Remote work has opened new opportunities for Filipino workers, but many foreign employers still overlook the full range of benefits expected by Filipino remote workers. Beyond a competitive salary, remote Filipino workers value job security, work-life balance, and access to both statutory benefits and practical support like government contributions, 13th-month pay, paid maternity leave, and housing loans through the Home Development Mutual Fund.
Offering a strong benefits package can help international companies attract qualified Filipino talent, support retention efforts, and encourage better productivity in remote setups. This article explains what many Filipino professionals expect beyond base pay and how remote employers can effectively align with local labor laws to support remote employees, virtual assistants, and other remote staff.
Why Benefits Matter as Much as Pay in the Philippines
Filipino remote workers often prioritize stability and job security over short-term income boosts. Many Filipino professionals choose roles that allow them to plan for their future, support their families, and feel properly supported in a remote work setting.
These workers are not just looking for high monthly salary offers—they’re evaluating how well the benefits package matches their personal needs and long-term goals. This is especially true for virtual assistants, remote contractors, and other remote staff who work with foreign employers in a cross-border setup.
Most remote employers find that offering basic yet thoughtful employee benefits helps keep their teams loyal and engaged. Even modest perks, like paid maternity leave, internet subsidies, or recognition of government-mandated benefits, can improve employee retention.
A solid remote work setup that considers compensation and personal life balance is key to retaining employees and building trust across time zones. For many foreign employers, providing a few extra benefits has proven to be a cost-effective way to reduce turnover and grow a stronger remote team.
Most Commonly Expected Benefits from Global Employers
When hiring Filipino remote workers, it’s essential to understand the specific perks that matter most. Many Filipino professionals expect more than just a salary—they look for benefits that reflect stability, reliability, and respect for local norms.
- 13th-month pay – A mandatory benefit for rank-and-file employees in the Philippines, typically calculated as one-twelfth (1/12) of the total basic salary earned within a calendar year. Though not required for independent contractors, many appreciate it when voluntarily offered.
- Paid time off – 10 to 15 days per year is commonly provided by international companies hiring Filipino employees and is generally considered competitive.
- Paid national holidays – Observing holidays based on the Philippine calendar shows respect for local customs and helps remote workers stay connected to their families.
- Internet allowance or power backup support – A small monthly financial assistance or reimbursement program for home internet or backup systems supports a productive home office and reduces downtime.
Health & Stability-Oriented Benefits
Filipino remote professionals want benefits that support their health, family responsibilities, and sense of stability while working remotely.
HMO (Health Maintenance Organization) coverage
Health coverage is one of the most valuable employee benefits for Filipino workers. An HMO plan typically provides access to a network of hospitals, clinics, and specialists with lower out-of-pocket costs, depending on the plan’s terms. For remote employees, having this type of support signals that their remote employers care about their well-being.
HMO coverage also helps foreign employers compete with local employers, who often provide these plans to private workers. Offering HMO as part of your job offer may support employee satisfaction and help position your company as globally competitive.
Access to telehealth or mental wellness tools
Remote settings can sometimes lead to isolation and stress. Offering telehealth services or mental wellness apps shows that employers understand the challenges of working remotely. For remote Filipino workers, easy access to virtual doctors or counseling tools contributes to personal development, better well-being, and a healthier remote work culture. These tools are especially important for small businesses and service providers that want to stay competitive without overspending.
Emergency leave or family care days
In Filipino culture, family comes first. Remote workers often balance career and home responsibilities, especially in caregiving roles. Offering emergency leave or family care days—even just a few—allows Filipino employees to handle urgent matters without risking their monthly salary. This benefit supports job security, reflects empathy, and encourages long-term loyalty from remote Filipino workers.
Tech and Work Setup Support
A stable remote work setup is essential to keep Filipino remote workers productive and confident. Supporting their equipment and internet needs can reduce downtime, improve performance, and show you’re serious about setting up a more productive home office.
Laptop or equipment subsidy (or BYOD with stipend)
Many remote employers offer a one-time equipment subsidy or a bring-your-own-device (BYOD) stipend to help remote staff purchase or upgrade laptops, headsets, or monitors. This support is invaluable for virtual assistants, remote contractors, or independent contractors who may not have access to company-issued gear.
