Scaling Care, Not Complexity Enabling healthcare expansion with EOR and payroll compliance support
Growing Fast, But Stuck on Structure
A regional healthcare group managing diagnostic clinics and wellness centers across Metro Manila had just acquired new facilities in Central Luzon and Northern Mindanao. The group needed to hire radiologic technologists, nurses, and admin support staff fast—but setting up new branches as formal business entities in each region would delay operations by 3–4 months.
Meanwhile, job offers were ready. The company needed a way to legally hire, onboard, and pay these professionals without waiting for entity registration. They also needed help with payroll, benefits administration, and compliance reporting in multiple jurisdictions with varying labor dynamics.
EOR as a Bridge to Expansion
Circa Logica Group’s Workforce Mobility team proposed a local Employer of Record (EOR) model, allowing the client to deploy staff in new regions without legal delays. CLG became the legal employer on paper—handling contracts, onboarding, and payroll—while the healthcare group managed day-to-day operations.
This flexible solution allowed the business to go live immediately in new markets, while CLG ensured full compliance with regional labor rules, tax remittances, and benefits administration.
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Urgent need to deploy staff in newly acquired branches
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Business permits and local entity setup not yet completed
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HR team lacked bandwidth to manage multi-region payroll and compliance
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Varying benefits expectations and statutory requirements across locations
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High risk of audit or DOLE findings if hiring proceeded informally
✅ EOR Model Implementation:
CLG legally hired 47 healthcare professionals under its organization, issuing compliant contracts and handling government reporting.
✅ Regional Payroll Services:
Managed timekeeping, payroll computation, withholding tax, SSS/PhilHealth/Pag-IBIG remittances, and payslip distribution per region.
✅ Onboarding & Benefits Administration:
Coordinated employee onboarding kits, statutory enrollment, and HMO setup across multiple cities.
✅ Compliance Oversight:
Prepared monthly audit-ready reports for each location to ensure no DOLE violations during transition phase.
| Metric | Result |
|---|---|
| Staff deployed under EOR arrangement | 47 across 4 regions |
| Time saved vs. entity setup | Estimated 3 months |
| DOLE/regulatory compliance findings | 0 |
| Payroll issues reported | None (zero late or incorrect pay) |
| Conversion to regular employees (post-EOR) | 85% after 6 months |
The client continues to use CLG’s EOR model for new branches, allowing their HR and finance teams to focus on quality care, not backend paperwork.
