The Philippines has become the preferred outsourcing destination for Australian small and medium businesses, with over 1.5 million Filipinos working in business process outsourcing roles. The reasons are compelling: only 2-3 hours time difference, high English proficiency, cultural alignment with Western business practices, and costs 60-70% lower than Australian employment.
However, successful Philippines outsourcing requires understanding what works, what doesn't, and how to structure the relationship properly. This guide covers everything Australian business owners need to know about outsourcing to the Philippines in 2026, from role-specific costs to setup processes and common pitfalls to avoid.
The Philippines offers several distinct advantages over other outsourcing destinations like India, Vietnam, or Indonesia, making it particularly well-suited for Australian SMEs.
Philippines time is only 2-3 hours behind Australian Eastern Standard Time (AEST), depending on daylight savings. When it's 9am in Sydney, it's 6-7am in Manila. This creates genuine overlap for real-time collaboration, morning meetings, and same-day communication.
By contrast, India is 4.5-5.5 hours behind, meaning your outsourced team starts work as your Australian day is ending. Vietnam is 3-4 hours behind. The Philippines time difference allows for 4-6 hours of overlapping work time, which dramatically improves communication and reduces the "email tennis" that plagues other offshore relationships.
The Philippines has the third-largest English-speaking population globally, with English as an official language and the primary medium of instruction in schools. Filipino professionals consistently rank among the highest in Asia for English proficiency, particularly in written communication.
This matters significantly for roles involving documentation, client communication, or detailed financial reporting where nuanced language understanding is critical. While Indian professionals also have strong English skills, Philippines English tends to use more familiar expressions and idioms for Australian business contexts.
Philippine culture shares several characteristics with Australian work culture: direct communication, collaborative approach, and familiarity with Western business practices. Filipino professionals working in outsourcing roles understand Australian financial years (July-June), are familiar with concepts like BAS and superannuation, and adapt quickly to Australian reporting styles.
The Philippines has a well-established BPO industry with over 20 years of history serving Australian clients. This means existing training infrastructure, understanding of Australian business norms, and established career paths in finance, HR, and administrative roles.
Philippines-based professionals typically cost 60-70% less than their Australian equivalents when accounting for all employment costs, while delivering comparable output for structured, process-based work. A bookkeeper in Sydney costs $95,000-$110,000 fully loaded (including super, leave, equipment, office space). The same capability in Manila costs $24,000-$30,000 annually, all-inclusive.
Importantly, this cost difference is driven by purchasing power parity and local living costs, not skill differences. Filipino CPAs (Certified Public Accountants) undergo rigorous training comparable to Australian CAs or CPAs, and many hold international qualifications from ACCA or CPA Australia.
The Philippines has reliable internet infrastructure (particularly in Metro Manila and major cities), stable government with strong BPO industry support, and clear employment law frameworks. Power outages and connectivity issues, once common concerns, have improved significantly with most BPO facilities having backup generators and redundant internet connections.
Not every business function outsources successfully to the Philippines. The roles that work best share certain characteristics: process-driven, structured workflows, measurable outputs, and minimal need for physical presence or deep Australian regulatory expertise.
Bookkeeping: Accounts payable, accounts receivable, bank reconciliations, data entry, and transaction processing outsource extremely well. These are high-volume, structured tasks with clear procedures.
Philippines Rate: $1,500-$2,500 per month for experienced bookkeepers (3-5 years experience)
What Works: Daily transaction processing, monthly reconciliations, invoice management, expense categorisation, creditor payment processing
What Requires Oversight: BAS lodgement (requires Australian BAS agent), client advisory, complex ATO queries
Payroll Processing: Data entry, timesheet processing, and payment calculations work well offshore. However, Australian payroll has nuances around awards, allowances, and Fair Work compliance that require careful setup.
