The Philippine government has introduced several targeted updates to immigration policies for 2026, focusing on balancing the influx of skilled foreign workers with protections for local employment opportunities through refined processes at the Department of Labor and Employment (DOLE) and the Bureau of Immigration (BI). These changes, primarily driven by DOLE Department Order No. 248 (DO 248) issued in late 2025 and its addendum DO 248-A-25, along with BI’s reinforced Annual Report guidelines and expanded digital platforms, aim to streamline applications while imposing more rigorous labor market justifications for Alien Employment Permits (AEPs) that underpin 9(g) work visas.
Key emphases include mandatory Economic Needs Tests (ENT), formalized exemptions requiring DOLE certificates, enhanced Understudy Training Programs (UTP) for skills transfer, and full integration of the Online Application and Payment System (OAPS) for efficiency. Employers now face extended preparation timelines due to labor market tests, but benefit from standardized processing periods of 15 working days for AEPs, while foreign nationals must prioritize compliance to avoid ECC-B blocks or fines.
DOLE’s Comprehensive Updates to Alien Employment Permit Rules
DOLE’s Department Order 248 represents a cornerstone of immigration policies in 2026, overhauling AEP issuance—the mandatory prerequisite for 9(g) work visas—by introducing more structured labor-market validations and administrative clarity to ensure that foreign hires genuinely address domestic skill shortages. These rules expand the scope of required documentation and testing while providing clearer pathways for legitimate applications, ultimately affecting how Philippine companies sponsor international talent across industries.
The most significant modifications include:
- Broadened Labor Market Test (LMT): Employers must now publish vacancies not only on PhilJobNet but also through local Public Employment Service Offices (PESO) and Job Placement Offices, with a single comprehensive posting allowable for multiple similar positions to reduce redundancy.
- Introduction of Economic Needs Test (ENT): DOLE regional offices conduct formal assessments to verify whether the proposed foreign role responds to a verifiable market gap, shortage, or specialized need unavailable among Filipino workers.
- Revised AEP Processing Timeline: Applications must be filed within 15 days after job publication or contract signing, with DOLE committing to decisions within 15 working days, up from previous shorter windows to accommodate deeper reviews.
- Pre-Arrival AEP Processing: Foreign nationals abroad can now have AEPs processed in advance, though actual issuance and activation require a valid entry on a 9(g) visa, facilitating smoother multinational transfers.
- Formalized Exemption Process: Categories like diplomats, permanent residents, or intra-corporate transferees, previously auto-exempt, now require a specific DOLE Certificate of Exemption, adding a layer of documentation but standardizing approvals.
For employers, this means allocating 30-45 additional days for LMT upfront, but the predictability of 15-day processing helps with workforce planning. Work Visa Philippines recommends initiating LMT immediately upon identifying a foreign hire who needs to align with these timelines.
Enhanced Understudy Training Program Requirements
A pivotal aspect of the new immigration policies in 2026 is the strengthened mandate for Understudy Training Programs (UTP) and broader skills development initiatives, requiring certain employers to systematically transfer expertise from foreign workers to designated Filipino understudies as a condition for AEP approval and renewals. This policy underscores the government’s commitment to building long-term local capabilities in critical sectors.
Detailed changes encompass:
- Narrowed Applicability: UTP remains mandatory primarily for large enterprises (over 50 employees) or those in high-impact sectors like manufacturing and services, exempting smaller firms and startups to encourage foreign investment.
- Comprehensive Program Design: Employers must submit detailed training plans outlining curriculum, timelines, milestones, and profiles of nominated Filipino understudies, with quarterly progress reports to DOLE.
- Funding and Oversight: Companies bear all program costs, including trainer stipends and materials, while DOLE conducts periodic audits to verify implementation, tying compliance to future AEP renewals.
- Expanded Skills Transfer Metrics: Success is measured by understudy certifications, promotions to the foreign role, or independent task handling post-training.
Employers should integrate UTP planning into initial recruitment, budgeting PHP 50,000-200,000 per program, depending on role complexity. Non-compliance risks AEP denial or revocation, emphasizing proactive HR strategies.
