How Much Should You Pay a Philippine-Based VA in 2026?
Feb 11, 2026
The honest answer: it depends on the role and the level.
But the context in 2026 matters more than it has in years.
What’s changed
The global economy is shaky. Many companies are restructuring, cutting costs, or experimenting with AI. As a result, we’re seeing a noticeable number of VAs being let go—both from VA communities and from the hundreds of applicants we speak with every month.
Availability is higher.
And when supply goes up, salaries generally move down.
After five years of steady VA wage growth—and a slowdown in 2025—we’re seeing rates soften again in 2026.
The important caveat
This doesn’t apply evenly across the board.
The really good VAs are still in short supply.
They’re well protected, well paid, and their employers will do what they can to keep them—as long as the business remains profitable or stable enough to ride out uncertainty.
The same goes for newer or more specialized skill sets. Roles tied to emerging functions or complex decision-making are still under-supplied and won’t come cheap.
Yes, you’ll see lower rates—but be careful
You’ll absolutely find VAs in the $400–$800/month range in 2026.
But here’s what we’re seeing more often now:
job stacking.
Some VAs are working two or even three full-time roles at once. Sometimes by choice, sometimes out of necessity. Inflation—especially food costs in the Philippines—has been tough, and economic growth has slowed.
Earning $600/month can work for a single person.
For someone supporting a family, it’s tight.
So what actually prevents job stacking?
There’s no perfect number.
We’ve seen VAs earning $2,000/month who still stack roles.
That said, in general:
Around $1,200/month starts to create real stability
Around $2,000/month allows for savings and longer-term thinking
These aren’t guarantees—but they change the odds.
Should you try hiring at $400/month?
Personally? I wouldn’t recommend it.
You might get lucky and find a gem.
But if the person is truly strong, they’ll receive better offers—quickly.
You may get a few good months, but retention will be difficult.
Can you start low and increase later? Yes.
But if you’re serious about keeping someone long-term, aim to move toward $1,000+ sooner rather than later.
The smarter approach: hire at market
Market rates vary widely—even within similar job titles.
A logistics VA is very different from a supply planning VA.
A senior EA who solves problems is very different from someone who simply manages inbox and calendar.
The best way to find market rate?
Shortlist 4–10 qualified candidates
Ask what they’re currently earning
Look at the cluster—not the lowest number
From there:
If market rate is ~$700 → offer $750–$800, with a clear performance review
If the role performs well → bump toward $1,000 within 6 months
If market rate is ~$2,000 → target $2,400 to stay competitive
And for high-ROI roles?
If the role can directly move revenue, margins, or efficiency—
media buyers, finance leads, supply chain experts—
Pay what you need to pay.
Great talent pays for itself many times over.
Bottom line
Supply is higher in 2026.
There are opportunities to find strong hires at reasonable cost.
But hiring cheap comes with risk.
Niche skills and true top-1% performers remain scarce and require more deliberate sourcing.
And when the role has meaningful ROI?
Compensation shouldn’t be the bottleneck.
If you’d like help benchmarking roles or figuring out what makes sense for your specific situation, happy to share what we’re seeing in the market.
How Much Should You Pay a Philippine-Based VA in 2026? (Q&A)
Q: What’s the short answer?
It depends on the role and the level. But in 2026, market context matters more than it used to.
Q: What’s happening in the VA market right now?
The global economy is shaky. Companies are closing, restructuring, cutting costs, or shifting work to AI. As a result, we’re seeing more VAs entering the market. Availability is higher, and in general, salaries are being pushed down.
After several years of VA salaries steadily rising, things slowed in 2025 and are softening further in 2026.
Q: Does that mean good VAs are cheaper now?
Not really.
Average talent is more available.
Top-tier talent is not.
The really good VAs are still in short supply. They’re protected by their employers, and as long as those companies are stable, they’ll do what they can to retain them. The same applies to newer or more specialized roles—those skills are still under-supplied.
Q: I’m seeing VAs at $400–$800/month. Is that realistic?
You’ll definitely see those rates—but there’s a trade-off.
We’re seeing a lot more job stacking right now. Some VAs are holding two or even three full-time roles. Sometimes that’s by choice, but often it’s driven by rising living costs and slower economic growth in the Philippines.
$600/month can work for a single person.
For someone supporting a family, it’s very tight.
Q: What salary actually helps prevent job stacking?
There’s no magic number.
We’ve seen VAs earning $2,000/month who still stack jobs. But generally:
Around $1,200/month starts to provide stability
Around $2,000/month allows for savings and longer-term thinking
It doesn’t guarantee loyalty—but it improves your odds.
Q: Should I try hiring at $400/month anyway?
You can—but it’s risky.
You might find a hidden gem, but if the person is truly strong, better offers will come quickly. You may get a few good months, but retention will be hard.
If you start low, plan to move toward $1,000+ sooner rather than later if you want to keep them.
Q: What’s the best way to figure out market rate?
Don’t guess—collect data.
Shortlist 4–10 qualified candidates and ask what they’re currently earning. Look at the cluster, not the lowest number.
Also remember: titles can be misleading.
A logistics VA ≠ a supply planning VA.
A senior EA who solves problems ≠ a basic inbox manager.
Q: How should I adjust my offer based on market data?
A simple framework:
Market rate ~$700 → offer $750–$800, then review at 6 months
Market rate ~$2,000 → target $2,400 to stay competitive
Q: What about high-ROI roles?
If the role can directly impact revenue, margins, or efficiency—media buyers, finance leads, supply chain experts—
Pay what you need to pay.
Strong talent pays for itself.
Q: What’s the bottom line for 2026?
Supply is higher.
Opportunities exist to hire well at reasonable cost.
But:
Hiring cheap comes with risk
Niche skills and top-1% talent are still scarce
High-ROI roles deserve high-ROI pay
If you’d like help benchmarking roles or sanity-checking compensation for your team, happy to share what we’re seeing on the ground.