Philippines Rate: $1,800-$2,800 per month for payroll specialists
What Works: Timesheet processing, pay run calculations, leave tracking, employee onboarding paperwork
What Requires Oversight: Award interpretation, superannuation lodgement, Single Touch Payroll lodgement, WorkCover reporting
Financial Analysis and Reporting: Management reporting, variance analysis, budget tracking, and financial modelling are strong capabilities for Philippines-based analysts with accounting qualifications.
Philippines Rate: $2,500-$4,000 per month for finance analysts (CPA-qualified with 5+ years experience)
What Works: Monthly management reports, budget vs actual analysis, cash flow forecasting, KPI dashboards, board pack preparation
What Requires Oversight: Strategic interpretation, investor/board presentations, complex financial structuring
Accounts Receivable Management: Invoice generation, payment tracking, follow-up communications, and collections management translate well to offshore teams.
Philippines Rate: $1,800-$2,500 per month for AR specialists
What Works: Invoice creation and distribution, payment application, overdue follow-ups, customer payment plans, reporting
What Requires Oversight: Difficult client negotiations, legal action decisions, credit policy setting
Executive Assistant / Administration: Calendar management, email management, travel booking, document preparation, and general administrative support are ideal offshore roles.
Philippines Rate: $1,200-$2,200 per month depending on experience level
What Works: Diary management, meeting coordination, travel arrangements, expense processing, document formatting, basic research tasks
What Requires Physical Presence: Reception duties, mail handling, in-person meeting support
Data Entry and Document Processing: High-volume data entry, form processing, document digitisation, and database management are straightforward offshore functions.
Philippines Rate: $1,000-$1,800 per month for data entry roles
What Works: Invoice processing, form completion, database updates, document scanning and filing, CRM data entry
What Requires Oversight: Quality control on complex documents, exception handling
Customer Service (Back Office): Email support, order processing, returns handling, and non-phone customer communication work well if your customer base doesn't require Australian voices or accents.
Philippines Rate: $1,500-$2,500 per month for customer service representatives
What Works: Email and chat support, order entry, returns processing, FAQ responses, basic troubleshooting
What Doesn't Work Well: Phone support if customers expect Australian accents, complex technical support requiring deep product knowledge
HR Administration: Employee record management, onboarding paperwork, leave tracking, and HR system maintenance translate well offshore.
Philippines Rate: $1,800-$2,800 per month for HR administrators
What Works: Employee file management, onboarding documentation, leave record keeping, benefits administration, HR reporting
What Requires Oversight: Fair Work compliance, workplace investigations, termination processes, industrial relations matters
Recruitment Coordination: Job posting, resume screening, interview scheduling, and candidate communication are efficient offshore tasks when supported by clear criteria.
Philippines Rate: $1,800-$2,800 per month for recruitment coordinators
What Works: Job advertisement posting, initial resume screening against criteria, interview scheduling, reference check coordination, candidate communication
What Requires Local Presence: Final interviews, cultural fit assessment, salary negotiations
Understanding limitations is as important as understanding strengths. These roles or functions typically struggle when fully offshored to the Philippines:
Australian Compliance and Regulatory Roles: BAS agent services, tax agent advice, legal services, and other roles requiring Australian professional registration cannot be fully offshore. However, these roles can supervise offshore support staff who handle data entry and processing.
Strategic Advisory Requiring Australian Market Context: While Filipino professionals can analyse numbers excellently, strategic business advice often requires deep understanding of Australian market conditions, competitive landscape, and cultural nuances that offshore teams lack.
Client-Facing Roles Where "Australian Voice" Matters: If your clients expect to speak with Australian-based staff, or if accents and local references matter to your brand, offshore phone-based roles won't work. However, email and written communication typically work fine.
Roles Requiring Physical Presence: Obviously, warehouse operations, retail staff, drivers, and any role requiring physical site presence cannot be offshored.
Highly Unstructured Creative Work: While Filipino professionals handle structured creative work well (e.g., social media posting on a content calendar), highly unstructured ideation or strategy work often struggles remotely. This isn't Philippines-specific; all remote work requires more structure than in-person collaboration.
