As businesses continue to expand into Southeast Asia, the Philippines has become an increasingly attractive destination for global hiring. With its English-speaking workforce, strategic location, and favorable labor market conditions, the country presents strong opportunities for companies looking to scale international operations. But before employing foreign talent in the Philippines, it’s essential to understand the legal requirements around work authorization.
This comprehensive guide will explain how to hire professionals and navigate the process of obtaining legal work authorization in the Philippines.
Understanding work permits and visas
Foreign nationals who want to work legally in the Philippines must secure both a work visa and a work permit, depending on the nature and duration of employment. While often confused, these two documents serve different purposes and are processed by separate government agencies.
Difference between a work permit and a work visa
A work permit grants temporary permission to engage in gainful employment and is typically issued before or while waiting for a long-term visa. A work visa, on the other hand, is a formal endorsement allowing the holder to stay and work in the Philippines for an extended period of time. In most cases, the work visa process is initiated after receiving the appropriate work permit.
Work authorization in the Philippines
Any foreign national intending to engage in employment or service agreements in the Philippines needs proper authorization. This includes:
- Employees on long-term contracts
- Project-based workers
- Foreign executives assigned to Philippine branches
- Digital nomads providing remote services for overseas employers
Exemptions exist for certain diplomatic roles, investor visa holders, or individuals performing short-term, non-compensated work—but these are specific and limited in scope.
Types of work visas in the Philippines
There are a few main types and it is important to understand the distinctions between them. Most situations will deal with these:
- 9(g) Pre-arranged employment visa
- Special work permit (SWP)
- Provisional work permit (PWP)
9(g) Pre-arranged employment visa
The 9(g) visa is the most common long-term work visa for foreign nationals employed by a Philippine-based entity. It requires sponsorship from a local employer and approval from the Bureau of Immigration (BI). Applicants must hold a valid employment contract and meet the qualifications set by the Department of Labor and Employment (DOLE).
Special work permit
The SWP is designed for short-term assignments up to six months and is suitable for foreign nationals performing specialized or temporary roles. It is processed by the Bureau of Immigration and does not require DOLE endorsement.
Provisional work permit
The PWP allows foreign nationals to begin working legally while their 9(g) visa application is pending. Issued by the BI, it ensures work compliance during the transition from permit to full visa.
Application process
The process typically begins with securing an Alien Employment Permit (AEP) from DOLE. Once issued, applicants can proceed to apply for a 9(g) visa through the Bureau of Immigration. For shorter roles, employers may instead opt for an SWP or PWP.
Required documents and forms
- Valid passport
- Employment contract
- Company sponsorship letter
- Alien Employment Permit (if applicable)
- BI application forms and personal background documents
- Proof of tax identification number (TIN)
Each permit or visa type may have slightly different requirements, and employers must ensure all supporting documentation is accurate and up to date.
How to submit an application
Applications for work permits and visas must be submitted to DOLE for the Alien Employment Permit and the Bureau of Immigration for 9(g), SWP, or PWP.
Some forms and updates may be available through the DOLE website or the Bureau of Immigration site. Processing times vary depending on visa type, agency workload, and document completeness.
Compliance and legal requirements
Noncompliance with immigration and labor laws can result in hefty penalties, revocation of business licenses, and even deportation of foreign workers. Staying compliant ensures operational continuity and protects both the employer and employee.
Employer obligations under Philippine labor laws
Employers must:
- Secure the appropriate work permits and visas
- Ensure wages and benefits meet labor standards
- Register employees with tax and social security agencies
- Maintain records and submit regular reports to DOLE
For a deeper look into employer responsibilities, Republic Act No. 10706 provides detailed direction.
Risks of illegal employment
Hiring or retaining foreign workers without valid authorization may lead to:
- Administrative fines
- Ineligibility for future sponsorships
- Criminal charges under immigration law
- Negative reputational impact for the company
Application expenses
Fees vary depending on the type of visa or permit, agency charges, and whether expedited processing is needed. These are the typical estimates for different visas:
- AEP: US$160
- 9(g) Visa: US$360, depending on duration
- SWP and PWP: US$110 to 180
Legal or consulting fees may apply if companies use third-party services.
Duration and renewal of the work visa
- 9(g) Visa. Valid for one to three years and renewable
- SWP. Valid for three months, extendable up to six months
- PWP. Valid for three months or until the 9(g) visa is issued
Staying legally in the Philippines with a work visa
Once the appropriate work visa is secured, foreign nationals must:
- Report annually to the BI
- Maintain valid passports and immigration records
- Renew work authorization before expiration
Failure to renew on time may result in fines or cancellation of status.
Frequently asked questions
How long does it take to process a work visa?
Processing times range from two to eight weeks depending on the visa type, documentation, and current agency workloads.
Can US citizens work in the Philippines?
Yes, but they must go through the same work authorization process as any other foreign national. U.S. citizenship does not grant automatic work eligibility in the Philippines.
Is it easy to get a work permit in the Philippines?
It’s manageable, but not automatic. The ease depends on the applicant’s qualifications, employer support, and how well the documents meet immigration standards.
How Velocity Global can help
Hiring international talent can be complex, especially when navigating local labor and immigration requirements. Velocity Global simplifies the process with its Employer of Record (EOR) solution, helping companies obtain work visas and employ foreign talent in the Philippines without setting up a legal entity.
With EOR, companies can onboard talent quickly while Velocity Global handles visas, payroll, tax compliance, and benefits. Employers also stay up to date with evolving regulations, minimizing risk and accelerating global expansion.
Velocity Global supports compliant hiring in over 185 countries, including the Philippines, and helps businesses confidently tap into global talent markets. Contact us to learn more.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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