{"id":148842,"date":"2026-09-07T10:49:16","date_gmt":"2026-09-07T10:49:16","guid":{"rendered":"https:\/\/my.legal500.com\/guides\/?post_type=comparative_guide&#038;p=148842"},"modified":"2026-09-07T10:49:16","modified_gmt":"2026-09-07T10:49:16","slug":"philippines-corporate-immigration","status":"publish","type":"comparative_guide","link":"https:\/\/my.legal500.com\/guides\/chapter\/philippines-corporate-immigration\/","title":{"rendered":"Philippines: Corporate Immigration"},"content":{"rendered":"","protected":false},"template":"","class_list":["post-148842","comparative_guide","type-comparative_guide","status-publish","hentry","guides-corporate-immigration","jurisdictions-philippines"],"acf":[],"appp":{"post_list":{"below_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">EPEEQ Law<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2026\/08\/epeeq-logo.jpg\"\/><\/span><\/div>"},"post_detail":{"above_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">EPEEQ Law<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2026\/08\/epeeq-logo.jpg\"\/><\/span><\/div>","below_title":"<span class=\"guide-intro\">This country specific Q&amp;A provides an overview of Corporate Immigration laws and regulations applicable in Philippines<\/span><div class=\"guide-content\"><div class=\"filter\">\r\n\r\n\t\t\t\t<input type=\"text\" placeholder=\"Search questions and answers...\" class=\"filter-container__search-field\">\r\n\t\t\t<\/div>\r\n\r\n\t\t\t\r\n\r\n\r\n\t\t\t<ol class=\"custom-counter\">\r\n\r\n\t\t\t\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the relevant government entities relating to immigration in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The Bureau of Immigration (BI) is the primary government agency responsible for processing visas, permits, alien registration and other immigration-related matters.<\/p>\n<p>However, the following government agencies issue documents or approvals that are prerequisites to obtaining particular visas, work authorisations or immigration benefits:<\/p>\n<ul>\n<li>Department of Labor and Employment (DOLE) \u2013 issues Alien Employment Permits (AEPs), Certificates of Exemption and Certificates of Exclusion.<\/li>\n<li>Department of Justice (DOJ) \u2013 issues the Authority to Employ Foreign Technical Personnel required for nationalized or partly-nationalized activities.<\/li>\n<li>Department of Foreign Affairs (DFA) \u2013 issues entry visas through Philippine embassies and consulates abroad, including the Digital Nomad Visa.<\/li>\n<li>Professional Regulation Commission (PRC) \u2013 issues Special Temporary Permits (STPs) to qualified foreign professionals who wish to practice their profession.<\/li>\n<li>Philippine Economic Zone Authority (PEZA) and other investment promotion agencies \u2013 endorse or facilitate special visas like 47a2 visa for qualified registered enterprises and their foreign personnel.<\/li>\n<li>Board of Investments (BOI) \u2013 administers the Special Investor&#8217;s Resident Visa (SIRV).<\/li>\n<li>Philippine Retirement Authority (PRA) \u2013 administers the Special Resident Retiree&#8217;s Visa (SRRV)<\/li>\n<li>Bureau of Internal Revenue (BIR) \u2013 issues Taxpayer Identification Numbers (TINs), which are required for employment, business or investment activities.<\/li>\n<li>Securities and Exchange Commission (SEC), Department of Trade and Industry (DTI), and Department of Economy, Planning, and Development (DEPDev) \u2013 regulate business registration, foreign investments and foreign equity restrictions that may affect a foreign national&#8217;s eligibility to work or invest in the Philippines.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the options available for sponsor-based employment in your jurisdiction and timelines involved in securing a work permit?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The following are the principal sponsor-based employment options:<\/p>\n<p>a. AEP<br \/>\nIssued by DOLE, the AEP authorises employment with the stated employer and approved position. It is not a standalone authority and requires a valid visa, the most common of which is 9(g).<\/p>\n<p>DOLE is now implementing changes in application processes and aims to issue AEP within five (5) working days, while AEP exclusion and exemption within a day. These timelines remain to be seen but currently processing takes about two (2) months for AEP and a month for exemption and exclusion.<\/p>\n<p>b. 9(g) or Pre-arranged Employment Visa<br \/>\nIssued by the BI, the 9(g) visa provides the corresponding immigration status for employment in the Philippines. Processing generally takes around two months in practice, although the BI&#8217;s published processing period for complete applications is approximately forty (40) days.<\/p>\n<p>c. Non-Immigrant Visa of Offshore Banking Unit Under PD 1034<br \/>\nIssued by the BI to a foreign employee who is assigned by any foreign bank to work in its offshore banking unit in the country. Application takes approximately 2 months.<\/p>\n<p>d. Special Visa under E.O. 226, as amended by R.A. 8756<br \/>\nIssued by the BI to a foreign employee of regional or area headquarters and regional operating headquarters or multinational companies. Application takes approximately 2 months.<\/p>\n<p>e. Provisional Work Permit (PWP)<br \/>\nIssued by the BI within five (5) working days to a foreign national with a pending 9(g) visa application. This allows provisional employment while the visa application is being processed.