Hiring a Filipino virtual assistant can be one of the highest ROI moves you make, but only if you get compensation right. Pay too low and you will burn time on turnover, training, missed deadlines, and quality issues. Pay too high without a plan and you can strain cash flow. The sweet spot is a fair, market-aware offer tied to role complexity, trust level, and outcomes.
This guide pulls benchmarks from the top-ranking resources, then fills the gaps with a practical pay framework you can actually use. I will cover hourly rates, monthly salaries, role-based ranges, hidden costs like 13th month pay, and how to build a compensation ladder that helps you retain great people long-term.
Quick answer: typical Filipino VA rates in 2026
If you need a defensible range to start with, most current guides cluster around these bands:
Common hourly ranges (USD)
- Entry-level or generalist VA: $3.00 to $4.50 per hour
- Mid-level or specialist VA: $4.50 to $7.50 per hour
- Senior or high-trust roles (EA, finance, technical): $7.00 to $10.00 per hour
- Highly specialized roles can go higher depending on niche (design, advanced dev, senior bookkeeping), but the ranges above are a strong baseline.
Common monthly ranges (full-time)
A lot of employer guides will quote full-time monthly pay like:
- $400 to $600 per month for entry-level roles
- $500 to $1,200 per month for skilled long-term staff, depending on role
- $1,300 to $2,000+ per month for specialized or technical work
Those monthly numbers often assume around 160 hours per month. Some calculators use 173 hours per month for a standard working month when converting salary to hourly equivalents, so make sure you are comparing apples to apples.
What the top-ranking pages cover, and what they miss (content gap)
Here is what the top pages generally do well, and the gaps you should watch out for.
What they do well
Most of the top results include:
- broad pay ranges and role examples
- a reminder that paying too low can backfire
- simple step-by-step ways to decide your offer
- discussion of different hiring methods (direct, agency, EOR)
- initial costs like recruiting platform fees and budgeting for 13th month pay
The gaps I see (and will solve in this article)
Most guides do not go deep on:
- A role clarity checklist that prevents “VA scope creep” from destroying both performance and pay fairness.
- A simple pay-banding system you can use across multiple VAs, not just one hire.
- A retention plan that includes raises, bonuses, and progression tied to skill and trust.
- How to set pay when you hire part-time (40 hours per month, 10 hours per week, flexible shifts).
- All-in cost math including compliance layers like an EOR fee and employer contributions, so you can budget correctly.
- Practical scripts for discussing compensation with candidates in a respectful, non awkward way.
- Quality signals to justify paying at the top of the range so you get a higher caliber VA, not just a higher rate.
Let’s fix those.
Step 1: Decide what kind of VA you are actually hiring
“Filipino virtual assistant” is an umbrella term. Clients post “VA” jobs that secretly include three jobs: admin, customer support, and marketing ops. Then they wonder why candidates churn.
Before you talk about salary, define the role type.
Common VA categories
- General admin VA: inbox support, calendar, travel booking, data entry, doc formatting
- Customer support VA: Zendesk, Gorgias, Freshdesk, live chat, order status, returns
- Executive assistant: high-trust scheduling, follow-ups, stakeholder management, meeting briefs
- eCommerce VA: Shopify or WooCommerce product uploads, collections, inventory checks, listing QA
- Social media VA: scheduling, community management, Canva, basic video clipping
- Content and SEO VA: WordPress uploads, formatting, internal links, basic on-page checks
- Lead gen VA: list building, outreach, CRM updates, appointment setting
- Operations VA: SOPs, automations, Airtable, Notion, Zapier, reporting
Each bucket has a different market rate because the risk, responsibility, and required judgment are different.
Step 2: Use real-world pay bands by role
Below is a practical pay band table you can use to set expectations fast. I am combining the role-based numbers seen across top guides and aligning them into a clean structure.
Important: These are hiring-market ranges for remote work paid in USD. They are not government wage tables.
