Hiring foreign employees can help a Philippine business gain skills, knowledge, and experience that may not be easy to find locally. A visa for foreign employees is only one part of the process. Companies cannot simply hire a foreign national and allow them to start working. They must follow Philippine labor and immigration rules before the employee begins work.
Depending on the employee’s role and situation, the employer may also need an AEP from the DOLE. The company must also prepare employment documents, meet publication requirements, and secure the correct approval from the BI.
What Does a Foreign Employee Need to Work in the Philippines?
Before hiring a foreign national, a company should understand the difference between a work permit and a work visa. These documents serve different purposes, and one does not automatically replace the other.
In many regular employment cases, the main requirements are:
- Alien Employment Permit (AEP): A work permit issued by DOLE to a foreign national who qualifies for employment in the Philippines.
- 9(g) Pre-Arranged Employment Visa: A work visa issued through the Bureau of Immigration for a foreign national who will take up lawful employment in the country.
- Alien Certificate of Registration Identity Card (ACR I-Card): An identification card issued to foreign nationals who fall under the applicable registration rules.
The AEP deals with the foreign national’s permission to work under Philippine labor rules. The 9(g) visa deals with the person’s immigration status and permission to stay in the country for employment.
The employee may also need other permits or approvals depending on the industry and job. For example, a foreign national who will practice a regulated profession may need authorization from the proper professional regulator.
Not all foreign workers need to follow the same process. Some may be exempt from the Alien Employment Permit (AEP), while others may need a different type of work authorization. Before preparing any application, employers should check which category the employee belongs to.
What Is the 9(g) Work Visa?
The 9(g) Pre-Arranged Employment Visa is commonly used by foreign nationals who have an approved employment arrangement with a Philippine employer. It is intended for people coming to the country to take up lawful work for wages, salary, or other compensation.
The Philippine company usually serves as the employer or petitioner for the foreign worker’s application. It must show that it has a genuine need to hire the worker and submit documents proving that the job is necessary and that the worker is qualified for the position.
The 9(g) visa may apply to foreign employees such as:
- Executives and senior managers hired by Philippine companies.
- Technical specialists with skills needed by the business.
- Employees assigned to a Philippine branch or subsidiary.
- Foreign professionals hired for roles they are legally allowed to perform.
- Other foreign nationals with a valid pre-arranged employment arrangement.
The visa is not a general permission to work for any company. It is connected to the approved employment arrangement and the employer’s sponsorship.
The BI handles applications for conversion to a 9(g) commercial work visa and extensions for existing holders. Its process includes document screening, payment of fees, and other steps required by the agency.
When Does a Foreign Employee Need an Alien Employment Permit?
The AEP is an important requirement for many foreign nationals who will work in the Philippines. Under the Labor Code and DOLE rules, employers generally need to secure an AEP before the foreign employee starts working, unless the person qualifies for an exemption or exclusion.
The DOLE issues the permit after checking the employer’s application and the foreign worker’s qualifications. This process helps protect job opportunities for Filipino workers while allowing companies to hire foreign workers who meet the legal requirements.
How DOLE evaluates an AEP application
The application may involve a labor market test. This helps determine whether a Filipino citizen is competent, able, and willing to perform the work at the time the application is filed.
The employer must also show that the foreign applicant has the qualifications needed for the position. Job duties, work experience, education, and other supporting records may form part of the review.
Who may be exempt or excluded?
Some foreign nationals may qualify for an AEP exemption or exclusion under DOLE rules. The correct category depends on the person’s legal status, work, and circumstances.
An employer should not assume that a foreign national is exempt simply because the person is a company director, investor, spouse of a Filipino citizen, or holder of another Philippine visa. The applicable rule and supporting documents must be checked.
If an exemption or exclusion applies, the employer or foreign national should secure the proper certificate or proof required by DOLE instead of proceeding as if an ordinary AEP were required.
Documents Needed for a Visa for Foreign Employees
The required documents depend on the employee’s visa category, the employer, and the nature of the work. The AEP and 9(g) applications also have separate documentary requirements.
Preparing the records early can help prevent errors and delays. Employers should check the latest DOLE and BI checklists before filing because government requirements may change.
Common documents for an AEP application
The employer and foreign employee may need to prepare documents such as:
- Completed AEP application form.
- Employment contract or appointment document.
- Copy of the foreign employee’s passport.
- Documents showing the employee’s education, work experience, and qualifications.
- Employer information and registration details.
- Proof of the required job publication.
- Other documents required for the specific position or industry.
Common documents for a 9(g) visa application
The Bureau of Immigration has its own checklist for the 9(g) commercial visa. Depending on the case, the employer and employee may need:
- Completed BI application form.
- Valid passport of the foreign employee.
- Employment contract or other proof of the employment arrangement.
- AEP or applicable proof of exemption or exclusion.
- Employer documents, such as company registration records.
- Certification of the number of Filipino and foreign employees, when required.
- Other supporting documents listed by the BI.
The BI may also require the applicant to complete additional steps, including a hearing, biometric capture, and submission of the passport for visa implementation after approval.
How to Apply for a Work Permit and Visa
Employers should start the application before the foreign employee’s planned first day of work. The process involves more than filling out a visa form. The company must also meet DOLE requirements and make sure the employee has the proper immigration status.
Here are the general steps for a regular employment case.
