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The only retirement benefit where both sides come out ahead. Your employees keep more of what they earn. Your company deducts more than it spends. That's not a tradeoff. That's the whole point.
When an employee puts ₱200,000 of a bonus into PERA and the company reclassifies it as an employer contribution, it isn't taxed as income. At the 35% bracket, that's up to ₱70,000 more they keep.
Every peso you contribute is deductible at 150% under CMEPA. Spend ₱1,000,000, deduct ₱1,500,000.
The calculator below shows the real impact on your company and your people. Adjust any number and the results update instantly.
Everyone has one clear job. The money goes from payroll to a custodian bank, never through us.
Decides the program, runs contributions through payroll, and claims the CMEPA deduction.
Open their own PERA, choose their funds, and claim their 5% tax credit.
Designs the program with you, onboards your people, records every contribution, reports to the BIR, and issues the certificates for your deduction. Much like a trustee, without being one.
The bank holds the money in each employee's name. Accredited fund providers manage the funds.
Start simple and add more when you are ready. Every option builds on the first.
You set up automatic payroll deductions so employees can contribute to their PERA accounts directly from their salary. No employer contribution required. Employees get the 5% tax credit on what they put in, and you've walked the talk on employee wellness without any additional cost to the company.
The simplest way to get started. HR sets it up once. Employees do the rest.
The company puts in alongside each participating employee, up to a limit you define. Your contributions qualify for the 150% CMEPA deduction. The more employees who participate, the more the company can deduct. The deduction alone often more than offsets what you're putting in.
Most visible commitment to employees. Strongest case for CFO sign-off.
Instead of paying out a performance bonus as cash, the employee elects in advance to have all or part of it flow into their PERA account. It comes in as an employer PERA contribution alongside a small nominal employee contribution. The employee receives the full gross amount tax-free. The company deducts 150%. Total cost to the company is identical to paying the bonus in cash. Value to the employee is meaningfully higher.
Election must be built into plan design upfront. We handle this with you.
Part of a salary increment is structured as an employer PERA contribution instead of a cash raise. The total compensation package stays the same, but because the increase flows into PERA before tax, a larger share actually reaches the employee. For high performers especially, it's one of the most efficient retention tools available.
Requires upfront payroll and legal coordination. We walk your team through it.
The employee chooses in advance to put part of a bonus into PERA, and adds a small contribution from their own salary. The company pays the same total, the full amount reaches the employee's PERA, and the company claims the 150% deduction.
Straight answers, with the legal basis included.
We're onboarding a small group of companies first. Request early access and our team will reach out to plan your setup. We handle the administration after that.
