Salaries are just the starting point. Between statutory contributions, 13th-month pay, and compliance overheads, the real cost is often more than expected. Enter a salary and see the full picture.
Every EOR provider passes through the same Philippine statutory costs — they're set by law, not the provider. The only real competitive lever is the EOR service fee itself. Here's exactly how each line on your estimate is calculated.
| Item | Rate | Cap or floor |
|---|---|---|
| SSS | Bracket-based, ~10% of Monthly Salary Credit + ₱30 EC | Capped at ₱3,530/mo employer (₱35,000 MSC ceiling) |
| PhilHealth | 2.5% of salary (5% total, split with employee) | Salary floor ₱10,000, ceiling ₱100,000 |
| Pag-IBIG (HDMF) | 2% of salary base | Capped at ₱200/mo (₱10,000 base ceiling) |
| 13th-month pay | 8.33% of salary, accrued monthly | Mandatory bonus paid in December |
| SIL leave provision | ~1.9% of salary (5 days/yr over ~261 work days) | Accrues after 1 year of service |
Frequently asked
An EOR is a licensed company that legally employs your team member on your behalf in a country where you don't have your own entity. In our case, it's our Philippines partner. They handle payroll, tax filings, mandatory statutory contributions, and HR under Philippine labour law — you get all the day-to-day management of your team member, without registering a Philippine company yourself.
Do you actually need one? Technically no — you can pay someone in the Philippines as a contractor direct. Practically yes, and here's why: if the working relationship later gets scrutinised under Australian law (Fair Work, ATO, an unfair-dismissal claim), you can be found to have misclassified an employee as a contractor. That means back-pay at Australian award wages, super, leave, and penalties. Running direct is cheaper on paper. It's your risk to carry.
Everything on the employment layer: full Philippine-compliant employment contract, monthly payroll processing, 13th-month pay administration, SSS, PhilHealth and Pag-IBIG contributions processed, BIR tax filings, HR advisory support, disciplinary handling and documentation, termination management under Philippine labour law, and a dedicated account manager.
Salary and statutory contributions are separate line items on your invoice — they're paid at cost, not marked up. What you see in the calculator is what you pay.
All mandatory Philippine employment costs. SSS (Social Security System) covers pension, disability, maternity, and unemployment — bracket-based employer contribution capped at ₱3,530/mo at the ₱35,000 salary ceiling. PhilHealth is national health insurance — employer pays 2.5% of salary, floor ₱10,000, ceiling ₱100,000. Pag-IBIG is the housing / provident fund — employer pays 2%, capped at ₱200/mo. 13th month pay is a mandatory bonus equal to one month's basic salary, paid every December — we accrue it monthly (8.33%) so you don't get hit with a lump sum.
These are set by Philippine law, so every EOR provider passes through the same amounts. The only real competitive lever is the service fee itself.
Philippine law requires a minimum of 5 Service Incentive Leave (SIL) days per year, unlocking after 1 year of service. That's the legal floor.
In practice, most professional roles get 10–15 days combined vacation and sick leave. Team Hatch positions as premium — 15 days is a fair default, which is what the calculator uses. You can bump it up or down in the "Paid leave days per year" field. Higher leave = higher monthly accrual, but also better retention.
Depends on the reason. Three scenarios under Philippine labour law.
Employee resigns: 30 days notice, no separation pay owed.
Terminated for just cause (performance failure managed properly, misconduct, breach of policy): 30 days notice, no separation pay. Requires documented process.
Terminated for authorised cause (redundancy, closure, restructure) after the 6-month probation: 30 days notice PLUS separation pay of ½ to 1 month's salary per year of service.
We handle the whole process end to end. You give us the reason, we manage the compliant paperwork and payments so you don't have to navigate Philippine labour law yourself.
6-month replacement guarantee. If the hire doesn't work out within the first 6 months for any reason — bad fit, performance, walked out — we re-source and place at no additional recruitment fee.
This is why we recommend the full-time probationary period is used properly. If someone isn't the right fit, use the probation window (first 6 months) to make the call.
Standard Australian B2B rule: only Team Hatch's service fees attract GST. Everything else on the invoice is a pass-through cost paid to the Philippine employer, and those aren't taxable supplies under AU GST law.
Attracts 10% GST: Hatch Compliance monthly fee (A$350), Hatch Hire recruitment fee (A$4,500).
No GST: Salary, SSS, PhilHealth, Pag-IBIG, 13th month, leave provision, HMO.
Check with your accountant to confirm your specific GST treatment, but this is the standard model for offshore staffing arrangements.
No lock-in. You can wind down the arrangement with 30 days notice on the compliance side. Placement fees are one-off and non-refundable once we've successfully placed a candidate — but the 6-month replacement guarantee covers you if it doesn't work out.
You can. Untick the "Include Hatch Compliance" checkbox above and the calculator shows the direct-contractor scenario — just the base salary, no statutory, no protection.
What you save: the A$350/mo EOR fee plus all statutory contributions (~25% of salary).
What you carry: the compliance risk. If the arrangement is later challenged under Australian law, you can be back-paid at AU award wages plus super and leave. Team Hatch is not liable for direct-contractor arrangements. We won't stop you, but we'll always recommend Hatch Compliance for full-time roles.
Recruitment cycle for a Hatch Hire full-time placement is 3–4 weeks end-to-end from brief to signed offer. Employment onboarding via Hatch Compliance takes 5–7 business days from candidate acceptance to Day 1.
We work on a fixed cadence: all start dates fall on the 1st or 3rd Monday of the month to align with the Philippine bi-monthly pay cycle (15th and 30th). Client-side onboarding batches align to those dates too.