HR Outsourcing
Any business employing staff in the Philippines is subject to the Labor Code, mandatory statutory benefits, and employment regulations enforced by the Department of Labor and Employment. We manage recruitment, onboarding, compliance, and the full employee lifecycle so your workforce operations remain compliant and efficient.
HR & Outsourcing Services
Building a compliant, productive workforce in the Philippines takes more than hiring the right people. Foreign employers must navigate a protective Labor Code, mandatory contributions, and strict documentation standards. We handle the full HR lifecycle — from sourcing to separation — so your people operations run smoothly from day one.
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Finding the right talent in the Philippines is competitive. Our recruitment consultants manage the full hiring cycle across all industries and levels — from job profiling to offer negotiation — so you fill roles faster with better-fit candidates.
What's included
- Job profiling & role definition
- Multi-channel candidate sourcing
- Screening & competency assessment
- Background & reference checks
- Shortlisting & interview coordination
- Offer management & negotiation
We prepare compliant employment contracts and set up each new hire correctly — from statutory registrations to a complete 201 file — so every hire starts on solid legal footing.
What's included
- Labor Code-compliant employment contracts
- New-hire registrations (SSS, PhilHealth, Pag-IBIG, BIR)
- 201 file setup & documentation
- Handbook & policy acknowledgment
- Probationary standards documentation
We maintain complete, confidential employment records for your entire workforce — kept current and audit-ready across the whole employment lifecycle.
What's included
- 201 file maintenance & updates
- Employment contract lifecycle
- Leave & benefits records
- Disciplinary & performance records
- Confidential data handling
- Retention per legal requirements
We design competitive, compliant compensation structures and administer both mandatory and company benefits — aligned with market rates and regional wage orders.
What's included
- Salary benchmarking & structure design
- Mandatory benefits administration
- 13th-month & leave entitlements
- De minimis & company benefits
- Regional minimum-wage compliance
- Pay-adjustment frameworks
Philippine labor law is highly employee-protective. We guide you through discipline, grievances, and separations with the correct due process to keep every action defensible.
What's included
- Twin-notice due-process guidance
- Administrative & disciplinary procedures
- Grievance handling
- Just & authorized-cause assessments
- Separation & clearance processing
- Documentation & records
We develop clear, Labor Code-compliant policies and employee handbooks that set expectations, reduce disputes, and protect your business.
What's included
- Employee handbook development
- Code of conduct & discipline matrix
- Attendance & leave policies
- Data-privacy & confidentiality policies
- Policy roll-out & acknowledgment
Beyond compliance, we help your leaders and teams perform — with coaching, performance management, and leadership development tailored to your organization.
What's included
- Executive & leadership coaching
- Performance-management frameworks
- Competency & skills development
- Team effectiveness programs
- Succession-planning support
We handle notarization and authentication of employment and HR documents so your paperwork is legally recognized whenever it's required.
What's included
- Notarization of HR documents
- Affidavits & certifications
- Document authentication support
Philippine labor law: what every foreign employer must know
The rules that most often catch foreign employers off guard — all of which we help you get right from the start.
Security of tenure
Regular employees may only be dismissed for a just or authorized cause defined by the Labor Code.
Probation & regularization
Probation is capped at six months — employees become regular by law once it lapses, absent valid non-regularization.
Twin-notice due process
A valid termination requires two written notices and an opportunity to be heard.
Mandatory benefits
13th-month pay, Service Incentive Leave, and SSS / PhilHealth / Pag-IBIG are non-negotiable.
Regional minimum wage
Regional wage boards set minimum wages that vary by region and, at times, by industry.
Final pay & COE
Final pay is due within 30 days and a Certificate of Employment must be issued on request.
Foreign workers (AEP)
Foreign nationals need an Alien Employment Permit from DOLE before they can legally work.
Build your Philippine team with confidence
From recruitment to labor-law compliance, we handle the HR heavy lifting so you can focus on running your business.