Understanding the actual cost structure helps with budgeting and provider comparison. The figures below represent all-inclusive monthly costs that reputable providers charge Australian businesses, which includes the employee's salary, employer taxes, equipment, internet, office space, and provider margin.
Data Entry / Administrative Assistant: $1,000-$1,500 per month
Junior Bookkeeper: $1,200-$1,800 per month
Experienced Bookkeeper: $1,800-$2,500 per month
Payroll Specialist: $1,800-$2,800 per month
Executive Assistant: $1,500-$2,500 per month
Customer Service Representative: $1,500-$2,500 per month
Senior Bookkeeper / Accounting Officer: $2,500-$3,500 per month
Finance Analyst (CPA-Qualified): $3,000-$4,500 per month
Accounts Receivable Manager: $2,500-$3,500 per month
HR Manager: $3,000-$4,000 per month
Finance Manager: $4,000-$5,500 per month
Senior Business Analyst: $3,500-$5,000 per month
Philippines salary expectations increase approximately 5-8% annually, driven by strong BPO industry demand and competition for skilled professionals. This is still lower than Australian wage inflation but worth factoring into long-term planning.
Metro Manila (Makati, BGC, Ortigas) commands 10-20% premium over regional cities like Cebu or Davao due to higher living costs. Many providers now operate in regional centres to access talent at lower costs while maintaining quality.
Successfully establishing offshore capability requires systematic planning and execution. Here's the proven process Australian businesses should follow.
Step 1: Identify the Right RoleStart with one role that meets these criteria: high-volume work, structured processes, measurable outputs, and clear success metrics. Don't try to offshore your entire finance team in one go.
Step 2: Document Current ProcessesSpend 10-20 hours documenting exactly how the work gets done today. Create step-by-step procedures, screenshot workflows, note decision points and exceptions. Most outsourcing failures stem from inadequate process documentation, not capability issues.
Include: System access requirements, approval workflows, quality standards, timing expectations, escalation procedures, and examples of good vs poor output.
Step 3: Set Clear Success MetricsDefine how you'll measure success: transactions processed per day, accuracy rates, time to complete tasks, response times. Vague expectations lead to misaligned performance.
Step 4: Determine Management CapacityAssess realistically how much time you or your team can dedicate to managing the offshore person. Plan for 4-6 hours weekly initially, dropping to 1-2 hours once established. If you can't commit this time, offshore outsourcing won't work yet.
Step 5: Research and Shortlist ProvidersLook for providers with: established track record serving Australian SMEs (3+ years), physical offices in Philippines with proper infrastructure, clear communication on their process, transparent pricing, and client references you can check.
Avoid: Providers who can't explain their recruitment process, refuse reference checks, have no physical presence in Philippines, offer prices significantly below market (indicates poor quality staff or unsustainable business model).
Step 6: Conduct Provider InterviewsAsk specific questions: What's your recruitment process? How do you handle staff turnover? What equipment and software is included? What are your response time commitments? How do you measure quality? What happens if the person doesn't work out?
Step 7: Check ReferencesSpeak with 2-3 current clients of similar business size in similar industries. Ask about: actual costs vs quoted costs, response times, quality consistency, how they handle problems, and whether they'd use the provider again.
Step 8: Review Contracts CarefullyUnderstand exactly what's included in the monthly fee, what costs are additional, notice periods for both parties, replacement guarantees, data security provisions, and IP ownership. Most reputable providers use month-to-month contracts with 30 days notice.
Step 9: Define Role Requirements ClearlyProvide the provider with: detailed job description, required qualifications and certifications, years of experience needed, specific software skills required, work samples or tests you want candidates to complete, and your availability for interviews.
Step 10: Review Shortlisted CandidatesMost providers will screen candidates and present 3-5 qualified options. Review their resumes focusing on: relevant experience (especially with Australian clients), educational qualifications, software skills, and English communication level evidenced in their application.
