The Employer Certification in a Philippine 9G Visa Application
A Philippine pre-arranged employment visa under Section 9(g) is tied to a genuine employer and position. The employer’s supporting papers are therefore part of the immigration case, not a formality to be completed after the foreign employee starts work. Inconsistent company, role, or workforce information can prompt questions and delay review.
What the Bureau of Immigration asks the employer to certify
The Bureau of Immigration publishes a certification form for the employer to state the numbers of Filipino and foreign employees and the resulting percentage of foreign employees. The form calls for execution by the president, chief executive officer, or duly authorized representative and notarization. The figures should be reconciled against payroll, employment records, and corporate authority before signing.
The certification should also be read with the BI’s 9G service guidance and the current case-specific checklist. Employers should ensure the petitioning entity’s registered name and address match its corporate and tax records, and that the proposed job and employment documents support the visa request. A separate Alien Employment Permit may be required under labor rules; a permit and a visa serve different purposes.
Check the complete employment sequence
Timing matters. The employer should assess the foreign national’s present immigration status, the proposed work location, the labor-permit process, and the intended filing date together. Do not assume that a pending 9G petition itself authorizes work. Any change of employer or position may call for a fresh review rather than an informal amendment.
Our Philippine visa services can help coordinate the documentary sequence with the employer’s compliance team. To review a planned 9G filing, contact BizzureVisa with the employer, role, and current visa details.
This is general information, not an opinion on any applicant’s eligibility or permission to work.
