Foreign professionals who plan to work in the Philippines generally need to address both immigration and employment authorization requirements. For businesses, this means that hiring a foreign national is not simply a matter of signing an employment contract. The employer and worker may need to coordinate an Alien Employment Permit (AEP), an appropriate immigration status, and, in many cases, a Section 9(g) Pre-Arranged Employee Visa.
The Philippine work visa process depends on the foreign national’s role, employer, nationality, intended length of stay, and the nature of the work. The most common long-term employment route for a foreign national hired by a Philippine-based company is the 9(g) Pre-Arranged Employee Visa. The Bureau of Immigration describes this as a working visa for foreign nationals proceeding to the Philippines to engage in lawful employment and states that the Philippine-based employer acts as the petitioner.
At the same time, the 9(g) visa should not be confused with the AEP. The AEP is an employment permit administered by the Department of Labor and Employment (DOLE), while the 9(g) is an immigration status administered by the Bureau of Immigration (BI).
For companies establishing or expanding operations in the Philippines, understanding how these requirements fit together can make the hiring process more organized and help prevent a foreign employee from beginning work before the necessary authorization is in place.
What Is a Work Visa in the Philippines?
The term “work visa” is commonly used to describe immigration permission that allows a foreign national to work legally in the Philippines, but there is not one single visa that applies to every foreign worker.
The most relevant long-term employment visa for many foreign employees is the 9(g) Pre-Arranged Employee Visa. Under the Philippine Immigration Act, this is a non-immigrant visa for foreign nationals coming to the Philippines for pre-arranged employment. The Bureau of Immigration identifies the commercial 9(g) visa as a working visa for foreign nationals hired by a Philippine-based company.
However, immigration status and employment authorization are separate regulatory concepts.
A foreign national may have permission to remain in the Philippines without automatically having authorization to perform employment. This is why employers should review both the immigration and labor requirements before allowing a foreign employee to begin work.
The appropriate route may also differ where the foreign national is performing short-term activities, working under a special arrangement, or qualifying for another immigration category.
Who Needs a Philippine Work Visa?
Foreign nationals who intend to undertake employment in the Philippines should determine whether they need an employment permit and an employment-based immigration status before beginning work.
DOLE states that, under Article 40 of the Labor Code, an alien seeking admission to the Philippines for employment purposes and a domestic or foreign employer wishing to engage an alien for employment must obtain an employment permit, subject to applicable rules and exemptions. DOLE describes the AEP as a permit for foreign nationals seeking employment after consideration of whether a Filipino worker who is competent, able, and willing to perform the services is available.
The Bureau of Immigration separately identifies the 9(g) Pre-Arranged Employee Visa for foreign nationals hired by Philippine-based employers.
This means businesses should not wait until after hiring to determine whether the foreign worker is authorized to work.
The assessment should take place before the employee’s planned start date.
How the AEP and 9(g) Work Together
The distinction between the AEP and the 9(g) visa is one of the most important parts of the Philippine work authorization process.
The AEP is an employment permit issued through DOLE.
The 9(g) visa is an immigration authorization issued through the Bureau of Immigration.
They address different legal requirements.
DOLE’s current guidance states that an AEP is required for foreign nationals intending to engage in gainful employment in the Philippines, subject to applicable exemptions.
The Bureau of Immigration, meanwhile, states that the 9(g) commercial visa is available to foreign nationals who have been hired by a Philippine-based company, which acts as the petitioner for the visa.
A business should therefore avoid describing the AEP as a “work visa.” It is an employment permit. Likewise, a foreign national should not assume that holding an immigration document automatically satisfies every labor requirement.
For an ordinary long-term foreign employee, the employer should evaluate both sides of the process.
Determine Whether the Position Can Be Filled by a Foreign Worker
Before starting the application, the employer should assess the proposed position and the foreign national’s qualifications.
The AEP framework involves consideration of whether a Filipino citizen who is competent, able, and willing to perform the services is available.
This means employers should be prepared to provide information supporting the foreign national’s employment.
The company should have a clear explanation of:
- The position being offered
- The duties and responsibilities
- The required qualifications
- The employee’s professional experience
- Why the foreign national is being hired
- The employment terms
- The Philippine employer responsible for the position
The requirements and evaluation process can vary depending on the position and circumstances, so employers should verify the current AEP requirements before filing.
Review the Foreign Worker’s Qualifications
The foreign worker’s qualifications should correspond to the proposed position.
Depending on the role, the employer may need documents demonstrating:
- Educational qualifications
- Professional experience
- Technical skills
- Professional licenses, where required
- Employment history
- Passport information
- Other qualifications relevant to the position
Some professions are separately regulated in the Philippines. A foreign national may therefore need to satisfy professional licensing or registration requirements in addition to immigration and employment requirements.
A company should identify those requirements before hiring rather than assuming that a work visa gives the foreign national permission to practice every profession.
For example, immigration authorization does not by itself replace a professional license where Philippine law requires one.
Register the Philippine Employer First
The employer’s status is an important part of the work visa process.