<\/p>\n<p>f. Special Work Permit (SWP)<br \/>\nIssued by the BI within five (5) working days to authorise short-term gainful employment for three to six months.<\/p>\n<p>g. PEZA and other economic zone work visas<br \/>\nRegistered enterprises within PEZA and other economic zones may sponsor foreign personnel under the applicable visa programme. Processing periods vary depending on the relevant investment promotion agency but may exceed 30 working days.<\/p>\n<p>The processing periods published by the relevant government agencies are only indicative and are seldom achieved in practice. Even where the published timelines are met, they apply only from the date complete documentary requirements have been submitted and exclude the time required for document preparation, publication, government clearances, and compliance with requests for additional documents. As a practical guide, employers should generally allow at least three months to complete the AEP and 9(g) visa process and build sufficient contingency time into their travel and deployment schedules. International travel while an in-country application is pending should likewise be avoided or, if absolutely necessary, carefully assessed against the applicable processing timelines.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the primary options available for unsponsored work and investment in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Available non-employer or investment-based routes include the following:<\/p>\n<ul>\n<li>Digital Nomad Visa for remote work for clients or employers outside the Philippines;<\/li>\n<li>SIRV for a qualified foreign national aged at least 21 who invests at least US$75,000 in an eligible investment;<\/li>\n<li>SRRV for retirees aged at least 40 who invests from US$1,500 to US$ 50,000 depending on the category;<\/li>\n<li>Treaty Trader or Treaty Investor Visa for citizens of the United States of America (USA), Japan and Germany who will carry on trade or commerce pursuant to an existing treaty agreement;<\/li>\n<li>Special Visa for Employment Generation (SVEG) for a qualified foreign national who actually employs at least ten Filipinos in a lawful and sustainable enterprise;<\/li>\n<li>Quota Immigrant Visa for nationals of countries with diplomatic relations with the Philippines and grant reciprocal immigration privileges to Filipinos, subject to a maximum of 50 applicants per nationality per calendar year;<\/li>\n<li>Immigrant Visa by Marriage for a foreign national with a valid marriage to a Filipino and where reciprocity applies; and<\/li>\n<li>Returning Former Natural-Born Filipino Citizen Visa for a returning former natural-born Philippine citizen.<\/li>\n<\/ul>\n<p>Investment does not by itself authorise employment. The proposed activity must comply with the Foreign Investments Act, the current Regular Foreign Investment Negative List, the Anti-Dummy Law and profession-specific laws. With the correct structure, a foreign investor may combine an eligible residence route with compliant business ownership and work authority.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the requirements for becoming a sponsor of employment-based migrants and what are the role and reporting duties of sponsors?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>A sponsor must be a legitimate Philippine-registered employer. It must establish the need for the position, engage the foreign national under a genuine employment, appointment, assignment or service arrangement, and comply with the labour, immigration, tax, corporate and local licensing requirements applicable to the proposed work.<\/p>\n<p>The following are the principal requirements:<\/p>\n<ul>\n<li>proof of legal existence and authority to operate, such as the SEC certificate of registration, articles of incorporation or partnership, current General Information Sheet, DTI business-name registration for a sole proprietorship, and current mayor\u2019s or business permit;<\/li>\n<li>the sponsor\u2019s BIR registration, latest income tax return and proof of filing or payment, or the corresponding tax records for a newly registered entity;<\/li>\n<li>an employment contract, certificate of election or appointment, assignment, secondment, deployment or service contract stating the position, duties, duration, compensation and benefits;<\/li>\n<li>Certificate of Number of Foreign Employees;<\/li>\n<li>board resolution, secretary\u2019s certificate or special power of attorney where the signatory or representative is not authorised by the sponsor\u2019s constitutive or current corporate records;<\/li>\n<li>Establishment Registration Number (ERN);<\/li>\n<li>Proof of publication of the job advertisement in a newspaper of general circulation for new applications; and<\/li>\n<li>Letter request and application-related forms jointly signed with the foreign applicant;<\/li>\n<\/ul>\n<p>Additional documents are required depending on the work-authorisation and visa route:<\/p>\n<ul>\n<li>Understudy Training Program (UTP) or Skills Development Program (SDP); and<\/li>\n<li>Secondary license, investment-promotion-agency registration or sector-specific authority;<\/li>\n<\/ul>\n<p>The role and\/or reporting duties of sponsors are as follows:<\/p>\n<ul>\n<li>ensure that the foreign national works only for the approved employer, position and work site;<\/li>\n<li>ensure that the foreign national maintains valid work authorisation and lawful immigration status;<\/li>\n<li>withhold and remit applicable taxes, keep accurate employment and corporate records;<\/li>\n<li>process renewals, cancellations and visa downgrading when required;<\/li>\n<li>under the current AEP rules, the employer must submit a quarterly report on its foreign nationals within 30 days after each quarter and report changes to material information within ten calendar days;<\/li>\n<li>document re-election or reappointment; and<\/li>\n<li>Where UTP or SDP applies, submit a report thereon;<\/li>\n<\/ul>\n<p>Government agencies may require additional documents during evaluation, and the current checklist should be confirmed before filing.