Providing a hardware allowance gives your Filipino remote team the tools they need without requiring them to cover the full cost. It also helps ensure their equipment meets the job’s tech requirements, improving their daily workflow and reliability.
Internet speed requirement? Offer a Wi-Fi bonus
Many foreign employers set a minimum internet speed of 10 to 25 Mbps for remote employees in the Philippines. To help meet this standard, offering a monthly internet or Wi-Fi bonus helps offset the cost of reliable service.
This type of financial assistance is appreciated across roles and supports consistency, especially during meetings across time zone differences. A small monthly bonus also reduces frustration from slow connections and increases the effectiveness of remote workers in fast-paced environments.
UPS (uninterruptible power supply) support during typhoon season
Power outages are common in the Philippines during typhoons. Helping Filipino workers get a UPS (uninterruptible power supply) shows that your company understands local challenges. A UPS allows workers to save files, prevent data loss during brief power interruptions, and protect their equipment from sudden outages.
For remote employers, this small investment helps avoid project delays and demonstrates real awareness of the realities of working remotely in the Philippines. Supporting power backup tools also leads to higher reliability, which builds trust between international companies and their remote team.
Performance-Based and Tenure Bonuses
Motivating remote Filipino workers doesn’t always require large raises. Simple performance-based and tenure bonuses encourage loyalty, reward achievement, and build a culture of recognition.
Quarterly or annual performance bonuses
Offering quarterly or annual performance bonuses shows your remote employees that you value their contributions. These bonuses can be tied to clear metrics or team outcomes and are especially popular among Filipino professionals who enjoy goal-based systems.
They allow your remote staff to earn extra income while staying motivated throughout the year. Even a small bonus can make a difference when aligned with a worker’s salary bracket, especially for small businesses aiming to retain top talent.
Referral rewards for finding strong candidates
Referral rewards are a cost-effective way to tap into trusted talent. Filipino remote workers often know other skilled professionals looking for remote roles, and offering a bonus when they refer someone who gets hired encourages them to help build your remote team.
This creates a win-win: workers earn extra money, and remote employers save time and money on sourcing. A referral bonus can also boost morale and promote a stronger company culture by bringing in teammates who share values and expectations.
Longevity bonuses at 12 months, 2 years, etc.
Rewarding tenure with longevity bonuses helps reinforce your commitment to long-term relationships. Many Filipino employees stay with companies that make them feel secure and appreciated. A small bonus at the 12-month mark or additional payouts after two or three years is an effective way to thank your remote staff for their loyalty. These bonuses may support employee loyalty, lower turnover rates, and signal a long-term commitment to your team.
Soft Benefits That Build Loyalty
In the Philippines, emotional connection and respect matter as much as financial rewards. Filipino remote workers respond well to small touches that make them feel seen, valued, and part of something bigger.
Birthday and holiday recognition
Recognizing birthdays and major holidays may help build stronger rapport and engagement among Filipino workers. Sending a small gift, digital greeting, or bonus creates a sense of community, even in a remote setting.
It also reflects an understanding of Filipino culture, where birthdays and events like Christmas or New Year are deeply celebrated. These gestures don’t need to be expensive—they need to be thoughtful to help boost morale and build company culture that values its people.
Virtual team-building budgets
Remote work can feel isolating. Budgeting for virtual games, workshops, or group meals delivered to each person’s home helps remote Filipino workers connect and recharge. Many international companies use these sessions to build trust and improve cross-border teamwork. Even a small monthly or quarterly reimbursement program for team activities shows you’re thinking about more than just productivity—it shows you care about relationships, too.
Flexibility around family-related events
Filipino talent often juggles work and strong family obligations. Offering flexibility during family emergencies, school events, or religious holidays shows you respect their personal life. Being allowed to log off early or take a personal day during key family moments builds deeper trust and encourages long-term commitment. These soft benefits are especially important for retaining employees and supporting their full well-being while working remotely.
