Summary
⦁ Employers, whether local or overseas, are prohibited from hiring Filipino workers for overseas employment.
⦁ There are exceptions.
⦁ If not falling under the exceptions, the employer has to contract with a duly licensed private employment agency for overseas employment.
1. Concept
The ban on direct-hiring for overseas employment is found in P.D. 442, otherwise known as the Labor Code of the Philippines:
| ART. 18. Ban on Direct-Hiring. No employer may hire a Filipino worker for overseas employment except through the Boards and entities authorized by the Secretary of Labor. Direct-hiring by members of the diplomatic corps, international organizations and such other employers as may be allowed by the Secretary of Labor is exempted from this provision. |
| P.D. 442, Labor Code of the Philippines |
To simplify, in terms of rules, and the provisions being restated for easier understanding:
| General Rule: Employers, whether local or foreign, are prohibited from directly hiring Filipino workers for overseas employment. |
| Exceptions: |
| 1) Members of the diplomatic corps; |
| 2) International organizations; and |
| 3) Such other employers as may be allowed by the Secretary of Labor. |
Since the promulgation of the Labor Code in 1972, the above-cite legal provision has not been amended nor revised. Notwithstanding, this provision has been the subject of subsequent regulations issued by the Department of Labor and Employment (DOLE) and the Philippine Overseas Employment Administration (POEA).
2. Current regulation
POEA Memorandum Circular No. 8, Series of 2018 (“Circular No. 8”) is the current regulation.
To simplify, in terms of rules, and the provisions being restated for easier understanding:
| General Rule: Employers, whether local or foreign, are prohibited from directly hiring Filipino workers for overseas employment. |
| Exceptions: |
| 1) Members of the diplomatic corps; |
| 2) International organizations; and |
| 3) Heads of state and government officials with the rank of at least deputy minister; or |
| 4) Other employers as may be allowed by POEA, such as: |
| a) Those provided in Nos. 1, 2, and 3 above who bear a lesser rank, if endorsed by the Philippine Overseas Labor Office (POLO), or Head of Mission in the absence of the POLO; |
| b) Professionals and skilled workers with duly executed verified/authenticated contracts containing terms and conditions over and above the standards set by the POEA. The number of professionals and skilled OFWs hired for the first time by the employer shall not exceed five (5). For the purpose of determining the number, workers hired as group shall be counted as one; or c) Workers hired by a relative/family member who is a permanent resident of the host country, except domestic workers (live-in caregiver/care worker or household service workers). |
a. Employment Standards
Pursuant to Section 134 of the 2016 Revised POEA Rules, the Administration shall secure the best possible terms and conditions of employment for OFWs. As such, it shall develop and continually review employment standards in accordance with policy thrusts and market developments, including Direct Hire OFWs. (Part II, Circular No. 8)
1) Life and insurance coverage
It is the primary responsibility of the employer that the Direct-Hire OFW is provided with a compulsory insurance coverage. The repatriation insurance of an OFW and his/her remains, and the transport of his/her personal effects shall be the obligation of the employer to cover actual repatriation cost and other attendant costs, including airfare and immigration fines/penalties. (Part III[a], Ibid.)
2) Minimum Provisions of Employment Contracts
Pursuant further to Section 135 of the same Rules, the following shall be the minimum provisions in employment contracts for all Direct-Hire OFWs:
1. Complete name and address of the employer/company;
2. Position and jobsite of the Overseas Filipino Worker;
3. Basic monthly salary, including benefits and allowances and mode of payment. The salary shall not be lower than the prescribed minimum wage in the host country or prevailing minimum wage in the National Capital Region of the Philippines, whichever is higher;
4. Food and accommodation or the monetary equivalent which shall be commensurate to the cost of living in the host country, or off-setting benefits;
5. Commencement and duration of contract;
6. Free transportation from and back to the point of hire, or off-setting benefits, and free inland transportation at the jobsite or off-setting benefits;
7. Regular work hours and day off;
8. Overtime pay for services rendered beyond the regular working hours, rest days and holidays;
9. Vacation leave and sick leave for every year of service;
10. Free emergency medical and dental treatment;
11. Just/valid/authorized causes for termination of the contract or of the services of the workers, taking into consideration the customs, traditions, no rms, mores, practices, company policies and the labor laws and social legislations of the host country;
12. Settlement of disputes;
13. Repatriation of worker in case of imminent danger due to war, cala mity, and other analogous circumstances, at the expense of employer; and
14. ln case of worker’s death/repatriation of Overseas Filipino Workers human remains and personal belongings, at the expense of the employer. (Part III[b], Ibid.)
