Corporate Immigration 2026 Comparisons

Immigration policy is governed by the Philippine Immigration Act of 1940. This is an old statute which was enacted long before the advent of global trade and mobility. Subsequent laws addressed the need to keep up with present business and economic realities in so far as immigration policy is concerned, and special visas were created for specific sectors such as economic zone locators, regional headquarters, retirees and other investors. This was welcomed by foreign investors and the Philippine business community as it created significant economic activity in the Philippines. 

The Bureau of Immigration Modernization Act, currently under deliberation in the Philippine legislature, seeks to update the Philippine Immigration Act of 1940 by introducing new visa classifications and other significant reforms. In parallel, the Philippines’ Digital Nomad Visa (DNV), established under Executive Order No 86 (2025), aims to create a formal immigration pathway for foreign nationals to reside in the country while working remotely for overseas employers or clients, subject to requirements such as proof of foreign-sourced income, a clean criminal record, valid health insurance, and possible eligibility based on reciprocity with the applicant’s country of nationality.

There are four types of sponsor-based employment visas for foreign nationals intending to work in the Philippines, as follows.

• A pre-arranged employment visa (9G). This is the generic work visa for foreign nationals who will be engaged by Philippine entities in authorised employment for the duration granted by the Bureau of Immigration.
• The Treaty Trader (9D). This applies for foreign nationals from the United States, Japan or Germany who wish solely to conduct trade or commerce between the Philippines and their home country, as well as to direct the operations of a Philippine-based company.
• The Special Non-Immigrant Visa under Executive Order 226, as amended by Republic Act No 8756. This is for foreign executives who will work for their employers’ regional headquarters in the Philippines.
• The PEZA Visa. This refers to a special non-immigrant, multiple-entry work visa issued by the Philippine Economic Zone Authority (PEZA), typically granted pursuant to Section 47(a)(2) of the Immigration Act. 

Sponsor-based work visas do not lead to permanent residence in the Philippines. To obtain permanent residency in the Philippines, applicants must complete the conditions according to their selected path. For example, the 13(a) Non-Quota Immigrant Visa is accessible to foreign nationals married to Filipino citizens, whereas the Quota Immigrant Visa is reserved for people with extraordinary qualifications or significant economic contributions, with a yearly limit of 50 visas per nationality.

Residency visas such as the Special Investor’s Resident Visa (SIRV) and Special Resident Retiree’s Visa (SRRV) also vest permanent residency to qualified applicants who possess and will continue to possess the basic requirements for such visas. Another viable alternative is the Special Visa for Employment Generation (SVEG), which is issued to foreign nationals who employ at least ten full-time Filipino employees. This visa provides limitless stay and repeated entry privileges, similar to permanent residency, and is frequently seen as a direct route for business owners or investors.

There are two primary options available for unsponsored work and investment visas, as follows.

• The Special Investor’s Resident Visa (SIRV) is granted to a foreign national who satisfies the prescribed eligibility requirements. Issued by the Board of Investments, this visa permits the holder to reside in the Philippines indefinitely and to enter and exit the country multiple times, provided that the qualifying investment is maintained within the Philippines.
• The Special Resident Retiree’s Visa (SRRV) is issued by the Philippine Retirement Authority to qualified foreign nationals who intend to designate the Philippines as their place of retirement. This visa entitles the holder to reside in the country indefinitely, together with other associated privileges.

Temporary visitors going to the Philippines may engage in a variety of activities, such as:

• pleasure and tourism;
• business or commercial, industrial or professional activities, but these must be temporary in nature (this category would include those who are attending conferences and business meetings); and
• medical tourism.

Nationals of visa-free countries may enter the Philippines without a visa for an initial stay of up to 30 days, or up to 59 days for certain nationalities, provided they possess a passport valid for at least six months beyond their intended period of stay, a valid eTravel QR code, and a confirmed return or onward ticket. Foreign nationals who are not visa-free must obtain the appropriate entry visa in advance by submitting an application to the nearest Philippine consulate in their country of origin or residence.

All travellers (including Philippine citizens and residents) must register using the eTravel system, which is an online arrival form that replaces the former One Health Pass. This form is completed 72 hours before arrival in the Philippines and is required for both immigration and health clearance.

On 24 April 2025, President Ferdinand Marcos, Jr signed Executive Order No 86, authorising the issuance of Digital Nomad Visas (DNVs). The Department of Foreign Affairs (DFA) has been designated to process and issue these visas to non-immigrant foreign nationals who wish to temporarily stay in the Philippines while working remotely using digital technologies, provided their employers are based outside the country. Foreign nationals from countries that offer similar DNV programmes to Filipinos, but who do not have a Philippine Foreign Service Post (FSP), may apply for a DNV in the nearest country with a Philippine FSP, following the implementing guidelines to be set by the DFA.

Currently, the DFA is working in co-ordination with the Department of Justice, the Department of Tourism, the Bureau of Immigration and the Bureau of Internal Revenue to finalise the guidelines for the effective implementation of the order. These guidelines will outline the processes for issuing, renewing and revoking DNVs. The Executive Order will take effect immediately after its publication in the Official Gazette or in a widely circulated newspaper.

There are no prerequisite language requirements to obtain a visa, unless relevant to the employment for which the work visa is being applied.

Some foreign nationals must undergo medical examinations with the Bureau of Quarantine before obtaining work visas, though this requirement was recently suspended to streamline the visa application process and ease the burden on applicants. No memorandum has been issued to amend the one released on 1 February 2024, which suspended the Bureau of Quarantine medical examination.

