- Foreign nationals need both an AEP from DOLE and a 9(g) visa from the Bureau of Immigration to work legally.
- The AEP must always be secured before applying for the 9(g) pre-arranged employment visa.
- Temporary permits like the PWP and SWP cover short-term work or pending visa authorization periods.
- Employers must meet DOLE and BI obligations, including reporting, record-keeping, and social contributions.
- Gloroots manages end-to-end work permit and visa compliance in the Philippines, reducing employer risk.
Expanding your business in the Philippines or relocating your workforce demands a clear understanding of local labor laws and immigration regulations to stay compliant.
Non-compliance with Philippine laws, even if unintentional, may result in substantial penalties and legal issues.
To navigate this terrain successfully, you must understand the full process of obtaining work permits and visas so your team members can legally reside and work within the country.
This guide covers everything employers need to know about:
- Hiring foreign employees in the Philippines
- Relocating current employees to the Philippines
- Meeting DOLE and Bureau of Immigration requirements
Whether you are building a business development team in the Philippines or relocating key talent, the right compliance foundation sets your operation up for long-term success.
Understanding Philippine Work Permits and Visas
Based on immigration laws, foreign nationals seeking employment in the Philippines must apply for a Philippine work visa. They also require a valid work permit in the Philippines, which must be sponsored by a locally licensed incorporated entity.
Eligibility for Work Permit and Visa in the Philippines
Non-citizens and permanent residents of the Philippines are required to acquire a Philippine work permit or visa. However, several categories are exempt from this regulation, including:
- Diplomats
- Members of international organizations affiliated with the Philippines (e.g., UN, UNESCO, ILO)
- Board members of Philippine corporations
- Owners and representatives of the Philippine Overseas Employment Administration (POEA)
- Teachers, researchers, and foreign exchange students from universities
- Temporary resident visa holders
- Employer-sponsored foreign nationals working under a Special Work Permit for less than six months
If applicants do not fall under these categories, ensuring correct work authorization and visa status is critical. Neglecting this may result in sanctions, administrative charges, or deportation for both the employer and the foreign employee.
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Types of Work Permits in the Philippines
Foreign nationals need both a visa and a work permit to legally work for a company in the Philippines. Here are the key work permit types:
1. Alien Employment Permit (AEP)
The AEP is mandatory for most foreign nationals seeking employment in the Philippines, per Article 40 of the Labor Code.
- Issued by the DOLE Region or Field Office
- Required before applying for the 9(g) pre-arranged employment visa
- Valid for one year or the duration of the job contract, up to three years
- A new AEP is required for each new position or employer change
2. Provisional Work Permit (PWP)
The PWP allows foreign nationals to work while their 9(g) visa application is being processed.
- Valid for up to three months
- Must be filed alongside the AEP application
- Issued by the Bureau of Immigration within two weeks of filing
3. Special Work Permit (SWP)
The SWP is intended for foreign nationals in executive roles at companies headquartered or with subsidiaries in the Philippines.
- Designed for short-term or temporary work assignments
- Covers positions not exceeding six months
- Does not require a full AEP application
Read More: Guide to hiring remote workers in the Philippines
Types of Work Visas in the Philippines
Work visas in the Philippines fall into short-stay and long-stay categories. Employers should identify the right visa type before initiating applications.
1. Pre-Arranged Employment Visa 9(g)
The 9(g) is the most common long-stay work visa for foreign nationals employed in the Philippines.
- Allows companies to hire foreign nationals with skills that are in short local supply
- Tied to the sponsoring employer; changing jobs requires a new visa application
- Valid for one, two, or three years, extendable up to three years at a time
- Validity cannot exceed the duration specified in the DOLE-issued AEP
2. Temporary Visitor's Visa for Business Purposes 9(a)
The 9(a) is the most frequent short-stay visa for foreign employees visiting for business, leisure, or health.
- Extendable every two months for up to 16 months
- Extensions beyond 24 months require approval from the Bureau of Immigration Commissioner
3. International Treaty Trader/Investor Visa 9(d)
This visa covers foreigners visiting the Philippines for business or to direct a significant investment in a Philippine-based operation.