3) Standards for Professionals and Skilled Direct-Hire OFWs
For professionals and skilled Direct -Hire OFWs, the employment offer should be over and above the minimum provisions of employment contract stated above, and may include provisions such as, but not limited to:
1. Basic compensation package above the minimum prescribed minimum wage in the host country;
2. Provision of secured conveyance to and from the work site;
3. Bonuses;
4. Annual vacation with full pay and free airline tickets;
5. Gratuity pay;
6. End of service award benefits;
7. Free education for OFW children who are18 years old or younger;
8. Stock option program. (Part II[c], Ibid.)
The POEA may likewise formulate country or skill specific policies and guidelines for Direct-Hire OFWs based on the following:
• Existing labor and social laws of the host country;
• Relevant bilateral and multilateral agreements or arrangements with the host country; and
• Prevailing conditions/realities in the market. (Paragraph 2, Part III[a], Ibid.)
b. Medical Examination
Direct-Hi re OFWs shall undergo and pass the pre employment medical examination (PEME) by a hospital or a medical clinic accredited by the Department of Health (DOH) for the conduct of such examination in accordance with the medical requirements of the host country.
A Direct-Hire OFW may be exempted from PEME if the worker has undergone a medical examination as a requirement for issuance of visa by the country of destination. A copy of the medical certificate shall be submitted to the POEA. (Part IV, Ibid.)
c. Pre-Employment and Pre-Departure Orientation Seminar (PEOS and PDOS)
All Direct-Hi re OFWs are required to undergo Pre-Employment Orientation Seminar (PEOS) and Pre-Departure Orientations Seminar (PDOS), Comprehensive Pre-Departure Orientation Program and submit their Certificates as part of the documentary requirements in their registration a copy of the certificates for completing the said seminars. However, OFWs with previous legal deployment and can present their valid Certificates of completion of the said seminars and will be returning to the same jobsite shall be exempted from this requirement. (Part V, Ibid.)
d. Documentary Requirements for Registration of Overseas Filipino Workers Hired by Employers who are Exempted from the Ban on Direct Hiring
Pursuant to Section 125 of 2016 Revised POEA Rules, the Direct-Hire OFWs hired by those employers exempted from the ban on direct hiring may be registered by the Administration upon submission of the following documents to the Direct Hire Assistance Division:
a. For Professional and Skilled Workers
1. Verified/authenticated original employment contract signed on each page by the employer or the authorized representative containing terms and conditions which are over and above the POEA employment minimum standards with the company profile, business license/commercial registration of the employer;
2. Passport valid at least six (6) months before the date of intended departure;
3. Valid and appropriate visa or work permit;
4. Certificate of medical fitness to work from a DOH-accredited medical clinic for OFWs ;
5. Proof of certificate of insurance coverage covering at least the benefits provided under Section 37-A of RA 8042 as amended;
6. Notarized statement by the worker on how the employment was secured, attaching the photocopy of the employer’s passport/ID and contact details and,
7. Certificate of attendance to the Pre-Employment Orientation Seminar (PEOS) and Pre-Departure Orientation Seminar (PDOS) conducted by OWWA. (Part VI[a], Ibid.)
b. For Domestic Workers under I. Coverage a., c., and d.1 of this Guidelines
1. Employment contract duly signed by the employer and worker and duly verified/authenticated and endorsed by the Philippine Overseas Labor Office (POLO) or by the Philippine Embassy which has the jurisdiction over the jobsite;
2. Passport valid at least six (6) months before the date of intended departure;
3. Valid and appropriate visa or work permit;
4. Certificate of medical fitness to work from a DOH-accredited medical clinic for OFWs;
5. Proof of certificate of insurance coverage covering at least the benefits provided under Section 37-A of RA 8042 as amended;
6. TESDA Skill Certification equivalent to National Certificate II (NCII) or higher;
7. Notarized statement by the worker on how the employment was secured, attaching the photocopy of the employer’s passport/ID and contact details;
8. Certificate of attendance to Pre-Employment Orientation Seminar (PEOS); and
9. Pre-Departure Orientation Seminar (PDOS) and Comprehensive Pre Departure Education Program (CPDEP). (Part VI[b], Ibid.)
