Hiring a foreign national to work in the Philippines involves two parallel processes: securing an Alien Employment Permit (AEP) from the Department of Labor and Employment (DOLE), and obtaining the right visa category through the Bureau of Immigration (BI). Both are the employer’s responsibility to initiate. This guide walks through each step, the documents you’ll need, and the ongoing obligations that continue after your employee arrives.
The two pillars of philippine work authorization
Before a foreign national can legally work in the Philippines, two things need to be in place: an employment permit and a work visa. These aren’t interchangeable: one doesn’t substitute for the other, and both need to be secured in the correct order.
Alien employment permit (aep)
The AEP is the foundational document. Issued by DOLE, it confirms that the employer has demonstrated no qualified Filipino national is willing and competent to fill the role. The employer files for the AEP, not the employee.
Key details:
- Filing deadline: the employer must submit the AEP application within 15 calendar days of signing the employment contract
- Processing time: 7–15 working days
- Validity: for the duration of the employment contract, up to a maximum of 5 years; the AEP is renewable
- Exemptions: certain categories don’t need an AEP, including members of the diplomatic corps, teachers under exchange programs, and others covered by specific international treaties. DOLE issues a Certificate of Exclusion for these cases.
The AEP requirement exists to protect local employment. When you file, you’ll need to show that the position genuinely requires the skills of a foreign national.
9(G) pre-arranged employment visa
The 9(g) visa is the primary work visa for foreign nationals employed by a Philippine company. The AEP is a prerequisite: you can’t apply for the 9(g) without it.
The full 9(g) process runs in four stages:
- Secure the AEP from DOLE
- The employer files a petition with the Bureau of Immigration
- The foreign national converts their tourist visa to a 9(g) at the BI
- The ACR I-Card is issued after arrival (required for any foreign national staying more than 59 days)
Total timeline: 6–12 weeks from start to finish.
Because this timeline can leave a gap before the employee can legally start work, the Philippines has a bridge mechanism: the Provisional Work Permit (PWP). The PWP takes approximately 2 weeks to obtain and lets the employee begin working while the full 9(g) application is still being processed.
Required documents for the 9(g) application
Gathering documents from both the employer and the employee is often where timelines slip. Start collecting these early.
From the employer:
- SEC registration (for corporations) or DTI permit (for sole proprietors)
- Mayor’s Permit
- Joint letter of request signed by both employer and employee
- Employment contract
From the employee:
- Valid passport
- Bureau of Immigration clearance certificate
- TIN (Tax Identification Number) of the foreign employee
- AEP (obtained in step one)
Having incomplete documents is the most common cause of delays. Build a checklist and confirm every item before submitting the petition to the BI.
Special visas for peza and boi enterprises
If your company is registered with the Philippine Economic Zone Authority (PEZA) or the Board of Investments (BOI), your foreign employees may qualify for the 47(a)(2) Special Non-Immigrant Visa instead of the standard 9(g). This visa category is designed for enterprises operating under these investment incentive frameworks and comes with faster processing times. Confirm with your legal counsel whether your company’s registration qualifies.
Employer ongoing obligations
Sponsoring a work permit isn’t a one-time task. Philippine regulations impose several continuing obligations on the employer after the employee starts work.
Monthly dole reporting
Employers must submit a monthly report to the DOLE regional office using RKS Form 05. This form tracks the employment status of foreign nationals under your sponsorship. Missing these reports can put your ability to sponsor future foreign employees at risk.
Notifying dole and bi of changes
If your foreign employee changes roles within the company or leaves employment, you’re required to notify both DOLE and the BI immediately. Role changes can affect the validity of the existing AEP, and the employee may need a new one. Failure to report a termination is treated seriously by both agencies.
Mandatory benefit registrations
All foreign employees working legally in the Philippines must be registered with the three mandatory social programs:
- SSS (Social Security System)
- PhilHealth (national health insurance)
- Pag-IBIG (Home Development Mutual Fund)
These registrations are the employer’s responsibility. The same rules that apply to Filipino employees apply to foreign nationals working under a valid AEP and visa.
Acr I-card renewal
The ACR I-Card, issued to foreign nationals staying more than 59 days, must be renewed annually. Track expiry dates and start the renewal process early to avoid lapses.
Penalties for non-compliance
The penalties for getting this wrong are significant. Employing a foreign national without a valid AEP or visa exposes the employer to fines. More seriously, fraud or misrepresentation in an AEP application results in a 5-year ban on hiring foreign nationals. That’s a serious operational risk for companies that depend on international talent.
The safest approach is to never let an employee start work before the PWP is in hand, and to treat the 9(g) timeline as a minimum of 6 weeks, not a target.
Remote workers: a separate question
If a foreign national is working remotely from outside the Philippines for a foreign employer, no Philippine work permit is needed. Philippine work authorization rules apply when the work is physically performed on Philippine soil. The moment a remote worker relocates to the Philippines and continues working, even temporarily, the AEP and 9(g) requirements apply.
Simplifying the process with an EOR
For companies that don’t want to set up a local entity in the Philippines but still need to hire there, an Employer of Record (EOR) handles the compliance infrastructure on your behalf. The EOR becomes the legal employer in the Philippines, managing the AEP filing, visa sponsorship, mandatory benefit registrations, and ongoing DOLE reporting. When evaluating your options, comparing EOR services by country coverage and compliance depth is worth doing before committing.
Frequently asked questions
Can a foreign national start work before the 9(g) visa is approved?
Yes. The Provisional Work Permit (PWP) allows the employee to begin working while the full 9(g) application is pending. The PWP takes approximately 2 weeks to obtain, which is significantly faster than the 6–12 week timeline for the full visa. The employer should apply for the PWP as soon as the BI petition is filed.
Who files the AEP, the employer or the employee?
The employer files the AEP with DOLE. The filing must happen within 15 calendar days of signing the employment contract. The employer is also responsible for demonstrating that no qualified Filipino candidate is available for the role.
What happens if a foreign employee’s role changes?
Any change in the employee’s role must be reported to both DOLE and the BI immediately. The existing AEP is tied to the specific position it was issued for. A new or amended AEP may be required, which means restarting part of the process. Don’t wait: notifying the agencies promptly keeps you compliant and protects the employee’s work authorization status.
Does a foreign national working remotely from abroad need a Philippine work permit?
No. Philippine work permit requirements apply to work physically performed in the Philippines. If a foreign national is working remotely from their home country for a foreign employer, no AEP or 9(g) is needed. However, if that person travels to the Philippines and continues working while physically present, even temporarily, the standard AEP and visa requirements apply.
