If someone is offering you a job through a “recruitment agency” in the Philippines, the safest first step is to verify the agency with the correct government office before paying money, submitting documents, resigning from your current job, or travelling. For overseas jobs, check the Department of Migrant Workers (DMW), which now performs the old POEA licensing and job-order functions. For local jobs within the Philippines, check the Department of Labor and Employment (DOLE), usually through the Bureau of Local Employment (BLE) or the appropriate DOLE Regional Office.

Why checking the license matters

A recruitment agency license is not just a business permit. It is the government authority that allows an agency to recruit and place workers.

Under the Labor Code, “recruitment and placement” covers acts such as canvassing, enlisting, contracting, transporting, hiring, procuring workers, referrals, promising employment, and advertising employment, whether for profit or not. A person or entity that offers employment for a fee to two or more persons may already be considered engaged in recruitment and placement. (Lawphil)

For overseas employment, Republic Act No. 11641, or the Department of Migrant Workers Act, created the DMW and consolidated the old POEA functions. The DMW is responsible for regulating private recruitment and manning agencies involved in deploying overseas Filipino workers (OFWs). (Supreme Court E-Library)

For local employment, DOLE regulates Private Employment Agencies (PEAs), which are agencies licensed to recruit and place workers for jobs inside the Philippines. The DOLE-BLE page for Private Employment Agencies publishes lists of licensed PEAs and related Department Orders. (Bureau of Labor Employment)

This distinction is important:

Type of job offer	Government office to check	What you should verify
Overseas land-based job, such as caregiver, nurse, factory worker, hotel worker, construction worker, or skilled worker abroad	DMW	Licensed recruitment agency, valid license status, approved job order, verified employment contract
Seafarer or shipboard job	DMW	Licensed manning agency, vessel/principal details, approved seafarer documentation
Local job in the Philippines through a manpower or placement agency	DOLE / BLE / DOLE Regional Office	Licensed Private Employment Agency, valid license, authorized branch or recruiter
Direct job offer from a foreign employer to a Filipino worker	DMW	Whether direct hiring is allowed or exempted, or whether processing through DMW is required
Job offer from a “consultancy,” “travel agency,” “training center,” or “visa assistance office”	DMW or DOLE, depending on the job	Whether the entity is actually licensed to recruit, not merely registered as a business

A company may be registered with the SEC, DTI, BIR, or a city hall, but that does not automatically mean it is licensed to recruit workers.

Step-by-step: How to check if an overseas recruitment agency is licensed by DMW

1. Get the agency’s exact registered name

Before searching online, ask for the agency’s:

Full corporate name
DMW license number
Registered office address
Telephone number and official email
Name of the recruiter or staff member assisting you
Position, country, employer/principal, and job order details

Search using the exact agency name, not just the Facebook page name or shortened brand name. Many scams use names similar to legitimate agencies, such as adding “International,” “Global,” “Manpower,” or “Services” to confuse applicants.

2. Use the DMW Licensed Recruitment Agencies directory

Go to the official DMW Licensed Recruitment Agencies directory. The DMW directory is the main official online place to check agencies authorized to deploy Filipino workers abroad. The DMW site also links to “Licensed Recruitment Agencies” and “Approved Job Orders” from its homepage and identifies 1348 as its hotline. (Department of Migrant Workers)

Search the agency name and review the result carefully. Do not stop at “the name appears.” Check:

License status
License validity or expiry date
Registered business address
Whether the agency is land-based or sea-based
Whether the name exactly matches the agency you are dealing with

If the status is cancelled, suspended, expired, delisted, banned, revoked, or not found, treat the offer as unsafe until DMW confirms otherwise.

3. Check the DMW Approved Job Orders page

A licensed agency is not enough. For overseas employment, the specific job should also have an approved job order or proper DMW processing.

Use the official DMW Approved Job Orders search and search by:

Agency name
Principal or foreign employer
Position
Jobsite or country

DMW’s job order search reminds users to verify with the agency if the job order is still active, and its database has been shown as updating regularly. (Department of Migrant Workers)

This matters because an agency can be licensed but still advertise a job that is not yet approved, already filled, cancelled, or not connected with that agency.

4. Cross-check the office address and contact details

A common scam involves using the name of a real licensed agency but giving applicants a different phone number, Facebook account, WhatsApp number, GCash account, or meeting place.

Compare the contact details given to you with the DMW record. Be cautious if:

You are told to transact only through Messenger, WhatsApp, Telegram, or Viber.
The recruiter refuses to meet at the registered office.
Payments are requested through a personal bank account or e-wallet.
The office address is a boarding house, café, coworking space, or private residence.
The recruiter claims the “main office is too busy” and insists on meeting elsewhere.

