Key Takeaways:
- Most foreign nationals need to obtain both a Philippines work permit (AEP) and a visa before they can legally work in the country.
- The AEP is tied to a specific employee, employer, and position, so changing employers or roles will usually require additional authorization.
- Employers must usually demonstrate that hiring a foreign worker is justified and that no qualified Filipino worker is available for the position.
For companies hiring foreign talent in the Philippines, immigration requirements are an important part of the hiring process. Most foreign nationals need both a Philippines work permit and a visa to be legally employed in the country.
Obtaining both requires coordinating with multiple government agencies — with the employer responsible for much of the sponsorship process.
Requirements can also vary by employee and role, so it's important to understand what’s required before setting a start date.
This guide covers who needs authorization, how the application process works, what documents employers need to prepare, and what happens after approval.
Who Needs a Work Visa and Permit in the Philippines?
While Filipino citizens can work anywhere in the country without special authorization, foreign nationals typically need a valid Philippine work permit and the appropriate work visa to work legally in the country.
However, some individuals are exempt from needing a work permit, including diplomats, staff of international organizations the Philippine government belongs to, and people covered by specific international agreements. Corporate board members without an executive role, and representatives of POEA-registered foreign companies visiting only to interview candidates, are typically exempt as well.
Being able to enter the Philippines without a visa doesn’t mean a foreign national can work there. Visa-free entry for tourism or short business trips doesn’t authorize employment.
Employers should confirm a candidate's work authorization status before that person performs any services in the Philippines, even informally or remotely, for a Philippine entity.
How the Philippines Work Authorization Process Works
First, here’s a high-level look at the process for obtaining authorization to work in the Philippines.
Employers start by obtaining an Alien Employment Permit (AEP) from the Department of Labor and Employment (DOLE). Once DOLE issues the AEP, the employee applies for the appropriate work visa, most commonly the 9(g) Pre-Arranged Employment Visa, through the Bureau of Immigration (BI). The AEP authorizes the foreign national to work in the Philippines, while the 9(g) visa gives them the immigration status needed to live in the country while employed.
Employees can start working only after both the AEP and visa are approved. If they start before that, both the employee and the sponsoring employer could face penalties.
Work Visas and Permits in the Philippines
Alien Employment Permit (AEP)
The AEP isn't a general-purpose work authorization. Instead, it allows a specific foreign national to work in a specific position for a specific employer. AEPs are generally valid for one year, but they may be issued for the length of the employment contract, up to a maximum of three years.
To continue working beyond that period, the employee must renew the AEP and any corresponding visa or immigration authorization. If an employee changes employers, they need a new AEP. Moving into a different position with the same employer may also require additional DOLE authorization.
Employers must show that no qualified Filipino worker is available to fill the role. DOLE's Department Order No. 248, Series of 2025, tightened this further by introducing an Economic Needs Test that evaluates whether hiring a given foreign national actually benefits the Philippine economy.
9(g) Pre-Arranged Employment Visa
The 9(g) work visa is the standard long-term employment visa for foreign employees hired by a Philippine-registered employer. The Bureau of Immigration issues it only after DOLE's requirements—namely, the AEP—have been satisfied, and it grants the holder lawful residence and multiple-entry privileges for the duration of employment.
Visa holders must also obtain an ACR I-Card, an identification card issued to foreign nationals legally residing in the Philippines.
The visa is tied to the sponsoring employer and approved position. If the employee is promoted or their role changes significantly, the employer may need to notify the Bureau of Immigration and update the employee’s immigration documentation accordingly.
Philippines Work Permit Requirements
Employer Requirements
DOLE and BI require employers to show that the sponsoring company is properly registered in the Philippines and eligible to hire the foreign national for the role. Employers must also demonstrate that no qualified Filipino candidate is available to fill the position.
The required documentation typically includes:
- Business registration records, such as SEC or DTI registration and a Mayor's Permit
- Evidence of the employee's role and qualifications
- Signed employment contract
- Supporting company documents, such as the General Information Sheet
Employee Requirements
The employee must also provide documents confirming their identity and qualifications for the role. These typically include a valid passport, passport-sized photographs, completed AEP and visa application forms, a copy of the signed employment contract, and any educational or professional credentials the reviewing office requests.
