When we talk about overseas Filipino workers, the numbers are staggering: 2.33 million registered OFWs in 2023, remittances contributing 9% of GDP, 2.66 million deployments in just the first nine months of 2024. These statistics paint a picture of economic success—modern-day heroes lifting families out of poverty.

But statistics have blind spots. They capture deployments but not departures of hope. They measure remittances but not the relationships strained by distance. They count success stories but silence those who return broken.

This guide examines the costs that don’t appear in government reports—the psychological toll on workers and families, the debt traps hidden in recruitment processes, the children growing up with virtual parents, and the trafficking risks that official statistics dramatically undercount. Understanding these invisible costs is essential for anyone considering overseas work.

Part 1: The Mental Health Crisis No One Measures

Depression and Anxiety: Higher Risk, Lower Access

Research consistently shows that migrant workers, including OFWs, experience higher risks of developing mental disorders like anxiety and depression than local populations in their host countries. A systematic review and meta-analysis covering 44,365 migrant workers across 17 countries found the overall prevalence of depression among migrant workers was approximately 39%, with anxiety at about 27%.

A 2024 study presented at the Philippine Department of Science and Technology’s National Brain and Mental Health Research Symposium revealed alarming findings specific to OFWs. Among 884 surveyed workers across ten countries:

• Depression and anxiety were prevalent across all migration stages
• In Macau, 25% of OFWs exhibited post-traumatic stress disorder (PTSD)
• Similar PTSD patterns were documented in Qatar, Indonesia, Nepal, and China
• Mental disorders identified included anxiety, depression, schizophrenia, bipolar, paranoia, panic attacks, and distress

The Paradox of Hope as a Stressor

Perhaps the most counter-intuitive finding: hope itself functions as a major stressor. OFWs carry the burden of their families’ expectations for a better future. When reality falls short of these hopes—through contract violations, lower-than-expected earnings, or inability to find work—the psychological impact compounds.

Barriers to Mental Health Care

Despite elevated mental health risks, OFWs face systematic barriers to care:

• Language barriers: Cultural and language differences prevent adequate knowledge of available mental health services in host countries
• Work schedule constraints: Most clinics are closed on Sundays—typically the only day off for domestic workers
• Fear of job loss: Workers fear that seeking mental health treatment could cost them their employment
• Recruitment screening: Filipina women applying for domestic work may be denied if they show signs of poor mental health or report emotional distress like homesickness
• Cultural stigma: Strong religious affiliation may lead workers to view expressing distress as ungrateful or unfaithful
• Self-medication: Research shows a majority of female OFWs resort to self-medication rather than seeking professional care

What the World Health Organization Says

The WHO identifies migrants and refugees as populations at high risk for suicidal behavior, associated with “experiencing conflict, disaster, violence, abuse, or loss and a sense of isolation.” The combination of financial pressures, family separation, potential workplace abuse, and limited social support creates a constellation of risk factors that official OFW statistics never capture.

Part 2: The Children Statistics Forget

Scale of Family Separation

According to a 2023 Lancet article, approximately 27% of all children in the Philippines are left behind by overseas Filipino workers—roughly one in four Filipino children grow up with at least one parent working abroad. In Thailand, about one-fifth of children (approximately 3 million) face similar circumstances. China counted 6.97 million left-behind children as of 2018.

Developmental Impact: What Research Shows

Children separated from parents due to labor migration experience family fragmentation during their most formative years. A scoping review of 50 sources published in The Lancet Regional Health – Western Pacific found that left-behind children in the Philippines experience a wide range of health outcomes:

Physical Health:

• General health concerns
• Hygiene issues
• Higher illness rates
• Nutritional deficiencies

Mental Health:

• Behavioral problems
• Cognitive difficulties
• Emotional distress
• Higher rates of loneliness

The Gender Dimension: When Mothers Leave

Research reveals that maternal migration has different impacts than paternal migration. In the Philippines, the migration of mothers has fueled public anxieties about left-behind children becoming spendthrift, delinquent, addicted to drugs, or emotionally scarred. An early study of 709 Filipino children aged 10 to 12 years concluded that the absence of the mother had the most disruptive effect compared to paternal absence.

However, these findings must be contextualized. Evidence also shows that Filipino fathers can take on greater caregiving roles when mothers work overseas—though relatively few actually do, maintaining traditional gender divisions even at a distance.

The Intervention Gap

Perhaps most concerning: of the 50 sources reviewed in the Lancet study, none included data from clinical trials or evaluation studies. The programs currently being implemented for left-behind children may lack sufficient evidence for their effectiveness. Despite 48 identified interventions across 13 of the Philippines’ 17 geographic regions, the evidence base for whether these interventions actually help remains thin.

Digital Connection: Help or Hindrance?

Some research suggests that maintaining parent-child relationships through frequent digital communication may ameliorate children’s negative emotions. However, “virtual parenting” cannot fully replace physical presence, and children often report that technology helps but doesn’t heal the sense of absence.

Part 3: The Debt Trap—Where Migration Begins in Red

The 80% Debt Statistic

A 2021 survey of 961 current and former OFWs cited by the Walk Free Foundation’s Global Slavery Index revealed a startling finding: 80% of respondents took on debt to finance their migration journey. For almost one-third, this debt exceeded their entire annual household income.

This means that for a significant portion of OFWs, they begin their overseas employment already owing more than a year’s worth of their family’s earnings—before earning a single peso abroad.

