Hire in Philippines
Begin your journey into human resources best practices and recruitment in the Philippines here.
Currency of Philippines
Philippine Piso (PHP)
The Capital of Philippines
Manila
Time Zone in Philippines
GMT+8
Important Facts About the Country of Philippines
Introduction to Philippines
The Philippines, under Spanish rule for over three centuries starting in 1571 and later becoming the initial colony of the United States for forty years, achieved the distinction of being the first Asian country to gain independence from colonial rule.
In the present day, the Philippines stands as a democratic republic with a presidential form of government, as outlined in the 1987 Philippine Constitution. The system upholds the separation of powers, ensuring checks and balances among the three branches of government: the executive (led by the President and the Cabinet), the legislative (comprising a Bicameral Congress with the Senate and the House of Representatives), and the judiciary (exercising judicial review).
What to Know about Philippines’s Geography
The Philippines, ranking as the world’s second-largest archipelago, is located in Southeast Asia within the Western Pacific Ocean. Comprising 7,100 islands and spanning an overall land area of around 300,000 square kilometers, the country’s islands are categorized into three primary geographical regions: Luzon, Visayas, and Mindanao. Boasting diverse topography encompassing mountainous landscapes, dense forests, plains, and coastal areas, the Philippines is renowned for its rich biodiversity. Recognized as one of the mega biodiversity countries globally, it exhibits a high concentration of endemic flora and fauna.
Climate in Philippines
The climate predominantly follows a tropical pattern, featuring a relatively cooler period from December to February, marked by the prevalence of northeast trade winds. Subsequently, from May to November, a hot, humid, and rainy season ensues as the southwest monsoon takes over. March to May anticipates the summer monsoon, witnessing the peak temperatures of the year.
The Culture of Philippines
Given its archipelagic nature, the Philippines boasts a rich tapestry of cultural diversity. The cultural landscape is an amalgamation of traditional Filipino and Spanish influences, coupled with traces from the United States and other Asian nations such as China and Japan. The era of Spanish rule introduced Catholicism, supplanting indigenous religions and cultural practices, while American rule contributed significantly to the educational landscape.
Religions Observed in Philippines
- Roman Catholics constitute the majority, accounting for 82.9% of the population, followed by
- Muslims at 4.6%,
- Christians at 5.4%, and
- others making up 7.1%.
Languages Spoken in Philippines
English is spoken by a significant majority (63.7%) of Filipinos aged 5 and above, particularly in urban areas like Manila (82%) and the major island of Luzon (70%). Nevertheless, Tagalog, the official language, is spoken by an overwhelming majority, with 96.4% of Filipinos using it. The Philippines boasts linguistic diversity, with 150 recognized languages and dialects spoken in households throughout the country.
Philippines Human Resources at a Glance
Employment Law Protections in Philippines
The Filipino Labor Code stands as the primary legislation governing employment matters in the country, delineating the interactions between employees and employers. It encompasses all types of enterprises, joint ventures, and employment relationships involving Filipino nationals and foreign enterprises.
Additionally, there exist specific laws that outline statutory minimum employment benefits and standards, which employers must adhere to. These encompass regulations found in the Social Security and Sexual Harassment Laws, as well as the National Health Insurance and Comprehensive Dangerous Drugs Acts.
Enforcement of employment laws in the Philippines is under the jurisdiction of the Department of Labor and Employment (DOLE). The DOLE, through its central office and regional branches, oversees and ensures employers’ compliance with labor standards, actively addressing employment-related concerns and issues.
Employment Contracts in Philippines
In the Philippines, employment contracts are mandatory, and they must adhere to essential requirements and statutory standards as per the Labor Code. Whether oral or written, any aspect failing to meet these standards is considered invalid.
While contracts must meet basic minimum standards, they can be customized. Employers have the flexibility to include additional, more stringent terms and conditions in specific areas.
