Our Policies
- We recommend having employees work AU public holidays and providing them AU annual leave and sick leave (This is different to PHP standard which is more public holidays but less annual and sick leave, but works out to roughly the same entitlement) this helps align them with when your office will be open and closed
- We recommend giving employees the option to work AU hours or PHP hours, some willingly choose to do AU hours to avoid traffic in getting to and from work. About a quarter of our office voluntarily chooses to work AU hours. You can dictate the hours but usually, if you require they all do AU hours it necessitates slightly more pay.
- We provide the option for employees to have employer paid health insurance which is deducted (like a salary sacrifice) from their pay (sometimes employees expect it to be paid in addition to their salary) the reason we do it as a salary deduction and not on top is that there are many levels of cover and we want to give employees the option to choose the plan relevant to them or adding other family members to their plans if they would like.
- Their salaries are denominated not inclusive of entitlements (similar to how AU salaries are denominated as not inclusive of super) these entitlements vary depending on the salary level and are quite complex, so we can’t give an exact additional amount to factor in, but as a very general ballpark, you are looking at 20% on top of their gross salary to cover the cost of their entitlements.
- We are happy to have your employees work in our office or work remotely, if they are in our office then we would need to add in the cost on a per-desk basis which is 11,000 P / AUD 294 per desk per month, if they are working 100% remotely from home then this cost would not be included
Philippines Entitlements
- SSS (Social Security System)
- PHIC (Philippines Health Insurance Corporation)
- PAGIBIG / HDMF (House Deposit Scheme)
- 13th Month (In December each year they need to be paid 1/12th of their calendar year earnings as a government mandated Christmas bonus)
- It would be up to your business to set up all the software they would work on (Microsoft Office licences, etc). We just facilitate their salary payments, we don’t manage their IT access or work performance and training. We can assist where needed but it is not something we would monitor or be responsible for looking after.
- We do an annual trip over to see the team usually in April each year.
