Our PEOs will provide your company with several advantages that increase your competitive edge and efficiency. We can legally employ your future staff, operate payroll in the Philippines, and handle benefits and compensation. These services save you money, increase your efficiency, and help you avoid complications that arise from local regulations.
Incorporating a company in the Philippines can be overly complicated and time–consuming, requiring you to understand local laws and to establish a physical presence. PEOs allow you to operate in the Philippines without going through the convoluted, time-consuming steps required to form and incorporate a legal entity.
A PEO:
Podrás aprovechar el conocimiento de las regulaciones locales y las mejores prácticas actuales de la mano de nuestros expertos, que se encargarán de que tu empresa cumpla con la normativa en todo momento.
Cuando se trata de entrar a un mercado como el de Filipinas, es común cometer errores en la gestión de Recursos Humanos que den lugar a sanciones. INS Global reduce estos riesgos, acelerando la entrada al mercado potencial y ahorrando tiempo y dinero en el camino.
Entre los servicios que ofrece INS Global se encuentran la gestión de nóminas junto con el reclutamiento y selección de personal, o headhunting en Filipinas. Al encargarnos de estos procesos, tus empleados se podrán centrar en lo que más importa, en el éxito de tu empresa.
El tiempo aproximado para la constitución de una empresa en Filipinas es de entre 4-12 meses mientras que el tiempo aproximado para empezar a trabajar en el mercado filipino tras recurrir a nuestros servicios es de 5 días.
Para reducir el número de errores durante el proceso y tener soluciones personalizadas lo mejor es tener una plataforma donde todos los procesos necesarios estén centralizados.
Los servicios de INS Global permitirán satisfacer tus necesidades en Filipinas en 4 pasos:
Una vez hayas decidido entrar al mercado filipino, deberás entender la diferencia entre estos dos conceptos para elegir cuál es mejor para tu organización.
INS Global ofrece elementos de ambos en Filipinas para adaptarlos a tus necesidades.
La principal fuente de trabajo es el Código Laboral de Filipinas (Labour Code of the Philippines). La Constitución proporciona orientación a las empresas, mientras que el Tribunal Supremo de Filipinas complementa esta orientación con muchas leyes relacionadas con el empleo. Además, el Departamento de Trabajo y Empleo (DOLE) proporciona disposiciones administrativas.
El Código Laboral también establece las condiciones mínimas de trabajo. Los términos pueden estar implícitos por costumbre o en la ley, como el deber de un empleado de servir a su empresa con fidelidad, honestidad y buena fe, y obedecer todo lo que le mande, de forma razonable, la empresa.
Bajo el artículo 82 del Código Laboral, la jornada de trabajo aplica a todos los empleados salvo:
La jornada normal de trabajo no debe ser más de 8 horas diarias, excluyendo 1 hora diaria para comer. Estas jornadas incluyen el tiempo que un empleado debe estar trabajando y tiempos breves de descanso.
Cada empleado debe recibir una prima por trabajo nocturno que no sea inferior al diez por ciento de su salario actual por cada hora de trabajo entre las 10 p. m. y las 6 a. m. El trabajo podrá superar las 8 horas diarias si el empleado recibe la paga por horas extraordinarias, la cual suele ser el salario normal más un 25%. Cualquier trabajo que se realice durante un festivo deberá añadirse un aumento a su salario normal más el 30% del mismo.
En Filipinas, los festivos son:
El “Service Incentive Leave” (SIL) es el principal beneficio que exige el Código Laboral. De acuerdo con el artículo 95 del Código del Trabajo, todo empleado que haya trabajado durante un año tendrá derecho a una baja remunerada de al menos cinco días. Las empresas que emplean a menos de 10 personas están exentas de este requisito.
Como el Código Laboral no menciona explícitamente la baja por vacaciones o por enfermedad aparte del SIL, no existe una cantidad mínima requerida para estas dos categorías. El número total de las vacaciones y bajas por enfermedad están sujetos al contrato firmado entre el empleado y el empleador.
La baja por maternidad consiste en 105 días con sueldo completo, con la opción de extender la baja por 30 días adicionales sin sueldo. Además, las madres solteras tienen derecho a 15 días adicionales con sueldo completo.
En caso de aborto espontáneo o interrupción del embarazo, las trabajadoras tienen derecho a 60 días de baja con sueldo completo. Ninguno de estos días de baja es sustituible por dinero en efectivo y no son acumulativos.
La baja por paternidad es de 7 días.
Las empresas nacionales están sujetas a impuestos devengados de su ingreso mundial. Por el contrario, las empresas extranjeras sólo están sujetas a los impuestos que se obtienen sobre los ingresos de fuentes filipinas. Las empresas extranjeras residentes (empresas que ganan dinero en Filipinas a través de una sucursal) están sujetas a impuestos de la misma manera que las empresas nacionales, pero sólo sobre los ingresos obtenidos a través de negocios relacionados con Filipinas.