d. Procedure
The documentation of Direct-Hire OFWs shall be managed by the Direct Hire Assistance Division (DHAD) under the Pre-Employment Services Office. Workers with employers who do not belong to the exempted category shall undergo the following procedure and the DHAD s ha ll:
a. Receive the application to process as Direct -Hire and evaluate requirements for documentation from the Direct-Hired OFW and inform the worker if the employer may be allowed to dire c tly-hire workers;
b. If the employer may be allowed, evaluate the received application and completeness of the documents;
c. Recommend the issuance of a clearance by the Administrator;
d. If the Clearance is gran ted, the following steps shall follow:
1. DHAD shall inform the worker to proceed to the DHAD and the DHAD authorized officer shall approve/sign the employment contract ;
2. Issuance of an OFW Info Sheet to be filled-up by the Direct-Hire OFW;
3. Encoding relevant information of Direct-Hire OFW into the Direct-Hire E Processing System;
4. Endorsement for assessment of appropriate fees for POEA Processing; and Overseas Workers Welfare Administration (OWWA); PhilHealth, Pag-lBIG Fund and Philhealth contributions and the worker pays to the authorized cashier for the release of the OEC to the Direct-Hire OFW applicant whose employer is deemed exempted from the ban on direct hire;
5. Endorsement of processed records of Di rect-Hi re OFWs to the POEA Central Records Division for storage after the period of retention of the OFW records. (Part VII, Ibid.)
e. Fees and Costs
1). Cost to the Employer
The following fees and costs shall be paid by the employer:
1. Visa, including the stamping fee;
2. Work permit and resident permit;
3. Round trip airfare or offsetting benefits;
4. Transportation from the airport to the jobsite;
5. POEA processing fee;
6. OWWA membership fee; and
7. Insurance coverage. (Part VIII, Ibid.)
2) Cost to the Worker
The worker shall shoulder the following documentation costs for his/her overseas employment as well as his/her membership to social protection program of the government:
1. Passport;
2. NBI/Police Clearance;
3. NSO authenticated birth certificate;
4. Transcript of Records and diploma issued by the school, certified by CHED and authenticated by the DFA;
5. Professional license issued by the PRC, authenticated by DFA;
6. Certificate of competency issued by TESDA or other competent certifying body for the job applied for;
7. DOH prescribed medical/health examination based on the host country Medical protocol; andI
8. Membership with Phil Health, Pag-lBIG Fund and Social Security System. (Part VII[b], Ibid.)
f. Non-Exemption for Employers Accredited with a licensed Philippine Recruitment Agency (PRA)
Foreign employers with previous or current accreditation with any licensed Philippine recruitment agencies shall not be allowed to directly hire workers. Employers with previous accreditation with PRAs may be allowed to directly hire workers after the lapse of one (1) year from the cancellation/revocation/expiration of its accreditation or registration with a PRA. (Part VIII-A, Ibid.)
g. Registration at the POEA Main Office and the Regional Centers and Units
The registration of Direct-Hire OFWs shall be carried out at the POEA Main Office and its Regional Centers and Units. The Regional Centers shall course their requests to the Administrator for Clearance for Direct Hiring through the Regional and Overseas Coordinating Office. (Part IX, Ibid.)
⦁ P.D. 442, Labor Code of the Philippines
FAQs
Is direct hiring of Filipino workers for overseas employment allowed in the Philippines? ›
The above-mentioned laws and regulations prohibit the direct-hiring of an overseas Filipino worker (OFW). Any employer intending to hire an OFW is, therefore, required to recruit through POEA-accredited/licensed employment/recruitment agencies. POEA Memorandum Circular No.
Is direct hiring prohibited under Philippine law? ›Ban on direct-hiring. - No employer may hire a Filipino worker for overseas employment except through the Boards and entities authorized by the Secretary of Labor.
Why is direct hiring banned in the Philippines? ›Based on the rationale that direct hiring affords no protection to OFWs (no joint and solidary liability between the recruitment agency and the foreign employer, no POEA approved contract containing the required minimum standards; no bond posted by a recruitment agency), direct hiring had been banned under Article 18 ...
Can a foreign employers can directly hire Filipino nationals? ›While foreign employers cannot simply hire workers in the Philippines directly, it is still possible to work with Filipino talent. If a company wants to hire employees located in the Philippines, there are multiple ways to hire and pay them compliantly.
