What about SSS, PhilHealth, Pag-IBIG and the 13th month pay?

Those stay with your Philippine payroll provider. Capstan compiles joiners, leavers, pay structure, leave, attendance and adjustments into a documented export, and files the computed results back onto the employee record. It holds no contribution or tax table, computes no 13th month pay, and files nothing with the SSS, PhilHealth, Pag-IBIG, the BIR or any authority.

The Philippines

HR software for the Philippines

Capstan is all-in-one HR software for the Philippines and for teams hiring Filipino talent anywhere. It is a complete core HRIS, free for up to twenty active people, with all fourteen modules on every plan, and it is the English-only system of record that holds your employees and contractors in one directory, while the statutory side stays with your local provider.

Prices are adjusted by country and live on the pricing page alone. Outside India you are billed in US dollars; the figure is one link away and appears nowhere else on the site.

Is Capstan HR software for the Philippines? Yes.

Capstan works for a Manila or Cebu company, and for a global team hiring Filipino talent, from the first hire. It is an HRMS and HRIS in one: a single directory for your people and contractors, records and documents, employee self-service, onboarding, leave, attendance and reporting, with a Philippine public-holiday set an administrator can import for the year in one click and then edit.

Free for teams of up to twenty active people, with no time limit, so a first Philippine hire and the next nineteen cost nothing.
An all-in-one HR platform rather than a core with paid add-ons: the full product from day one, on the free plan included.
The statutory side stays with your Philippine payroll provider. Capstan holds no contribution or tax tables, computes no 13th month pay and files nothing with any authority.

The structure of a Philippine hire, the mandatory contributions, the 13th month pay and the contractor question, is set out in the guide to hiring employees in the Philippines.

Built for Filipino talent and the teams that hire it

Capstan is built for the way the Philippines actually works: a large, English-speaking workforce that global companies hire into, often remotely, and often as contractors before or alongside employees. One directory holds that whole team, wherever the company that employs them sits, so a distributed team is one record rather than a spreadsheet per country.

English-only throughout, so a Filipino team and the people who manage them from abroad read the same screens, with no translation layer in between.
One directory across your whole team, effective-dated, so a role change, a move or a conversion is a recorded entry rather than a lost record.
Self-service, documents and approvals reach a remote worker on their own device, which is how a distributed Philippine team is run in practice.

Running a team that sits across time zones is its own problem; the guide to running payroll for a distributed team sets out how the inputs come together.

Contractor management for a contractor-heavy market

Contractors live in the same workspace as your employees, which matters in a market where a large part of the workforce is engaged as contractors and freelancers rather than staff. The contractor module adds a portal, invoices and a payout register on top of the core, and like every module it is already included on every plan, the free one included.

Contractor and employee management in one directory, so a person who converts from contractor to employee keeps a continuous record rather than starting a new one.
Contractor tax content is a country pack your workspace configures per jurisdiction, which you update yourself instead of waiting on a software release. It covers contractor invoicing, not employee payroll.
The classification line matters as much in the Philippines as anywhere. The guide to hiring global contractors and the note on contractor versus employee cover the tests.

The statutory stack stays with your provider

In the Philippines the mandatory contributions run through the SSS, PhilHealth and Pag-IBIG, income tax is withheld for the BIR, and the 13th month pay is due each year, and all of that stays with your Philippine payroll provider. Capstan is the record those figures start from, not the system that computes or files them.

Capstan compiles pay structure, leave, attendance, overtime and adjustments into a documented export for your payroll provider, then files the computed results back onto the employee record.
It holds no contribution or tax table, computes no 13th month pay, and makes no filing with the SSS, PhilHealth, Pag-IBIG, the BIR or any authority. The computation and the filing are your provider's, by design.
Capstan is not an employer of record and never becomes the legal employer of your Philippine staff; you employ them, and Capstan is where that employment is written down.

Why payroll is a partner's job and not the software's is set out in this piece.

Where does your data live? In the EU.

Capstan runs from one self-contained region today, and that region is in the EU, with data resident in Frankfurt and compute in Amsterdam. The Philippines is served from there rather than from a separate local deployment, so the residency line is EU, not Philippine-local.

One region, one boundary: your workspace and its data sit inside the EU deployment, which is the honest answer to a residency question in a security review.
If your organisation requires employee data to stay in the Philippines, you should know it is EU-resident today before you commit, not after.
The Philippine Data Privacy Act governs how you handle the data; keeping it in one controlled place with proper access limits is the practice that travels.

How the region is built, and why a residency commitment is only real if it cannot be quietly changed, is on the security page.

What do you get on every plan?

Every plan, the free one included, carries the whole platform. There is no core-only tier and no module held back for a paid plan, so an all-in-one HR platform here means the full product for a Philippine team, not a stripped sample of it.

The complete core HRIS: one directory for every employee and contractor, with records, documents, self-service and reporting.
All fourteen modules, from onboarding and leave to attendance, workflows and alumni access, with nothing sold module by module.
The same feature set on the free plan and on a paid plan. A paid plan lifts one thing, the twenty-active-employee cap, and changes nothing about the software.
A Philippine public-holiday set an administrator can import for the year in one click and then edit, on a calendar that carries its own working week.

What the platform covers is on the product page, and how it is built rather than priced against the tools you are probably weighing is on the comparison pages.

Where is the price, and how is it billed?

The price lives on the pricing page, and only there, because it is adjusted by country and belongs in one honest place. It is billed monthly, in arrears, per chargeable seat above the first twenty free, with no annual contract, no prepaid term and no lock-in.

One per-seat figure above the first twenty active people, billed monthly for the seats you actually use.
Outside India the currency is US dollars; the one you are billed in follows your billing country.
No minimum term, no renewal to sign, and downgrading to Free keeps all fourteen modules intact.

Capstan in other markets

Capstan is a global product, region-served from the EU, and it is written for the same shape of team wherever they hire. If your people sit outside the Philippines as well, the other market pages follow the same structure. Browse every market from the HR software by country hub.