Record is the legal employer of your Philippine staff. You direct the work. The EoR carries the employment relationship and the statutory load:

SSS at 15% of the monthly salary credit — 10% employer, 5% employee — under RA 11199.

PhilHealth at 5%, split, under RA 7875 as amended by RA 11223.

Pag-IBIG employer share under RA 9679.

13th month pay under PD 851, due on or before 24 December.

Withholding on compensation under the NIRC as amended by TRAIN. Contracting compliance under DOLE D.O. 174-17.

None of this is exotic. All of it is documentable.

Which is the actual test. Much of the market sells compliance through branding and dashboards. Ask any provider — including us — for the files: SSS payment reference numbers, PhilHealth and Pag-IBIG remittance confirmations, BIR filings, compliant payslips. Per employee. Per month.

If the file can't be produced, the compliance doesn't exist.

Building a Philippine team without an entity: careers@alephtalent.com

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