Can I work remotely for a US company from Philippines? ›Generally speaking, if your company permits it and you obey your destination country's local laws regarding work visas and taxes, you can work remotely for your U.S. company from anywhere in the world.
Are Americans authorized to work in the Philippines? ›An Alien Employment Permit (AEP) is required for foreign nationals who want to work in the Philippines for more than 6 months. It is granted only if it can be established that the job requires skills thatare not available locally.
Is it valid to employ foreigners in the Philippines? ›Foreigners seeking to be employed in the Philippines must, however, obtain the following: (1) an Alien Employment Permit or AEP from the Department of Labor and Employment (DoLE); (2) Pre-Arranged Employee Commercial Visa or “9[g] work visa” and Provisional Work Permit or PWP, if necessary, from the Bureau of ...
What are the prohibited acts in recruitment Philippines? ›Illegal recruitment shall mean any act of canvassing, enlisting, contracting, transporting, utilizing, hiring, or procuring workers and includes referring, contract services, promising or advertising for employment abroad, whether for profit or not, when undertaken by a non-license or non-holder of authority (RA8042).
Can an employer stop you working for a competitor Philippines? ›In general, employment contracts in the Philippines are allowed to contain non-competition clauses wherein an employee may be restricted from carrying out certain activities both during and after his or her employment.
How to hire foreign workers in Philippines? ›All foreign nationals who intend to work in the Philippines is required by the government to secure an AEP from the Department of Labor and Employment (DOLE). This permit authorizes a foreign national to engage in gainful activities provided that no domestic manpower is available for the particular designation.
Is it illegal to have 2 jobs in Philippines? ›
Yes, the employment contract is like any other contract. There are stipulations regarding your employment. There are dos and don'ts that you have to observe. Since you agreed to them when you signed, you have to comply to avoid being penalized.
How do I legally hire an employee in the Philippines? ›...
Step 5: Make a Job Offer
- Salary and pay frequency.
- Job title.
- Start date.
First, employers must seek certification through the U.S. Department of Labor. Below you will find a link to documents and forms. Once the application is certified/approved, the employer must petition the U.S. Citizen and Immigration Services for a visa.
How do I legally hire an employee from another country? ›- Apply for certification from the United States Department of Labor.
- Interview prospective foreign workers.
- Apply for a work visa from U.S. Citizenship and Immigration Services.
- Verify the tax laws applicable to your company and the foreign worker.
Can US companies hire foreign workers? Yes, US companies can hire foreign workers either as full-time employees or independent contractors, with the option of either working remotely in their home country or relocating to the US with the relevant labor certification and visa.
Can a US citizen live and work in the Philippines? ›Moving to the Philippines for work requires obtaining a work visa. Aside from the work visa, you have to apply for an Alien Employment Permit (AEP). Your employer has to apply for it at the Department of Labor and Employment (DOLE) regional offices.
How can I direct hire from the Philippines? ›BAN ON DIRECT HIRING OF FILIPINO WORKERS
The above-mentioned laws and regulations prohibit the direct-hiring of an overseas Filipino worker (OFW). Any employer intending to hire an OFW is, therefore, required to recruit through POEA-accredited/licensed employment/recruitment agencies.
Can a U.S. employer hire someone living abroad as an Independent Contractor? The short answer is Yes. Being able to employ foreign talent can be transformative for a U.S. company. However, there are various legal implications and risks with cross-border relationships.
How long can a US citizen stay in the Philippines without a visa? ›How Long Can I Stay In Philippines? As a US citizen, you can stay in the Philippines for up to 30 days without needing a visa. However, if you wish to stay for more than 30 days, you will need to obtain a visa from a Philippine embassy or consulate in the USA before going to the Philippines.
Can I bring my Filipino maid to the USA? ›Personal or domestic servants who are accompanying or following an employer to the United States may be eligible for B-1 visas. This category of domestic employees includes, but is not limited to, cooks, butlers, chauffeurs, housemaids, valets, footmen, nannies, mothers' helpers, gardeners, and paid companions.
Are US citizens legally authorized to work? ›
An individual's work authorization, or employment eligibility, refers to his or her legal right to work in the United States. U.S. citizens, born or naturalized, are always authorized to work in the United States, while foreign citizens may be authorized if they have an immigration status that allows them to work.
What does the company need to hire a foreign employee in the Philippines and the requirements? ›- Application form;
- Photocopy of employee's passport with a valid visa;
- All documents related to the contract of employment;
- Photocopy of current AEP (in cases of reissue); and.
