The 9G visa, formally known as the Pre-Arranged Employee Visa, is a non-immigrant visa category under Section 9(g) of the Philippine Immigration Act of 1940 (Commonwealth Act No. 613), as amended. It authorizes foreign nationals to enter and work in the Philippines for a specific employer under a pre-arranged employment contract. The visa is designed to permit the temporary employment of foreigners whose skills, qualifications, or services are not available among Philippine citizens, in accordance with the constitutional policy of protecting the domestic labor force. Administration of the 9G visa is jointly handled by the Department of Labor and Employment (DOLE) through the issuance of an Alien Employment Permit (AEP) and the Bureau of Immigration (BI) through the grant or conversion of the visa itself. The 9G visa is strictly tied to the approved employment; any change in employer, position, or terms requires a new AEP and visa application.

Eligibility Criteria

A foreign national qualifies for a 9G visa if the following conditions are met:

The applicant possesses specialized skills, technical knowledge, or expertise that cannot be supplied by the Philippine labor market, as certified by the DOLE through the AEP.
The prospective employer is a duly registered Philippine entity (corporation, partnership, sole proprietorship, or government instrumentality) in good standing.
The employment contract is bona fide, specifies the position, salary, duration, duties, and place of work, and complies with Philippine labor laws, including minimum wage, social security, and tax obligations.
The position does not displace any qualified Filipino worker, consistent with Article 40 of the Labor Code of the Philippines.
The applicant holds a valid passport with at least six months’ validity remaining at the time of application.
The applicant is not subject to any disqualification under Philippine immigration laws, such as prior deportation orders, overstaying, or involvement in prohibited activities.

Certain professions regulated by the Professional Regulation Commission (PRC), the Commission on Higher Education (CHED), or other agencies (e.g., medicine, engineering, architecture, accountancy, law, or teaching) require additional licensure or special permits before an AEP can be issued. Intra-company transferees, executives, and managers of multinational corporations may also qualify under 9G provided the AEP criteria are satisfied. Dependents (spouse and unmarried children under 21) of a 9G visa holder may apply separately for a 9F dependent visa, which is derivative and does not authorize employment unless converted.

Step-by-Step Application Process

The 9G visa process follows a mandatory sequence that begins with DOLE approval and concludes with BI adjudication. Applications may be filed either from abroad at a Philippine Embassy or Consulate or domestically through a change-of-status petition if the foreigner is already in the Philippines on a valid temporary visitor’s visa (9(a)).

Securing the Alien Employment Permit (AEP) from DOLE
The employer files the AEP application with the DOLE Regional Office having jurisdiction over the place of business or with the Bureau of Local Employment (BLE) in Manila for national-level entities. The application must be submitted prior to or concurrently with the BI visa process. DOLE evaluates labor market impact, posts the position for Filipino applicants if required, and issues the AEP upon finding no suitable local replacement. Processing normally takes five to ten working days from complete submission. The AEP is issued in the name of the foreign employee and is valid for the duration of the employment contract, typically up to one year and renewable annually.
BI Visa Application or Change of Admission Status
- From abroad: The foreign national submits the 9G visa application to the Philippine diplomatic or consular post, presenting the approved AEP and supporting documents. Upon approval, a 9G visa is stamped in the passport, allowing entry as a temporary visitor with authority to work upon arrival.
- In-country conversion: If already present on a 9(a) visa or visa waiver, the applicant files a petition for change of status directly with the BI Main Office in Intramuros, Manila, or any BI extension office. The petition must be filed before the current authorized stay expires.
Post-Approval Requirements
Upon BI approval of the 9G visa:
- The holder must apply for an Alien Certificate of Registration Identity Card (ACR I-Card) within thirty days.
- The holder must register with the local Social Security System (SSS), PhilHealth, Pag-IBIG, and Bureau of Internal Revenue (BIR) as required by law.
- Annual extensions of the 9G visa must be filed with the BI at least thirty days before expiry, accompanied by a renewed AEP.
- The employer is obligated to report any termination of employment to both DOLE and BI within five working days; failure to do so may result in cancellation of the visa and future sanctions.