- Requires a minimum investment of $30,000 for individuals or $120,000 for businesses
- Available exclusively to citizens of Japan, the United States, and Germany
- Valid for one to two years, extendable up to two years
- Processing takes four to six weeks, with issuance in 10 to 15 days
4. Special Non-Immigrant Visa Under E.O. 226
Granted to foreign nationals with regional operating headquarters in the Philippines.
- Valid for three years, extendable for an additional three years
Employers managing globally distributed teams should also explore countries offering digital nomad visas and countries offering remote work visas for flexible workforce arrangements.
How to Apply for a Philippine Work Permit and Work Visa
Before applying for a work visa, your employee must obtain a work permit. The application process to obtain a Philippine work
permit is as follows:
Step 1: Applying for an Alien Employment Permit (AEP)
Start by completing an AEP application for your employee, which is available on the DOLE website. This application can be filed by the employer or by an individual based on the case. The requirements along with their application:
- Notarized employment contract
- Application form
- Passport copy
- Two (2) 2x2 ID Photo
- Business documents
- Tax Identification Number from BIR (BIR Form 1904 or 1902) or copy of E-TIN registration
- Certified true copy of valid Mayor's Permit from BPLO
- Certified true copy per page of SEC registration and General Information Sheet (GIS) from SEC
- Certified true copy of the Certificate of Business Name Registration in case of sole proprietorships from DTI
- Proof of publication of the job vacancies in a newspaper of general circulation together with a duly notarized affidavit
You may see the full list of requirement here. Once the AEP is approved, the applicant’s name will appear in a newspaper.
Those exempt from the AEP requirement must get a certificate of exclusion from their local DOLE office. The applicant will most likely need a Philippine Alien Certificate of Registration (ACR I-Card), which involves biometric data.
Step 2: Applying for a Pre-arranged Employment Visa 9(g)
Once your employee has completed the AEP application. The next step is to apply for a 9(g) visa through the Bureau of Immigration. The application requires the following documents:
- Notarized certification of foreign and Filipino employees
- Application form (FA Form No. 2);
- Medical and physical examination report (FA Form No. 11) issued by an authorized physician
- Employment contract
- Four (4) passport-sized photos
- Police clearance
- Photocopy of Securities and Exchange Commission (SEC) certification, and Articles of Incorporation (AOI)
- A certified true copy of AEP from DOLE
- BI clearance certificate
Wait for your employee’s application to be approved. However, in cases where your employee has to start employment before the 9(g) is granted and while the AEP is awaited, the Bureau of Immigration may issue a three-month Provisional Work Permit. This must be filed as soon as the employee files the AEP application, and the Bureau of Immigration will provide it within two weeks.
Read More: Cost of an employee vs. cost of a contractor
Employer Obligations for Work Permits and Visas
Employers are responsible for ensuring all documentation complies with Philippine laws and regulations. Any mistakes can trigger non-compliance penalties. Key obligations include:
1. Employment Contract
The employment contract is the foundational document required before hiring any foreign employee in the Philippines.
2. Visa Sponsorship Documents
Employers sponsoring overseas employees must provide a letter of invitation and supporting evidence for visa applications.
3. Compliance with Labor Laws
Employers must adhere to Philippine labor laws, including minimum wage, working hours, and all employment rules. Non-compliance may result in penalties and legal action.
4. Reporting Obligations
Employers must report foreign national employment to the Bureau of Immigration (BI) and submit regular updates on the status of their foreign employees.
5. Record-Keeping
Correct records of employment contracts, visa status, and supporting documents must be maintained and available for government inspection at any time.
6. Social Security and Benefits
Employers must remit contributions to the SSS, PHIC, and HDMF on behalf of their employees. Note: Foreign employees are not required to contribute to the HDMF.
Tech companies should also review the smartest visa strategies for tech companies for sector-specific employer guidance.
Risks and Implications of Illegal Employment in the Philippines
Employing foreign nationals without proper work authorization carries serious legal and financial consequences for both employers and employees.