Foreign nationals applying for sponsor-based employment visas must first obtain an alien employment permit from the Department of Labor and Employment. This process assesses the applicant’s suitability of the position applied for and includes a Labour Market Test (LMT). The objective is to establish the non-availability of a Philippine citizen capable and willing to assume the position in question.

With respect to salary, applicants for a Special Non-Immigrant Visa under EO 226 must receive a salary of at least USD12,000 per annum, to be paid by the employer’s regional headquarters. While there is no minimum salary threshold for other types of work visas, the compensation of the foreign national must be in keeping with their position and financial requirements while in the country. 

The work visa is employer-specific, and is limited only to the position applied for. 

Criminal background checks are mandatory for foreign citizens applying for long-term work visas in the Philippines, including work permits, permanent residency and some special visas. The Bureau of Immigration carries out a derogatory check prior to accepting the submitted application. For certain types of residency visas, candidates are normally needed to present a police clearance from their place of origin or residence, as well as a clearance from the Philippine National Bureau of Investigation once they arrive in the Philippines.

These documents serve to certify that the applicant has no criminal history or does not pose as a security risk. Visa or residency applications may be denied if the applicant has a criminal record, notably for crimes such as moral turpitude, drug-related offences, human trafficking, terrorism or other major violations of Philippine law. Even minor violations may cause alarm, particularly if they show a history of illegal behaviour.

The Bureau of Immigration reserves the right to refuse entrance or residency based on these findings, and applicants who lie about their criminal background or submit fraudulent documents may be blacklisted or deported. Therefore, it is critical to offer precise and full documents, including criminal record certifications, to ensure a successful application.

Applicants may be required to demonstrate financial capacity depending on the type of visa they are asking for. For employment-based visas, the sponsoring employer must demonstrate financial ability to pay the foreign national’s salary and other job benefits by presenting corporate financial documents, employment contracts, and proof of business legitimacy with the visa application. Residency visas for investors and retirees typically require the applicant to submit proof of inward remittance of the required amount of investment/deposit for such visas among other requirements.

Visa and work permit application procedures are primarily paper-based, while some steps may incorporate electronic submission or online appointment scheduling. Work visas require applicants to submit their Alien Employment Permit (AEP) applications in person or through an accredited representative to the Bureau of Immigration and the Department of Labor and Employment ahead of time. The filing process is normally managed by the employer, and supporting documents such as employment contracts, corporation registration documents, medical certificates and police clearances must be submitted in physical form, with original signatures and, if necessary, notarisation. 

Although the Bureau of Immigration and other government organisations have adopted online appointment booking systems and limited online services, most visa categories still do not have complete electronic filing and document uploading capabilities. For example, the Department of Labor and Employment supports online filing of AEP applications, but supporting documentation must be delivered in person for verification. Foreign-issued documents must also be validated or apostilled and physically provided as part of the application process. While digital technologies are gradually being connected, the Philippine immigration system continues to rely on in-person, paper-based submissions for visa and work permit processing.

When required, entry visa applications to the Philippines are normally made at a Philippine Consulate in the applicant’s place of nationality or legal residence. Work visas, immigrant visa and residency visas, on the other hand, are typically processed in-country. Applicants are expected to enter the Philippines on a tourist visa or through visa-free entry and then convert their status after they obtain approval from the Bureau of Immigration and other relevant agencies.

The current processing period for 9G, 9D and EO 226 visas is approximately two to three months. Philippine Economic Zone Authority (PEZA) visas are typically processed within one to two months. Meanwhile, the Special Investor’s Resident Visa (SIRV) and Special Resident Retiree’s Visa (SRRV) may be obtained within a timeframe of one to three months.

Once the application has been submitted, applicants are advised to remain in the country until the visa is approved to avoid delays and complications in processing. If applicants need to leave urgently and their visa is approved while abroad, they are required to undergo a revalidation process within 15 days from arrival. This does not apply to PEZA visa applications; a new application should be filed if the applicant is abroad at the time of visa approval.

There is no formal and guaranteed way to expedite processing times. However, the Bureau of Immigration may consider urgent travel a ground to expedite processing if the application is already at the implementation stage.

Foreign nationals with approved visas must obtain an Alien Certificate of Registration Identity Card (ACR I-Card). This must be presented along with their passport each time they leave and enter the country. Holders of work visas without multiple entry privileges must pay immigration exit fees before departing. The official receipt should be retained by the foreign national and presented upon return to the country.

All ACR I-Card holders must report in person during the first 60 days of each calendar year and pay the required fees, in accordance with the annual reporting requirement.

The typical cost of a sponsored employment visa is between USD1,500 and USD2,000 for the principal applicant. This covers government fees, charges and other expenses, and excludes legal fees. Visa costs recently increased due to the implementation of new rules on alien employment permit applications. There is no noticeable impact on the number of visa applications. 

Whether visa costs for an employment visa are paid by the individual or the employer is a matter of agreement between the individual and the employer.

Any violation of immigration laws and regulations may give rise to enforcement action against an erring individual and sponsor. Notable infractions include working without a valid permit and/or work visa, submitting spurious/fake documents to support an application, and overstaying.   

An employer must ensure that its foreign nationals have the appropriate permit and/or work visa before commencing work. Upon termination of employment, the employer must comply with visa downgrading procedures and other exit formalities for its foreign nationals. Any violation could lead to financial penalties. 

An employer has the right to check whether a foreign national that it seeks to employ is authorised to work in the Philippines. This typically involves requiring proof of the foreign national’s visa status.   

For a dependant visa, the Philippines recognises relationships between married spouses and children under the age of 21.

The holder of a dependent visa is not permitted to work in the Philippines. If they wish to do so, they must relinquish their current visa and file a separate work-visa application.