{"id":25310,"date":"2026-08-24T08:39:09","date_gmt":"2026-08-24T08:39:09","guid":{"rendered":"https:\/\/akriviahcm.com\/blog\/?p=25310"},"modified":"2026-09-01T10:47:46","modified_gmt":"2026-09-01T10:47:46","slug":"akrivia-hcm-vs-salarium-philippines","status":"publish","type":"post","link":"https:\/\/akriviahcm.com\/blog\/akrivia-hcm-vs-salarium-philippines","title":{"rendered":"Akrivia HCM vs Salarium: Philippines HR Software Comparison"},"content":{"rendered":"

Salarium built a real reputation in the Philippine market on one specific strength: getting salaries into employees’ hands reliably, including for workers without a bank account. If you’re comparing Akrivia HCM against Salarium, you’re likely weighing that strength against a broader question, whether a payroll-focused Philippine tool still fits a business that has grown past simple disbursement into multi-agency compliance, a full HR suite, or regional operations.<\/span>\u00a0<\/span><\/p>\n

There’s also a fact worth stating upfront rather than burying in the fine print: multiple market sources in 2026 indicate Salarium’s active development and support status has changed significantly, with some reporting the platform as discontinued or scaled back. Before this comparison goes further, verify directly with Salarium whether the platform is actively maintained, what current support looks like, and whether 2025 and 2026 regulatory updates, including the SSS rate change, have been applied. This comparison treats Salarium’s historical capabilities as the reference point, since that is what most search results and reviews still describe.<\/span>\u00a0<\/span><\/p>\n

At a glance: Akrivia HCM vs Salarium<\/h2>\n
\n\n\n\n\n\n\n\n\n
Category<\/span><\/b>\u00a0<\/span>\u00a0<\/span><\/b>\u00a0<\/span><\/td>\nAkrivia HCM<\/span><\/b>\u00a0<\/span><\/td>\nSalarium<\/span><\/b>\u00a0<\/span><\/td>\n<\/tr>\n
SSS, PhilHealth, Pag-IBIG, BIR compliance<\/span><\/i><\/b>\u00a0<\/span><\/td>\nNative, auto-updated<\/span>\u00a0<\/span><\/td>\nNative, historically strong<\/span>\u00a0<\/span><\/td>\n<\/tr>\n
Full HR suite (recruitment, performance, L&D)<\/span><\/i><\/b>\u00a0<\/span><\/td>\nYes<\/span>\u00a0<\/span><\/td>\nPayroll and core HR only<\/span>\u00a0<\/span><\/td>\n<\/tr>\n
Multi-country payroll<\/span><\/i><\/b>\u00a0<\/span><\/td>\nYes (Malaysia, Indonesia, Singapore, India, UAE, GCC)<\/span>\u00a0<\/span><\/td>\nNo, Philippines only<\/span>\u00a0<\/span><\/td>\n<\/tr>\n
Salary disbursement via bank or e-wallet<\/span><\/i><\/b>\u00a0<\/span><\/td>\nYes<\/span>\u00a0<\/span><\/td>\nYes, historical core strength<\/span>\u00a0<\/span><\/td>\n<\/tr>\n
People analytics<\/span><\/i><\/b>\u00a0<\/span><\/td>\nAI-powered,<\/span> Akrivia CoPilot<\/span><\/b><\/a>\u00a0<\/span><\/td>\nBasic operational reporting<\/span>\u00a0<\/span><\/td>\n<\/tr>\n
Active development status (2026)<\/span><\/i><\/b>\u00a0<\/span><\/td>\nConfirmed active<\/span>\u00a0<\/span><\/td>\nUnverified, requires direct confirmation<\/span>\u00a0<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table><\/div>\n

\u00a0<\/span><\/p>\n

Compliance\u00a0<\/span><\/h3>\n

Philippine payroll compliance is unforgiving on details. SSS runs at 15% of the monthly salary credit (10% employer, 5% employee), the final rate under RA 11199, with the Monthly Salary Credit ceiling at PHP 35,000 (both in effect since January 2025 and unchanged for 2026). PhilHealth holds at 5% of basic monthly salary, split 2.5% each, with a floor of PHP 10,000 and a ceiling of PHP 100,000. Pag-IBIG remains capped at PHP 400 total per month, based on a PHP 10,000 compensation ceiling, a rule that trips up more payroll systems than any other because non-basic allowances are treated differently in the calculation base. BIR withholding is filed monthly via Form 1601-C, with annual reconciliation through Form 2316 issued to every employee by January 31.<\/span>\u00a0<\/span><\/p>\n

Akrivia HCM automates all four natively, with contribution tables updating automatically when SSS, PhilHealth, Pag-IBIG, or BIR issue new circulars, so an HR team never manually applies a rate change mid-cycle. Salarium’s historical strength was in this exact category too, with automated computation of taxes and government contributions built into the core platform. The open question in 2026 is whether that automation is still being maintained against the current rate tables, which is precisely why direct vendor verification matters before shortlisting.<\/span>\u00a0<\/span><\/p>\n

HR suite breadth<\/h3>\n

This is where the two platforms diverge most clearly. Akrivia HCM is a unified hire-to-retire system: recruitment with ATS, digital onboarding, core HR, leave and attendance, payroll, performance management, a native LMS, and AI-powered people analytics, all sharing one data model. Attendance feeds into payroll automatically. Performance data connects to compensation planning without a manual export.<\/span>\u00a0<\/span><\/p>\n

Salarium’s platform was built around payroll, time and attendance, and disbursement, with a lighter HRIS layer for employee files and org charts on top. Performance management, structured recruitment, and learning and development are outside its scope. For a business that only needs to run payroll accurately and pay employees reliably, that focus was never a weakness. For a business that has grown into needing a full employee lifecycle system, it becomes a gap that requires stitching in separate tools.<\/span>\u00a0<\/span><\/p>\n

Also read: <\/span><\/i><\/b>Best HR Software in the Philippines 2026<\/span><\/i><\/b><\/a>\u00a0<\/span><\/p>\n

Multi-country capability<\/h3>\n