- Photocopy of mayor's permit or photocopy of business permit.
Can a foreigner work in the Philippines? Yes. It isn't mandatory for foreign nationals working in the Philippines whose employers are located abroad, or those who don't have an employer, to secure a work permit. This permit by the way is known locally as an AEP, which stands for Alien Employment Permit.
Who are exempted from alien employment permit in the Philippines? ›Likewise, excluded from securing an AEP are: intra corporate transferee who is a manager, executive, or specialist; employee of Foreign Service supplier with at least one year continuous employment prior to deployment to a branch, subsidiary, affiliate or representative office in the Philippines; contractual service ...
Who has jurisdiction over illegal recruitment in the Philippines? ›In all, since it is established that the RTC of Manila has jurisdiction over the Illegal Recruitment and Estafa cases, and there being no violation of the double jeopardy doctrine, the prosecution of the case may still resume in the trial court as held by the CA.
What is the employment Act in the Philippines? ›The primary step in establishing a presence in the Philippines is to be familiar with the labor laws that the government has set to protect its workers. It serves as a legal framework that determines employment in the country and the best practices that must be observed.
What is the law of employers in the Philippines? ›The Department of Labor and Employment states employers must protect labor, provide equal work, promote employment regardless of race, gender, or creed, and regulate relationships with their employees. This law applies to situations such as paying someone less due to prejudice.
What is unfair labor law in the Philippines? ›Concept of unfair labor practice and procedure for prosecution thereof— Unfair labor practices violate the constitutional right of workers and employees to self-organization, are inimical to the legitimate interests of both labor and management, including their right to bargain collectively and otherwise deal with each ...
What is an example of unfair labor practice Philippines? ›Refusing to process a grievance because an employee is not a union member. Threatening an employee for filing a ULP charge. Refusing to negotiate in good faith with an agency.
What is unfair labor practices in the Philippines? ›Unfair labor practice refers to acts that violate the workers' right to organize. The law says: Article 247 of the Labor Code of the Philippines provides for the concept of unfair labor practice, to wit: Art.
Where can I hire Filipino workers directly? ›
A prospective employer interested to hire the services of Filipino workers may choose from the official list of licensed private employment agencies (landbased and seabased) available at the nearest Philippine Overseas Labor Office (POLO), Philippine Embassy/Consulate in their country or the POEA website at www.poea. ...
How to hire remote workers in the Philippines? ›To pay remote employees (not contractors) in the Philippines, you must either open your own local legal entity or work with a global employment solution that acts as your employer of record (EOR). EORs handle all of the paperwork and legalities for you through their owned legal entity.
What are the requirements to work abroad from Philippines? ›- 2 x 2 picture Passport (valid for at least 6 months)
- PSA-issued Birth certificate.
- High School/College diploma.
- Transcript of Records.
- Resume/Curriculum Vitae (CV)
- Employment contract / Job contract.
- NBI clearance.
- Marriage contract (if applicable)
Regular working hours in the Philippines should not exceed more than eight hours a day. “Working hours” include the time employees spend on duty or at the prescribed workplace or when they are permitted to work. Short rest periods during work time also count as hours worked.
What is the double indemnity law in the Philippines? ›“The employer concerned shall be ordered to pay an amount equivalent to double the unpaid benefits owing to the employees: Provided, That payment of indemnity shall not absolve the employer from the criminal liability imposable under this Act.
Is moonlighting legal in the Philippines? ›v. NLRC holds: [An employee] cannot serve himself and [his employer] at the same time all at the expense of the latter. It would be unfair to compensate private [the employee] who does not devote his time and effort to his employer.
What is the minimum wage in the Philippines in US dollars? ›What is minimum wage in Philippines? Minimum Wages in Philippines increased to 570 PHP/Day (11970 USD/Month) in 2022.
Can U.S. companies hire foreign workers without visa? ›Foreign employees who work for a U.S. company remotely from their own country do not need a visa or work permit as long as they work outside of the U.S. However, they would need a business visa if the U.S. company wanted to bring them to the U.S. for an extended stay or training purposes.
Is it illegal to hire a non U.S. citizen? ›Under this law, the general rule is that employers are not allowed to hire, fire, or refuse to recruit or hire, a worker based on the worker's actual or assumed citizenship, immigration status, or national origin. 8 U.S.C. § 1324b(a)(1).