Las empresas extranjeras no residentes están sujetas a las siguientes tasas de impuestos corporativos con respecto a los ingresos brutos derivados de operar dentro de Filipinas.
Recluta Localmente, Trabaja Globalmente
Recluta Localmente, Trabaja Globalmente
Working with a reliable PEO in the Philippines to manage all important HR responsibilities, such as payroll, contract administration, and assuring tax compliance, comes at a low cost that is calculated as a monthly charge based on the earnings of the co-employed personnel.
Working with an EOR will allow you to transfer staff to the Philippines securely, efficiently, and legally. This form of outsourcing can be used either temporarily or permanently and offers total compliance assurance as part of the service.
When an employee’s HR needs are managed by a PEO, they have access to several benefits, such as full legal protection, local understanding of all employer responsibilities, timely and accurate payment, improved employee perks, and more.
By maintaining complete control over their work process, contractors who interact with clients through a PEO have access to all the same perks and protections as regular employees.
Indeed, a PEO takes into account any differences in local or regional employment regulations while offering you protection no matter where you are.
In addition to wages and any payments made to recruiting agencies or experts, indirect expenditures such as social insurance contributions, bonuses, or incentives must be included in payroll expenses.
Also, even though signing bonuses are optional, they should be considered when determining recruiting expenditures as they could make you stand out to potential new hires.
With certain PEO organizations, there may be a minimum or maximum number of employees you may hire at one time. Nonetheless, with INS Global you are free to co-employ as many or as few employees as your development strategy requires.
Like many other countries, the Philippines has effectively adapted to the possibility of employee remote work since the COVID-19 outbreak. Companies being opened in the Philippines require proof of address. Employees of a firm with its headquarters in the Philippines should also still have the option between a physical workspace and a home office for fair employment practices and as a competitive incentive.
To assist you in finding the ideal new team member in the Philippines, members of our recruitment team have access to professional networks, knowledge of offline and online business resources, familiarity with local best practices, and more.
INS Global can use our recruitment services to assist you in locating the best talent among both Filipino citizens and foreign residents.
Companies of all sizes, from SMEs to multinational businesses, who are searching for a quick, easy, and secure approach to joining the Philippine market should use a PEO to streamline their expansion strategy.
With our legal experience being ideal for anybody who either lacks their own internal structures or wants to reduce company bloat while expanding, INS Global offers high-quality PEO services to businesses in a wide range of sectors.
Philippine direct hiring of independent contractors is an option, as well as hiring them through an intermediary like a staffing agency or an umbrella company. Via networking, job boards, social media, trade associations, and other means, you can connect with a vast array of contractors.
The majority of the time, an independent contractor can work as a self-employed freelancer or through their own limited liability company or sole proprietorship, through which they can issue bills to clients.
Contractor work agreements should be carefully worded to avoid any kind of misclassification.
Employees are typically paid monthly, with tax and social security deductions being made by employers at the source. The country has a mandatory requirement for companies to make a 13th–month payment at the end of every year.
The minimum wage in the Philippines is determined by each region individually. A list of the minimum wage per region can be found here.
All workers moving to the Philippines or living in the Philippines for purposes of employment must apply for a work permit and an Alien Employment Permit (AEP). These can be applied for after the worker has entered the country on a tourist visa.
Along with individual income taxes, employee payroll in the Philippines includes several deductions for social security, health insurance, and the Home Development mutual fund. These contributions are shared between the employee and employer, with the employer expected to match the employee’s contributions up to a maximum of PHP 35,400 per year.
Additionally, employers must make contributions to the Employee’s Compensation Fund each month.
Employees in the Philippines are entitled to a range of benefits, including healthcare, unemployment insurance, and several forms of paid leave, all of which are paid for by social security contributions.
Although verbal agreements are permitted in the Philippines, employers cannot modify an employment contract without the employee’s approval. It’s considered best practice to have this approval in writing. Changes in this situation must nonetheless abide by the minimum requirements of the law.
The Philippine national health service (PhilHealth) provides free healthcare to all employees (whether local or foreign) who are enrolled in the national health insurance program. Companies and employees may also choose to seek private healthcare through private health insurance available throughout the country.
Severance pay, called separation pay in the Philippines, should be provided in a limited number of circumstances (typically where termination occurs through no fault of the employee. This pay amounts to one month’s pay per year of service.
The Department of Labor and Employment (DOLE) serves as the main administrative body for labor and employment regulations. It is primarily responsible for improving worker welfare, and fostering stable working relationships.
There are 10 fully-paid annual national public holidays in the Philippines plus a variable number of special non-working days where payment is not expected.
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