For recruitment outside the agency’s registered office, the agency may need authority to conduct recruitment in that location. Under the 2016 Revised POEA Rules for land-based OFWs, a licensed recruitment agency must secure a Special Recruitment Authority before conducting recruitment activities outside its registered address. (ASEAN Main Portal)

5. Verify the employment contract before payment

For overseas work, the contract should be processed or approved through the proper DMW system. A private “offer letter” from abroad is not the same as a DMW-approved employment contract.

Ask for:

Position title
Employer/principal name
Jobsite or country
Salary and benefits
Contract duration
Accommodation, transportation, and insurance terms
DMW processing details
Whether placement fee is allowed for that category and country

A legitimate agency should be able to explain the process clearly without pressuring you to pay immediately.

How to check if a local recruitment agency is licensed by DOLE

If the job is inside the Philippines, such as a factory worker, sales staff, hotel staff, household-related worker, mall staff, warehouse worker, driver, security-related placement, or office staff position, check DOLE rather than DMW.

1. Search the DOLE-BLE list of licensed Private Employment Agencies

The Bureau of Local Employment has a Private Employment Agency page that links to lists of licensed PEAs, including updated lists such as the list of licensed PEAs as of June 2025. (Bureau of Labor Employment)

For NCR-based agencies, DOLE-NCR also provides a Private Employment Agency verification page, where users can search by agency name, address, or registration number. (Dole NCR Clients)

2. Check the license, branch, and authorized recruiter

For local PEAs, verify:

Agency name
License or registration number
Expiry date
Registered address
Authorized branch office
Authorized recruiter or representative, if listed
Whether the license covers local employment only

Some local manpower agencies are licensed for local employment but are not allowed to deploy workers abroad. If a local agency suddenly offers jobs in Canada, Japan, Poland, New Zealand, Australia, the Middle East, or cruise ships, verify it with DMW separately.

3. Contact the DOLE Regional Office if the online list is unclear

DOLE lists and regional databases may not always be perfectly synchronized. If the agency appears in an old list but you are unsure if the license is still valid, contact the DOLE Regional Office that covers the agency’s address.

When contacting DOLE, prepare:

Agency name
Address
License number, if available
Screenshot or copy of the job advertisement
Name and contact details of the recruiter
Amount being collected, if any
Receipt or payment details, if already paid

What documents should you ask from the agency?

Before paying anything, signing anything, or surrendering original documents, ask for proof that matches the type of job.

Document or information	Overseas job	Local job	Why it matters
DMW license number	Yes	No	Shows the agency is authorized for overseas recruitment
DOLE PEA license or registration	No	Yes	Shows the agency is authorized for local recruitment
Approved job order	Yes	Usually no	Shows the overseas job is recognized for processing
Verified or DMW-approved employment contract	Yes	No	Helps prevent contract substitution and fake offers
Written job offer or employment contract	Yes	Yes	Shows salary, position, benefits, employer, and work location
Official receipt	Yes	Yes	Proves payment and helps support a complaint if needed
Authority for branch or provincial recruitment activity	If recruiting outside registered office	If recruiting outside registered office	Helps confirm that field recruitment is authorized
Name of principal or employer	Yes	Yes	Lets you verify whether the job is real
Recruiter’s authority or ID	Yes	Yes	Helps confirm the person is connected with the agency

Do not give your passport, original IDs, diploma, certificates, or blank signed forms to a recruiter who refuses to show proper licensing documents.

Legal basis: What makes recruitment illegal?

Illegal recruitment may arise when recruitment activities are done by a non-licensee or non-holder of authority, or when a licensed agency commits prohibited acts.

Republic Act No. 8042, the Migrant Workers and Overseas Filipinos Act of 1995, defines illegal recruitment for overseas employment broadly. It includes canvassing, enlisting, contracting, transporting, hiring, procuring workers, referrals, contract services, promising, or advertising employment abroad when done by a non-licensee or non-holder of authority. It also includes prohibited acts such as charging excessive fees, publishing false information, misrepresentation, contract substitution, and withholding travel documents. (Lawphil)

Republic Act No. 10022 strengthened the penalties. A person found guilty of illegal recruitment may face imprisonment of 12 years and 1 day to 20 years and a fine of ₱1,000,000 to ₱2,000,000. If illegal recruitment constitutes economic sabotage, the penalty may be life imprisonment and a fine of ₱2,000,000 to ₱5,000,000. (Supreme Court E-Library)

Illegal recruitment in large scale generally involves recruitment committed against three or more persons, individually or as a group. The Supreme Court has repeatedly treated large-scale illegal recruitment seriously, often alongside estafa when applicants were deceived into paying money for fake jobs. In People v. Lourdes Rivera, G.R. No. 258753, June 26, 2024, the accused was charged with illegal recruitment in large scale and multiple counts of estafa involving applicants promised overseas work. (Supreme Court E-Library)

Estafa may also apply under Article 315 of the Revised Penal Code when the recruiter uses deceit or false pretenses to obtain money from applicants. This is why a recruitment scam can result in both labor-related and criminal charges.

