Foreign nationals employed in the Philippines are required to secure both an Alien Employment Permit (AEP) and a 9(G) Pre-Arranged Employment Visa to lawfully work and reside in the country. These two documents are interrelated—renewal of one often necessitates renewal of the other. This article comprehensively discusses the renewal procedures, legal basis, requirements, and practical considerations under Philippine law.

I. Legal Basis

1. Alien Employment Permit (AEP)

The AEP is issued under Department Order No. 221, Series of 2021 by the Department of Labor and Employment (DOLE), pursuant to Article 40 of the Labor Code of the Philippines. It authorizes a foreign national to engage in gainful employment in the Philippines.

2. 9(G) Work Visa

The 9(G) Pre-Arranged Employment Visa is governed by the Philippine Immigration Act of 1940 (Commonwealth Act No. 613) and its amendments, as well as the Bureau of Immigration (BI) rules. It is a long-term, multiple-entry visa granted to foreign nationals engaged in lawful occupation in the Philippines.

II. Renewal of the Alien Employment Permit (AEP)

A. When to Renew

An AEP is typically valid for one to five years, depending on the duration of the employment contract. Renewal must be filed at least 30 days before expiration to avoid penalties.

B. Where to File

Applications are filed with the DOLE Regional Office that issued the original AEP or that has jurisdiction over the place of employment.

C. Documentary Requirements

Duly accomplished AEP renewal application form
Original AEP card and photocopy of the previous AEP
Photocopy of passport (bio-data page, visa, and latest arrival stamp)
Photocopy of the latest 9(G) Visa
Certificate of Employment or current employment contract indicating position, salary, and duration
Photocopy of Business Permit and SEC/DTI Registration of the employer
Recent 2x2 ID photo of the applicant
Renewal fee payment (₱9,000 for one year, plus ₱4,000 per additional year)

D. Processing Time and Fees

Processing generally takes 2–4 weeks, subject to publication and evaluation periods. Employers must pay applicable fees upon filing, and any delay or incomplete documentation may extend processing time.

E. Publication and Objection Period

DOLE publishes a notice of application in a newspaper of general circulation. Third parties have 30 days from publication to file objections, after which the AEP renewal is issued if no objection is raised.

III. Renewal of the 9(G) Pre-Arranged Employment Visa

A. Prerequisites

A valid and renewed AEP is a mandatory prerequisite for the renewal of the 9(G) visa. The visa cannot be extended or renewed without it.

B. When to Renew

Applications should be filed one month before the visa’s expiration. Failure to renew on time can lead to overstaying penalties and fines.

C. Where to File

Applications must be filed at the Bureau of Immigration Main Office (BI Main) in Intramuros, Manila, or through accredited BI satellite offices authorized to process work visas.

D. Documentary Requirements

Letter request for visa renewal from the employer
Accomplished Consolidated General Application Form (CGAF)
Renewed AEP issued by DOLE
Original and photocopy of passport (including all bio-data, visa, and arrival stamps)
Employment contract or Certificate of Employment
BI clearance certificate
Company documents (SEC registration, General Information Sheet, and Business Permit)
Alien Certificate of Registration Identity Card (ACR I-Card)
Official BI payment receipt

E. Filing Fees (Approximate)

Visa renewal fee: ₱8,620
ACR I-Card renewal: ₱2,800
Express lane fee (optional): ₱500

F. Processing Period

Processing typically takes 2 to 4 weeks, depending on BI workload and completeness of documents. Once approved, the applicant’s passport is stamped with the renewed 9(G) visa, and a new ACR I-Card is issued.

IV. Important Legal and Practical Considerations

1. Change of Employer or Position

A change in employer or substantial change in job title or position requires a new AEP and 9(G) visa application, not merely renewal. The previous permits become invalid upon termination or transfer.

2. Grace Period and Penalties

Failure to renew before expiry may result in administrative fines, revocation of employment authorization, or deportation for working without a valid permit.

3. Dependents of 9(G) Holders

Dependents (spouse and unmarried minor children) may apply for 9(G) dependent visas, which must also be renewed alongside the principal’s visa.

4. Cancellation of AEP and Visa

Upon termination of employment, the employer must inform DOLE and BI within 15 days. Both the AEP and visa must be formally canceled before departure or new employment.

V. Common Pitfalls and Compliance Tips

Synchronize renewals: Always renew the AEP first, then the 9(G) visa.
Keep employer records updated: Ensure SEC, business permit, and other corporate documents are current.
Maintain proof of publication: Retain the official publication notice for recordkeeping.
Monitor expiration dates: Both employer and employee should track permit validity to avoid penalties.
Engage accredited liaisons or legal counsel: Especially useful for multinational corporations and frequent renewals.

VI. Summary Table

Requirement	Alien Employment Permit (AEP)	9(G) Work Visa
Issuing Authority	DOLE	Bureau of Immigration
Validity	1–5 years	1–3 years
Renewal Lead Time	At least 30 days before expiry	At least 1 month before expiry
Key Prerequisite	Valid employment contract	Valid and renewed AEP
Processing Time	2–4 weeks	2–4 weeks
Governing Law	Labor Code, DOLE Dept. Order 221-21	Immigration Act (CA 613)

VII. Conclusion

Renewing an Alien Employment Permit (AEP) and 9(G) Work Visa in the Philippines requires strict adherence to procedural timelines, submission of complete documentation, and compliance with both DOLE and Bureau of Immigration regulations. Coordination between the foreign national and the sponsoring employer is essential to ensure uninterrupted legal employment and residence. Proper management of these renewals safeguards both the worker’s rights and the employer’s compliance with Philippine labor and immigration law.