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are applications filed electronically, or paper base? Is a physical visa\/work permit document issued or is an electronic approval issued?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The system is mixed and depends on the government agency involved.<\/p>\n<ul>\n<li>DOLE applications for AEP and related certificates are filed electronically. Once approved, DOLE issues a physical AEP, exclusion or exemption card.<\/li>\n<li>PEZA applications are also filed electronically.<\/li>\n<li>BI applications for a section 9(g) pre-arranged employment visa, PWP, SWP and similar workrelated immigration authority remain paper-based. The complete application and supporting documents are physically filed with the BI. Once approved, the BI issues physical documents like the order of approval, Alien Certificate of Registration Identity Card (ACR I-Card), among others.<\/li>\n<li>Other government agencies: applications for permits, endorsements, clearances and other supporting requirements are generally paper-based. The applicant or sponsor submits the physical requirements to the appropriate agency, which issues a paper-based permit, clearance, endorsement, certificate or approval. A specific agency may operate an electronic appointment, payment, tracking or preliminary submission facility, but this does not necessarily dispense with the physical filing or issuance requirements.<\/li>\n<\/ul>\n<p>Electronic filing, online status verification and electronic payment complement the process, but physical documents remain necessary for certain work, immigration-registration and travel requirements.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is an in-person attendance\/interview required as part of the visa\/work permit application process? Is an individual required to enrol their biometrics (digital photo, fingerprint scan) as part of the visa\/work permit process?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>An AEP application may be initiated before the foreign national arrives under the current DOLE rules. However, the applicant must be in the Philippines for the 9(g)-visa application and must present the original passport. The BI may require an interview or personal appearance based on the transaction and its evaluation.<\/p>\n<p>Biometric enrolment, including a photograph and fingerprints, is required for the issuance of the ACR I-Card and other visa cards.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What persons qualify as dependants? Can dependants work based on their dependant visa status? Are there any restrictions?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Dependents generally comprise the lawful spouse and unmarried children below 21 years of age.<\/p>\n<p>Dependent status does not confer an automatic right to work. A dependent who will engage in gainful employment must obtain the appropriate AEP, exemption or exclusion, and other appropriate permits, such as a STP from the PRC and\/or an authority to employ foreign technical personnel from the DOJ. The employment must also comply with foreign-equity, nationality and profession-specific restrictions.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What is the general time frame and processes for obtaining permanent residence and citizenship for sponsored and unsponsored business-related immigration?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Permanent residence may be available through a quota immigrant visa, a visa based on marriage to a Filipino, visa for a returning former natural-born Philippine citizen, an SIRV, or an SRRV. Processing generally takes approximately two (2) months.<\/p>\n<p>Judicial naturalisation under Commonwealth Act No. 473 generally requires ten years of continuous residence, subject to a reduced five-year period in specified cases. Administrative naturalisation under Republic Act No. 9139 may be availed of by foreigners born in the Philippines who have resided in the country since birth. Legislative naturalization is a rare and special act of Congress where a foreigner who made a significant contribution to the public life in the Philippines is granted citizenship.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What productive type activities can a business visitor undertake and for how long?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>A temporary visitor may attend meetings, conferences and training, conduct market or feasibility studies, negotiate contracts and undertake similar business-visitor activities that do not constitute local employment or the operation of a Philippine business.