Step 11: Conduct Video InterviewsSchedule 30-45 minute video calls with 2-3 top candidates. Assess: English communication skills (listen for clarity, not accent), understanding of the role requirements, problem-solving approach through scenario questions, and alignment with your work style and expectations.
Test technical capability: Ask them to walk through how they'd handle a specific scenario relevant to the role (e.g., "How would you reconcile a bank account with 5 unidentified transactions?").
Step 12: Make SelectionChoose based on overall fit, not just lowest cost. The candidate who communicates best and demonstrates understanding of your needs will be more valuable than someone slightly cheaper but harder to work with.
Step 13: Provide System Access and Setup: Work with the provider to give the new person access to your systems (Xero, MYOB, email, Google Drive, etc.). Most providers can set up secure remote access. Allow 3-5 days for technical setup and testing.
Step 14: Comprehensive Initial Training: Plan to spend 10-15 hours in the first two weeks training the person on your processes, systems, and expectations. Use screen-sharing to walk through actual examples. Record these training sessions for future reference.
Cover: How to access all required systems, your quality standards with good and bad examples, how to ask questions and when, escalation procedures for exceptions, your preferred communication style and frequency, and your working hours and availability.
Step 15: Start With Simple Tasks: Don't give them complex work immediately. Start with 2-3 hours of simple, repetitive tasks you can easily review. Gradually increase complexity as accuracy improves and they demonstrate understanding.
Step 16: Review 100% of Output Initially: For the first month, check every piece of work they complete. Provide detailed feedback on errors and quality issues. Most quality problems in this phase are training gaps, not capability issues. Adjust your training based on patterns you see.
Step 17: Establish Communication Rhythms: Set up regular check-ins: daily 15-minute check-ins, weekly 30-minute video call to discuss progress and questions, and monthly review of performance against metrics. Consistency in communication prevents most problems.
Step 18: Move to Sample-Based Quality Control: After 1-2 months of good accuracy (95%+ correct), shift from reviewing 100% of output to checking 20-30% of transactions randomly. This frees up your time while maintaining quality oversight.
Step 19: Document Everything: As you answer questions and handle exceptions, update your process documentation. Build a knowledge base in Notion, Google Docs, or similar. This reduces future questions and makes it easier to train replacement staff if needed.
Step 20: Gradually Expand Scope: Once the initial tasks are running smoothly (typically 2-3 months), consider expanding their responsibilities or adding a second person. Don't rush this; ensure solid performance on current scope before adding complexity.
Successful offshore relationships require intentional management practices, particularly around communication, performance measurement, and relationship building.
Overlap Your Schedules: Where possible, have your offshore team work later Philippines time (2pm-11pm Manila) so they overlap with your morning. This creates 3-4 hours of real-time communication window.
Over-Communicate Initially: In the first 2-3 months, err on the side of too much communication rather than too little. Daily check-ins, detailed written instructions, and frequent feedback prevent small misunderstandings from becoming big problems.
Use Asynchronous Tools: Accept that you won't always be online at the same time. Use email, or Loom video recordings to provide instructions and feedback that they can access when they start their day.
Document Decisions: Write down key decisions, changes to processes, or new expectations in a shared document. Verbal conversations via video call can be forgotten or misremembered.
Build Relationship Beyond Work: Spend some time in check-ins asking about their weekend, acknowledging Philippines holidays, and treating them as a real team member, not just a service provider. This significantly improves retention and engagement.
Set and Track Metrics: Measure what matters: transactions processed per day, accuracy rates, response times, tasks completed on time. Review these weekly initially, then monthly as performance stabilises.
Provide Regular Feedback: Don't let issues accumulate. If you notice quality slipping or deadlines missed, address it immediately with specific examples and clear expectations for improvement.
Recognise Good Performance: When they handle something particularly well or go above and beyond, acknowledge it. A quick message thanking them for their help goes a long way in Philippines culture where recognition matters.
Address Performance Issues Directly: If performance isn't meeting standards after training and feedback, work with the provider to either improve performance or find a replacement. Don't tolerate poor performance hoping it will improve on its own.