Typically written in English, employment contracts must be bilingual, including Filipino, if the employee is a Filipino national. This ensures mutual understanding of the terms. Clear delineation of employment terms for each employee type is necessary to prevent future disputes.
The standard working hours in the Philippines are eight hours per day or 48 hours per week. Employees are entitled to a daily unpaid meal break of at least one hour or a paid meal break of 20 minutes.
The mandatory retirement age is 65, with optional retirement starting at age 60. Nevertheless, companies and employees can enter into agreements, such as collective bargaining agreements (CBA) or employment contracts, with early retirement provisions below the statutory minimum ages.
Upon an employee’s request for a Certificate of Employment, the employer must release it within three days.
Work Rules
Submission of work rules is not mandatory. Even without a company handbook, the company remains obligated to comply with labor legislation. For some employers, avoiding a handbook is a safer approach, eliminating potential constraints.
Philippines's Guidelines Regarding Probation Period/Trial Period
- Probationary periods are not obligatory and should not extend beyond six months.
- The services of an employee engaged on a probationary basis may be discontinued for justifiable reasons or if the individual does not meet the criteria for becoming a regular employee, as per the reasonable standards communicated by the employer at the time of engagement.
- It is advisable to reach a decision on termination by the conclusion of the fifth month. Employers are required to provide a clear reason for the termination, and it is recommended to document expectations and progress, particularly in cases of subpar performance.
Regulations and Rules Regarding Working Hours in Philippines
The standard duration of a working day is eight hours, encompassing breaks of less than one hour, excluding meal periods which should not be shorter than one hour.
Employers are required to schedule a day-off lasting 24 consecutive hours following six consecutive days of work.
Philippines Laws Regarding Overtime
The entitlement to overtime pay and other minimum conditions of employment is outlined in the Labor Code.
In general, employers cannot mandate employees to perform overtime work, except in certain exemptions, and compensation must be provided. The employment contract should explicitly state that the employee agrees to undertake overtime work.
Overtime pay is additional compensation for work performed beyond eight hours a day, with rates varying based on the nature of the workday:
- Ordinary working day: Plus 25% of the hourly rate
- Scheduled rest day: Plus 30% of the hourly rate
- Special nonworking holiday: Plus 30% of the hourly rate
- Regular holiday: Plus 30% of the hourly rate
- Night-shift differential (work performed between 10 p.m. and 6 a.m.): Plus 10% of the hourly rate
Sample Computations:
- Overtime on an ordinary working day: [Regular hourly rate x 125%]
- Overtime on a scheduled rest day: [Regular hourly rate x 130%]
- Overtime on a scheduled rest day, which is also a special nonworking holiday: [Regular hourly rate x 130% x 150%]
- Overtime on a regular holiday: [Regular hourly rate x 200% x 130%]
- Overtime on a regular holiday, which is also a scheduled rest day: [Regular hourly rate x 200% x 130%]
- Overtime on a regular holiday, which is also a scheduled rest day and rendered from 10 p.m. to 6 a.m.: [Regular hourly rate x 200% x 130% x 110%]
Employees exempted from rendering overtime include government employees, managers, officers, field personnel, family members dependent on the employer, domestic helpers, individuals in personal service, and employees paid by results, as determined by the Secretary of the Philippines’ DOLE.
Rules Regarding Bonus and 13th Month Pay in Philippines
In the Philippines, the 13th month bonus is obligatory, and an additional Christmas 14th month bonus is a common practice. All employers are obligated to provide their rank-and-file employees with the 13th month pay, regardless of their employment nature or payment methods, provided they have worked for at least one month in a calendar year.
For rank-and-file employees, the 13th month pay should amount to at least 1/12 of the total basic salary earned within the calendar year. Payment is due no later than December 24th annually. However, employers have the option to provide half of the required 13th month pay before the start of the regular school year in June and the remaining half on or before December 24. The payment frequency may also be subject to an agreement between the employer and the collective bargaining agent of rank-and-file employees.
