On October 28, 2026, the Department of Labor and Employment (DOLE) announced the introduction of measures to reduce documentary requirements, shorten processing time, and make the Alien Employment Permit (AEP) application process more convenient for employers and foreign nationals.
Under Department Order No. 248-C of 2026, applicants are no longer required to submit certain permits, licenses, and proof of application from government agencies when filing, but compliance with the laws of those agencies remains mandatory.
These permits include the Philippine Construction Accreditation Board License, Professional Regulation Commission Special Temporary Permit, Department of Justice Authority to Employ Alien, and Department of Environment and Natural Resources Authority to Hire Foreign National.
Broadsheet publication at the applicant’s expense is likewise discontinued, allowing Labor Market Test notices to be published through the DOLE Official Portal or Public Repository, or filed with the University of the Philippines Law Center.
To save time, the order reduces AEP application processing from 15 working days to 10 and allows a one-time 10-day extension, up to a 20-day maximum.
Further, employers may process applications through their own HR officers or personnel. No fees are collected upon submission. Payment slips are issued only after the application is approved following technical evaluation.
The Order also allows Philippine embassies and consulates to endorse AEP applications to the Bureau of Local Employment (BLE) or the Department of Foreign Affairs (DFA) via official notes.
Lastly, foreign applicants may be required to undergo a Philippine history and culture orientation, while lawfully employed foreign workers receive medical care benefits in government hospitals.
The order takes effect 15 days after its publication in a newspaper of general circulation.
Erickson Insights & Analysis
Erickson Immigration Group will continue to monitor developments and share updates as more news becomes available. Please contact your employer or EIG attorney if you have questions about anything we’re reporting above or if you have case-specific questions.