A payroll system you own — BIR, SSS, PhilHealth, and Pag-IBIG in one cycle.

We replace. We build. We optimize.

Every line of code we write is yours at cutover. No license. No annual increase. No lock-in.

How much does a custom payroll system cost in the Philippines?

You own the build outright for one fee — no per-employee charge. Sprout HR at ₱150–300/employee/month overtakes that fee within two to four years at modest headcount. Your exact scope and price are confirmed on the first call.

The exact build cost depends on the number of legal entities, pay structures, and integrations you need — ATM disbursement, biometrics, time-and-attendance. Optional ops support (monitoring, tax table updates, BIR form revisions) runs ₱50K–250K/month with no lock-in. The first call confirms your scope; no proposal is issued before that. The code and data are yours from day one.

Can the system generate BIR 2316 certificates and monthly 1601-C remittances?

Yes. The system produces BIR 2316 per employee, the monthly 1601-C remittance return, and the annual Alphalist in BIR-prescribed format.

BIR 2316 is generated at year-end or upon separation in the exact field layout the bureau requires. The monthly 1601-C is computed from gross compensation income, mandatory deductions, and the applicable withholding table. The Alphalist is produced as a DAT file for eBIRForms submission. Your payroll officer reviews and files; the system supplies the numbers and the file. No manual reformatting required.

Does it compute SSS, PhilHealth, and Pag-IBIG contributions automatically?

Yes. The system applies current SSS, PhilHealth, and Pag-IBIG contribution schedules to every payroll run and produces the remittance registers per agency.

SSS, PhilHealth, and Pag-IBIG each revise their tables periodically — the system is updated to reflect current schedules whenever the agencies publish them. Employee and employer shares are computed separately per payslip. The remittance register is formatted per agency requirement: SSS SBR file, PhilHealth RF-1, Pag-IBIG MCRF. Your HR team reviews totals and submits; the computation and file are system-generated.

Can one system handle multiple companies or legal entities?

Yes. Each entity gets its own TIN, contribution tables, and remittance registers — one system, no data mixing between entities.

Philippine holding groups and restaurant chains commonly operate ten or more legal entities under one management structure. The system models each entity as a separate payroll run with its own government registration numbers, contribution ceilings, and BIR filing obligations. Consolidated headcount and payroll cost reports can be pulled across all entities for management reporting. Employees who move between entities during the year are tracked per assignment without double-counting government contributions.

Does it handle daily-wage, contractual, and commission pay structures?

Yes. Daily-wage, semi-monthly, weekly, project-based, and commission-only structures are all configurable per employee classification.

Daily-wage workers common in F&B and construction require a different gross pay computation than monthly salaried staff — attendance, rest days, and special non-working days change the base. Contractual staff on project terms need a clear separation date and pro-rated 13th month. Commission-only earners have variable gross that affects withholding each cut-off. The system handles each classification independently so the same payroll run covers a mixed workforce without manual overrides.

How does the system compute 13th month pay under RA 6686?

The system computes 13th month pay as total basic pay earned within the calendar year divided by twelve, per RA 6686 and DOLE guidelines.

Basic pay excludes allowances, overtime, and additional pay in the statutory definition. The system tracks basic pay per employee per month and produces the 13th month computation report by November so you can review before the mandatory December 24 release date. Employees who resigned or were separated before year-end receive a pro-rated amount computed from their actual months of service. The payslip reflects the gross amount and the applicable withholding tax separately.

Can the system compute separation pay under the Labor Code?

Yes. The system computes separation pay based on the cause of termination — one-half or one-month pay per year of service as the Labor Code prescribes.

The applicable rate depends on the ground: retrenchment, closure, or disease entitles the employee to one-half month pay per year of service; illegal dismissal computation follows a different formula. The system takes the employee's hire date, separation date, monthly rate, and the specified ground to produce the gross separation figure. Tax treatment of separation pay — exempt for involuntary separation beyond a threshold — is applied before the final payslip is generated. Your legal counsel confirms the ground; the system handles the arithmetic.

How does net pay get disbursed to employees' bank accounts?

The system produces a bank disbursement file compatible with BDO, BPI, Metrobank, and major payroll banks — no manual encoding of individual transfers.

After the payroll run is approved, the system exports a credit advice file in the format each bank requires. The file is uploaded to your corporate online banking portal and the bank processes individual credits on payroll date. Employees receive the same net pay figure shown on their digital payslip. GCash and PayMaya disbursement formats are supported for companies with unbanked staff. The disbursement file is tied to the payroll register so any discrepancy between the two flags before release.

How are overtime and holiday pay computed under the DOLE schedule?

The system applies DOLE's pay rate schedule: regular OT, night differential, regular holiday, special non-working day, and double holiday rates are each computed separately.

DOLE issues the official list of regular holidays and special non-working days annually. The system is updated to reflect the current year's proclamation. Time-and-attendance data feeds into the payroll run: hours beyond eight trigger the applicable OT rate, work on a declared holiday applies the correct pay multiplier, and night shift hours between 10 PM and 6 AM add the 10% differential. Each line on the payslip shows the breakdown — regular pay, OT, holiday pay — so employees can verify and HR can audit without reconstructing the computation.

How long does implementation take from kickoff to first live payroll run?

Most builds go live in two to three weeks — employee master data, pay structures, and government registration numbers loaded; first payroll run processed on your normal cut-off.

The timeline depends on data readiness more than build complexity. If your current payroll is in Excel or a clean export from a subscription tool, migration takes two to three days. If it is in multiple spreadsheets maintained by different staff, the first week is spent consolidating. We run a parallel payroll — your existing process alongside the new system — for one full cut-off before you switch over. That parallel run catches any discrepancy before it reaches an employee's bank account. Government credentials (SSS ER number, PhilHealth ER number, Pag-IBIG MID) are configured on day one.