The Philippines pairs a huge English-speaking talent pool with one of the region's lowest employer burdens (~11-13%). The rules that matter most: the mandatory 13th month, the three statutory funds, and night-shift premiums for teams on US hours.
Employment is governed by the Labor Code and DOLE regulations: written contracts, enrollment in the three statutory funds, and strong security of tenure once an employee is regularized. English-language contracts are standard, which keeps onboarding fast. TGTC employs your hire locally and runs all of it.
The Philippines has one of the lightest statutory loads in our coverage: roughly 11-13% on top of gross once the funds and the 13th-month accrual are counted.
The 13th month is a legal obligation, not a bonus: one-twelfth of the year's basic salary by December 24, pro-rated for partial years. If your team overlaps US business hours, the night differential of at least 10% per hour between 10pm and 6am belongs in the cost model and the contract.
Employees pay progressive income tax (0-35%) plus their shares of SSS, PhilHealth, and Pag-IBIG, withheld through payroll*.
*All figures are estimates from public sources (2025-26), pending ops verification - same basis as the EOR cost calculator. Not tax or legal advice.
Compliant local contract, SSS, PhilHealth, Pag-IBIG, 13th month, and night differentials - handled. One invoice, flat $399/month.