The Best Answers to Your Most Common Questions

How do I recruit from the Philippines?

The common solutions to issues you may encounter on your first time at hiring Filipino workers.

Accreditation  from POLO and POEA is required . These are Philippine government agencies that act on behalf of the government for overseas recruitment.

Yes, before a foreign employer may be allowed to recruit OFWs, there is always a need for the government’s approval. This approval includes several steps such as finding a qualified recruitment agency in the Philippines to act as its agent, submit documents to the nearest POLO of the employer’s country that will prove the need to hire OFWs such as job orders/manpower requirements, the selected agency of the employer in turn will then submit these documents to the POEA for accreditation.

Under Section 108 of the 2016 POEA Rules and Regulations on land based OFW’s, an employer may obtain multiple accreditation if it can be shown by the employer that he has a new job order of at least one hundred (100) workers for the same project in the same job site as verified by the POLO, or the employer must have hired and employed at least one hundred (100) workers for the same project in the same job site within a period of one (1) year immediately preceding the request for dual/multiple accreditation.

Under Section 53 of the 2016 POEA Rules and Regulations on land based OFWs, the following are the costs and fees chargeable against the employer:

  • Visa, including the stamping fee;
  • Work permit and residence permit;
  • Round trip airfare;
  • Transportation from the airport to the jobsite;
  • POEA processing fee;
  • OWWA membership fee; and
  • Additional trade test/assessment, if required by the principal/employer.

No, POEA rules and regulations does not apply to the recruitment of Non-Filipino candidates.

If you have already found the workers you are looking for, then we can process them at the POEA for you. You, as an employer, will still need to go through accreditation. Once this is completed, we will contact the workers you intend to hire and start collecting their documents for processing at the POEA. Please note that adjusted placement fees (charged to the applicant) will still apply and the employer will still be liable for insurance, visa fees, and airfare

I have recruited from Philippines before, how do I recruit again?

Things you might need to know if you’ve recruited multiple times from the Philippines.

The procedure for registering a second or multiple agencies by an employer is governed by Section 108 of the 2016 POEA Rules and Regulations of land based OFWs

Yes, government approval is required. Furthermore, the applicant must submit all requirements before a second or multiple agency will be allowed.

The approval shall take approximately five (5) working days  should the applicant strictly comply with all documentary requirements. However, the duration may take longer depending on whether all documentary requirements are sufficient or not.

After I recruit, how do I do onboarding?

Processing details in the Philippines that may help answer your recruitment concerns.

RENSOL provides both a weekly report and responses to specific questions that you may have. We have multiple channels of communications and our account managers will be responsive to your needs.

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Yes, the agency shall see through it that all candidates for employment shall be trained and informed of the host country’s culture and working conditions by undergoing Pre-Departure Orientation Seminar (PDOS)

I have a problem,
what do I do?

Appropriate actions that you may take in dealing with different problems with Filipino workers.

Should a worker decide to absent himself from work without any reason or notice given to his supervisor or the management, he should be given a warning letter directing him to explain his unauthorized absence. If a worker’s absences becomes habitual it shall be tantamount to gross and habitual neglect of duty as a just cause of dismissal of an employee under the Labor Code of the Philippines provided that the employer in dismissing the worker comply with the “twin-notice rule” in dismissing a worker.

Note: Mere Tardiness or absenteeism, if not habitual cannot be cited as a ground to terminate employment.

If an employer is having a serious problem with a worker, the employer may terminate him based on just cause namely:

  • Serious misconduct or willful disobedience by the worker of the lawful orders of his employer or representative in connection with his work;
  • Gross and habitual neglect by the worker of his duties;
  • Fraud or willful breach by the worker of the trust reposed in him by his employer or duly authorized representative;
  • Commission of a crime or offense by the worker against the person of his employer or any immediate member of his family or his duly authorized representative; and
  • Other causes analogous to the foregoing.

However, before a worker may be validly dismissed on the abovementioned grounds, the employer must comply with the “twin-notice rule” in the dismissal of a worker from employment.

Under the “twin-notice rule”, before a worker be validly dismissed from employment, the employer shall serve him two notices. The first notice will be given to the worker specifying the causes or grounds of termination against him and directing the worker to submit his written explanation within the reasonable of five (5) calendar days from receipt of the notice. After receipt of the first notice, the employer should schedule and conduct a hearing or conference wherein the worker will be given the opportunity to explain his defense, present his evidence and rebut any evidence against him. If after the hearing, the termination of the worker is justified, there shall be a second notice to the worker indicating that all circumstances involving the charge/s against him is considered and the employer has concluded that his termination is justified.

Note: Not all offenses or violations of the company rules and regulations should result in the dismissal of an employee. All disciplinary actions imposed against the employee should depend on the gravity and facts of each case.

All other complaints, whether civil or criminal in nature by the employer against the employee not falling under the Labor Code of the Philippines may be filed in the regular courts having jurisdiction of the case.

Note: Disciplinary Action against and OFW



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