Interloop
Looking to hire remote workers for your team? With Interloop, you can easily hire, pay, and support employees from anywhere in the world, making the entire process smooth and worry-free.
Manila
Philippine peso (PHP)
(est. 2024)
Filipino, English
Our recruitment service manages the entire process: planning, searching, screening, and evaluation, ensuring a seamless hiring experience.
We handle hiring, onboarding, compliance, and payroll for contractors, letting your business tap into global talent for growth.
Managing payroll across jurisdictions is complex and costly. We ensure timely, reliable payments for your employees and contractors worldwide.
Work performed beyond 8 hours on a holiday or rest day shall be paid an additional compensation equivalent to the rate of the first eight hours plus at least 30% thereof.
Moreover, if employee’s contract continues after the end of the probationary period, they automatically become a regular employee.
We can make it simple and affordable
An employee who has paid at least 3 monthly Social Security contributions in the 12 month period prior to the illness or injury, is confined for more than three days in a hospital or elsewhere and has the approval of the SSS, is entitled to be paid by his employer at 90% of his average daily salary per day of confinement, but only after all sick leave with pay due from the employer has been exhausted. The employer is entitled to 100% reimbursement from SSS. The employee must submit directly to SS to receive reimbursement.
The Labor Code and IRR made no provision on Annual Leave nor on sick leave (SL) and vacation leave (VL) but provided that SIL shall not apply to those already enjoying leave with pay for at least five days. This would mean that the rules equate SIL to paid VLs and the rest are matters of company policy or contract or agreement.
In practice, employers offer 1 day leave per month so thats 12 days of leave per year and the SIL is normally integrated in it, for instance, in 12 leaves per year, 5 is for SIL and is monetized, if unused, at the end of the year or allowed to accumulate and monetized later. Once SIL or VL is availed or paid, the same is no longer included in the accumulation.
Under the law, all female employees, regardless of civil status or the legitimacy of the child, shall be granted 105 days of maternity leave with pay, which can be extended for an additional period of 30 days without pay. A female employee shall be entitled to this benefit whether she gave birth via caesarean section or natural delivery. If the female worker qualifies as a solo parent under the Solo Parents’ Welfare Act, she shall be granted an additional 15 days of maternity leave with pay. Moreover, the female employee may allocate up to 7 days of her maternity benefit to the child’s father, whether they are married or not
We can make it simple and affordable
Employees who resign or are terminated also receive the additional pay, but it may be pro-rated depending on the date of termination. They would receive it as part of their final payroll.
13th month pay is calculated by dividing the annual basic salary by 12, and that amount would be the
13th month. A new employee who works more than one month but less than a year would receive an amount equal to the year’s accrued salary to date, divided by 12, can either be paid by the December 24th deadline, or in two installments of 50%, with the other payment in May. Employers must file a compliance report by January 15 of the new year to confirm payments.
Note: Employers in the Philippines are required to make contributions to the above funds.
We can make it simple and affordable
Employer can only terminate an employee in the Philippines if you have a just cause or an authorized reason. A just cause can be an employee’s unethical behavior or negligence. Legal grounds, on the other hand, are the basis for authorized termination.
To end an employment contract, you need to document the employee’s behavior and bring out the specific instances that led to termination.
The following just causes by the employee can be the basis for firing an employee in the Philippines:
However, Article 283 states that you can also terminate an employee for authorized causes, including business reasons such as:
Also, if employee suffers from a health condition that lasts more than 6 months or the law prohibits them from working with such disease or working is harmful to themselves or their co-workers, you are entitled to terminate their contract.
The second type of employee termination is when the employee decides to resign. Without a cause, your employee needs to hand in a letter of resignation with a month notice. If they do not submit a notification, employer can charge them for any concurrent damages. For example, for the amount of work they fail to deliver due to their untimely resignation.
However, if your employee resigns for any of the following reasons, they do not have to submit a resignation letter:
Note: Employer don’t have to pay separation compensation if employee leaves voluntarily. The benefit only applies if the employee loses their job due to reasons that are not their fault.
For example, if you close down the business or aggregate their position.
We can make it simple and affordable
Level 3, Prasert Sutt Building 360 Sanambinnam Nonthaburi Road,
Bang Krasor, Mueang Nonthaburi,
Nonthaburi 11000 Thailand
#23-05. International Plaza, 10 Anson Rd, Singapore 079903
TH Phone : +66 (0) 97 106 9113
SG Phone : +65 9102 0303
Office Phone : +66 (0) 2 007 0971
Email : enquiry@inlps.com
Line@ ID : @inlps
MON-FRI : 09:00 – 18:00
