Payroll, run right.
Monthly payroll, SSS/PhilHealth/Pag-IBIG remittances, 13th-month pay and BIR withholding — handled end to end so your team is always paid correctly and on time.
Payroll calculator: take-home pay & true employer cost
See the 2026 SSS, PhilHealth, Pag-IBIG and BIR withholding breakdown for any monthly salary — free, no email required.
Try the calculator →Payroll guides
13th-Month Pay in the Philippines: Rules for Employers
What foreign employers in the Philippines need to know about mandatory 13th-month pay — who qualifies, how to compute it, and when it must be released.
Read →Employer Statutory Contributions in the Philippines (SSS, PhilHealth, Pag-IBIG)
2026 rates, ceilings, and remittance deadlines for SSS, PhilHealth, and Pag-IBIG — the three mandatory employer contributions in the Philippines.
Read →Final Pay & Separation in the Philippines: Employer Guide
Philippine rules on final pay, separation pay, and certificates of employment — deadlines, components, and employer obligations under DOLE Labor Advisory 06-20.
Read →Payroll Outsourcing in the Philippines for Foreign Companies
How foreign-owned companies outsource Philippine payroll — statutory contributions, BIR withholding and 13th-month pay handled accurately, at a fixed monthly fee.
Read →Payroll Processing in the Philippines (Gross-to-Net)
How gross-to-net payroll processing works in the Philippines — statutory deductions, BIR withholding, and net pay computation explained for foreign employers.
Read →Payroll Withholding Tax in the Philippines (BIR)
How BIR withholding tax on compensation works in the Philippines — TRAIN Law tax brackets, monthly withholding computation, and employer filing obligations for 2026.
Read →PEO Services in the Philippines for Foreign Companies
PEO services in the Philippines for foreign companies — assess the right employment, payroll, and compliance model while you build or run a local team.
Read →Staff Leasing in the Philippines for Foreign Companies
Staff leasing in the Philippines for foreign companies — evaluate an outsourced staffing arrangement alongside EOR, direct employment, payroll, and labor-compliance obligations.
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