A foreign national applying for a commercial 9(g) visa must have employment arranged with a Philippine-based company that acts as the petitioner. The Bureau of Immigration specifically identifies the Philippine-based employer as the petitioner for the pre-arranged employee commercial visa.
For businesses establishing operations in the Philippines, this means the company’s own registration should be addressed before attempting to build an employment-based immigration arrangement.
Depending on the business, this may involve:
- SEC registration
- DTI registration for a sole proprietorship
- BIR registration
- Local business permits
- Industry-specific licenses
- Employer registrations
- Appropriate corporate authority to employ foreign nationals
A foreign investor establishing a Philippine company should therefore consider immigration and employment requirements as part of the broader business-registration plan.
Prepare the Employment Contract
The employment relationship should be documented before the immigration application is submitted.
The contract should clearly identify the employer, employee, position, compensation, employment period, and other applicable terms.
The contract is important because the immigration authorities need to understand the basis of the foreign national’s stay and employment.
The Bureau of Immigration’s FAQ explains that the validity of a commercial 9(g) visa can be one, two, or three years initially and that extensions may likewise be granted for one, two, or three years, depending on the employment contract.
Employers should therefore ensure that the employment documentation is accurate and consistent with the proposed immigration application.
Apply for the Alien Employment Permit
The AEP is a central component of the employment authorization process for covered foreign workers.
DOLE states that the AEP is available to foreign nationals who intend to engage in gainful employment in the Philippines and to domestic or foreign employers that intend to engage foreign nationals, subject to the rules and exemptions.
The application involves employer and employee information and supporting documentation. Depending on the case, the process can also involve publication or job advertising requirements under the applicable AEP rules.
Employers should check the current DOLE requirements rather than relying on older checklists because the administration of AEP applications changed substantially in 2026.
Understand the 2026 Centralization of AEP Processing
Employers hiring foreign workers should be especially careful with older AEP information published before mid-2026.
DOLE announced that, effective June 9, 2026, AEP processing and issuance were fully centralized at the DOLE Central Office. Under Administrative Order No. 199, Series of 2026, DOLE Regional Offices ceased accepting, processing, evaluating, and issuing new and renewal AEP applications, with the transactions transferred to the Central Office.
DOLE subsequently issued Department Order No. 248B-26 in June 2026 concerning the centralization of filing, processing, evaluation, approval, issuance, release, adjudication, and enforcement functions relating to AEPs.
This change matters for employers because older articles may still instruct applicants to file AEP applications through the DOLE regional office responsible for the employee’s workplace.
Businesses should instead follow the current centralized DOLE process and the latest instructions issued by the department.
Coordinate the 9(g) Visa Application
Once the employment and applicable work-permit requirements have been addressed, the employer and foreign worker can proceed with the immigration process.
The Bureau of Immigration provides a specific process for conversion to the Pre-Arranged Employee (Commercial) visa.
The BI currently states that applicants may file at the BI Main Office or at other immigration offices authorized to process the transaction. Its listed requirements include the applicable checklist, application form, additional information concerning children where needed, and a notarized certification concerning the number of foreign and Filipino employees.
The precise documentary requirements should be checked against the current BI checklist because immigration procedures and forms can change.
The employer’s role is particularly important because the commercial 9(g) visa is tied to the pre-arranged employment relationship.
Understand the 9(g) Visa Validity
The validity of a 9(g) visa is connected to the employment arrangement and the immigration authority’s approval.
The Bureau of Immigration states that a commercial 9(g) visa may initially be valid for one, two, or three years. Extensions may also be granted for one, two, or three years depending on the employment contract.
The visa should not be treated as automatically renewable regardless of the underlying employment.
If the foreign employee changes employers, changes the nature of the employment, or ends the employment relationship, the immigration and employment consequences should be reviewed.
Employers should also track visa expiration dates well in advance.
Consider the Employee’s Immigration Status Before Arrival
The timing of the work visa application depends on whether the foreign national is already outside or inside the Philippines and on the specific immigration route being used.
In some cases, the foreign national may enter the Philippines under an appropriate temporary status and subsequently apply for conversion. The Bureau of Immigration’s commercial 9(g) process specifically provides for conversion to a pre-arranged employee visa.
However, entering the country as a tourist should not be treated as permission to begin employment.
The employer should determine the appropriate immigration pathway before the employee starts working.
This is especially important where the employee needs to relocate from another country, and the company is coordinating flights, housing, onboarding, and a fixed employment start date.
Do Not Confuse an ACR I-Card With Work Authorization
Foreign nationals in the Philippines may receive an Alien Certificate of Registration (ACR I-Card), but an ACR is not itself a substitute for employment authorization.
DOLE specifically emphasized this distinction in June 2026, stating that an ACR allows residence while an AEP provides employment authorization.
This distinction is important because foreign workers may have several immigration documents at the same time.
Employers should maintain a clear record showing:
- Immigration status
- AEP status
- Visa validity
- Passport validity
- ACR information, where applicable
- Employment contract
- Professional license, where applicable
This helps the employer determine whether the worker remains authorized to perform the job.
