Best EOR in Philippines
This list ranks Employer of Record providers that run a legally compliant EOR operation in the Philippines, ordered by our Select Score. The Select Score weighs pricing, compliance depth, local payroll accuracy, support quality, and platform capability. No provider pays to appear or rank higher.
Produced by the Select Score algorithm and recalculated as provider data and reviews change, so positions can shift over time.
- 1
Multiplier
Editor’s choice81/100Best for mid-size teams needing broad country coverage with high-rated support across 164 markets.
Read the full Multiplier review → - 2
Remote People
79/100Best for cost-focused teams hiring across all 196 countries who need strong support.
Read the full Remote People review → - 3
RemoFirst
79/100Best for budget-conscious teams hiring in hard-to-reach countries at $199 per employee per month.
Read the full RemoFirst review → - 4
Globalization Partners
78/100Best for teams needing verified coverage across 189 countries with a high-rated platform.
Read the full Globalization Partners review → - 5
Remote
78/100Best for teams needing near-universal country coverage backed by a polished platform.
Read the full Remote review → - 6
Pebl (formerly Velocity Global)
76/100Best for mid-market teams hiring across many markets who need 175-country reach and a strong platform score of 85.
Read the full Pebl (formerly Velocity Global) review → - 7
Skuad
76/100Best for cost-conscious teams hiring across 162 countries who need strong support.
Read the full Skuad review → - 8
Deel
75/100Best for teams needing strong compliance, platform tools, and responsive support across 154 countries.
Read the full Deel review → - 9
Rippling
74/100Best for tech companies wanting a high-rated platform with perfect support scores and proven scale.
Read the full Rippling review → - 10
Native Teams
73/100Best for cost-focused startups hiring in Native Teams' 77 covered countries on tight budgets.
Read the full Native Teams review →
At a glance
How the shortlist compares
// reddit reputation, side by side
Reddit reputation across this shortlist
On Reddit, Deel draws the highest share of negative mentions (33% of 100); Pebl (formerly Velocity Global) the lowest (10% of 10). Approved mentions only. We screen real community mentions for relevance, then label sentiment, separate from our Select Score.
| Provider | Mentions | Positive | Neutral | Negative | Sentiment |
|---|---|---|---|---|---|
| RemoFirst | 32 | 31% | 53% | 16% | Mostly positive |
| Remote | 20 | 40% | 40% | 20% | Mostly positive |
| Pebl (formerly Velocity Global) | 10 | 40% | 50% | 10% | Mostly positive |
| Skuad | 18 | 39% | 50% | 11% | Mostly positive |
| Deel | 100 | 27% | 40% | 33% | Mostly negative |
| Rippling | 27 | 44% | 33% | 22% | Mostly positive |
| Native Teams | 18 | 22% | 50% | 28% | Mostly negative |
Most-discussed topics: RemoFirst — onboarding · Remote — compliance · Pebl (formerly Velocity Global) — coverage · Skuad — platform · Deel — compliance · Rippling — platform · Native Teams — pricing
How to choose
Start with pricing: EOR fees in the Philippines vary, so confirm what is included beyond the base fee, such as statutory benefit administration and government remittances. Check that the provider handles all mandatory contributions correctly, including SSS, PhilHealth, and Pag-IBIG, since errors create real liability. Consider how the provider handles the 13th-month pay obligation, which is legally required and due by December. If you also engage independent contractors, verify whether the provider offers a separate contractor management product to keep classifications clean. Weigh support hours and time-zone coverage, because the Philippines runs on PST and local HR issues need timely responses.
// faq
Best EOR in Philippines: common questions
What does an EOR in the Philippines actually do?
The EOR becomes the legal employer of your worker in the Philippines, running payroll in Philippine pesos, filing taxes with the BIR, and remitting statutory contributions to SSS, PhilHealth, and Pag-IBIG. Your company retains day-to-day direction of the worker while the EOR carries the legal and compliance obligations.
Is the 13th-month pay mandatory in the Philippines?
Yes. Philippine law requires employers to pay a 13th-month bonus equivalent to one twelfth of an employee's basic annual salary, due no later than December 24 each year. A compliant EOR will calculate and remit this automatically on your behalf.
How much does an EOR in the Philippines typically cost?
Providers generally charge either a flat monthly fee per employee or a percentage of the employee's gross salary. Flat fees in the broader EOR market commonly start from a few hundred US dollars per employee per month, though the total cost depends on the provider and what is included in the plan.
How we rank: every provider is scored by the same transparent rating system, then re-weighted for this context. Read the methodology.