<\/p>\n<p>The authorised stay depends on nationality, entry permission and any extension granted by the BI. Many visa-free nationals receive an initial 30-day stay, while other periods apply to particular nationalities and visa classes. A business visitor must not perform day-to-day operational work, provide services to a Philippine client for local remuneration, or occupy a position in a Philippine enterprise without the required work authority.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can remote work be carried out from your country?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes. Executive Order No. 86 authorises a Digital Nomad Visa for a non-immigrant foreign national who works remotely using digital technology for clients or employers situated outside the Philippines. The applicant must satisfy the eligibility and documentary requirements.<\/p>\n<p>Remote work for a Philippine employer or client is not converted into permissible visitor activity merely because it is performed online. Local employment or revenue-generating activity requires the appropriate work permit and immigration status.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any productive work \/ revenue generating activities that can be carried out as a visitor and without the need for a work permit? If so, what activities and for how long?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>As a general rule, no gainful employment or locally revenue-generating work may be undertaken solely on visitor status. However, a visitor may conduct business activities such as meetings, negotiations and conferences, but may not work in or operate a local business.<\/p>\n<p>Certain foreign nationals are exempt from or excluded from the AEP requirement under DOLE rules but they need to secure an exemption or exclusion. Also, this does not necessarily dispense with the need for the appropriate visa, BI permit, PRC authority or sector-specific approval. A short-term worker who will engage in gainful employment may require an SWP for three to six months.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is there a remote work or nomad visa category in your jurisdiction? If not, how likely is it that this will be implemented in future?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes, the Digital Nomad Visa (DNV) created through Executive Order No. 86 on 24 April 2025. It is issued to expatriates who desire to temporarily stay in the Philippines while engaged in remote work activities for overseas employers or clients and who must comply with the following requirements:<\/p>\n<p>a. at least 18 years of age;<br \/>\nb. proof of remote work using digital technology;<br \/>\nc. proof of sufficient income which is generated outside the Philippines;<br \/>\nd. proof of no criminal record;<br \/>\ne. health insurance valid for the period of the DNV;<br \/>\nf. a national of a country that offers DNVs to Filipinos and where the Philippines has a Foreign<br \/>\nService Post (FSP);<br \/>\ng. not pose threat to the internal or external security of the Philippines; and<br \/>\nh. not be employed in the Philippines.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">How easy is it to switch visa categories\/jobs\/employer from within country? And\/or if made redundant, can the individual regularise their stay in another capacity and what is the timeframe allowable?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Switching visa categories, jobs or employers is permitted, but it requires a structured sequence of cancellation or downgrading and new applications. The process should be planned in advance to maintain lawful immigration status and avoid interruption to the proposed employment.<\/p>\n<p>An AEP and 9(g) visa are specific to the employer and position for which they are issued. A change of employer requires a new AEP and 9(g) visa. A change in position within the same company requires a new AEP and, in certain instances, an update of the 9(g) visa information or an entirely new 9(g) visa.<\/p>\n<p>When an expatriate transfers to a different employer, the existing employment authorisations must first be cancelled. This generally includes the cancellation of the Alien Employment Permit (AEP), the downgrading of the 9(g) visa, and the cancellation of the ACR I-Card. These processes require the participation and supporting documents of the existing employer.<\/p>\n<p>After completion of the cancellation procedures, the expatriate may proceed with the new application. The new employer must provide its corporate and employment documents and lodge the corresponding applications for the new employment authorisation and work visa. Early coordination between the foreign national, current employer and new employer is important to manage the transition.<\/p>\n<p>The entire process would take approximately four (4) to five (5) months, depending on the workrelated documents to be cancelled and applied.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What common issues or concerns may arise for employers under business immigration in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The primary concern for employers is the Philippines&#8217; relatively stringent regulatory framework governing the employment of foreign nationals and foreign participation in certain business activities. Employers must ensure that the proposed position is legally open to foreign nationals and that the business complies with applicable constitutional and statutory restrictions on foreign ownership, management, or intervention, including those under the Foreign Investments Act, the Regular Foreign Investment Negative List, and the Anti-Dummy Law.