Placement fees: When payment is allowed and when it is suspicious

Payment rules depend on whether the job is overseas or local.

Situation	General rule
Overseas land-based job	A placement fee may be charged only within allowed limits and only after signing the DMW/POEA-approved contract.
Overseas domestic worker	No placement fee should be charged to domestic workers.
Overseas job in a country that prohibits placement fees	No placement fee should be charged if the destination country’s law, policy, or practice disallows it.
Local employment through a DOLE-licensed PRPA/PEA	A placement fee may be charged only within the allowed limit and not before actual commencement of employment.
Payment without official receipt	Highly suspicious and may support a complaint.
“Reservation fee,” “slot fee,” “line-up fee,” or “processing fee” before verification	Red flag, especially if paid to a personal account.

For land-based overseas workers, the 2016 POEA Rules state that the worker should pay the placement fee only after signing the POEA-approved contract, and the agency must issue a BIR-registered receipt. The rules also state that the placement fee is generally equivalent to one month’s basic salary, subject to exceptions such as domestic workers and countries where charging placement fees is not allowed. (ASEAN Main Portal)

For local employment, older DOLE rules on private recruitment and placement agencies state that a licensed PRPA may charge a placement fee not exceeding 20% of the worker’s first month’s basic salary, and not before actual commencement of employment. The agency must issue an official receipt for payments collected. (Supreme Court E-Library)

Red flags that the recruitment agency may be fake or unsafe

Be careful if you see any of these warning signs:

The agency is not found in the DMW or DOLE database.
The agency name is close to a real licensed agency but not exactly the same.
The recruiter says, “DMW license is not needed because this is direct hire.”
The recruiter says you will leave as a tourist and convert to a work visa abroad.
You are asked to pay a “reservation fee” before seeing an approved job order or contract.
The recruiter refuses to issue a BIR-registered official receipt.
The payment account is under an individual’s name.
The recruiter asks you to surrender your passport or original documents.
You are told not to contact DMW, DOLE, the embassy, or the listed agency office.
The job ad promises unusually high salary with very low qualifications.
There is no employer name, no job order, and no clear work location.
The recruiter pressures you with “last slot today” or “flight next week.”
The agency uses only a Facebook page and has no verifiable registered office.
The recruiter claims that medical, training, or visa processing must be paid immediately, even before a verified contract.

A real job can still involve expenses and documentation, but a legitimate agency should be transparent, traceable, and willing to be checked.

What to do if the agency is not licensed or the job looks fake

1. Stop paying and stop submitting original documents

Do not send more money “to complete the process.” Do not give your passport, birth certificate, school records, seafarer documents, or signed blank papers.

2. Save all evidence

Keep digital and printed copies of:

Job advertisement
Chat messages
Emails
Receipts
Bank deposit slips or e-wallet transfer records
Agency license screenshots
Job order screenshots
Contract or offer letter
Recruiter’s ID, calling card, or profile
Names of other applicants, if available

Screenshots should show the date, profile name, phone number, account number, and full conversation when possible.

3. Verify directly with the proper agency

For overseas jobs, check with DMW or a DMW Regional Office. For local jobs, check with DOLE-BLE or the DOLE Regional Office covering the agency address.

If you are already abroad, contact the Philippine Embassy, Consulate, or Migrant Workers Office (MWO) in the country where you are located.

4. File the appropriate complaint or report

Depending on the facts, the matter may be reported to:

Situation	Possible office
Fake overseas job or unlicensed overseas recruiter	DMW, DMW Regional Office, Migrant Workers Protection Bureau, or Anti-Illegal Recruitment unit
Fake local job or unlicensed local PEA	DOLE Regional Office
Money taken through fraud	Philippine National Police, NBI, or Office of the City/Provincial Prosecutor
Human trafficking indicators	Inter-Agency Council Against Trafficking, PNP, NBI, DMW, or DOJ channels
Applicant already abroad	Philippine Embassy, Consulate, or MWO

RA 8042 provides that criminal actions for illegal recruitment may be filed in the Regional Trial Court of the province or city where the offense was committed or where the offended party actually resides at the time of the offense. It also provides timelines for preliminary investigation and recognizes free legal assistance mechanisms for victims. (Department of Migrant Workers)

In practice, the first government visit may involve evaluation, affidavit preparation, document review, and referral. Criminal cases can take time, but early reporting helps preserve evidence and may prevent more victims.

