Citizeo
Pathway

Philippines Pre-Arranged Employment Visa

Philippines Residency
Pathway overview

At a glance

The Philippines' 9(g) visa is for a foreign national taking pre-arranged employment with a specific Philippine employer that will act as the immigration petitioner and complete the required employment-permit process.

Type
Work residence
Job fit
Employees with a specific Philippine employer-petitioner
Core requirements
Pre-arranged job, employer petition, and required employment authorization
Renewal / path
Usually issued or extended for 1–3 years; no automatic permanent residence
Salary requirement
No single published 9(g) minimum; contract and labor rules apply
Job offer required?
Yes

Summary

The Philippine Pre-arranged Employment Visa under section 9(g) is the usual immigration status for a foreign national hired by a Philippine employer for paid work. It is a non-immigrant, employer-tied visa. A person cannot obtain it simply because they would like to look for work in the Philippines, and it is not a general permit for freelancing or running an unrelated business.

Two government processes commonly work together:

An AEP is not an immigration visa, and a 9(g) visa does not remove every employment-law requirement. The employer should plan both processes together using the current BI checklist and DOLE rules. DOLE substantially revised the AEP framework in 2025 and centralized AEP functions through a further order in June 2026, so an old agent checklist should not be treated as current.

Pathway fit check

Eligibility

The core requirement is real, pre-arranged employment with a Philippine-based petitioner. In practical terms, the case normally needs all of the following:

The employer's role

BI describes the 9(g) as pre-arranged employment and states in its FAQ that the applicant must have been hired by a Philippine-based company that will serve as petitioner. A promise that an employer will “help with a visa” is not yet the same as a prepared petition. Before relying on this route, ask whether the employer will handle both BI and DOLE requirements, pay or allocate the official costs, and support extensions if the contract continues.

The employer may have to provide a joint request letter, the Consolidated General Application Form, proof of corporate registration and authority, tax and business records, a notarized count of Filipino and foreign employees, and the current employment authorization. The exact list depends on the employer and transaction, so use the live BI checklist rather than copying an old package.

The employment-permit review

Under DOLE's current AEP rules, the job-vacancy process is substantive. Official DOLE guidance explains that vacancies must be advertised through required channels and that an economic-needs test considers whether a competent, able, and willing Filipino worker is available. The rules also address skills-transfer arrangements. An employer should begin this work early rather than treating the AEP as a formality after the employee arrives.

Some people are excluded from or exempt from the AEP requirement, but current rules require the appropriate DOLE certificate before working. “Exempt” therefore should not be read as “no paperwork.” Examples and evidence requirements should be checked against the latest DOLE order for the particular role and visa.

Visa period and dependents

BI's current FAQ says a commercial 9(g) may initially be valid for one, two, or three years and may be extended for one, two, or three years, depending on the employment contract. Approval is not guaranteed for the full contract period.

A spouse and unmarried children below age 21 may apply for dependent status linked to the principal 9(g). Their status generally follows the principal's validity. Dependent status does not itself authorize a family member to take a Philippine job; that person needs the employment and immigration authorization appropriate to their own work.

What This Route Allows

An approved commercial 9(g), together with the required employment authorization, allows the principal holder to live in the Philippines and work for the approved employer in the approved position during the visa period. The holder receives the immigration implementation and Alien Certificate of Registration Identity Card required for the status.

The route can be extended when the employment continues and the employer and worker remain compliant. It can also support linked residence for a qualifying spouse and unmarried children under 21. BI has separate procedures for commercial employment, non-commercial activities such as certain missionary work, extensions, and dependent inclusion; the correct transaction matters.

The status is tied to its approved facts. A material employer, position, or contract change may require a new AEP, amendment, new petition, or downgrading of the old visa. The employer should ask DOLE and BI what must happen before the change takes effect.

What This Route Is Not

The 9(g) is not:

Long residence on a 9(g) may be relevant evidence in a completely separate naturalization analysis, but Philippine law does not turn the visa into permanent residence automatically. Naturalization has demanding residence, language, livelihood, schooling, character, court or administrative, and renunciation requirements.

The BI fee tables shown on some official pages carry a notice that the published figures date from 2014 and may change. Applicants should rely on the current Order of Payment Slip, not budget from an old table. Processing estimates are also not guarantees.

Next Steps

  1. Get written employer confirmation. Confirm the Philippine legal entity, exact job title, workplace, compensation, contract period, and who will act as the BI petitioner.
  2. Ask for the current AEP plan. The employer should check DOLE's 2025 rules, the 2025 supplemental rules, and the June 2026 centralization order, including publication and skills-transfer requirements.
  3. Confirm the correct BI transaction. Commercial employment, non-commercial employment, extension, and dependent inclusion use different checklists.
  4. Check filing status and timing. The current BI Citizen's Charter for conversion instructs the applicant to be inside the Philippines at filing. Do not assume that visitor admission itself permits work.
  5. Build matching evidence. Names, employer details, job title, dates, and compensation should agree across the employment contract, AEP materials, BI forms, corporate certifications, and passport records.
  6. Plan for dependents separately. Gather marriage and birth records and confirm whether a dependent intends to work or study.
  7. Do not start work early. Obtain the required employment clearance and immigration permission before performing the Philippine job.
  8. Calendar compliance dates. Track the employment contract, AEP, 9(g), ACR I-Card, annual reporting obligations, and any change or termination that requires visa downgrading.
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