Inadequate Training: Assuming the person will "figure it out" leads to poor quality and frustration on both sides. Invest the training time upfront.
Unclear Expectations: Vague instructions like "reconcile this account" without specifying your quality standards, format requirements, or deadlines leads to misaligned output.
Insufficient Documentation: Trying to explain complex processes verbally in a 30-minute call doesn't work. Write it down with screenshots and examples.
Over-Reliance Without Oversight: Moving to completely hands-off management too quickly results in quality issues going unnoticed until they're significant problems.
Treating Them Like Vendors, Not Team Members: Transactional, arm's-length relationships lead to higher turnover and lower engagement. Build a real working relationship.
Not Adapting Your Management Style: Managing remote offshore teams requires more structured communication than managing in-office staff. Don't expect the same spontaneous collaboration.
Understanding the legal framework prevents costly mistakes and ensures proper structure for your offshore relationship.
Your Philippines-based team member is NOT your employee under Australian law. They are employees of either the outsourcing provider (if using a managed service) or contractors (if hiring directly). This distinction matters for tax, superannuation, WorkCover, and Fair Work obligations.
As non-employees working offshore, they don't receive Australian superannuation, annual leave under Australian law, or Fair Work protections. They're subject to Philippines employment law, which includes different standards for leave (5 days annual leave after 1 year), benefits, and termination processes.
You don't withhold Australian income tax or pay PAYG withholding for offshore contractors or employees of offshore providers. However, you must ensure proper invoicing. The provider should invoice you for services rendered (typically monthly), which you claim as a business expense.
For GST purposes, services provided from overseas are generally GST-free as exports of services, but confirm this with your accountant based on your specific arrangement and business structure.
If your offshore team accesses Australian customer data, you remain responsible for privacy compliance under the Privacy Act. Ensure contracts with providers include data security obligations, confidentiality provisions, secure access protocols (VPN, 2FA), and clear processes for data handling and deletion.
Most reputable providers have ISO 27001 certification for information security management and can demonstrate compliance with Australian privacy obligations.
Ensure your contract clearly states that all work product, documents, and IP created by the offshore team belongs to your business, not the individual or provider. This is standard but should be explicit in writing.
If you engage individuals directly (rather than through a provider), be careful about contractor vs employee classification. The ATO looks at the reality of the relationship, not just the contract label. Indicators of employment include: control over how work is performed, regular hours and pay, provision of equipment, inability to delegate work, and exclusive work arrangement.
Using a reputable provider avoids this complexity as you're purchasing services from a business entity, not engaging individuals directly.
Australian businesses have two main options for Philippines outsourcing: engaging individuals directly or using a managed service provider. Each has advantages and appropriate use cases.
How It Works: You recruit directly through Philippines job boards (like JobStreet.ph), interview candidates, and engage them as independent contractors. You pay them directly and manage them yourself.
Advantages: Lower direct cost (typically 30-40% less than provider rates), direct relationship with the person, complete control over recruitment and management, and suitable if you have HR capacity and Philippines employment law understanding.
Disadvantages: You handle all recruitment (time-intensive), responsible for equipment and internet reliability, must navigate Philippines employment and tax law, no backup if the person leaves or has issues, and deal with payment logistics to Philippines bank accounts.
Best For: Larger businesses (20+ staff) with dedicated HR resources, companies planning to establish Philippines entity long-term, businesses with existing Philippines operations or connections, and situations where you need multiple offshore staff and can justify internal management infrastructure.
How It Works: Provider recruits, employs, manages, and replaces offshore staff on your behalf. You pay a monthly all-inclusive fee to the provider, who handles all employment obligations, equipment, and HR administration.
Advantages: Quick setup (2-4 weeks vs 2-3 months direct), all-inclusive pricing covers equipment, internet, office space, replacement guarantee if person doesn't work out, provider handles Philippines employment law compliance, and backup coverage during leave or illness.