The Labor Code makes a distinction between rank-and-file and managerial employees. A managerial employee possesses powers to formulate and execute management policies, including hiring, transferring, suspending, laying off, recalling, discharging, assigning, or disciplining employees—or effectively recommending such actions. Employees not falling under this definition are considered rank-and-file. Bonuses for managerial and other key officers are typically performance-based.
Termination
- Terminating employment in the Philippines is a meticulous and regulated process. Dismissal is only permissible for just or authorized causes, with the employer carrying the responsibility of substantiating the legality of the employee’s termination. The concept of “at-will” employment, involving hiring and firing without specific cause, does not exist in the Philippines.
- The termination framework recognizes two main categories: just cause and authorized cause. An employee dismissed for just cause is not entitled to severance or termination pay. On the other hand, those terminated for an authorized cause receive severance pay, ranging from half to a full month’s pay for each year of service, contingent on the grounds for termination.
- The termination process involves a twin-notice procedure. The first notice informs the employee of the violation or infraction, typically followed by a grievance committee meeting where the employee can present their case. This meeting is scheduled within five days of the first notice, and there is a subsequent 30-day period for review and investigation before a final decision is reached. The second notice, constituting a dismissal notice, is then issued to the employee.
- Authorized causes for termination encompass automation, downsizing, restructuring, or circumstances arising from financial losses. Depending on the cause, the severance amount varies between half and one month for each year of service.
- Thorough documentation and paperwork are highly recommended throughout the termination process.
- Casual leave can be taken for a minimum of a half day and up to three days. If leave extends beyond three days, it should be considered as annual leave, and advance permission is necessary for taking three consecutive days of leave.
- According to The Shops and Establishment Act, employees are entitled to eight days of casual leave annually. However, casual leave cannot be carried forward, and any unused days will automatically lapse at the end of the year without the option for encashment.
- Casual leave cannot be combined with annual leave or sick leave.
Directors (Registered)
Philippines's Requirements Regarding Notice Periods
The general notice period in the Philippines is 30 days, although it may vary based on the employee’s position level.
Redundancy / Severance Pay
- Filipino employment laws distinguish between “just cause” and “authorized cause” for terminating employment contracts. Employees dismissed for “just cause” do not receive severance or termination pay. On the other hand, those dismissed for an “authorized cause” are entitled to severance pay, equivalent to at least half or a full month’s pay for each year of service, depending on the termination reason.
- In cases of retrenchment, illness, closure, or cessation of operations not due to serious business losses, the minimum separation pay is half a month’s pay for each year of service. Redundancy or the installation of labor-saving devices entitles employees to a minimum separation pay of one month’s pay for each year of service.
- Regarding retirement benefits, employees reaching the age of 60 (optional) or beyond 65 (mandatory) with at least five years of service may retire. The retirement pay is at least half a month’s salary for each year of service, where any fraction of six months is considered a whole year. This includes 15 days of salary, the cash equivalent of five days of service incentive leave, and 1/12 of the thirteenth-month pay. If there is a Collective Bargaining Agreement (CBA) or employment contract with retirement benefits, the employee is entitled to receive benefits as outlined, provided they are not less than those mandated by the Labor Code.
Other Standard Items
- Taxable components of income include basic pay, holiday pay, premium pay, overtime pay, night-shift differential, bonuses, and commissions (amounts exceeding PHP 90,000), along with other benefits and allowances.
- Non-taxable elements encompass de minimis benefits (around PHP 3,000), which are relatively small-value benefits like clothing allowances. Additionally, the bonus threshold for non-taxable income applies to the first PHP 90,000 of bonuses, commissions, Christmas gifts, and similar items.
Typical Non-Statutory Benefits for MNCs
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In the Philippines, there is no equivalent to a 401(k) retirement plan, and private pension plans are not widely adopted, except in some large corporations.
