How to Choose the Right EOR Partner in the Philippines: 10 Scale-Up’s Field Guide to Smart Growth

1. Start With Your Why: Define Your Scaling Strategy

Before signing with any provider, clarify your growth intent:

• Are you testing the market with a few hires?

• Or building a long-term hub in Cebu, Manila, or Davao?

• Do you need an agile hiring solution, or a strategic HR partner?

If you’re in the testing phase, focus on speed, flexibility, and cost efficiency.
If you’re establishing roots, look for an EOR that offers strategic HR advisory, workspace solutions, and community integration—like The Company Philippines, which blends EOR support with coworking spaces, cultural onboarding, and local business mentorship.

Compliance is the foundation of trust.

Ask your potential EOR how they:

• Stay updated with Philippine labor law changes

• Handle termination protocols (especially with due process requirements)

• Manage data privacy (under the Data Privacy Act of 2012)

• Ensure BIR and DOLE alignment

According to PwC Philippines (2024), 65% of foreign companies expanding into the Philippines reported compliance-related delays during their first year.

A reliable EOR eliminates that risk by being your local compliance shield.

4. Prioritize Technology and Transparency

Modern EORs use HR platforms that let you monitor everything—from payroll to leave balances—in real time.

Look for:

• Payroll dashboards

• Employee self-service portals

• Automated payslip and compliance reports

A good EOR provides full data visibility—not “send-an-email-and-wait-three-days” updates.

5. Focus on Employee Experience, Not Just Employer Ease

Your Filipino team’s first impression of your company often comes through your EOR.
If onboarding feels slow, communication confusing, or benefits unclear—your brand takes the hit, not the EOR’s.

The best partners deliver:

• Warm, human-centered onboarding

• Timely salary and benefits processing

• Localized celebrations and engagement activities

• Access to hybrid or coworking spaces for team connection

A 2024 LinkedIn Workplace Learning Report found that 76% of Filipino professionals stay longer with employers who offer learning and community experiences.

6. Compare Pricing Models With Care

EOR pricing in the Philippines typically ranges from USD $200–$400 per employee per month, depending on inclusions.

But pricing isn’t just about the monthly fee. Ask about:

• Onboarding charges

• Termination costs

• Government remittance handling

• Benefits administration

• Hidden “add-ons” for reports or tax filings

Transparent providers give you a clear cost forecast—no surprises.
And remember, the cheapest EOR can end up the most expensive if compliance fails or turnover spikes.

7. Evaluate Local Presence and Network

In EOR partnerships, local roots matter.

The Company Philippines, for example, operates in Cebu IT Park, Mandaue, and Makati, connecting global companies to local professionals, service providers, and even government agencies.

That network shortens hiring cycles and helps your business integrate faster into the ecosystem—beyond just employment paperwork.

Ask your provider:

• Do you have physical offices in key Philippine cities?

• How do you support hybrid or on-site collaboration?

• What local networks do you connect clients to?

8. Gauge Cultural and Operational Fit

EOR isn’t just about legal fit—it’s about cultural alignment.

Filipino work culture values:

• Pakikisama (team harmony)

• Malasakit (genuine care)

• Bayanihan (community spirit)

Choose an EOR that understands these values and translates your company culture locally.
During onboarding calls, observe how they communicate—do they show empathy, responsiveness, and clarity?

9. Ask the Right Questions

Here’s your EOR Evaluation Checklist:

1. How quickly can you onboard new hires?

2. How do you manage government compliance and reporting?

3. What HR tech tools do you use?

4. How do you ensure employee engagement remotely?

5. What are your escalation procedures for payroll or HR issues?

6. Do you provide workspace or hybrid collaboration options?

If they can’t answer confidently—keep looking.

10. Think Partnership, Not Just Service

A strong EOR grows with you.

They don’t just process payroll—they advise on:

• Market entry strategy

• HR policies tailored for Filipino teams

• Transitioning from EOR to a full local entity

“The right EOR partner doesn’t just help you hire.
They help you belong in the market you’re entering.”