Compliance with the Bureau of Immigration Requirements for 9G Visa Holders

Maintaining compliance with the Bureau of Immigration (BI) requirements is essential for 9G visa holders to legally work and reside in the Philippines. The 9G Pre-Arranged Employment Visa permits foreign nationals to engage in lawful employment within the country. To ensure adherence to BI regulations, 9G visa holders should consider the following key aspects:

1. Alien Employment Permit (AEP):

Before applying for a 9G visa, foreign nationals must secure an Alien Employment Permit (AEP) from the Department of Labor and Employment (DOLE). The AEP verifies that no qualified Filipino is available for the position. Certain positions, such as corporate officers, may be exempt from this requirement.

2. Visa Validity and Extensions:

The 9G visa is typically valid for one to three years, depending on the employment contract and BI approval. Visa holders must monitor their visa’s expiration date and apply for extensions at least two months before expiry to avoid penalties or legal issues.

3. Alien Certificate of Registration Identity Card (ACR I-Card):

Upon approval of the 9G visa, holders are required to obtain an ACR I-Card, which serves as proof of legal residence. The ACR I-Card must be renewed concurrently with the visa.

4. Annual Report Compliance:

All foreign nationals holding valid visas, including 9G visa holders, must report in person to the BI within the first 60 days of each calendar year. This Annual Report ensures that the BI’s records are up to date.

5. Employment Changes and Promotions:

If a 9G visa holder is promoted or changes positions within the same company, the employer must submit a Notice of Promotion to the BI before the employee assumes the new role. Within 30 days of this notice, an application for a visa extension reflecting the new position must be filed. Failure to comply may result in visa cancellation and an order to leave the country.

6. Change of Employer:

Transferring employment to a different company requires downgrading the current 9G visa to a temporary visitor’s visa and applying for a new 9G visa under the new employer. This process involves securing a new AEP and fulfilling all BI requirements.

7. Compliance with Philippine Laws:

9G visa holders must adhere to all Philippine laws and regulations. Engaging in activities beyond the scope of the approved employment or violating local laws can lead to visa revocation and deportation.

8. Departure and Re-Entry:

The 9G visa allows multiple entries. However, visa holders must ensure their ACR I-Card and visa are valid upon departure and re-entry. Overstaying or failing to renew the visa before departure can result in fines or denial of re-entry.

9. Record Keeping:

Maintaining copies of all submitted documents, receipts, and official communications with the BI is crucial. These records serve as proof of compliance and can be essential in resolving any disputes or issues that may arise.

10. Professional Assistance:

Given the complexities of immigration laws, seeking assistance from legal experts or immigration consultants can help ensure compliance and address any concerns promptly.

By diligently following these guidelines, 9G visa holders can maintain their legal status and continue their employment in the Philippines without complications.