Work Visas and Permits in the Philippines: What Employers & HR Teams Should Know

The Philippines is one of the most dynamic talent pools in Southeast Asia, offering an enormous pool of English-speaking employees and a superb record in outsourcing, technology, and services. Companies, however, need to comply with the work visas and permits in the Philippines regulations of the country before hiring or transferring foreign staff. Without valid documents, employees cannot work legally, and companies may be penalized or sanctioned.

This article addresses those who need a work permit in the Philippines, types of visa, qualification requirements, application process, pitfalls, recent updates, and how Glints TalentHub can assist your company in building compliant teams.

Who Needs a Work Permit in the Philippines?

Any foreign national who will be engaging in gainful work in the Philippines should have the proper authorization. This applies both to long-term hiring and short-term posting. Whether it is a temporary job or project-based, there should be a permit if the worker is rendering services for a Philippine organization.

There are exceptions for particular instances, such as diplomatic service, international organization members, or highly technical jobs. Exemptions must be supported and legalized by the relevant authorities, though.

In practice, companies must conduct themselves on the basis that each foreign laborer is in need of a permit except if an exception is clearly specified.

Types of Work Visas and Permits in the Philippines

The Philippines has a number of work visas and permits in the Philippines categories for foreign laborers, each suited to various employment contexts. Getting the correct one is necessary for conformity.

Under the 2025 rules, the AEP is central: employers must secure the AEP before the foreign national may apply for a 9(G) visa or begin work (unless using a PWP or SWP).

Eligibility and Requirements

Employers and employees must meet some requirements to obtain work authorization in the Philippines.

Employer requirements include:

• Be a legally registered entity in the Philippines (valid corporate registration, business permits, tax registration)
• Demonstrate that the role cannot be performed by a qualified Filipino worker (via Labor Market Test)
• Publish the job vacancy in a newspaper of general circulation (mandatory) — with additional posting on PhilJobNet and PESO / JPO encouraged (no longer strictly mandatory in all cases per DO 248-A)
• For certain employers (e.g. those granted fiscal incentives, engaged in priority sectors, or public utilities), submit and commit to a Skills Development Program (SDP) or Understudy Training Program (UTP) to transfer skills to Filipino workers
• File the Alien Employment Permit (AEP) application within 15 calendar days after the execution of contract or issuance of appointment
• Ensure the employment contract’s effectivity is conditioned on issuance of the AEP (i.e., the contract is only valid after DOLE approval)

Employee requirements include:

• Valid passport (and valid visa or intention to secure visa, if required)
• Notarized employment contract or appointment specifying role, compensation, duration, location, and duties
• Appropriate academic credentials, education, licenses, or certifications as required for the position (if applicable)
• Evidence of professional experience relevant to the role
• Supporting documents (e.g. medical certificate, police clearance, translation if needed) as required by DOLE or related agencies
• If exempted under law (e.g. diplomats, certain international organization officials, holders of resident visas), secure a Certificate of Exemption from DOLE to formalize that status

Collectively, these requirements ensure that the employer and employee are approved to proceed with legal employment.

Application Process & Timeline

The Philippines requires both a work visas and permits in the Philippines for foreign employees. The process typically begins with the Alien Employment Permit, followed by the 9(G) visa.

1. The employer submits an Alien Employment Permit (AEP) to DOLE within 15 days after contract signing.
2. DOLE evaluates the application, conducts labor and economic checks, and issues the AEP once approved.
3. The approved AEP becomes the basis for securing the 9(G) Pre-Arranged Employment Visa from the Bureau of Immigration.
4. While waiting for visa approval, employees may apply for a Provisional Work Permit (PWP) or a Special Work Permit (SWP) for short-term roles.
5. Once the visa is endorsed, the employee can begin lawful employment in the Philippines.

Typically six to eight weeks, but this will also vary depending on completeness of documentation and government processing schedules.

Common Pitfalls and What to Watch

Employers typically encounter delays because of inadequate documentation or if the job offer isn’t matched to the employee’s skill set. Delayed applications or uncertainty about the validity of temporary permits can additionally cause problems.

A typical issue is an assumption that temporary jobs don’t require a permit. Even short projects may require an SWP or PWP. Renewals are also often overlooked, and employees face risks of lapses in legal status. Proactivity and diligence in documentation save companies from such standard delays.

Trends and Updates (2024–2025)

The Philippine government continues to refine its immigration policies to balance the entry of foreign talent with employment opportunities for Filipinos. Emerging trends include:

• Increased scrutiny of Alien Employment Permit applications to ensure priority for Filipino workers
• Increased vigorous imposition of penalties for illegal employment
• Efforts at digitizing portions of the application process for better efficiency
• Greater opportunities for foreign professionals in sectors like IT, BPO, and manufacturing

These reforms highlight the necessity for preparation and compliance in Philippine hiring.

Why Partner with Glints TalentHub in the Philippines

Work visas and permits in the Philippines can be challenging for HR teams unfamiliar with Philippine legislation. Partnership with Glints TalentHub provides assurance and efficiency.

We manage the entire range of compliance, from obtaining Alien Employment Permits to shepherding visa applications, onboarding, and payroll. With regional presence and local expertise across Southeast Asia, Glints TalentHub saves employers from delays and allows them to concentrate on building their teams.

With us, compliance is an enabler, not an obstacle, to recruiting in the Philippines.

👉 See our Philippines Hiring Guide

Action Checklist for HR and Hiring Teams

Prior to initiating the process, HR teams should:

• Determine the employees who need work authorization
• Obtain an Alien Employment Permit in advance from DOLE
• Match job positions to employee credentials to prevent rejection
• Gather all documents in advance, including translations as needed
• Monitor renewal dates for AEPs and visas
• Collaborate with Glints TalentHub to oversee the end-to-end compliance process

Compliance with this checklist results in easier approvals and allows new employees to adjust to their positions without legal issues.

The Philippines presents excellent possibilities for companies looking to leverage a skilled and adaptable workforce. With opportunities for compliance come responsibility. Work visas and permits in the Philippines need to be adhered to in order to ensure smooth operations and protect your business from penalties.

By understanding the kinds of permits, the requirements for eligibility, and the process of applying, you can more easily work with the system. And with Glints TalentHub as your partner, you can grow your teams in the Philippines with confidence and let the experts handle compliance.

This article is brought to you by Glints TalentHub. Leading companies are actively building their borderless teams in Southeast Asia, Taiwan, and beyond. However, the prospect of going borderless can be daunting due to complex regulations and cultural ambiguities. With Glints TalentHub, you’ll have a dedicated team of in-market legal, HR, and talent experts by your side at every step of the way.

Glints TalentHub offers an end-to-end, tech-enabled talent solution that encompasses talent acquisition, EOR, and talent development. We empower businesses to leverage the strengths of regional talent efficiently to build high-performing, cost-efficient teams.

Schedule a no-obligation consultation with our experts to receive a tailored proposal today!