<\/p>\n<p>Early legal guidance can help determine whether the foreign national is eligible for the proposed position, whether the intended business activity or investment is legally permissible, and whether the employer and foreign national can satisfy the documentary and regulatory requirements before the expatriate enters the Philippines. This minimizes the risk of deploying a foreign national who is ultimately ineligible for the position or prohibited from investing in or holding interests in certain businesses.<\/p>\n<p>Other common issues include coordinating timelines across multiple government agencies, agency backlogs, document discrepancies, changing regulatory requirements, commencing work before the necessary permits are issued, and delays in renewals, downgrading, cancellations, or mandatory reporting. These concerns are generally manageable through early planning, proper documentation, and close monitoring of immigration and labour compliance requirements throughout the foreign national&#8217;s employment.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is there a fast track process \/ certification that business can obtain to expedite visa \/ permit processing?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is no universal premium or blanket fast-track certification for all employers.<\/p>\n<p>Registered enterprises may benefit from facilitated processes through PEZA or another investment promotion agency. Special visa routes also exist for qualified regional or area headquarters, treaty traders or investors, offshore banking units and employment-generating investors. These routes apply only if the employer and foreign national meet the statutory programme requirements. One-stop shops and online portals may simplify filing, but they do not waive substantive eligibility, security checks or work-authorisation requirements.<\/p>\n<p>One option is to explain in the letter request the urgency of the application due to essential travel that cannot be postponed. While expedited processing is not formally provided for under the applicable procedures, the government agency may, when its workload permits, give special consideration to applications involving compelling circumstances.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the recent trends, both political and social that have impacted (or are anticipated to impact) your jurisdiction with regard to immigration policy and law?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The Philippines is digitalising government applications to improve efficiency, transparency and processing times. The long-term direction is positive and supports legitimate employment, investment and travel.<\/p>\n<p>The transition requires employers and applicants to adapt to revised processes, documentary requirements and online platforms. Processing times may vary while the new systems and centralised functions are implemented. Careful preparation and current procedural advice remain important during this period.<\/p>\n<p>Enforcement has also strengthened against illegal employment and misuse of tourist or work visas. Closer inter-agency verification, labour market testing and skills-transfer requirements seek to protect Filipino employment while providing lawful routes for foreign expertise required by Philippine businesses.<\/p>\n<p>Recent measures include the Digital Nomad Visa, updated foreign-employment rules under DOLE Department Orders Nos. 248-25, 248-A-25 and 248B-26, and the Thirteenth Regular Foreign Investment Negative List under Executive Order No. 113. Together, these measures support legitimate investment and employment while strengthening compliance and verification.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any new and \/ or anticipated changes impacting immigration law and \/ or policy in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Recent and continuing developments include:<\/p>\n<ul>\n<li>DOLE Department Orders Nos. 248-25 and 248-A-25, which revised AEP filing, labour market testing, reporting, skills-transfer and compliance requirements, and Department Order No. 248B26, which centralised AEP functions;<\/li>\n<li>the Digital Nomad Visa under Executive Order No. 86, which is yet to be implemented;<\/li>\n<li>the Thirteenth Regular Foreign Investment Negative List under Executive Order No. 113, which took effect in 2026 and reflects the government\u2019s policy of opening investment opportunities while retaining specified nationality restrictions;<\/li>\n<li>the continued expansion of BI eServices, electronic verification and the BI Strategy 2026-2040; and<\/li>\n<li>the continuing transition from paper-based applications to online filing.<\/li>\n<\/ul>\n<p>Employers can expect increased data sharing, verification of sponsoring entities and further movement towards electronic applications. These developments should improve transparency and accessibility, although implementing procedures should still be checked at the time of filing.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">How do you see technology developing and evolving to support immigration process in the future?