Job Posting Guidelines

Remote Work Only

RemoteWork.ph is intended for remote work opportunities.

Jobs should allow the worker to perform their work remotely. Jobs that primarily require applicants to report to a physical office, residence, studio, or other work location may be rejected.

Employers should clearly disclose if occasional travel, meetings, or in-person activities are required.

Accurate Job Descriptions

Employers must accurately describe the nature of the work, responsibilities, requirements, compensation, and working arrangement.

Job posts must not hide, misrepresent, or omit important information about a position.

For example, an employer may not advertise a position as “Customer Support,” “Chat Sales,” “Virtual Assistant,” or a similar general role if the actual work involves materially different activities that were not disclosed.

Important conditions such as night shifts, commission-based compensation, required availability, monitoring, or unusual job responsibilities should be clearly disclosed in the job post.

Deliberately misleading applicants about the nature of a position may result in removal of the job post or employer account.

Adult and Sexually Explicit Work

RemoteWork.ph does not allow jobs from businesses whose primary business involves pornography, sexually explicit content, adult entertainment, OnlyFans management, or similar adult services.

This includes, but is not limited to:

• OnlyFans or adult-content chatter positions
• Jobs requiring sexual or sexually explicit conversations with customers
• Creating, selling, distributing, or managing explicit photos or videos
• Editing or moderating sexually explicit content as a regular part of the job
• Managing creators primarily involved in adult content
• Jobs that regularly expose workers to sexually explicit material

Jobs may be removed even when the adult nature of the work has been disclosed to applicants.

Employers must not disguise adult-related work under titles such as Customer Support, Chatter, Sales Representative, Virtual Assistant, or Social Media Manager.

Compensation

Compensation must be reasonable for the time, responsibilities, and experience required for the position.

RemoteWork.ph may reject or remove jobs offering compensation that we consider unreasonably low for ongoing work.

Employers should not advertise extremely low compensation while requiring substantial experience, specialized skills, demanding schedules, or extensive responsibilities.

The compensation advertised in a job post must accurately reflect what applicants will actually be offered.

Employers may not advertise one rate publicly and then offer applicants a substantially lower rate during the hiring process.

Commission-Based and Performance-Based Roles

Commission and performance-based compensation is permitted when the compensation structure is clearly explained to applicants.

Jobs that require employees or contractors to work set hours must include guaranteed compensation of at least the minimum hourly rate permitted on RemoteWork.ph. Commission, bonuses, and other performance-based compensation may be offered in addition to this guaranteed pay.

100% commission-only roles are not permitted when the worker is expected to work scheduled or ongoing hours without guaranteed compensation.

Fixed-price freelance projects and clearly defined per-project or per-task work may be reviewed separately.

Employers must not describe a role as salaried or hourly if compensation is actually dependent on commissions or performance.

RemoteWork.ph may reject compensation structures that appear misleading, unreasonable, or inconsistent with these guidelines.

Training, Trial Work, and Assessments

Required training, trial work, test shifts, or productive work performed for an employer should be paid.

Employers may use reasonable skills assessments during the hiring process. However, applicants should not be asked to complete substantial unpaid work that provides meaningful business value to the employer.

For example, an employer should not ask multiple applicants to complete real client work, manage live accounts, produce large amounts of content, or perform several days of unpaid work as a “test.”

RemoteWork.ph may remove jobs or restrict employers that require extended unpaid training, unpaid trial periods, or unpaid productive work.

No Fees for Applicants

Job seekers should never have to pay an employer in order to receive a job through RemoteWork.ph.

Employers may not require applicants to:

• Pay an application fee
• Pay a hiring or processing fee
• Pay for training before starting work
• Send a deposit
• Pay to access work opportunities
• Purchase required equipment directly from the employer as a condition of being hired
• Send money, cryptocurrency, gift cards, or similar payments

Employers must also not ask applicants to receive, transfer, or forward money as part of a suspicious or unrelated hiring process.

Applicant Personal Information

Employers should only request personal information that is reasonably necessary for legitimate hiring and employment purposes.

Employers should avoid requesting sensitive documents such as passports, government IDs, banking information, or similar personal information early in the application process unless there is a legitimate reason for doing so.

Employers must never request:

• Passwords
• One-time passwords or verification codes
• Access to an applicant’s personal email or financial accounts
• Login credentials for personal accounts
• Unrelated banking or financial information

Requests for sensitive information that appear unnecessary, misleading, or suspicious may result in account review or removal.

Age and Gender Requirements

Job opportunities should generally be open to qualified applicants regardless of age or gender.

Employers should not include arbitrary requirements such as:

• “Male applicants only”
• “Female applicants only”
• Specific age ranges such as “20 to 25 years old”
• Preferences for younger or older applicants when age is unrelated to the work

If an employer believes an age or gender requirement is genuinely necessary for a particular role, RemoteWork.ph may request additional information before approving the job.

RemoteWork.ph reserves the right to reject discriminatory or unnecessary applicant restrictions.

Professional and Safe Work

Jobs posted on RemoteWork.ph must represent legitimate work opportunities.

We do not allow opportunities involving scams, deceptive activity, illegal activity, or work that may place applicants at unreasonable risk.

Employers may not use RemoteWork.ph to recruit workers for activities such as:

• Financial scams or fraudulent transactions
• Fake reviews, impersonation, or deceptive activity
• Phishing or account theft
• Money laundering or suspicious money-transfer schemes
• Illegal products or services
• Jobs primarily designed to collect applicant information rather than hire workers

RemoteWork.ph may request additional information about a business or job opportunity when necessary to verify its legitimacy.

Respectful Hiring Practices

Employers are expected to communicate with applicants professionally and respectfully.

Harassment, threats, sexually inappropriate behavior, abusive communication, or attempts to pressure applicants into activities unrelated to the advertised position are not permitted.

Repeated reports of inappropriate employer behavior may result in account restrictions or removal.

Changes to a Job After Posting

Employers should update their job post when important details change.

Major changes to compensation, responsibilities, hours, working arrangements, or other material conditions should be communicated clearly to applicants.

Employers must not use an approved job post to recruit applicants for a substantially different position without disclosing that change.

Enforcement

RemoteWork.ph reviews job posts, employer activity, and reports from our community to help maintain a professional and safe marketplace.

Depending on the circumstances, RemoteWork.ph may:

• Request changes to a job post
• Reject a job post
• Pause or remove a job post
• Restrict an employer’s ability to post jobs or send messages
• Lock, suspend, or close an employer account
• Contact applicants who may be affected by a safety or trust issue

Repeated violations, serious safety concerns, scams, or deliberately misleading job posts may result in permanent removal from RemoteWork.ph.

If an employer has a paid subscription and their account is restricted or closed because their business, conduct, or job posts are not permitted under these guidelines, any refund eligibility will be determined on a case-by-case basis.

RemoteWork.ph may update these guidelines as the marketplace evolves and new safety or quality concerns arise.

Reporting a Job

If you see a job on RemoteWork.ph that appears misleading, unsafe, inappropriate, or in violation of these guidelines, please report it using the report option on the job post.

You can also contact RemoteWork.ph if you believe an employer or job opportunity should be reviewed.

Reports help us protect Filipino professionals and maintain a trustworthy remote work marketplace.