Choosing a Philippines 9G Agency: What to Check, Not How Loud the Ad Is

The Boundary First: What an Agency Can Do for the Employer, and What It Cannot Touch

9G is initiated by the employer, and an agency's primary client is the employer side - what an employee can delegate is limited. What an agency can and cannot do: choosing a work visa agency: what it can do, what it cannot touch. The specific service scope for 9G: 9G agency service: initiated by the employer. Arrangements that skirt the rules, such as "attaching" to an unrelated employer, cannot be touched - any firm suggesting this is a warning sign.

Four Checks: Accreditation, Contracting Entity, Receiving Account, Quote Structure

First, can they produce a BI accreditation number for verification? Second, does the contracting entity (usually the company) match the receiving account? Stop if it does not. Third, can they issue an official receipt in the company's name, matching the contracting entity? Fourth, will the quote break into government charges, AEP and 9G costs separately, and service fee? A more systematic checklist: how to choose a visa agency.

At the Renewal Stage, an Agency's Role Differs From a First Application

For a first-time 9G application, an agency's main work is coordinating the full AEP-to-9G process. At the renewal stage, the role shifts more toward checking whether documents are still valid and confirming the employer still qualifies - the scope of work is not identical to a first application. If a firm quotes the same price for renewal as for a first application, it is worth asking why - renewal typically involves less new work than a first filing, so the pricing structure should reflect that. If no difference is apparent, ask them to explain it.

What the Employer Needs to Provide, and Whether an Agency Can Chase It

On the 9G route, several documents need to come from the employer - company registration papers, a job description, and similar. An agency usually cannot "produce" these on the company's behalf; it can only help organise the checklist and flag deadlines. If internal processes are slow or the relevant department is unresponsive, the most an agency can do is remind and follow up - it cannot complete that internal approval for the company. Companies planning a 9G filing should coordinate internally beforehand on who is responsible for these documents, rather than leaving it entirely to the agency to "figure out".

Before starting the 9G process, it helps for the company to hold a brief internal alignment meeting first, clarifying which departments need to be involved and their respective deadlines — far more efficient than coordinating on the fly after the process has already started.

A Fixed Point of Contact Between HR and the Agency Helps

9G involves coordination across several parts of the company, and if a different person handles communication each time, information easily gets lost or distorted along the way. Designating a fixed HR contact responsible for all communication with the agency keeps information consistent and makes it easier to trace what was said at each step.

Phrases That Should Stop You

"Skip AEP and go straight to 9G" - the normal path for 9G requires the work permit stage first; be cautious of anyone suggesting otherwise. "Guaranteed approval" - approval authority rests with the labor department and immigration bureau, and no firm can guarantee it. "All-inclusive fixed price" - 9G crosses both the labor department and immigration, so a genuine fixed price is rare.

Not sure how your company should approach this? → Send Yixing the employee's details and we will map out what an agency can do

Yixing holds SEC Registration No. CS202009551 and BI Accreditation No. CA-202624381-1, both independently verifiable.