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HR and Payroll
Services in the
Philippines
HR & Payroll Solutions to Simplify Workforce Management in the Philippines
Manage HR and Payroll
with Confidence in the Philippines
Managing HR and payroll in the Philippines requires precision and a firm grasp of local labour law. Meeting statutory contributions, mandatory benefits, and reporting obligations is not optional. It is what protects a business from penalties, disputes, and operational disruption.
With the right expertise in place, businesses can fulfill every regulatory requirement, manage their workforce efficiently, and scale across the Philippine market with confidence.
HR & Payroll Services
Payroll
Comprehensive payroll preparation, scheduling, and processing with full compliance with legal and regulatory requirements to ensure your employees are compensated accurately and efficiently.
Why Choose Ascentium Philippines
Our team understands Philippine labour law inside and out, from shifting regulations to mandatory reporting. We keep your business fully compliant so you avoid penalties and operate with confidence.
Whether you are a homegrown enterprise or a global firm with a Philippine entity, our services scale to fit your needs. You receive responsive, dedicated support tailored to your operations.
From recruitment and onboarding to benefits administration and offboarding, we manage the full employee lifecycle. You gain one reliable partner for every HR need, saving time and resources.
From coordinating foreign national requirements to managing multi-jurisdictional compliance, we ensure your international workforce operates smoothly in the Philippines with full regulatory confidence.
What Our Clients Are Saying
Simplify HR and Payroll Across the Philippines
Manage Your Philippine HR and Payroll Obligations with Precision and Ease.
FAQs on HR & Payroll
Employers source candidates through job boards, agencies, and referrals, then screen, interview, and onboard the right hire. The Philippines offers a large, English-proficient talent pool with particular strength in IT, finance, customer service, and healthcare.
Foreign investors may establish a domestic corporation, which allows up to 100% foreign ownership in many industries; a branch office, which is an extension of a foreign parent that can earn income locally; a representative office, limited to liaison activities with no revenue generation; or a regional headquarters (RHQ) or regional operating headquarters (ROHQ), designed for multinationals coordinating regional operations.
The labour code requires wages to be paid at least twice a month, with intervals not exceeding 16 days. Pay slips must clearly show gross pay, deductions, and net pay.
Employers and employees contribute to SSS (retirement and disability benefits), PhilHealth (health insurance), and Pag-IBIG (housing and savings). Employers deduct employee shares, add their counterpart contributions, and remit payments on time.
Foreign workers typically need an Alien Employment Permit (AEP) from DOLE and a 9(g) pre-arranged employment visa from the Bureau of Immigration for long-term roles. Short-term assignments may qualify for a Special Work Permit instead.
Employers apply for the AEP first, demonstrating the role cannot be filled locally. Once approved, the company sponsors the foreign national's 9(g) visa with the Bureau of Immigration, submitting the employment contract, company documents, and the applicant's credentials. Early preparation is advisable, as processing timelines vary.