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The process is moving towards online filing, electronic payment, digital status verification, biometrics and inter-agency data matching. The BI already provides eServices for selected transactions, including annual reports, tourist extensions and certain clearances. PEZA also operates electronic filing and payment systems.<\/p>\n<p>Further development is likely to focus on end-to-end electronic work-visa filing, shared verification of corporate and employment data, electronic notices, risk-based screening and improved tracking of AEP, visa, ACR I-Card and departure compliance. These systems should reduce repetitive submissions and provide applicants with better visibility, supported by strong data governance and cybersecurity.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the Right to Work requirements in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>To legally work in the Philippines, the expatriate must secure the following:<\/p>\n<p>b. a Tax Identification Number;<br \/>\nc. an AEP, unless the individual is validly exempt or excluded, or the applicable short-term BI work permit;<br \/>\nd. a 9(g), PEZA or other work-authorising visa appropriate to the employer and activity;<br \/>\ne. an ACR I-card for 9(g) and other types of visas; and<br \/>\nf. an STP, professional licence or sector-specific authority where the work involves a regulated profession or industry.<\/p>\n<p>For the above documents to be issued, the expatriate must prepare the following:<\/p>\n<p>a. Academic credentials (e.g., diploma, transcript of records, or other academic certifications); b. Curriculum Vitae (CV);<br \/>\nc. Employment certificates or endorsements from current or previous employer(s);<br \/>\nd. Proof of relationship, if joined by dependents in the Philippines (e.g., marriage certificate and birth certificate);<br \/>\ne. Police clearance, in case of permanent visas or if the foreign national will seek accreditation with the DMW as a principal&#8217;s representative;<br \/>\nf. Employment contract, secretary\u2019s certificate of election, appointment or assignment of the applicant, or equivalent document, with details of exact compensation, duration of employment and comprehensive description of the nature and scope of the applicant\u2019s position in the Philippine-based employer;<br \/>\ng. Application forms, duly accomplished and signed by the foreign national and the sponsoring company; and<br \/>\nh. Letter request, duly signed by the authorized representative of the sponsoring company.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the types of civil and criminal penalties employers may face for non-compliance with immigration rules i.e. employing an individual who does not have the Right to Work?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>DOLE may impose a fine of PHP 10,000 for every year or fraction of a year for each foreign national employed without a valid AEP. The foreign national is subject to a corresponding fine. An AEP may also be denied, cancelled or revoked. Misrepresentation, fraud, contract substitution and serious noncompliance may result in a multi-year disqualification from applying for an AEP.<\/p>\n<p>Immigration consequences include cancellation or downgrading of the visa, administrative fines, deportation and blacklisting. Employers, responsible corporate officers and visa sponsors may also face investigation and penalties if they knowingly facilitate unlawful employment or submit false documents.<\/p>\n<p>Where the conduct circumvents a nationality or foreign-equity restriction, the Anti-Dummy Law may impose imprisonment, fines, forfeiture and corporate consequences. Falsification, perjury, trafficking, tax violations and corrupt practices may impose separate criminal and administrative penalties.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there labour market testing requirements in your jurisdiction and if so, what do they involve?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes, this requires the employer to publish the vacancy in a newspaper of general circulation in the prescribed form. The publication allows qualified Filipinos and affected persons to object to the AEP application. The employer must demonstrate that no Filipino is competent, able and willing to perform the services at the time of application.<\/p>\n<p>Department Order No. 248-25 also introduced an economic needs test for covered cases. Posting on PhilJobNet and with the Public Employment Service Office or Job Placement Office is encouraged under the supplemental guidelines, but is not a condition for filing. The publication, employment contract, AEP application and visa documents must describe the position consistently.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there quota requirements, restrictions or a cap on the numbers of foreign nationals hired per company in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is no general numerical cap on 9(g) visa or AEP holders per employer. Each foreign hire is assessed under the labour market test, the employer\u2019s actual needs and the applicable sector rules under the prevailing Regular Foreign Investment Negative List. However, for nationalised activities, the Regular Foreign Investment Negative List and sector-specific laws restrict foreign ownership, employment and management. Further, certain special visas also impose their own conditions. For example, the Special Visa for Employment Generation requires the holder to employ at least ten Filipinos. The quota immigrant visa is subject to a separate statutory limit of 50 immigrants of any one nationality per calendar year.