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The 9(G) Pre-Arranged Employment Visa is the standard work permit for foreign nationals legally employed by a Philippine company. In practice, it comes as a pair: you first need the Alien Employment Permit (AEP) from the Department of Labor and Employment (DOLE), then the 9(G) visa from the Bureau of Immigration. Both are tied to one specific employer.
💡 TL;DR: You must be hired by a Philippine company first. Your employer typically handles and pays for both applications. Processing 3–6 months. You cannot change employers without reapplying. Renewal must start at least 30 days before expiry.
The Two-Part System: AEP + 9(G)
📋 Part 1: Alien Employment Permit (AEP)
Issued by DOLE (Department of Labor and Employment). Proves that no qualified Filipino was available for the position.
Validity: Usually 1–5 years, matching your employment contract.
Key requirement: Employer must advertise the position locally and prove no Filipino applicant was suitable.
📘 Part 2: 9(G) Visa
Issued by the Bureau of Immigration once your AEP is approved. Allows you to live and work in the Philippines for the contract duration.
Validity: 1–3 years, aligned with your employment contract and AEP.
Can include dependents: Spouse and minor children can be added to your 9(G).
Step-by-Step: The Application Flow
- Get a formal job offer from a Philippine company. You cannot self-sponsor.
- Employer applies for AEP at DOLE — submits company documents, your contract, proof of your qualifications, and proof of local recruitment efforts.
- AEP approved — typically 2–4 weeks (longer in some regions). You receive a physical AEP card.
- Employer applies for 9(G) at BI — submits AEP card, contract, company docs, your passport, NBI clearance, medical certificate, and proof of payment of taxes.
- BI processing: 2–5 months on average. You may receive a provisional working permit (PWP) while waiting, which allows you to start work legally.
- 9(G) visa issued — stamped in your passport, plus an ACR I-Card issued for biometrics.
⚠️ Critical Things to Know
- Your visa is tied to your employer. If you’re fired or resign, your 9(G) becomes invalid. You must either find a new employer (new AEP + new 9(G)) or convert to a tourist visa — usually within 30 days.
- Never work on a tourist visa. It’s illegal, and both you and the employer face fines, deportation, and blacklisting.
- Exit Clearance (ECC) required every time you leave the Philippines on a 9(G).
- Renewals are not automatic. Start the renewal process at least 60–90 days before expiry. Late renewals incur penalties.
🗣️ The Facebook Reality: Work Visa Nightmares
- “My employer promised to handle it — 8 months later, still no visa.” This is extremely common. Push your employer for a timeline and ask for a Provisional Working Permit (PWP) so you can legally work while waiting.
- Getting fired = crisis mode. Your 9(G) is cancelled. You have a short window to find a new employer, convert to tourist visa, or leave the country. Many expats are caught unaware.
- DOLE audits happen. Officers sometimes visit companies to verify foreign workers actually hold valid AEPs. Working without one can lead to immediate deportation.
- “Under the table” work is common but dangerous. Some expats work freelance or run businesses on tourist visas. BI and DOLE do enforcement sweeps — bars, BPOs, and schools in expat areas are frequent targets.
- Tax compliance matters. BI checks with the BIR (Bureau of Internal Revenue). Unpaid taxes can block 9(G) renewals and exit clearance.
Recently got your 9(G) visa? Share current processing timelines