Consider Short-Term Work Arrangements Separately
Not every foreign national who performs activities in the Philippines necessarily follows the same route as a long-term employee.
Depending on the nature and duration of the activity, a foreign national may fall under a different immigration or work authorization framework.
Businesses should therefore distinguish between:
- Long-term employment
- Short-term professional activities
- Temporary assignments
- Training
- Consulting
- Project-based activities
- Business visits
- Other activities that may or may not constitute employment
The appropriate authorization depends on the actual activity rather than the job title alone.
An employee sent to the Philippines for a short assignment should not automatically be placed into the same category as a foreign national relocating to the country for a multi-year employment contract.
Review Special Work Permit Options Where Applicable
The Bureau of Immigration also administers temporary work-related permissions for certain foreign nationals whose circumstances do not fit the standard 9(g) route.
A business should determine whether the worker’s situation calls for a temporary authorization or a long-term employment visa.
This distinction can matter for:
- Duration of work
- Employer relationship
- Immigration status
- Application requirements
- Renewal obligations
- Whether the worker is expected to remain in the Philippines
Employers should obtain case-specific guidance when the planned activity is short-term or does not clearly fit a standard employment arrangement.
Consider Family Members of a 9(g) Worker
Foreign employees relocating to the Philippines may also want to bring their immediate family members.
The Bureau of Immigration states that the spouse and unmarried children below 21 years old of a commercial 9(g) holder may qualify for dependent status under the applicable rules. The dependents may receive the same validity period as the principal applicant and may extend their status.
Employers assisting with international relocation should therefore identify dependent requirements separately from the employee’s work authorization.
A dependent’s immigration status should not automatically be assumed to provide employment authorization.
If a dependent wants to work in the Philippines, separate employment and immigration requirements may apply.
Check Whether the Foreign Worker Needs a Professional License
Immigration approval is only one part of employment compliance for regulated occupations.
Certain professions in the Philippines are regulated and may require authorization from the relevant professional regulatory body.
Before hiring, the employer should determine whether the position requires:
- Philippine professional registration
- A professional license
- Special accreditation
- Sector-specific authorization
- Recognition of foreign qualifications
This is particularly important in professions involving regulated services.
A 9(g) visa does not eliminate professional licensing requirements.
The company should therefore review both immigration and professional-regulation requirements before assigning duties to a foreign worker.
Understand Employer Responsibilities After Approval
Obtaining a work visa does not end the employer’s responsibilities.
The employer should monitor the foreign employee’s immigration and employment documents throughout the relationship.
Important dates can include:
- Passport expiration
- AEP expiration
- 9(g) visa expiration
- ACR validity or registration requirements
- Employment contract expiration
- Professional license expiration
- Dependent visa expiration
The employer should also maintain accurate records of the foreign worker’s position, compensation, and employment status.
Changes to the employment relationship may require regulatory action.
What Happens When Employment Ends?
Employers should have a procedure for handling the immigration consequences when a foreign worker resigns, is terminated, or otherwise stops working for the company.
A work visa is tied to the employment arrangement. When the underlying employment ends, the company should review the applicable immigration requirements rather than allowing the former employee to continue relying on the same employment-based status.
The company may need to coordinate with the Bureau of Immigration and other authorities concerning cancellation, departure, or another appropriate immigration status.
The exact process depends on the employee’s visa, circumstances, and intended next steps.
This is why employers should not treat visa compliance as something relevant only when a worker is first hired.
Next Steps
Obtaining a work visa in the Philippines involves more than applying for an immigration document. For many foreign professionals employed by Philippine-based companies, the process requires coordination between employment authorization through DOLE and immigration authorization through the Bureau of Immigration.
The Alien Employment Permit and 9(g) Pre-Arranged Employee Visa serve different purposes. DOLE describes the AEP as an employment permit for covered foreign nationals, while the Bureau of Immigration identifies the 9(g) commercial visa as a working visa for foreign nationals hired by Philippine-based companies.
The process has also changed in 2026. DOLE centralized AEP processing nationwide, effective June 9, 2026, so employers should verify current filing procedures rather than following older regional-office instructions.
For employers, the most practical approach is to start with the proposed position and business structure, determine the applicable employment and immigration requirements, prepare the documentation, and monitor the employee’s authorization throughout the employment relationship.
For foreign investors and Philippine businesses, work authorization should be planned alongside company registration, tax registration, local permits, and other regulatory requirements. This allows the business to build its workforce around the legal requirements that apply to both the company and its foreign employees.
Get Expert Assistance
The Philippine work visa process can involve multiple government agencies, employment documents, immigration applications, permits, professional qualifications, and renewal requirements. The process can become more complicated when a business is newly established, has foreign ownership, or plans to hire several foreign employees.
Our team at BusinessRegistrationPhilippines.com can assist entrepreneurs and investors with Philippine business registration and help coordinate the requirements involved in establishing a compliant business operation:
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