1. Fines and Penalties
DOLE and the Bureau of Immigration impose monetary fines on employers found hiring undocumented foreign workers. Penalties scale with the severity and duration of the violation.
2. Criminal Liability
In serious cases, employers may face criminal charges for violating immigration and labor laws under the Philippine Immigration Act and the Labor Code.
3. Deportation of the Employee
Foreign nationals found working without valid permits or visas are subject to immediate deportation and may be blacklisted from future entry into the Philippines.
4. Employer Blacklisting
Companies that repeatedly violate immigration and employment regulations risk being blacklisted by the Bureau of Immigration, limiting their ability to sponsor future foreign workers.
5. Reputational Damage
Non-compliance with local labor laws can damage your company's standing with government agencies, partners, and potential hires in the Philippines.
Proactive compliance from the start is the most effective way to avoid these risks. Understanding the full work permit in the Philippines before onboarding any foreign hire is essential.
Simplify Work Permits and Visas in the Philippines with Gloroots
Navigating the Philippine work permit and visa requirements does not have to be complicated when you have the right partner. Whether you are hiring remote workers in the Philippines or relocating key talent, Gloroots ensures your team is compliant, onboarded faster, and protected from day one.
Here is how Gloroots helps:
- End-to-end permit management - Handles AEP and 9(g) visa applications from filing to approval, with zero gaps in compliance.
- Provisional Work Permit coordination - Ensures your employee can start work immediately while the full visa application is processed.
- DOLE and BI compliance - Keeps all documentation aligned with Philippine labor and immigration regulations at every step.
- Reporting and record-keeping - Manages employer obligations including government reporting, document maintenance, and status updates.
- Philippines background checks - Runs pre-employment verification alongside the visa process for a fully compliant onboarding.
- Full EOR platform - Covers payroll, benefits, equity management, and contractor recruitment under one roof.
Gloroots handles every step and keeps you updated throughout, so you can focus on building your team.
Philippine Work Permit and Visa FAQs
1. What is the difference between a work permit and a work visa in the Philippines?
A work permit (such as the AEP) is issued by DOLE and authorizes a foreign national to hold a specific job. A work visa (such as the 9(g)) is issued by the Bureau of Immigration and allows legal entry and residence for employment. Both are required to work legally in the Philippines.
2. How long does it take to get a Philippine work permit and visa?
The AEP takes one to three weeks to process. The 9(g) work visa takes two to three months. Plan your employee's entry timeline accordingly to avoid work disruption.
3. What are the fees for a work permit or visa in the Philippines?
A Philippine work permit valid for one year costs PHP 9,000. Each additional year or part thereof adds PHP 4,000. Visa fees vary depending on visa type and duration.
4. What is an Alien Employment Permit (AEP)?
The AEP is issued to foreign nationals who want to work legally in the Philippines. It is required when no qualified Filipino worker is available for the role and is typically the first authorization needed before applying for a work visa.
5. Can my employee's 9(g) visa be renewed?
Yes. The 9(g) visa can be renewed multiple times, subject to continued employment with the sponsoring employer and a valid AEP.
6. Do I need to apply for both an AEP and a Provisional Work Permit (PWP)?
Yes, if you want your employee to start working immediately. File for the PWP at the same time as the AEP so your employee can begin work while the 9(g) visa is being processed.
7. What is the difference between a Special Work Permit (SWP) and a Provisional Work Permit (PWP)?
An SWP is for foreign nationals in temporary roles lasting up to six months. A PWP is issued to foreign nationals awaiting approval of their 9(g) pre-arranged employment visa. Both serve different stages and purposes in the work authorization process.
8. Are family members included in work visa applications in the Philippines?
If DOLE grants a foreign national an AEP, they may apply for dependent visas for their spouse and unmarried children under 21. Family members must apply independently and receive individual DOLE approval.
9. Are dependents allowed to work in the Philippines?
Dependents are not permitted to work in the Philippines. However, they may be eligible to obtain a Special Work Permit for short-term, eligible roles.
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