Employees in the Philippines work 8 hours per day and 6 days a week (totaling 48 hours per week). Overtime work beyond 8 hours a day is compensated at 25% of the regular basic rate (30% on special holidays). Supervisory or managerial positions are excluded from overtime pay.

The probationary period in the Philippines is 6 months. Fixed-term contracts cannot have probation periods.

In the Philippines, minimum wage varies by region and is determined based on the location of the employer's company.

Individual income tax rates range from 0% to 35% in the Philippines, calculated progressively. Tax rates are determined based on gross annual income, with additional factors like household status and number of children influencing rates.

Employer costs are typically estimated at 11.07% of the employee's salary in the Philippines. Components of payroll cost include contributions to the Philippine Health Insurance Corporation (PhilHealth), Social Security, and Home Development Fund (HDMF). Contributions to PhilHealth and Social Security are capped at specific amounts per month.

In the Philippines, employers are not required to offer separate paid sick leave, with employees typically using service incentive leaves instead. Those who have made at least three monthly Social Security System contributions in the last year may access a sickness benefit, covering 90% of their salary once other sick leave options are depleted. Additionally, employees may qualify for reimbursement through the Social Security System (SSS) Sickness Benefit in case of illness, providing a portion of their regular pay.

Termination must adhere to the country's labor laws and regulations, with off-boarding handled by the employer. Termination can occur for authorized causes outlined in the Labor Code, requiring written notice.

Resignations require a minimum of 30 days' notice. Dismissals due to just cause (employee misconduct or neglect) do not require a notice period.

Severance pay is determined by the cause of termination, ranging from 0.5 to 1 month's wages for each year of employment. Redundancy mandates at least 1 month's pay or 1 month's pay for every year of service, whichever is higher. Retrenchment requires at least 1 month's pay or 0.5 month's pay for every year of service. Closure or cessation of operations have no legal severance requirements. Brix implements a Severance Accrual to manage financial risks, calculated based on legal entitlements and best practices, with unused amounts refunded if an employee resigns or is ineligible for severance.

Full-time employees receive 5 days of paid time off (PTO) annually, accruing at 0.42 days per month from their start date. Unused PTO can be compensated at year-end. Part-time employees do not receive leave entitlements.