- While PhilHealth provides basic health coverage, supplementary insurance from a private Health Maintenance Organization (HMO) is commonly offered, with employers often covering the additional cost. However, shared schemes can also be implemented, and there have been objections to recent taxability issues where employees are required to pay additional taxes. The approximate extra cost for this supplementary insurance is around 230 USD per month.
- Additionally, common benefits for expatriates include housing allowances, school tuition allowances, provision of cars, and club memberships (especially golf clubs, popular among Japanese expatriates).
Tax and Social Security Information for Employers in Philippines
Personal Income Tax in Philippines (National Tax)
Monthly BIR Form No. 1601-C
- Manual filing: The deadline for submitting and paying withholding taxes is on or before the 10th day of the month following the month in which the withholding was carried out. However, for taxes withheld in December, the filing and payment deadline is on or before January 15 of the following year.
- eFPS (Electronic Filing and Payment System): With eFPS, withholding taxes must be filed and paid on or before the fifteenth day of the month following the month in which the withholding was conducted. Similar to manual filing, taxes withheld in December through eFPS should be paid on or before January 20 of the succeeding year.
| Annual Taxable Income (PHP) | Tax Rate |
|---|---|
| 0 – 250,000 | 0% |
| 250,000 – 400,000 | 15% of the excess over PHP 250,000 |
| 400,000 – 800,000 | PHP 22,500 + 20% of the excess over PHP 400,000 |
| 800,000 – 2,000,000 | PHP 102,500 + 25% of the excess over PHP 800,000 |
| 2,000,000 – 8,000,000 | PHP 402,500 + 30% of the excess over PHP 2,000,000 |
| >8,000,000 | PHP 2,202,500 + 35% of the excess over PHP 8,000,000 |
Individuals with an annual gross compensation of PHP 250,000 or less, who receive a salary, are exempted from paying income taxes. Additionally, the following income of Minimum Wage Earners (MWEs) is also exempted from income tax:
- Statutory Minimum Wage (SMW) that includes the Cost of Living Allowance (COLA),
- holiday pay,
- overtime pay,
- night shift differential pay, and
- hazard pay.
Local (Resident Tax)
There is a local community tax certificate, serving as a resident tax, but currently, no one is required to pay for it.
Social Security in Philippines
Social Security System (SSS)
The government aims to implement a tax-exempt Social Security System (SSS) to offer substantial protection to members and their beneficiaries in instances of disability, sickness, maternity, and various contingencies leading to income loss or financial strain.
Monthly contributions to the SSS are determined by the compensation of its members and are allocated across three distinct programs:
- Social Security (SS): 14% of the monthly salary credit (MSC), capped at PHP 30,000, is contributed jointly by the employer (9.5%) and the employee (4.5%).
- Employees’ Compensation (EC): For employees with an MSC of PHP 14,500 and below, the contribution is PHP 10; for those with an MSC of PHP 15,000 and above, it is PHP 30. This contribution is solely borne by the employer.
- Worker’s Savings Investment Program (formerly Mandatory Provident Fund): 14% of the MSC, not exceeding PHP 5,500, is shared between the employer (9.5%) and the employee (4.5%).
All premium contributions are deducted at the source. Remittance schedules are determined by the employer registration number and typically occur on a monthly basis in arrears.
The coverage as an SSS employer-member becomes effective from the initial day the employer engages its first employees. The employer has a grace period of 30 days from the employment commencement date to report the individuals for coverage to the SSS.
Philippine Health Insurance Corporation (PhilHealth)
- The National Health Insurance Program (NHIP) is a mandatory health initiative for SSS-covered employees, offering comprehensive health insurance coverage. This program ensures that Filipinos receive inclusive healthcare services through a socialized health insurance system.
- All employers, both in the public and private sectors, are required to enroll with PhilHealth to extend social health insurance coverage to their workforce.
