DOLE for Employers: How Philippine Companies Access Training Subsidies

Why Philippine Employers Should Know About DOLE Programs

The Department of Labor and Employment (DOLE) offers a range of programs that directly benefit employers. Unlike programs that focus solely on individual workers, DOLE has enterprise-facing initiatives that provide wage subsidies, training support, and employment facilitation services. For companies investing in AI and digital transformation, DOLE programs can significantly reduce the cost of workforce development.

Key benefits for employers:

• Wage subsidies: SPES covers 40% of wages for student workers; DOLE-AKAP provides direct financial assistance
• Training support: DOLE partners with employers on enterprise-based training programs
• Recruitment pipeline: Access to pre-screened, trained workers through JobStart and TUPAD
• Compliance support: DOLE helps employers meet labour law training requirements
• Tax incentives: Training expenses through DOLE partnerships may qualify for tax deductions

DOLE Programs Available to Employers

DOLE-AKAP (Abot-Kamay ang Pagtulong)

DOLE-AKAP is a financial assistance program that provides one-time grants to workers and enterprises affected by crises, including economic disruptions and natural disasters.

For employers, DOLE-AKAP provides:

• Financial assistance of PHP 5,000 to PHP 10,000 per affected worker
• Funds can be used for salary support during business disruption
• Helps retain employees during temporary closures or reduced operations
• Available during declared calamities, pandemics, or economic crises

How to apply:

1. Contact your DOLE Regional Office during a declared crisis period
2. Submit proof of business disruption (reduced revenue, temporary closure)
3. Provide employee list with proof of employment
4. DOLE evaluates and disburses funds directly to workers or through the employer

Special Program for Employment of Students (SPES)

SPES is one of the most employer-friendly DOLE programs, providing a direct wage subsidy for hiring students and out-of-school youth.

How SPES benefits employers:

• Government pays 40% of the student worker's wage
• Employer pays only 60% of the wage
• Maximum 52 working days per student per year (summer and Christmas breaks)
• Access to young, educated, tech-savvy workers
• Opportunity to evaluate potential future full-time hires

SPES for AI and technology roles: Companies can use SPES to bring in students for technology-related work, including:

• Data entry and data cleaning for AI projects
• Testing and quality assurance for AI applications
• Content creation and labelling for machine learning models
• Basic programming and web development tasks
• Social media management using AI tools

How to register for SPES:

1. Ensure your company is registered with DOLE (submit company profile and business permits)
2. File an application with your DOLE Regional Office specifying number of student slots and work descriptions
3. DOLE screens and refers qualified students to your company
4. Sign individual SPES agreements with accepted students
5. Submit payroll records to DOLE for the 40% wage subsidy reimbursement

JobStart Philippines: Employer Partner Track

JobStart helps employers by providing pre-trained young workers for internship placements.

Employer benefits:

• Access to youth who have completed 10 days of life skills training
• Youth may have completed up to 3 months of technical/vocational training
• DOLE provides the training stipend (up to PHP 3,000/month) — not the employer
• No obligation to hire after internship (though encouraged)
• Opportunity to evaluate talent before making hiring decisions

How to become a JobStart partner:

1. Contact your DOLE Regional Office to express interest
2. Identify internship positions suitable for youth (including AI and technology roles)
3. Sign a Memorandum of Agreement with DOLE
4. Receive pre-screened, trained youth for 3-month internships
5. Provide structured work experience and mentorship
6. Report outcomes and consider retention of top performers

Enterprise-Based Training Partnerships

DOLE facilitates training partnerships between government and private enterprises for workforce development:

DOLE Training for Work Program:

• DOLE co-funds training programs that address industry skills gaps
• Employers propose training programs aligned with their workforce needs
• DOLE provides funding for training costs, materials, and facilitator fees
• Particularly relevant for AI and digital transformation training
• Trainees may include current employees or new hires

Industry Tripartite Councils:

• DOLE convenes industry-specific councils (employers, workers, government)
• These councils identify training priorities by sector
• AI and digital skills are now priority areas in technology, BPO, and manufacturing councils
• Employers participating in council-recommended training may access additional funding

Combining DOLE with Other Government Incentives

DOLE + TESDA

• Use DOLE programs for employment facilitation and wage subsidies
• Combine with TESDA for technical certification and accredited training
• Example: Hire through SPES, then sponsor TESDA certification for retained workers

DOLE + PEZA

• PEZA-registered companies can claim DOLE partnership expenses as deductible
• SPES wage subsidies stack with PEZA tax incentives
• Enterprise training costs may qualify for both DOLE support and PEZA deductions

