The rules on employing foreign workers were updated in summer 2026, so it is worth having a clear picture of the current framework. The good news for employers: the residence permit for the purpose of employment remains available, and Filipino workers can continue to be employed on a stable, official basis. Written from the employer’s perspective, this article summarises the key points for information only – for precise, binding details, the authority is always the definitive source.

Legal disclaimer: This article is for information only and does not constitute legal advice. For the specific legal requirements of employment, always consult the competent authority or an expert.

What changed in summer 2026?

From 6 June 2026, new guest worker residence permits can no longer be applied for – the relevant regulations have been amended. The focus of employment has therefore shifted to the residence permit for the purpose of employment, which remains fully available. Previously issued, valid permits stay in force, and under the applicable transitional rules their extension or reissue can also be requested. For employers, then, this is not a halt but a matter of choosing the right type of permit.

Which permit is relevant today?

  • Residence permit for the purpose of employment: this is the current, official route for employing third-country nationals – it covers both the right of residence and the right to work in one.
  • Eligible countries: the countries eligible for the permit include the Republic of the Philippines (alongside Georgia and Armenia) – in other words, Filipino workers can still be employed as before.
  • Administration: the procedure is conducted by the National Directorate-General for Aliens Policing (OIF); according to its guidance, the standard processing time is 21 days, and the deadline for a decision is no more than 70 days from the application.

Who handles what? – the employer and the specialist partner

The process runs smoothly when tasks are well divided. A well-prepared, properly registered placement partner carries the bulk of the administration: registration, preparing permit applications, notification and reporting obligations, and the paperwork related to the employment relationship. The host employer is typically responsible for occupational health and safety, working conditions and directing day-to-day work, as well as ensuring that employment takes place under a valid permit. With a good partner, the employer’s own administrative burden stays small and transparent.

Where to turn for accurate information?

Regulations change from time to time, so for specific, binding details – the current list of countries, fees, deadlines, forms – the authority is always the authoritative source. Up-to-date guidance is published by the OIF. The particular value of a professional placement partner is precisely that it follows the changes continuously, so the employer does not have to deal with legal fine print – only with finding the right workers.

What does this mean for employers?

The bottom line is reassuring: the framework is orderly and predictable, the residence permit for the purpose of employment is in place, and Filipino workers can still be lawfully employed. Employers who plan ahead with a reliable partner can confidently rely on foreign workers, even as the regulations are updated.

Sources

M. G. · 10 June 2026