- As of January 1, 2024, a contribution of 5.0% of the MSC (Monthly Salary Credit), not exceeding PHP 100,000, is shared between the employer (2.50%) and the employee (2.50%). As per government legislation, this contribution is set to incrementally rise by 0.05% until the year 2025.
- PhilHealth benefits encompass maternity plans, providing coverage beyond typical health insurances. The maternity plan includes prenatal checkups, delivery, postnatal check-ups, and newborn screening, all conducted at accredited hospitals and clinics.
Home Development Mutual Fund (HDMF)
- The Home Development Mutual Fund (HDMF) or PagIBIG Fund is a nationwide, tax-exempt mutual provident savings system designed for both private and government employees. This system operates through mandatory contributions from both employees and employers, with housing as its primary investment focus.
- Employer coverage becomes mandatory from the first day of business operations, while employee coverage commences on the date of their employment. Filipinos employed by foreign-based employers, whether locally or abroad, are exempt from mandatory coverage if their employers operate exclusively outside the Philippines. However, if the employer maintains an office or agent within the Philippines effectively acting as the employer, mandatory coverage applies. Such offices or agents are subject to coverage if they act as employers.
- As of February 1, 2024, both employer (2%) and employee (2%) contribute 4% of the Monthly Salary Credit (MSC), not exceeding PHP 10,000, to the PagIBIG Fund.
| Social Security | Monthly Salary Cap (PHP) | Employer Contribution (%) | Employee Contribution (%) |
|---|---|---|---|
| Social Security (SS) | 30,000 | 9.5 | 4.5 |
| Employees’ Compensation | 15,000 | PHP 30 | 0.0 |
| Worker’s Savings Investment Program |
5,500 | 9.5 | 4.5 |
| Health Insurance (PhilHealth)* | 100,000 | 2.50% | 2.50 |
| Home Development Mutual Fund (HDMF) | 10,000 | 2.0% | 2.0 |
*Anticipated annual increments in PhilHealth contribution rates are projected until 2025.
**These outlined rates are general references; the actual rates imposed by GoGlobal will vary.
Benefits to the Employee in Philippines
Salary Payment
Employees must receive their wages either biweekly or semi-monthly, with intervals not surpassing sixteen days. Monthly pay frequency can be addressed legally and technically by issuing a single payment covering two periods: (a) compensation for services rendered in the past two weeks and (b) an advance payment for the next two weeks, ensuring compliance with the requirement of intervals not exceeding sixteen days.
Typically, payments are made on either the 15th or the last day of the month.
Payslip
Payslips can be distributed either electronically through online means or in a traditional paper format.
Timesheets & Record Keeping
Employers must maintain employment records for a minimum of three years in hard copy form, starting from the date of the last entry in the records. These records encompass payroll details, timesheets, medical examinations, and a chronological logbook documenting employees’ sickness, injury, or death. Entries in the logbook should be recorded within five days of being notified of the occurrence.
Additionally, accounting records, which may encompass payroll records, must be preserved for 10 years. Hard copies are required for the initial five years, with electronic copies deemed acceptable thereafter.
Holiday Allowance
In the Philippines, holidays are categorized as either regular or special holidays each year, with 12 regular holidays and eight special non-working holidays presently observed.
**Regular Holidays:**
- Employers are obligated to compensate their employees with their regular daily wage for each unworked regular holiday.
- If employees are mandated to work on these holidays, they are entitled to receive payment at twice their regular wage or salary.
The compensation rate for work on a regular holiday varies depending on whether it occurs between 12 midnight through 6 a.m. or 10 p.m. through 12 midnight of the regular holiday.
**Special Non-working Holidays:**
- Additional holidays may be declared periodically, some of which may be specific to certain regions or provinces.