What Startups Typically Offer (and What’s Optional)
Small businesses and startups don’t need to offer everything right away. What matters most is choosing the benefits expected by Filipino remote workers based on what your business can reasonably provide while still attracting reliable talent.
Most common packages for small U.S. startups
Most remote employers running lean operations still provide a few essential employee benefits that support their team’s basic needs while remaining cost-effective.
- Competitive base monthly salary
- 13th-month pay
- 10–15 days paid time off
- Philippine paid national holidays
- Fixed shift schedules with time zone differences in mind
- Monthly internet financial assistance (₱1,000–₱1,500)
- Laptop or tech subsidy (or BYOD allowance)
- Flexibility for family needs
Which benefits to prioritize when bootstrapped
When budgets are tight, it’s best to focus on essentials that support daily work and build trust with Filipino remote workers.
- 13th month pay or additional prorated payment
- Stable internet bonus or reimbursement program
- Paid leave for holidays and sick days
- Flexible scheduling for family responsibilities
- Statutory benefits awareness and guidance on own SSS contributions
- Work-life balance through clear workload expectations
How to grow your benefits as your team scales
As your remote team grows and becomes more stable, you can begin offering extras that improve satisfaction and retention over time.
- Add HMO or health-related coverage (including dental insurance benefits)
- Introduce performance bonuses or longevity rewards
- Recognize birthdays, milestones, and personal events
- Offer paid paternity leave or maternity cash allowance
- Implement annual feedback surveys on benefits alignment
- Provide access to professional development or learning tools
Real-World Example: How Founders Retain Teams Through Benefits
One founder running a five-person remote team in the U.S. added two simple benefits for their Filipino remote staff: paid time off and an internet subsidy after a three-month probation. These changes helped increase trust and reduce stress during busy periods.
The impact was clear during the Q4 rush. Morale stayed high, and turnover dropped significantly—even with tighter deadlines and weekend shifts. The company began running annual surveys to track what remote employees valued most, leading to minor updates each year that kept their benefits package relevant and effective.
Benefits Are Part of Your Employer Brand
Offering thoughtful employee benefits is a smart way to build trust with Filipino remote workers and gain a competitive edge in hiring. You don’t need to match large corporations—offer the right support for your team’s real needs. Filipino professionals value job security, clear communication, and benefits that reflect respect for their lives outside of work. These additional benefits can influence a worker’s decision to pursue long-term opportunities with your company.
Frequently Asked Questions
What are the top benefits Filipino remote workers expect?
Top priorities are 13th-month pay, internet allowance, paid time off, and healthcare support.
Is 13th-month pay required for remote contractors?
It’s not mandatory, but many foreign employers offer it as a goodwill bonus.
What is the Home Development Mutual Fund?
It’s a government program that helps Filipino workers access housing loans and financial assistance.
Do I need to provide SSS contributions for remote employees?
If they’re classified as independent, they typically manage their own SSS contributions, but it’s best to consult local labor laws.
How can I support work-life balance for Filipino talent?
Offer flexible schedules, honor local holidays, and respect family commitments to support their personal life and well-being.
References
- Department of Information and Communications Technology (DICT). (2017). National Broadband Plan. https://cms-cdn.e.gov.ph/DICT/pdf/2017.08.09-National-Broadband-Plan.pdf
- Government PH. (n.d.). DOLE Guidelines for 13th Month Pay in Private Sectors. https://governmentph.com/dole-guidelines-for-13th-month-pay/
- Labor Law PH Library. (1976). P.D. 851: 13th Month Pay. https://library.laborlaw.ph/p-d-851-13th-month-pay/
- Philippine Statistics Authority (PSA). (2023). Highlights of the 2022 Occupational Wages Survey (OWS). https://psa.gov.ph/statistics/occupational-wages-survey
- PhilHealth. (n.d.). Benefits. https://www.philhealth.gov.ph/benefits/
- Presidential Communications Office – PCO. (2023). Regular holidays, special non-working days for 2024 bared. https://pco.gov.ph/news_releases/regular-holidays-special-non-working-days-for-2024-bared/
- Social Security System (SSS). (2024). Self-Employed. https://www.sss.gov.ph/self-employed/