Disadvantages: Higher monthly cost (typically 40-60% premium over direct engagement), less flexibility in employment terms or arrangements, dependent on provider's recruitment and management quality, and may have longer notice periods (30-60 days vs negotiable direct).
Best For: Small businesses (under 20 staff) without dedicated HR, first-time offshore engagement wanting lower risk, businesses wanting to test offshore model before committing long-term, and situations where quick setup is important.
Some businesses start with a managed provider for their first 1-2 offshore hires to learn the model and establish processes, then transition to direct engagement once they have the systems and understanding to manage effectively. This minimises initial risk while building toward lower long-term costs.
Not every Australian business is ready for Philippines outsourcing. It works best when specific conditions exist:
You Have Documented Processes: If you can't explain clearly how the work gets done, the offshore person won't be able to do it. Outsourcing forces process documentation, which is ultimately beneficial but requires upfront investment.
Workload Is Consistent: If you need 20-30+ hours of work weekly consistently, offshore makes sense. For sporadic work (5-10 hours monthly), you're better with casual local contractors or doing it yourself.
You Can Commit Management Time: Particularly in the first 2-3 months, you or someone on your team needs 4-6 hours weekly to train, communicate, and review work. If you can't make this commitment, outsourcing won't succeed.
Cash Flow Supports Monthly Commitment: Most providers require 30-60 days notice to terminate. Ensure you can sustain the monthly fee for at least 6 months while the person gets up to speed and proves value.
You're Comfortable with Remote Work: If you struggle to manage Australian work-from-home staff effectively, offshore teams will be even harder. Successful offshore requires comfort with asynchronous communication and structured management.
Growth Trajectory Justifies Investment: The first offshore hire has setup costs (your time, training, process documentation) that take 4-6 months to recoup through savings. If you might need to scale back within 6 months, outsourcing isn't worth it yet.
What's the time difference between Australia and Philippines?
Philippines is 2-3 hours behind Australian Eastern Standard Time, depending on daylight savings. When Sydney observes daylight savings (October-April), Philippines is 3 hours behind (9am Sydney = 6am Manila). Without daylight savings, it's 2 hours difference. This creates approximately 4-6 hours of overlapping work time if your offshore team works later Philippines hours (2pm-11pm Manila time).
Do I need to provide equipment for Philippines-based staff?
If using a managed service provider, equipment is typically included in your monthly fee (computer, monitor, headset, webcam, internet connection). If engaging directly, you'll need to either provide equipment or give them an allowance to purchase locally (budget PHP 50,000-80,000 or AUD 1,500-2,400 for decent setup). Most direct-hire arrangements involve the contractor providing their own equipment with internet allowance included in their monthly rate.
How do I pay Philippines contractors or providers?
For managed providers, you pay via normal business bank transfer to their Australian or Philippines bank account, with invoicing in AUD. For direct contractors, options include: international bank transfer (5-7 days, $20-$30 fee per transfer), PayPal (instant, 3-4% fee), Wise/TransferWise (1-2 days, 0.5-1% fee), or Payoneer (1-2 days, 1-2% fee). Most contractors prefer Wise or Payoneer for lower fees and faster transfers compared to traditional banks.
Can they work Australian business hours?
Technically yes, but this means they're working 9am-5pm Sydney which is 6am-2pm or 7am-3pm Manila. Most Filipinos can work these earlier hours (many BPO operations do), but expect to pay 10-20% premium for unsociable hours. The more common approach is having them work 2pm-11pm Manila (4pm-1am or 5pm-2am Sydney) which overlaps with your morning while being normal business hours in Philippines.
What if the person resigns or isn't working out?
With managed providers, they typically offer replacement guarantee at no additional cost. If the person resigns or performance is unsatisfactory, they'll source a replacement within 2-4 weeks. You continue paying the monthly fee during replacement period. With direct engagement, you handle recruitment of a replacement yourself. Philippines labour law requires 30 days notice from employees, giving you time to recruit, though many will negotiate shorter notice.
Do I need to visit the Philippines to set this up?