Filipino VA pay bands (2026)
| Role type | Typical skill level | Hourly rate (USD) | Monthly full-time estimate |
|---|---|---|---|
| General admin VA | Entry | $3 to $5 | $400 to $700 |
| Customer support VA | Entry to mid | $4 to $6 | $600 to $900 |
| Executive assistant | Mid to senior | $6 to $10 | $800 to $1,500+ |
| eCommerce support (Shopify, WooCommerce) | Mid | $5 to $8 | $750 to $1,100 |
| Content upload + basic SEO | Mid | $6 to $9 | $800 to $1,200 |
| Social media support | Entry to mid | $4 to $7 | $650 to $950 |
| Bookkeeping (QuickBooks, Xero) | Senior | $8 to $12 | $1,100 to $1,600 |
| Tech support (WordPress admin, troubleshooting) | Senior | $10 to $15 | $1,300 to $2,000+ |
If you just want the simplest version of this, one of the clearer benchmarks breaks it into three tiers: entry $3.00 to $4.50, specialist $4.50 to $7.50, and senior $7.00 to $10.00.
Step 3: Decide if you are paying hourly, monthly, or per outcome
There are three common ways to pay a Filipino VA. Each changes how you should think about “fair pay.”
1) Hourly pay
Best when:
- workload varies
- tasks are well-defined
- you want a clean pilot period
- you are hiring part-time
Watch-outs:
- if you only measure hours, you can accidentally reward slowness
- you need clear weekly priorities and definitions of done
2) Monthly salary (full-time or part-time retainer)
Best when:
- you want stability and long-term retention
- you want the VA to take ownership
- you have recurring tasks
Watch-outs:
- you need a scope list and priority system so the VA is not stuck doing random tasks
3) Outcome-based or per-project
Best when:
- deliverables are measurable (for example, “publish 20 product listings with full SEO fields”)
- you already trust the VA’s quality
Watch-outs:
- outcome pricing is hard if quality checks are subjective
- can create rushed work if you do not define QA standards
Most long-term hiring ends up as monthly pay or a monthly retainer for part-time work, because stability tends to produce better performance and lower churn.
Step 4: Understand the hidden costs nobody tells you about
A lot of people compare “$4 per hour” vs “$30 per hour locally” and stop there. That is not a budget. You need an all-in view.
1) Recruiting and hiring fees
If you hire via OnlineJobs.ph or another platform, you may have subscription fees while you recruit. One breakdown specifically calls out OnlineJobs.ph Pro or Premium costs for one month as an initial hiring cost.
2) 13th month pay
In the Philippines, 13th month pay is a common expectation and, in many local employment setups, a legal requirement for employees. Even if you hire as an overseas contractor, many experienced VAs expect a 13th month equivalent or a year-end bonus because it is standard locally. One hiring cost breakdown explicitly tells employers to budget for it.
How to budget it simply
- Add 8.33% of base annual pay to your budget (that is 1 extra month divided by 12).
- Or set a policy like “year-end bonus equal to 2 weeks to 1 month, based on performance and tenure.”
3) Paid time off and holidays
Even when hiring contractors, offering a light PTO policy increases retention. If you want a long-term VA, plan for:
- a few paid sick days
- a few paid vacation days
- flexibility for major PH holidays (or negotiate an alternate holiday calendar)
4) Equipment and tools
Some VAs have their own laptop and backup internet, but if your work requires stability, you may need to contribute:
- headset
- second monitor
- power backup or internet subsidy
- software seats (Google Workspace, Slack, Asana, LastPass, HubSpot)
5) Training and SOP building
The most expensive VA is the one you keep replacing. Budget time for:
- SOP creation
- Loom videos
- a proper onboarding week
- a checklist for recurring tasks
Step 5: Build a compensation ladder that keeps good people
If you want to attract top talent, the “rate” is only one part of the offer. Great VAs look for:
- stability
- clear expectations
- growth
- respectful communication
- timely pay
Here is a simple ladder you can apply.