Which countries allow U.S. citizens to work? ›As an American, you can work in Australia, Ireland, Singapore, New Zealand, Canada, and South Korea. If your visa requires you to get a background check first, National Background Check, Inc. can help with all the necessary background checks and travel paperwork you will need to safely and effectively travel abroad.
What are the consequences for hiring undocumented workers? ›
Civil fines and Criminal Prosecution:
A maximum penalty of six months imprisonment and a fine of $3,000 per worker may be imposed. For I-9 paperwork violations, fines range from $110 to $1,100 per employee involved.
Yes, but each employer must file a separate Form I-129 petition and, where applicable, the appropriate Labor Certification, or Labor Condition Application with the DOL, and receive approval from USCIS before the employee can begin to work for a new or an additional employer.
How can a US company hire a foreign employee to work remotely? ›Remote employees working from abroad are neither subject to the US tax system, nor employment or immigration laws. Foreign workers can be hired via legal entities abroad, through employer of record (EOR) companies, or as independent contractors.
Can I apply for a job in USA from another country? ›If you live outside the United States and want to work here, you generally must apply for a visa from the U.S. Department of State (DOS), unless a visa is not required for people from your country of nationality. You may visit DOS' Travel Without a Visa page for more information.
What is direct hiring Philippines? ›Direct hiring means securing overseas employment without the assistance of a private recruitment agency. The ban on direct hiring is provided in the 1974 Labor Code of the Philippines: ART.
How to employ foreign workers in the Philippines? ›All foreign nationals who intend to work in the Philippines is required by the government to secure an AEP from the Department of Labor and Employment (DOLE). This permit authorizes a foreign national to engage in gainful activities provided that no domestic manpower is available for the particular designation.
What is the meaning of direct hiring in the Philippines? ›It means it is the worker who looks for the employer. Direct–hiring means the foreign employer is the one who searches for the worker to hire.
How can I get direct hire OEC in the Philippines? ›You need to schedule your visit to POEA Central Office online by using the POEA Online Appointment System. You also need to have a work visa/work permit and a record in the POEA database. You can apply for an OEC online through the new POPS-BaM System, which is faster and hassle-free.
What country has the most Filipino workers? ›- United States of America: 3,353,891.
- Kingdom of Saudi Arabia: 938,490.
- Canada: 676,775.
- Malaysia: 620,043.
- United Arab Emirates: 541,593.
- Japan: 313,588.
- Australia: 304,093.
- Italy: 299,787.
- New Zealand. New Zealand is recognized as one of the most livable countries in the world because of its slow pace of life and high quality of living. ...
- Australia. ...
- Netherlands. ...
- Denmark. ...
- Canada. ...
- South Korea. ...
- Brazil. ...
- Cambodia.
What is considered a direct hire? ›
Direct hiring is a process in which a company offers you a job and employs you without using a third party. This structure is different from temporary (typically less than a year) or contract positions in which a staffing agency supplies and employs the talent.
What is the difference between direct hire and temp hire? ›The rule of thumb is that temp-to-hire is a more efficient scenario to fill roles quickly or for projects with well-defined start and end dates. Conversely, direct hires are generally more cost-effective if you are certain you will need their talent and skill set for the long term.
What is the difference between direct hire and full time? ›These are usually full-time positions with benefits, but direct hire can also be used to fill part-time positions. While the staffing agency handles the direct hire recruiting tasks, the new hire goes straight onto the client's payroll and becomes an employee of that company once an offer is made and accepted.
How do I hire a foreign worker from overseas? ›- Apply for certification from the United States Department of Labor.
- Interview prospective foreign workers.
- Apply for a work visa from U.S. Citizenship and Immigration Services.
- Verify the tax laws applicable to your company and the foreign worker.
If you are hiring for the first need, you need to complete the employer orientation program. Then you need to ensure an insurance policy for your maid. Your maid will have to pass a medical exam and get a work permit. Once you complete all of this, present the documents to POEA.
How long is hiring process in Philippines? ›It will take 4-6 weeks depending on the client's recruitment process and the complexity of the position. This can be shortened depending on urgency.
How long is the average hiring process in the Philippines? ›Hiring Time Frame
Some companies do not include non-working days in the time frame, while others include them. The average time for recruitment nowadays usually take-up to 23 days.
The key reason to hire from the Philippines is that you are dealing with a skilled and experienced workforce. Filipino workers not only have excellent skills, but also a good work ethic. They generally settle in well, tend to be reliable workers, and show up at work with a good attitude.