Step 1: Confirm the employee’s role and eligibility
First, review the employee’s job title, duties, qualifications, and employment arrangement. Check if the position can be filled by a foreign national and whether the employee needs an AEP.
If the job involves a regulated profession or a restricted business activity, confirm whether a separate permit or approval is needed.
Step 2: Prepare the employer’s documents
The company should make sure its business records are complete and current. These may include its SEC registration documents, business permits, and other records that show it is legally operating.
The employer should also prepare the employment contract or appointment document. The job title, duties, salary, and employment period should be consistent across the supporting papers.
Step 3: Complete the AEP requirements
For cases that require an AEP, the employer must follow DOLE’s application and labor market test rules. This includes the required publication of the vacant position and the foreign national’s name.
Under Department Order No. 248, Series of 2025, the AEP application is generally filed within 15 calendar days from the signing of the employment contract or issuance of the appointment. Employers should check the current rules and any later amendments before filing.
Step 4: File the AEP application with DOLE
AEP processing was centralized at the DOLE Central Office effective June 9, 2026. DOLE Regional Offices were directed to stop accepting, evaluating, processing, and issuing new and renewal AEP applications under the centralization order.
Employers should therefore confirm the current filing channel and instructions with DOLE before submitting an application.
Step 5: Apply for the 9(g) visa
Once the employer has the documents needed for the immigration application, it can proceed with the proper BI process. The 9(g) application must be supported by the employment arrangement and the required employer documents.
The BI will review the application and may require the employee to attend a hearing, complete biometric registration, and submit the passport for visa issuance after approval.
Step 6: Complete registration and keep the records
After approval, the employee should complete any required ACR I-Card and other registration steps. The employer should keep copies of the approved work permit, visa, contract, and related records.
The employee should not begin work until the required work authorization is in place. A pending application alone should not be treated as permission to work.
Can a Foreign Employee Work While Waiting for a 9(g) Visa?
Some employers need a foreign employee to start work while the 9(g) application is still being processed. However, the company must not assume that filing an application gives the employee permission to work.
The Bureau of Immigration provides a Provisional Work Permit (PWP) for a foreign national while an application for a pre-arranged employment visa is pending. The PWP is a separate authorization and must be applied for through the BI.
Employers should confirm the requirements and timing before allowing the employee to begin work. They should also check whether the employee’s AEP or applicable exemption status has been addressed.
A PWP is not a replacement for the final 9(g) visa. It is a temporary measure connected to the pending work visa application.
What Happens if a Foreign Employee Changes Jobs?
A foreign employee’s work authorization is linked to the approved employment arrangement. A change in employer can therefore affect both the AEP and the 9(g) visa.
For example, if a foreign worker leaves Company A and takes a job at Company B, they should not assume that their existing permits will still cover the new job. The new employer must check the requirements and obtain the necessary approvals.
A change in position, work duties, or other important employment details may also require an update, amendment, or new application, depending on the applicable rules.
Before making the change, employers should:
- Review the employee’s current AEP and visa conditions.
- Confirm whether the new job requires a new AEP or an amendment.
- Check the BI process for changing or updating the employment-based visa.
- Prepare a new employment contract or appointment document, where needed.
- Keep proof of the approved changes in the employee’s file.
The company should not allow the employee to perform duties outside the approved work arrangement without first checking the legal requirements.
What Employers Must Do After the Visa Is Approved
Getting the work permit and visa is not the end of the employer’s responsibilities. The company must continue to monitor the employee’s status and make sure its records remain accurate.
AEPs are issued for the approved position and have a validity period based on the applicable rules and employment arrangement. Under DOLE Department Order No. 248, Series of 2025, an AEP is generally valid for one year unless a shorter or longer period is set based on the employment contract or activity. Its validity cannot exceed three years.
Employers should have a system in place to keep track of the following:
- AEP and visa expiration dates.
- Employment contract dates and changes.
- Passport validity.
- ACR I-Card status, where applicable.
- Renewal and extension deadlines.
- Changes in job title, duties, or work location.
- Required company reports and supporting records.
The company must also comply with Philippine employment rules that apply to its foreign workers. These may include proper employment contracts, lawful pay, workplace safety, and other labor standards.
Watch for recent AEP rule changes
DOLE continues to update its AEP process. In October 2026, the Department announced Department Order No. 248-C, Series of 2026. This order makes some filing steps simpler and reduces the number of documents applicants need to submit.
The change does not remove the need to comply with other laws. DOLE explained that certain permits, licenses, and proof of applications no longer need to be submitted with the AEP filing, but employers must still comply with the rules of the agencies responsible for those permits.
Final Insights
Hiring foreign employees needs careful planning. Employers must determine which work permits are needed, check if the worker needs an AEP, and follow the BI’s process for the correct work visa.
In many regular employment cases, both the AEP and 9(g) visa are required. However, some foreign workers may be exempt from or excluded from the AEP requirement. Certain jobs may also need extra permits. Employers should check each worker’s situation because the same rules may not apply to everyone.
Is Assistance Available?
Hiring a foreign employee involves more than finding the right person for the job. A business must also understand its registration records, employment documents, work permit requirements, and immigration obligations.
Our team can be a starting point for businesses seeking information about Philippine business registration and related compliance requirements. Employers planning to hire foreign nationals should make sure they understand which government agencies are involved and what approvals their specific case requires. Reach out today and connect with one of our experts:
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