Documentary Requirements

For the AEP (submitted by the employer):

Duly accomplished DOLE AEP application form.
Certified true copy of the employer’s SEC or DTI registration, latest GIS, and Mayor’s Permit.
Board resolution or Secretary’s Certificate authorizing the hiring of the foreign national (for corporations).
Original employment contract signed by both parties.
Proof that the position was published or posted for at least two weeks (if applicable).
Payment of AEP fees.

For the BI 9G visa or conversion (submitted by the applicant or authorized representative):

Original passport with valid admission stamp.
Duly accomplished BI Form No. V-I-001 (Application for Change of Status or Extension).
Original and two photocopies of the approved AEP.
Original employment contract or appointment letter.
Two 2×2 passport-sized photographs.
Notarized affidavit of support and guarantee of repatriation executed by the employer.
Proof of employer’s financial capacity (latest audited financial statements or bank certification).
Clearance from the National Bureau of Investigation (NBI) or police clearance from the country of origin (if required by BI).
Medical certificate from a DOH-accredited clinic (if the applicant has been in the Philippines for more than six months).
For regulated professions: PRC license or special temporary permit.
Additional documents as may be demanded on a case-to-case basis (e.g., school records for academic positions or proof of prior employment for managerial roles).

All foreign documents must be authenticated by the Philippine Embassy or apostilled under the Apostille Convention if the country of origin is a party thereto.

Processing Fees

Fees are prescribed by DOLE Department Orders and BI Memorandum Circulars and are paid in Philippine pesos at the time of filing. The amounts below reflect the standard schedule in force:

DOLE AEP Fees

Initial AEP (one year or fraction thereof): ₱3,000.00
Renewal/extension per year or fraction thereof: ₱3,000.00
Additional fee for each dependent (if applicable under related applications): ₱1,000.00 per dependent

BI 9G Visa Fees

Application/processing fee for change of status to 9(g): ₱2,010.00
Visa grant fee: ₱1,000.00
Extension of stay (annual): ₱3,000.00 per year
ACR I-Card (initial issuance): ₱1,000.00
ACR I-Card (annual re-registration): ₱500.00
Express Lane Fee (if availed): ₱1,000.00
Legal Research Fee: ₱100.00 per application

Other Incidental Fees

Certification of visa approval or clearance: ₱500.00
Emigration Clearance Certificate (ECC) upon final departure (if required): ₱500.00
Penalty for late filing of extension (per month of delay): ₱1,000.00 (capped under BI rules)

All fees are non-refundable. Payment is made directly to the cashier of the concerned office or through authorized payment channels. Government entities and accredited international organizations may enjoy fee exemptions or reductions under specific memoranda of agreement.

Validity, Renewal, and Cancellation

A 9G visa is initially granted for one year and may be extended annually for the duration of the employment contract, provided the AEP is renewed and the holder remains in good standing. Upon termination of employment, the 9G visa automatically becomes invalid, and the holder must depart within fifteen days or convert to another visa category. BI may cancel a 9G visa ex officio for violation of immigration or labor laws, overstaying, or misrepresentation. Re-entry after cancellation requires a new AEP and visa application. Holders who have rendered at least five years of continuous service under 9G may eventually qualify for permanent residency under Section 13 of the Immigration Act or through other special laws.

Compliance and Penalties

Employers who hire foreigners without a valid AEP or 9G visa face fines ranging from ₱10,000.00 to ₱50,000.00 per unauthorized worker, imprisonment of up to six months, or both, under the Labor Code and immigration laws. Foreign workers found working without proper authorization are subject to deportation at their own expense and permanent exclusion from re-entry. Both DOLE and BI conduct joint inspections to enforce these provisions.

The 9G visa framework balances the need for specialized foreign expertise with the protection of Filipino employment opportunities. All applications are processed on a case-to-case basis, and complete, accurate documentation accelerates approval.