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any exit procedures in your jurisdiction, if an individual is departing permanently?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes. Before a permanent departure, the employer and the expatriate should cancel the AEP, ACR ICard and other work authorisations, and downgrade or cancel the work visa. Any outstanding annual report obligations, visa extensions, fines, and other Bureau of Immigration (BI) liabilities should likewise be settled.<\/p>\n<p>Expatriates who have stayed in the Philippines for more than six months are generally required to secure an Emigration Clearance Certificate (ECC) before departure. The applicable ECC depends on the expatriate&#8217;s immigration status and the purpose of departure. Exit procedures should be completed well in advance of the intended travel date, as unresolved immigration records or pending obligations may delay departure, result in additional requirements at the port of exit, or create liability for the employer in the Philippines.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any requirements for medical certificates or vaccinations for your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The applicable requirements depend on the visa category, prevailing public health regulations, and the sponsoring program.<\/p>\n<p>Primary employment visas, such as the 9(g) Visa and the PEZA Visa, do not require the submission of medical certificates or proof of vaccination as part of the application process.<\/p>\n<p>In contrast, naturalization and long-term residence visas, such as the SIRV and the SRRV, have separate medical requirements, which generally include a medical examination conducted by an accredited hospital and the submission of a medical certificate.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any language requirements for your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is no language requirement for visa applications. Language is relevant to naturalization applications only. Commonwealth Act No. 473 requires an applicant to be able to speak and write English or Spanish and one of the principal Philippine languages, subject to the statute\u2019s full requirements.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the government costs associated with a typical employment based visa?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The applicable government fees depend on the type of visa applied. For the most common employment route involving an AEP and a 9(g) Visa valid for one year, the usual government fees are as follows:<\/p>\n<ul>\n<li>Publication of the AEP application: approximately PHP 5,000<\/li>\n<li>AEP application: PHP 10,000<\/li>\n<li>9(g) Visa: approximately PHP 10,500<\/li>\n<li>ACR I-Card: approximately PHP 2,500<\/li>\n<li>PWP: PHP 4,040 (if applicable)<\/li>\n<\/ul>\n<p>The total government fees will vary depending on the specific visa category applied for, the period of validity, and whether preliminary authorisations (such as an STP, LOA, or Authority to Employ Foreign Technicians) are required.<\/p>\n<p>Once the complete requirements have been submitted, fees are assessed by the relevant agency through the issuance of an Order of Payment Slip (OPS).<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is a local contract of employment required in order to obtain a work based visa or work permit? Are there salary or other thresholds to be met by the migrant?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes, work-based visas and permits require an employment contract, secretary\u2019s certificate of election, appointment or assignment of the applicant, or equivalent document, with details of exact compensation, duration of employment and comprehensive description of the nature and scope of the applicant\u2019s position in the Philippine-based employer. Note that the sponsoring entity is required to submit Philippine registration and tax documents.<\/p>\n<p>There is no general immigration salary or other threshold imposed. Compensation must comply with applicable labour standards and must be credible for the position. Note however that for nationalised and partly-nationalised activities or entities, no foreign national may be employed except when a special authorisation is obtained. For SVEG, employment of at least 10 Filipinos is required.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the maximum periods of stay for individuals on an employment based visa \/ work permit?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>An AEP and a 9(g) visa are generally valid for one (1) year or for the duration of the employment contract, whichever is shorter, but in no case may the validity exceed three (3) years. Both authorisations may be renewed or extended, provided there is a valid and subsisting employment contract supporting the extension.<\/p>\n<p>An SWP authorises gainful employment for a period of three (3) to six (6) months. A PWP is a temporary authorisation issued in connection with a pending 9(g) visa application and is generally valid for three (3) months.<\/p>\n<p>To lawfully continue employment in the Philippines, both the employment authorisation and the corresponding immigration status must be maintained through the timely renewal or extension of the applicable permits and visas.