SHORT ANSWER
Comply.ph’s Employer of Record service costs $125 to $150 per employee per month, depending on the number of employees you hire. It gives foreign companies a way to employ Filipino workers legally without establishing a Philippine entity. By comparison, global EOR platforms such as Deel advertise pricing starting at approximately $599 per employee per month.
KEY TAKEAWAYS
• Comply.ph charges between $125 and $150 per employee per month, depending on workforce size.
• The service covers legal employment, payroll, tax withholding, statutory contributions, benefits administration, employment documentation, and compliance monitoring.
• A Philippine-focused EOR can be substantially less expensive than a global platform when you are hiring only in the Philippines.
• Informally labelling a full-time offshore worker as a contractor may not prevent an Australian employment claim.
• Local employment expertise matters because Philippine payroll, benefits, contracts, and termination requirements must be handled correctly.
What is an Employer of Record in the Philippines?
An Employer of Record, or EOR, legally employs workers in the Philippines on behalf of a foreign company. Your business selects the employee, directs their day-to-day work, and manages performance. The EOR handles the formal employment relationship, payroll, statutory contributions, employment documentation, and local compliance.
This allows you to build a Philippine team without first incorporating and maintaining your own local company. It can be useful when hiring an initial employee, converting established contractors into employees, or testing the Philippine market before establishing an entity.
How much does Comply.ph EOR cost?
Comply.ph EOR pricing ranges from $125 to $150 per employee per month. The applicable rate depends on how many employees you need to place under the service.
For example, the monthly EOR management fee for five employees would be just $750, excluding salaries, statutory employer costs, employee benefits, and any separately agreed expenses.
This pricing is designed to be predictable and scalable. Before proceeding, request a complete cost illustration showing the management fee, employee compensation, mandatory contributions, benefits, and onboarding charges applicable to your team.
What is included in the price?
Comply.ph’s EOR materials state that the recurring service covers:
• Comply.ph legally employing the worker in the Philippines.
• Preparing and maintaining employment contracts and documentation.
• Processing payroll and withholding applicable employee taxes.
• Administering required government contributions, including SSS and PhilHealth.
• Managing employee benefits and recurring employment administration.
• Monitoring relevant labour-law and payroll compliance requirements.
The service is supported by payroll specialists, accountants, compliance professionals, and a dedicated client success contact.
Why choose a Philippine EOR instead of a global provider?
A global EOR may make sense when you are employing people across many countries and want to manage them through one international platform. However, that worldwide infrastructure is often reflected in the price.
Deel states that its EOR pricing starts at $599 per employee per month. For a business hiring five Philippine employees, that starting price would equal $2,995 per month, compared with $625 to $750 in Comply.ph management fees.
A Philippine-focused provider may therefore be a better fit when your hiring is concentrated in the Philippines. You receive locally focused support without necessarily paying for a platform designed to cover more than 100 jurisdictions.
Price should not be the only consideration. Confirm who legally employs the workers, what services are included, how statutory costs are calculated, and what support is provided during onboarding, performance issues, and termination.
Why does local EOR expertise matter?
Philippine employment is governed by local rules covering wages, working hours, leave, statutory benefits, payroll deductions, security of tenure, and termination. The Department of Labor and Employment also administers and enforces Philippine labour standards.
An EOR must do more than transfer salaries. It must maintain suitable contracts, process payroll correctly, remit required contributions, retain employment records, and respond when regulations or contribution requirements change.
A provider focused on the Philippines can develop deeper familiarity with these recurring obligations than a platform dividing its attention across numerous legal systems.
What are the risks of hiring workers informally?
Using a job board to find Filipino talent is not inherently the problem. The risk arises when a company treats someone operationally as an employee while describing them contractually as an independent contractor.
The Australian Fair Work Commission case involving Joanna Pascua and Doessel Group Pty Ltd illustrates this issue. Pascua worked remotely from the Philippines for an Australian business and was described as an independent contractor. The Commission nevertheless found that the relationship displayed characteristics of employment, including controlled hours, direct supervision, integration into the business, and use of company systems.
The Full Bench refused the company permission to appeal that employee-status decision in February 2025. The case does not mean every overseas contractor automatically receives Australian employment protections. It does show that contractual labels alone may not determine the relationship.
For Australian companies, informal offshore arrangements can create exposure to disputes, back-pay claims, minimum employment conditions, and substantial legal costs. An appropriately structured Philippine EOR arrangement can reduce misclassification risk by creating a genuine local employment relationship.
The best advice is to do it properly from day one… if you’ve not done it properly up until now… do it properly from today onwards
Hire Filipino employees through a clear, locally managed employment structure. Explore Comply.ph’s Employer of Record service in the Philippines and request a workforce-specific plan and breakdown.
FAQS
Does the EOR fee include the employee’s salary?
No. The $125 to $150 monthly price is the EOR management fee. Salary, statutory employer contributions, benefits, and other employment costs are additional.
Can Comply.ph convert existing contractors into employees?
Yes. Comply.ph’s EOR service is intended for both new hires and businesses that want to transition existing freelancers or virtual assistants into formal employment.
Do I need a Philippine company to use an EOR?
No. The purpose of an EOR is to let a foreign company hire Philippine employees without establishing its own local legal entity.