- Employees not required to work on these special days are not legally entitled to compensation. However, non-exempt employees who work on these days are eligible for compensation, equivalent to the applicable wage rate plus a minimum of 30%. If the special day coincides with the non-exempt employee’s scheduled rest day, the premium rate increases to at least 50% of the applicable wage rate. The compensation rate for work on a special holiday also varies based on whether it occurs between 12 midnight through 6 a.m. or 10 p.m. through 12 midnight of the special holiday.
Annual Leave
After completing 12 months of service, employees have the right to five days of paid vacation leave, commonly known as Service Incentive Leave (SIL) according to the Labor Code.
Typically, this SIL benefit is designated for low-income or blue-collar workers who might not have annual leave specified in their contracts.
If the service incentive leave is not utilized or exhausted by the employee by the end of the year, the employer is obligated to convert it into its monetary equivalent and compensate the nonexempt employee. Generally, employers have the authority to regulate the schedule of their employees’ service incentive leave.
Sick Leave
- Statutory sick leave is not a legal entitlement for staff members. Typically, sick leave is granted based on voluntary employer policies or Collective Bargaining Agreements (CBAs).
- If an employee, who has paid at least three monthly Social Security System (SSS) contributions in the preceding 12-month period and is hospitalized for more than three days, they are entitled to a daily sickness benefit from their employer. This benefit amounts to 90% of their average daily salary credit for each day of hospitalization, starting only after the exhaustion of allowable sick leave with full pay from the employer.
- A female employee with a continuous aggregate service of at least six months in the last twelve months is eligible for a special leave benefit of two months with full pay, based on her gross monthly compensation. This benefit is applicable after surgery due to gynecological disorders.
The employer is reimbursed 100% of the daily sickness benefits by the SSS, provided satisfactory proof and the legality of the payment are submitted. The employer must also inform the SSS of the confinement within five calendar days after receiving the notification of sickness or injury from the employee.
Employees who fall ill or experience work-related injuries can file a claim with the Employees’ Compensation Program (ECP), designed to offer assistance, including medical services, rehabilitation, or income cash benefits, for work-related injuries, sickness, disability, or death. Monthly contributions for the ECP are the responsibility of the employer, with no contribution required from the employee. The employer’s contributions to the ECP form the State Insurance Fund, the source of compensation for approved claims.
Maternity & Parental Leave
The Philippine Labor Code provides female employees with up to 105 days of paid maternity leave. An additional 15 days are granted if the mother is a single parent.
A female member of the Social Security System (SSS) qualifies for a daily maternity leave benefit equivalent to 100% of the average daily salary credit if she has paid at least three monthly contributions in the 12-month period before childbirth or miscarriage. The calculation is based on the SSS graduated scale, with a maximum monthly salary credit of PHP 15,000. Compliance with SSS conditions, including notification requirements (Republic Act No. 8282, SSS Law of 1997, section 14-A), is essential.
Employers are required to advance the full payment of the maternity leave benefit within 30 days from the filing of the maternity leave application. The SSS promptly reimburses the employer 100% of the advanced maternity leave benefits upon receiving satisfactory proof of payment.
In addition to maternity leave benefits, Republic Act No. 9710, also known as the “Magna Carta for Women,” ensures women’s access to services, including maternal care, promotion of breastfeeding, and responsible family planning methods. Male employees are entitled to seven days of paid paternity leave.
Solo parents, who have completed at least six months of service, are entitled to seven days of paid parental leave annually. This benefit must be used within the calendar year and cannot be converted to cash. Failure to utilize the parental leave within the specified year results in forfeiture of the benefit for that year.
Other Statutory Leaves
**Parental Leave:**
Apart from existing leave entitlements provided by law, solo parent employees, as defined by the law, are granted parental leave of up to seven working days annually, provided they have completed at least one year of service. A change in the parent’s status or circumstances, indicating a shift in parental responsibilities, terminates eligibility for this benefit. Unused parental leave cannot be converted into cash and is not accumulative.