Special reminders for foreigners and overseas employers

Foreign employers, expats, and foreign-based Filipino families sometimes search online for Philippine agencies to hire Filipino workers. The same rule applies: do not deal with a Philippine recruiter unless the agency is properly licensed for the type of recruitment involved.

For overseas deployment of Filipino workers, the foreign employer or principal is usually connected to a DMW-licensed Philippine recruitment agency. Direct hiring of Filipino workers for overseas employment is generally restricted, with specific exemptions and DMW processing requirements. A DMW news item on the 2016 rules noted the general rule that no employer shall directly hire a Filipino worker for overseas employment, subject to exemptions such as members of the diplomatic corps, international organizations, and certain high-ranking government officials. (Department of Migrant Workers)

Foreigners should also be careful with “visa assistance” businesses that promise to supply Filipino workers without DMW processing. If the worker is leaving the Philippines for employment abroad, the Philippine deployment rules matter even if the employer is overseas.

Frequently Asked Questions

How do I check if a recruitment agency is legit in the Philippines?

Check the correct government database. For overseas jobs, search the DMW Licensed Recruitment Agencies directory and the DMW Approved Job Orders search. For local jobs, check the DOLE-BLE list of licensed Private Employment Agencies or the relevant DOLE Regional Office.

Is a POEA license still valid now that there is DMW?

The POEA has been consolidated into the DMW under RA 11641. Many people still say “POEA license” out of habit, but the current agency for overseas recruitment licensing and job-order verification is the DMW.

Is SEC registration enough to prove a recruitment agency is legal?

No. SEC registration only shows that a corporation exists. It does not mean the company is licensed to recruit workers. A recruitment agency still needs the proper DMW license for overseas recruitment or DOLE license for local placement.

What if the agency is licensed but the job order is not listed?

Be cautious. A licensed agency may be legitimate, but that does not automatically prove that every advertised job is approved or active. For overseas work, check the specific job order, employer/principal, position, and jobsite with DMW or the agency’s official registered office.

Can a recruitment agency collect money before I sign a contract?

For overseas land-based employment, placement fees should only be collected after signing the DMW/POEA-approved contract, and the agency must issue a BIR-registered receipt. For local employment, placement fees should not be collected before actual commencement of employment. Early “reservation fees” or payments to personal accounts are major red flags.

Are domestic workers required to pay placement fees?

For overseas domestic workers, placement fees should not be charged under the POEA/DMW rules. If a recruiter asks a domestic worker to pay a placement fee, verify immediately with DMW before paying.

What if the recruiter is my friend, relative, neighbor, or former coworker?

The relationship does not make the recruitment legal. Illegal recruitment can be committed by individuals, not only companies. Always verify whether the person is connected with a licensed agency and whether the job has proper approval.

Can I work abroad using a tourist visa first and process my work papers later?

This is risky and often a sign of illegal recruitment. A legitimate overseas job for a Filipino worker should normally go through proper employment documentation before departure. Leaving as a tourist for a promised job can expose the worker to immigration problems, contract substitution, trafficking, nonpayment of wages, and lack of protection.

What if the agency’s license is expired or suspended?

Do not proceed unless DMW or DOLE confirms that the agency is currently authorized to recruit for that job. An expired, suspended, cancelled, or revoked license means the agency may not validly continue recruitment activities covered by that license.

Can I get my money back if I was scammed?

Possible remedies depend on the evidence and the person or entity involved. You may report to DMW or DOLE, and you may also pursue criminal complaints such as illegal recruitment or estafa where applicable. Receipts, messages, payment records, and witness statements are important.

Key Takeaways

For overseas jobs, verify both the DMW-licensed agency and the approved job order.
For local jobs in the Philippines, verify the agency with DOLE-BLE or the proper DOLE Regional Office.
SEC, DTI, BIR, barangay, or mayor’s permit registration is not the same as a recruitment license.
A licensed agency can still commit violations, so check the job order, contract, fees, receipt, recruiter, and office address.
Do not pay early “reservation,” “slot,” or “processing” fees without proper verification.
Do not surrender your passport or original documents to a recruiter who cannot prove authority.
Save screenshots, receipts, contracts, and payment records if you suspect illegal recruitment.
Report suspected overseas recruitment scams to DMW and suspected local placement scams to DOLE.