Reena Lebanan

If you’ve started researching how to legally hire Filipino remote workers, you’ve probably encountered the term “Employer of Record” — often marketed as the easiest way to hire internationally without setting up a local entity. Here’s an honest look at what an EOR actually does, when it makes sense, and when it’s overkill for your

Most foreign employers budget for the VA’s rate and stop there. Then compliance questions come up — taxes, government contributions, contract templates, maybe an employment setup — and the real cost turns out to be 20–40% higher than expected. Here’s an honest breakdown of what legal hiring actually costs, by setup type. Setup 1: Independent

One of the first questions foreign employers ask after hiring a Filipino VA is: “Do I need to pay SSS, PhilHealth, and Pag-IBIG?” The short answer: it depends on how the relationship is structured. The more useful answer is that even when you’re not legally required to — many employers choose to anyway, and it

DOLE — the Department of Labor and Employment — is the Philippine government body that oversees employment standards, worker welfare, and labor disputes. If you hire Filipino workers, DOLE’s rules apply to you. Yes, even if your company is based in Australia, the US, or the UK. Here’s what you actually need to know, broken

Here’s a scenario that plays out more often than most foreign employers realize: You hired a Filipino virtual assistant as a contractor two years ago. They work 9–5 your timezone, only for you, using your tools and templates. You have no written contract. One day they file a complaint with DOLE. Suddenly, your “contractor” is

You found your ideal Filipino VA on Upwork or OnlineJobs.ph. You’ve had a great discovery call. Now comes the question nobody tells you to ask: how do you actually hire this person legally? The Philippines has its own labor laws, tax system, and government contribution schemes. Getting the setup wrong doesn’t just create paperwork headaches