Example ladder for a generalist VA
- Month 1 to 2 (trial): $3.50 to $4.50 per hour
- Month 3 to 6 (steady): bump to $4.50 to $5.50 if KPIs are met
- Month 6 to 12 (ownership): $5.50 to $7.00 if the VA owns systems, improves processes, and reduces your workload meaningfully
- Year-end: 13th month equivalent or performance bonus, depending on setup
Example ladder for an executive assistant
- Trial: $6 to $8 per hour
- After onboarding: $8 to $10 per hour when trust is established and they can manage priorities independently
You can keep this fair by tying raises to clear skill milestones:
- can they handle the inbox without you?
- can they write SOPs?
- can they catch errors before they reach customers?
- can they manage a small project end-to-end?
Step 6: The best way to price a VA is by business impact
Here is a simple way to stop guessing.
The Impact, Effort, Risk framework
Score tasks on three dimensions:
- Impact
Does this task increase revenue, protect revenue, or save significant founder time? - Effort
How many hours per week does it take to do it properly? - Risk
What happens if it is done wrong? Refunds? Missed leads? Reputation damage?
Tasks that are high impact and high risk require higher pay because they require judgment and reliability.
Example
- Data entry: low risk, moderate effort, lower pay band
- Handling customer refunds: medium risk, medium impact, higher pay band
- Managing a CEO calendar across multiple time zones: high risk, high trust, higher pay band
- Publishing products with correct schema, pricing, and inventory rules: high risk for eCommerce, higher pay band
Part-time pay: how much should you pay for 40 hours per month?
A lot of founders start with part-time, which is smart.
If you are hiring 40 hours per month, you can use the same hourly bands, but you should expect the hourly rate to be slightly higher than full-time equivalents because:
- the VA is holding capacity for you
- switching costs exist
- part-time roles can be harder to schedule
Practical part-time guideline
- Take the full-time hourly range you want
- Add 10% to 25% if the role requires fixed availability windows or high responsiveness
- Keep it the same if the work is fully async and deliverable-based
Example
If you want a mid-level specialist:
- baseline: $4.50 to $7.50 per hour
- part-time offer might land at: $5.00 to $8.50 per hour, depending on expectations
Hiring method affects cost: direct, agency, or EOR
One of the top results makes this point directly: how you hire affects what you pay.
Here is the expanded version.
Option 1: Direct hire (contractor)
Pros:
- lowest cash cost
- you control the relationship
- flexible
Cons:
- you manage onboarding, compliance, and payroll logistics
- you must set clear expectations to avoid churn
Best for:
- founders with time to manage a hire
- long-term relationships
- smaller teams
Option 2: Agency placement
Pros:
- faster sourcing and vetting
- a bit more support if someone quits
- sometimes includes HR help
Cons:
- higher monthly cost
- less direct control
- sometimes the VA receives a smaller portion of what you pay
One guide notes agencies cost more but can offer better vetting.
Option 3: EOR (Employer of Record)
Pros:
- local compliance and payroll handling
- clearer benefits handling
- can reduce risk if you want a more formal employment setup
Cons:
- you pay an added fee on top of salary
- can feel heavy for very small engagements
One 2026 benchmark guide gives a concrete example: an EOR fee around $190 per month, which it converts to about $1.10 per hour on top of salary, using a 173-hour month.
How to set your offer without lowballing or overpaying
Use this 7-step offer builder.
1) Write the job scope in bullets
Not “general VA tasks.” Be specific:
- “manage inbox labels daily”
- “update Shopify product listings”
- “draft weekly KPI report from GA4”
- “respond to customer tickets within 12 business hours”
2) Decide the complexity level
- entry, mid, senior
Use the tier bands: $3 to $4.50, $4.50 to $7.50, $7 to $10.
3) Decide the trust level
High trust means higher pay. Trust tasks include:
- handling payments
- handling customer disputes
- working directly with partners
- managing executive schedules
- editing live site content without review
4) Decide the availability requirement
If you need overlap hours daily, pay more.
If it is purely async deliverables, you can stay closer to baseline.