Not required, though some businesses find it helpful to visit their offshore team after 6-12 months to build relationship and understanding. The entire setup process (provider selection, recruitment, onboarding, training) can be conducted remotely via video calls. If you do visit, most providers can arrange office tours and face-to-face meetings with your team.
What certifications should Philippines finance staff have?
For bookkeeping and general accounting roles, look for graduates with Bachelor of Science in Accountancy (BSA) from reputable Philippines universities. For senior roles, CPA license from Philippines (obtained by passing the Philippines CPA board exam) is equivalent to Australian CA or CPA certification and demonstrates advanced competency. Some Filipino accountants also hold international certifications like ACCA, CPA Australia, or CIMA which indicate higher expertise.
How do I ensure data security with offshore staff?
Use secure remote access solutions (VPN, Remote Desktop, or cloud-based systems like Xero that have built-in security), enable two-factor authentication on all systems, limit access to only data necessary for their role, use reputable providers with ISO 27001 certification, include confidentiality clauses in contracts, and never share master passwords, only role-specific access. Regularly review access logs and permissions.
What happens during Philippines public holidays?
Philippines has 12-14 regular and special public holidays annually, different from Australian holidays. Your offshore team typically takes these holidays off (included in their monthly fee). Coordinate important deadlines around holiday schedules. Major holidays include New Year's Day, Chinese New Year (Jan-Feb), Holy Week (March-April), Independence Day (June 12), Christmas period (Dec 24-26), and Rizal Day (Dec 30). Most providers provide annual holiday schedules in advance.
Can they handle Australian BAS lodgement or tax returns?
No. BAS agents and tax agents must be registered with the Tax Practitioners Board, which requires Australian qualifications and registration. Philippines staff can prepare and process the data (categorising transactions, reconciliations, calculating GST), but Australian-qualified oversight is required for lodgement and client advice. Many Australian businesses use a hybrid model: Philippines team handles processing, Australian BAS agent reviews and lodges. This is also the model Scale Suite uses.
How do I manage quality when I can't see them working?
Focus on outputs and results rather than activity monitoring. Set clear quality standards and measurable KPIs (accuracy rates, turnaround times, tasks completed). Review their work regularly initially (100% for first month, then sample-based). Use time tracking tools like Hubstaff or Time Doctor if needed, but trust-based relationships typically work better long-term. Schedule regular video check-ins to discuss work and maintain relationship. Quality issues are usually training or communication gaps rather than effort issues.
Is it legal to outsource payroll and finance functions offshore?
Yes, provided you maintain appropriate Australian oversight for compliance requirements. You can outsource data processing, calculations, and administration to Philippines. However, Australian obligations remain with you for Single Touch Payroll reporting, superannuation payment, WorkCover compliance, and Fair Work obligations. Most businesses use offshore for processing and data entry with Australian oversight for compliance and lodgements. This model is widely used and legally sound.
Scale Suite provides embedded finance and HR teams that combine Philippines-based capability with Australian oversight, specifically designed for Australian businesses. If you're considering Philippines outsourcing for your finance or HR functions, we can provide specific guidance on what will work for your business size and industry.
Scale Suite delivers embedded finance and human resource services for ambitious Australian businesses. Our Sydney-based team integrates with your daily operations through a shared platform, working like part of your internal staff but with senior-level expertise. From complete bookkeeping to strategic CFO insights, we deliver better outcomes than a single hire, without the recruitment risk, training time, or full-time salary commitment.
We review and check articles periodically. At the time of writing this information was up to date based on our assessment. Philippines labour costs, regulations, and market conditions change over time. Consult with experienced providers for current rates and conditions specific to your requirements.
Scale Suite delivers embedded finance and human resource services for ambitious Australian businesses.Our Sydney-based team integrates with your daily operations through a shared platform, working like part of your internal staff but with senior-level expertise. From complete bookkeeping to strategic CFO insights, we deliver better outcomes than a single hire - without the recruitment risk, training time, or full-time salary commitment.
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