菲律宾劳工部更新外籍员工雇佣新规 | 合规指南
作者：东南亚合规中心编辑团队
TL;DR · 核心要点
菲律宾劳工部（DOLE）发布最新外籍人员在菲就业监管规则，强化工作许可、资质认证与雇主责任要求。关键合规要点包括：1）所有外籍雇员须持有效9(g)临时工作签证及DOLE签发的就业许可（AEP）；2）雇主须提交岗位本地化证明，说明无法聘用合格菲律宾籍员工的理由；3）AEP申请需经DOLE与BI（移民局）联合审批，处理周期延长至30个工作日；4）违规雇佣将面临最高₱100,000罚款及雇主黑名单机制。企业须立即审查现有外籍员工证件状态，更新内部聘用流程，并预留至少6周完成新AEP申请，避免用工中断与行政处罚风险。
✅ 合规行动清单 · Compliance Checklist
- ›立即核查所有在菲外籍员工的AEP及9(g)签证有效期，确保无过期或即将到期情形（2024年7月1日起强制执行）
- ›向DOLE提交新外籍员工AEP申请前，准备并公证岗位本地化说明文件（含招聘广告记录、面试评估报告等）
- ›指定HR负责人于2024年7月31日前完成DOLE在线AEP系统注册并参加官方培训（链接：dole.gov.ph/aep-training）
- ›Verify AEP and 9(g) visa validity for all current foreign employees—no grace period; enforcement effective 1 July 2024
- ›Prepare and notarize a Local Hiring Justification Report (including job posting evidence and candidate assessment records) before submitting any new AEP application
- ›Register your HR officer on the DOLE AEP e-Portal and complete mandatory online training by 31 July 2024 (dole.gov.ph/aep-training)
English Summary
The Department of Labor and Employment (DOLE) of the Philippines has issued updated regulations governing the employment of foreign nationals, effective immediately. Key requirements include mandatory prior approval via the Alien Employment Permit (AEP), strict justification for non-Filipino hiring (including labor market test documentation), joint review by DOLE and the Bureau of Immigration (BI), and a standard 30-working-day processing timeline. Employers must secure AEPs before work commences; retroactive applications are not accepted. Non-compliance triggers fines up to ₱100,000 per violation, employer blacklisting, and deportation risk for employees. These rules apply to all private and public sector employers engaging foreign nationals—including remote workers physically present in the Philippines—and impact multinational companies, startups with expat founders, and outsourcing firms. There is no grace period; enforcement began upon publication in the Official Gazette.
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