Requirements can vary based on the employee’s nationality and visa category, so employers should confirm the current document list with DOLE or BI before filing.
Step-by-Step Process for Hiring a Foreign Employee in the Philippines
Step 1: Confirm the Employee's Eligibility
Before starting the application process, employers should confirm that the candidate requires an AEP and work visa. They should also verify that the candidate meets the role’s qualifications.
Employers should also check whether the position falls under the Professional Regulation Commission — which oversees more than 40 professions, including engineering, architecture, and accounting — since regulated roles may require additional credential review.
Step 2: Prepare the Employment Documents
Draft the employment contract and gather the required business and employee documentation. Make sure key details, such as the employee’s job title, responsibilities, compensation, and work location, are consistent across the contract and permit and visa applications.
Step 3: Apply for the Alien Employment Permit
The employer submits the AEP application and supporting documents to DOLE. The application is reviewed to confirm that the foreign national and position meet the requirements for employment in the Philippines.
Step 4: Apply for the Work Visa
Once the AEP is obtained, the employee (or the employer, on their behalf) applies for the 9(g) Pre-Arranged Employment Visa through the Bureau of Immigration.
The process includes:
- Submitting the application and required documents
- Paying the applicable fees
- Attending a hearing
- Completing image and fingerprint capture for the ACR I-Card
Step 5: Maintain the Employee's Immigration Status
After the visa is approved, the employer and employee need to keep the employee’s work authorization and immigration documents current.
This includes renewing the AEP, 9(g) visa, and ACR I-Card as required and complying with any ongoing Bureau of Immigration reporting requirements.
Processing Times and Government Fees
Processing times can vary based on application volume and whether the submitted documents are complete. An AEP typically takes up to 15 working days to process, while a 9(g) visa typically takes about 40 days.
Because delays can occur at either stage, it’s best to start the process well ahead of the intended start date.
Costs vary as well. In addition to government filing fees, employers may need to account for document preparation, translations, and professional assistance with the application process.
Employer Responsibilities After Approval
Approval isn't the end of the process. Changes to a foreign employee’s circumstances can trigger additional requirements for the employer. A promotion, transfer, or end of employment may need to be reported to DOLE or the Bureau of Immigration and can require updates to the employee’s work authorization.
For example, employers must report a foreign employee's termination to DOLE within five days, and the employee must surrender their AEP within 10 days. Employers should also review immigration requirements before making significant changes to a foreign employee’s role or employment status.
Hire Employees in the Philippines Without Managing Visa Compliance Yourself
Do you want to hire a foreign worker in the Philippines but feel overwhelmed by the bureaucratic red tape? RemoFirst can help manage the visa and work permit process — from preparing and submitting applications to coordinating with the relevant government agencies — in the Philippines and 110+ other countries.
With RemoFirst as your Employer of Record (EOR), you can also hire Filipino employees without establishing a local entity. RemoFirst serves as the legal employer and handles employment contracts, payroll, statutory benefits, tax withholding, and other local employment requirements.
Book a demo to learn how RemoFirst can simplify hiring and immigration support in the Philippines.
Frequently Asked Questions
How long does it take to get a work visa in the Philippines?
Processing times depend on the authorization type and whether the application is complete. An Alien Employment Permit (AEP) typically takes up to 15 working days to process, while a 9(g) Pre-Arranged Employment Visa typically takes about 40 days. Employers should plan for both stages and leave additional time in case of delays.
Can a foreign employee start working before receiving a work visa?
No. Foreign employees who need an AEP and work visa must wait until both are approved before they begin working in the Philippines. Starting earlier can expose both the employee and sponsoring employer to penalties.
Can a work visa be transferred to a new employer?
Philippine work authorization is tied to a specific employer and position, so an existing AEP and visa generally can't simply be transferred to a new employer. Changing employers typically requires new work authorization.
Do all foreign employees need an Alien Employment Permit?
No. Most foreign nationals working in the Philippines need an AEP, but certain individuals are exempt, including diplomats, some employees of international organizations, and people covered by specific international agreements. Employers should confirm whether an exemption applies before the employee begins working.
Can an Employer of Record assist with work visa applications in the Philippines?
Yes. An Employer of Record like RemoFirst can help companies hire foreign employees in the Philippines by providing assistance with the visa and work permit process.