5) Decide the growth path
Tell them how raises work:
- review at 30 days, 90 days, 6 months
- performance bonus or 13th month equivalent
6) Sanity-check with market guides
Cross-check your number against:
- role tables like the 2026 role breakdowns
- “most businesses pay” ranges like $500 to $1,200 monthly for skilled staff
7) Add retention incentives
A small incentive can beat a slightly higher base rate:
- internet allowance
- performance bonus
- paid holiday swap policy
- training budget
Real budget examples
Example A: Entry-level admin VA, part-time (40 hours per month)
- rate: $4.00 per hour (within entry band)
- monthly pay: 40 x $4.00 = $160
- annual base: $1,920
- 13th month equivalent (8.33%): about $160 extra annually
Estimated annual budget: about $2,080 plus tools
Example B: eCommerce VA for WooCommerce, 80 hours per month
- rate: $6.50 per hour (mid range for eCommerce support)
- monthly: 80 x $6.50 = $520
- annual: $6,240
- 13th month equivalent: about $520 extra annually
Estimated annual budget: about $6,760 plus tools
Example C: Senior executive assistant, full-time
- rate: $8.50 per hour (senior trust band)
- if you convert to a monthly salary using a typical 160-hour month: $1,360
- year-end bonus: one month or a performance-based amount
Reality check: many full-time senior roles will land around $1,000 to $1,500+ monthly depending on scope and trust, and that fits within the senior band plus role-based tables.
Keyword set you should naturally include in your job post
If your goal is also to rank in marketplaces and attract the right applicants, use keywords candidates search for, not just what employers search for.
Here are useful phrases to weave naturally into your job post and SOPs:
- Filipino virtual assistant rates
- hourly rate and monthly salary
- virtual assistant Philippines
- remote staff
- long-term role
- full-time or part-time
- admin support
- customer support
- executive assistant
- WordPress and WooCommerce
- Shopify
- email management and calendar management
- data entry
- social media management
- lead generation
- keyword research
- on-page SEO
- Google Search Console
- GA4 reporting
- CRM updates
- SOP and documentation
- KPI reporting
- Asana, Trello, ClickUp
Do not paste a giant keyword list into your profile or job post. Upwork-style keyword stuffing can make you look spammy. Use the phrases where they belong, especially in the first paragraph and in the “Responsibilities” section.
How to talk about pay with Filipino VAs without making it weird
Use a direct, respectful script. Filipino professionals usually appreciate clarity.
Message template
Hi [Name], thanks for applying. For this role, the work includes [3 to 5 bullet tasks]. The schedule is [hours and timezone overlap if needed]. My budget range is [range], with a review at [30 or 90 days]. If performance is strong, I do regular raises and a year-end bonus. Does that fit what you are looking for?
This sets expectations and positions you as a stable client, which is a huge advantage.
Red flags that you are underpaying
If you are seeing these patterns, it is often a pay and scope problem:
- the VA “disappears” after 2 to 4 weeks
- slow response times and constant rescheduling
- work quality that never improves
- they take on too many other clients
- they resist documentation, because they are rushing
Some guides explicitly warn that paying too cheap can hurt you long-term.
In practice, underpaying usually shows up as instability before it shows up as a complaint.
Green flags that you can justify paying top of band
Paying $7 to $10 per hour can feel “expensive” until you compare it to:
- your time
- mistakes
- missed leads
- customer churn
- content and ops backlog
Pay top of band when the VA:
- writes and follows SOPs
- catches problems early
- communicates clearly without drama
- suggests improvements
- understands tools and can learn fast
- treats the role as a profession, not a gig
Final recommendation: a simple pay formula that works
If you want one formula to keep you consistent:
Fair hourly rate = base band (entry, mid, senior) + trust premium + schedule premium
- Base band:
- entry $3.00 to $4.50
- mid $4.50 to $7.50
- senior $7.00 to $10.00
- Trust premium: add $0.50 to $2.00 for high-trust responsibilities
- Schedule premium: add $0.50 to $1.50 if you need strict overlap hours
Then add a retention layer:
- 13th month equivalent or performance bonus
- planned reviews at 30, 90, and 180 days
This approach keeps you fair, competitive, and scalable as you hire more remote staff.