**Domestic Violence Leave:**
Employees who are victims of violence against women and their children are entitled to up to 10 days of paid leave, in addition to leaves granted by other laws. This can be extended as specified in a protection order issued by the appropriate authority. The female employee may opt for the 10-day leave, covering periods necessary for attending medical and legal matters. Unused leaves are neither cumulative nor convertible to cash.
**Other Non-statutory Leaves:**
Leaves for events such as marriage or the death of a relative are not mandated by law but are commonly offered to employees according to the company’s policy.
**Special Leave for Women:**
Female employees with at least six months of continuous service with an employer are eligible for a special leave benefit of two months with full pay, based on gross monthly compensation, for the treatment or surgery related to gynecological disorders. A medical certification is required.
Medical Checks
Pre-employment physical assessments are essential for evaluating the health status of newly hired employees. This practice aims to avoid assigning individuals with physical or mental impairments to roles where they may pose a risk to their colleagues or company property.
Furthermore, the Occupational Safety and Health Standards mandate annual physical examinations for employees. These examinations should be comprehensive, provided at no cost to the employees, and may involve x-rays or specialized laboratory tests as required by the specific demands of the job. It is imperative to maintain strict confidentiality of all records from physical examinations and any information gathered by healthcare professionals.
Trade Unions
Labor unions typically represent factory workers and those in the manufacturing industry, but it is noteworthy that unions may also exist within the banking sector. Generally, individuals in supervisory positions and above are not commonly affiliated with unions.
Expatriates
Taxation
Certain expatriate employees working for Multinational Corporations (MNCs) may opt for a flat tax regime set at 15%.
Expat workers in the Philippines fall into different classifications based on their duration of stay. For aggregate stays of less than 180 days in a calendar year, a 25% tax withholding is imposed. In cases of longer stays, the standard tax rates ranging from 5% to 32% come into effect. It is important to note that the special 15% tax rate is specifically applicable to managerial and technical employees of MNCs, offshore banking units, and petroleum services.
Rules Regarding Visas and Foreign Workers in Philippines
General Information
Processing work permits can be time-consuming, and the application and approval procedures for hiring in the Philippines vary. The issuance of visas is overseen by two government agencies: The Department of Labor and Employment and the Bureau of Immigration.
Foreign nationals and expatriates are required to apply for an Alien Employment Permit (AEP) from the Department of Labor and Employment, along with a 9G Employment Visa from the Bureau of Immigration. The 9G visa allows foreign nationals to reside and work in the Philippines. To obtain a 9G visa, sponsorship and validation of employment type by a corporate employer in the Philippines are prerequisites. Meanwhile, a provisional work visa is available as an interim measure while awaiting approval for the 9G visa.
Timeframe
The processing time for an employment visa application spans three to four months.
Climate in Netherlands
The European Netherlands have a mild maritime climate, with moderately warm summers and cool winters marked by typically high humidity.
Public Holidays Recognized by Philippines in 2024
| Occasion | Date | |
|---|---|---|
| 1 | New Year’s Day | January 1 |
| 2 | Additional Non-Working Day for Chinese New Year | February 9 |
| 3 | Chinese New Year | February 10 |
| 4 | EDSA Revolution Anniversary | February 25 |
| 5 | Maundy Thursday | March 28 |
| 6 | Good Friday | March 29 |
| 7 | Black Saturday | March 30 |
| 8 | Day of Valour | April 9 |
| 9 | Labour Day | May 1 |
| 10 | Independence Day | June 12 |
| 11 | Ninoy Aquino Day | August 21 |
| 12 | National Heroes Day | August 26 |
| 13 | All Saints’ Day | November 1 |
| 14 | Additional Non-Working Day | November 2 |
| 15 | Bonifacio Day | November 30 |
| 16 | Feast of the Immaculate Conception of Mary | December 8 |
| 17 | Christmas Eve | December 24 |
| 18 | Christmas Day | December 25 |
| 19 | Rizal Day | December 30 |
| 20 | Last Day of the Year | December 31 |
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