DOLE + CREATE Act

• Training expenses co-funded by DOLE are still eligible for CREATE Act enhanced deductions
• Companies can maximise tax benefits while minimising training costs
• Consult your tax adviser for optimal structuring of DOLE and CREATE incentives

Compliance Benefits

Engaging with DOLE programs also helps employers demonstrate compliance with Philippine labour regulations:

• Department Order 198 requires employers to provide occupational safety and health training — DOLE partnerships facilitate this
• Training hour requirements under various industry-specific regulations can be met through DOLE programs
• Labour standards compliance is monitored by DOLE — proactive participation in DOLE programs builds a positive compliance record
• Documentation from DOLE partnerships provides evidence of workforce investment during labour inspections

How Pertama Partners Helps Employers Access DOLE Programs

Pertama Partners works with Philippine employers to maximise the value of DOLE workforce development programs for AI and digital skills training. We help you:

• Navigate DOLE registration and partnership application processes
• Design AI internship and training programs compatible with SPES and JobStart
• Develop enterprise training proposals for DOLE co-funding
• Combine DOLE, TESDA, PEZA, and CREATE Act incentives for maximum cost reduction
• Deliver AI and digital skills training content within DOLE programme frameworks

Contact us to discuss how DOLE programs can support your AI workforce strategy at reduced cost.

Step-by-Step Implementation for AI Training Through DOLE

Phase 1: Assessment and Planning (Weeks 1-2)

1. Conduct an internal AI skills gap analysis — identify which roles need AI capabilities and at what level
2. Research available DOLE programs in your region by contacting the DOLE Regional Office
3. Determine the best programme fit: SPES for bringing in tech-savvy students, JobStart for youth internships, or enterprise training partnerships for comprehensive programmes
4. Calculate potential cost savings by combining DOLE with TESDA, PEZA, and CREATE Act incentives

Phase 2: Registration and Application (Weeks 3-6)

1. Prepare company documentation (SEC/DTI registration, business permits, compliance certificates)
2. Submit applications to DOLE Regional Office for chosen programmes
3. Draft training plans and internship descriptions, emphasising AI and digital skills components
4. Negotiate Memorandum of Agreement terms with DOLE

Phase 3: Implementation (Months 2-6)

1. Receive and onboard programme participants (SPES students, JobStart interns, or enterprise trainees)
2. Deliver structured AI training according to the approved plan
3. Provide mentorship and meaningful work assignments
4. Document training hours, outcomes, and participant progress

Phase 4: Certification and Evaluation (Month 6+)

1. Submit completion reports and payroll records to DOLE
2. Claim reimbursements (SPES wage subsidies) and document expenses for tax deductions
3. Evaluate programme outcomes (skills gained, productivity improvements, retention decisions)
4. Plan for next cycle, potentially expanding to additional DOLE programmes

Sector-Specific DOLE Strategies

BPO and IT Services Companies

• Use SPES to bring in students for AI-assisted customer service roles during peak seasons
• Partner with JobStart to create AI operations internship pathways
• Leverage enterprise training partnerships for large-scale AI upskilling of existing call centre staff
• Combine with TESDA Contact Centre Services NC II for formal certification

Manufacturing Companies

• Use SPES for quality assurance and data entry positions supporting AI systems
• Register for enterprise training partnerships focused on Industry 4.0 skills
• Combine DOLE training support with PEZA incentives for cost-effective AI adoption
• Create TUPAD implementing partnerships for community-based manufacturing skills training

Financial Services Companies

• Use JobStart for fintech and digital banking intern placements
• Leverage enterprise training partnerships for AI compliance and risk training
• Combine DOLE support with BSP regulatory training requirements
• Create SPES positions for data labelling and AI model testing roles

Healthcare and Education

• Use SPES for health informatics and EdTech student placements
• Partner with JobStart for AI-in-healthcare awareness programmes
• Leverage DOLE training funds for AI tools training for teachers and healthcare workers
• Combine with TESDA certifications for formal health IT qualifications

Common Mistakes Employers Make with DOLE Programs

1. Starting too late — DOLE programme slots are allocated on a first-come, first-served basis. Apply early, especially for SPES summer slots.
2. Poor documentation — Incomplete company records delay applications. Ensure all SEC/DTI registrations and compliance certificates are current before applying.
3. Treating participants as cheap labour — DOLE monitors partner employers. Participants must receive genuine training and meaningful work. Non-compliance leads to programme suspension.
4. Not combining incentives — Many employers use only one government programme when they could stack DOLE, TESDA, PEZA, and CREATE Act benefits for maximum savings.
5. Ignoring reporting requirements — Failure to submit completion reports and payroll records on time delays reimbursements and jeopardises future participation.