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does your jurisdiction allow dual nationality?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes. The Philippines recognises dual citizenship. It commonly arises where a child acquires Philippine citizenship at birth through a Filipino parent while simultaneously acquiring another nationality under the laws of another country, or where a natural-born Filipino who lost Philippine citizenship through naturalisation in another country reacquires or retains Philippine citizenship under Republic Act No. 9225. Dual citizenship may also extend derivatively to eligible minor children under the same law.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the most positive aspects of your immigration system compared to the rest of the world?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>One of the positive aspects of the Philippine immigration system is its liberal entry policy which allows visa-free entry to nationals of most countries. Once in the Philippines, eligible foreign nationals may choose from a broad range of immigration options depending on the purpose of their stay, including employment, investment, retirement, marriage to a Filipino citizen, former Filipino status, and remote work. The principal advantage is the range and flexibility of the available categories.<\/p>\n<p>Visa conversions may be filed while the applicant maintains lawful stay in the Philippines. In many cases, tourist visa extensions may be processed within the day at Bureau of Immigration offices, provided all requirements are complete and no issues arise with the application.<\/p>\n<p>As work authority, immigration status, professional regulation and investment restrictions may involve different agencies, identifying the correct route and document sequence at the outset is important. With proper planning, the system provides practical options for foreign nationals, investors and employers establishing or expanding activities in the Philippines.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are you facing any challenges resulting from a shortage of skills. If yes, which skills?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The Philippines faces challenges arising from shortages of skilled workers in certain occupations, although the issue is generally characterized as a skills mismatch rather than an overall labor shortage. However, according to the Department of Labor and Employment&#8217;s <em>JobsFit Labor Market Information Report 2023\u20132025<\/em>, the most difficult occupations to fill include <strong>accountants, mechanical engineers, heavy equipment operators, nurses, electricians, medical technologists, surveyors, call center agents, chefs, chemical engineers, chemists, and data analysts<\/strong>. One of the principal factors contributing to these shortages is the continued migration of skilled Filipino professionals to overseas markets offering higher compensation and better career opportunities, particularly in the healthcare, engineering, and technical sectors. As a result, employers in the Philippines often experience difficulty recruiting and retaining qualified personnel in these occupations.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are there any plans in place to address green skills and\/or to support transition to green economies\u2019?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Yes. Republic Act No. 10771, otherwise known as the Philippine Green Jobs Act of 2016, promotes the creation of green jobs by providing incentives to business enterprises and supporting the<br \/>\ndevelopment of green skills. The Act is complemented by the Department of Labor and Employment&#8217;s National Green Jobs Human Resource Development Plan 2020\u20132030 and Technical Education and Skills Development Authority initiatives to develop the workforce needed for the transition to a green economy. Eligible enterprises may also avail themselves of incentives under Republic Act No. 10771, including additional deductions for qualified training and research expenses and tax- and duty-free importation of eligible capital equipment, as follows:<\/p>\n<p>(a) Special deduction from the taxable income equivalent to fifty percent (50%) of the total expenses for skills training and research development expenses which is over and above the allowable ordinary and necessary business deductions for said expenses under the National Internal Revenue Code of 1997, as amended; and<\/p>\n<p>(b) Tax and duty free importation of capital equipment: Provided, That the capital equipment is actually, directly and exclusively used in the promotion of green jobs of the business enterprise.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\r\n<div class=\"word-count-hidden\" style=\"display:none;\">Estimated word count: <span class=\"word-count\">5603<\/span><\/div>\r\n\r\n\t\t\t<\/ol>\r\n\r\n<script type=\"text\/javascript\" src=\"\/wp-content\/themes\/twentyseventeen\/src\/jquery\/components\/filter-guides.js\" async><\/script><\/div>"}},"_links":{"self":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide\/148842","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide"}],"about":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/types\/comparative_guide"}],"wp:attachment":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/media?parent=148842"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}