BI’s 2026 Annual Report Enhancements
The BI continues to prioritize compliance through its 2026 Annual Report (AR) mandate, applicable to all ACR I-Card holders from January 1 to March 1, with immigration policies in 2026 introducing stricter enforcement on departures and virtual options to accommodate busy professionals. This annual ritual remains essential for maintaining a valid status.
Critical updates:
- Unwavering Deadline: Reporting strictly within the first 60 calendar days, with no tolerance for extensions beyond March 1.
- Virtual Reporting Expansion: Fully digital 24/7 process via e-services, incurring a PHP 1,000 Express Lane fee, alongside traditional in-person sites like Robinsons Place Manila (3rd Level).
- ECC-B Linkage: All departing nationals must present settled AR receipts at ports before Emigration Clearance Certificate issuance, with automated blocks for defaulters.
- Fee Adjustments: Standard PHP 300 AR fee plus PHP 10 Legal Research Fee; late penalties at PHP 200 per month (capped at PHP 2,000 annually).
Foreign workers should schedule early, especially if planning Q1 travel, to prevent disruptions.
Acceleration Through Digital Platforms and OAPS Integration
Central to immigration policies in 2026 is BI’s full rollout of the Online Application and Payment System (OAPS) via Immigration Operations Circular 2024-001, mandating electronic submissions for AEPs, 9(g) petitions, extensions, and AR to cut paperwork, expedite reviews, and enable real-time tracking. This digital pivot modernizes processes that have long been plagued by manual bottlenecks.
Advantages and mandates:
- Mandatory for Key Services: All 9(g), PWP, conversions now require OAPS pre-submission; paper phased out.
- Integrated Payments: Seamless via Maya, GCash, credit cards, or Landbank Link.BizPortal, reducing cash handling.
- Status Monitoring: Applicants/employers access live updates, reducing inquiry volumes.
- Virtual Extensions: AR and minor services are fully online, even on weekends/holidays.
Training via BI webinars is essential; errors in digital forms delay more than paper forms.
Practical Implications for 9(g) Work Visas and In-Country Conversions
The interplay of DOLE and BI updates extends processing for 2026 9(g) immigration policies to 8-14 weeks, with LMT/ENT delaying tourist conversions, but pre-arrival AEPs benefiting new expatriates. Provisional Work Permits (PWP) bridge gaps effectively.
Specific effects:
- Conversion Challenges: Full LMT docs mandatory; overstays ineligible.
- Contract Conditions: Employment is effective only post-AEP.
- Renewal Scrutiny: UTP reports are reviewed annually.
Budget extra time; use agents for coordination.
Adjustments for Special Investor and Project Visas
Immigration policies in 2026 maintain stability for 47(a)(2) (PEZA/BOI), SIRV, and SEVUA, but DOLE exemptions now need certificates, potentially delaying tech/project roles. Visa-free Chinese stays extended to 14 days (effective Jan 2026).
- 47(a)(2) PEZA Visa: ENT possible for non-executive roles.
- SIRV: Investment thresholds unchanged.
- Exemptions: Certificate process adds 1-2 weeks.
Heightened Enforcement Measures and Penalties
2026 sees aggressive BI/DOLE enforcement: Audits, port checks, swift deportations for violations, and AR fines.
- AR Penalties: PHP 2,000 max + motion fees.
- Overstay: PHP 500/day.
- Illegal Work: Blacklisting, employer fines.
Zero tolerance prevails.
Strategic Preparation for Employers and Professionals
To thrive under immigration policies in 2026, employers conduct mock LMTs, develop UTP templates, and master OAPS. Professionals should also prepare AR early.
| Change | Action | Impact |
| LMT/ENT | 30-day PhilJobNet/PESO | +1 month preparation |
| AEP 15 days | File post-publication | Predictable |
| UTP | Training plans | Ongoing cost |
| AR/OAPS | Jan digital filing | Travel-safe |
Key Takeaways
DOLE’s DO 248 (LMT/ENT expansion, 15-day AEPs, UTP enhancements) and BI’s AR/OAPS mandates define immigration policies in 2026, extending timelines but digitizing for BPO/IT/engineering hires while prioritizing Filipino upskilling. Compliance avoids fines and blocks; preparation ensures agility.
Is Assistance Available?
Yes. Work Visa Philippines guides through 2026 updates such as AEP/UTP filings, OAPS mastery, and AR handling.
Contact our team today for a free consultation:
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