The Predatory Lending Ecosystem

An investigation by the International Consortium of Investigative Journalists (ICIJ) documented schemes where Philippine lenders and recruitment agents work together to “fleece workers seeking overseas jobs.” Key findings included:

• Interest rates exceeding 130%: Workers pressured into loans with rates far above legal limits
• Illegal recruitment fees: Despite legal caps, workers pay substantial unauthorized charges
• Mandatory “training”: Workers referred to costly training centers for non-mandatory courses they were told were required
• At least 12 licensed loan companies were named in documented complaints

How Legal Fees Become Illegal Debt

The Department of Migrant Workers (DMW) caps placement fees at one month’s salary. Domestic workers and those deployed to countries where placement fees are banned are supposed to be exempt entirely. Yet the reality differs dramatically:

• Workers report paying ₱45,000+ in placement fees plus additional charges for medical examinations
• Fees charged under different names (“training fees,” “documentation fees”) to circumvent regulations
• Post-dated checks collected from family members as collateral
• Loans structured to begin repayment before workers receive their first salary

The Debt Bondage Risk

This debt creates vulnerability to exploitation. When workers owe substantial amounts before they even begin working, they become less able to:

• Leave abusive employment situations
• Report contract violations to authorities
• Return home if conditions deteriorate
• Negotiate for better treatment

The Walk Free Foundation notes that unlicensed sub-agents operating in the Philippines charge excessive fees, directly increasing workers’ risk of debt bondage—a form of modern slavery.

Part 4: Trafficking—The Statistics That Can’t Count the Hidden

The Scale of the Problem

According to the 2023 Global Slavery Index, an estimated 859,000 people in the Philippines are trapped in modern slavery conditions—including forced labor, human trafficking, forced marriage, and other forms of exploitation. This figure represents people within and outside the Philippines affected by these practices.

The Filipino Share of Global Trafficking

Data from the Counter Trafficking Data Collective reveals that among trafficking victims identified globally between 2002 and 2022, Filipinos represented 11% of all identified victims—the second-highest share after Ukraine (16%), ahead of the United States (10%), Moldova (9%), and Mexico (7%).

2024-2025 Government Data

The 2025 US Trafficking in Persons Report documented that in 2024, the Philippine government reported assisting and potentially identifying 816 trafficking victims:

• 450 sex trafficking victims (333 female, 117 male)
• 366 labor trafficking victims (239 female, 127 male)

However, the report explicitly notes that the government “lacked a reliable mechanism to consolidate statistics on the total number of victims identified”—meaning these figures likely represent severe undercounts.

Industries Where OFWs Face Trafficking Risk

The US State Department identifies multiple sectors where Filipino migrant workers face trafficking risk:

• Industrial fishing
• Shipping and maritime
• Construction
• Manufacturing
• Domestic work
• Hospitality and janitorial services
• Healthcare
• Agriculture
• Education

The Domestic Worker Crisis

One in every five OFWs is a domestic worker—an estimated 2.067 million people, mostly women, out of 10 million OFWs globally. According to trade union reports, more than 90% of all problems involving Filipino migrant workers in the Middle East concern household service workers.

High-profile cases illustrate the extreme risks:

• Jullebee Ranara (2023): A domestic worker in Kuwait whose charred body was found beside a desert road after she reported being afraid of her employer’s son
• Joanna Demafelis (2018): Found dead in a freezer in an abandoned Kuwait apartment, murdered by her employers
• Jennifer Dalquez: Sentenced to death in the UAE for killing her employer, claiming self-defense against rape

Despite these risks, Saudi Arabia remains the top destination country among OFWs, with 419,776 Filipinos deployed in 2023. The Philippine government banned deployment to Saudi Arabia in 2021 due to abuses and billions of pesos in unpaid wages, lifting the ban in November 2022—yet as of July 2024, approximately 2,000 of 10,000 affected OFWs still had not collected their wage claims.

Official Complicity

Disturbingly, officials are sometimes involved in trafficking OFWs. In 2021, the Bureau of Immigration investigated at least 28 immigration officials allegedly involved in trafficking 44 women to Syria. The women were offered jobs in the UAE, traveled there on tourist visas, then were transported to Damascus and sold to employers for up to $10,000 each.

Part 5: Coming Home—The Crisis That Awaits

The 83% Unemployment Statistic

An International Organization for Migration study of 8,332 returned OFWs during the COVID-19 pandemic revealed perhaps the most sobering statistic of all: 83% of OFWs remained unemployed three months after returning to the Philippines.

Additional findings from this study:

• 48% of returnees experienced a 60% drop in household income
• 78% identified income generation as their greatest challenge
• 17% did not receive their final salaries before returning
• 24% cited debt repayment as their secondary challenge
• Only 26% had applied for or received any type of government support

The Skills Mismatch Problem

Research indicates that many OFWs return with skills that are not readily transferable to the domestic labor market. A seafarer’s years of international experience may not qualify them for the specialized skills demanded by, say, the call center industry—which requires American accents, perfect grammar, and personal equipment for work-from-home arrangements.

The Cycle Continues

Faced with unemployment at home, 48% of returned OFWs in the IOM study said they intended to re-migrate abroad. Only 34% expressed plans to stay in the Philippines, with 15% undecided. This perpetuates a cycle where workers who sacrifice years abroad find they cannot sustain themselves at home, forcing them to leave again.

The Capital Problem

Among those who wanted to start businesses, 69% lacked the capital to do so. More than half of OFWs from Luzon (52.7%) and the Visayas (76.6%) reported having no knowledge of where they could secure capital for business ventures.

Research consistently shows that only a few OFWs end up becoming business owners or entrepreneurs. Many have low levels of return preparedness in terms of accumulated resources. Years of overseas work often do not translate into the savings needed for successful reintegration.

Part 6: The Wage Gap and Wage Theft

The 12.6% Migrant Pay Gap

A December 2020 International Labour Organization study analyzing 49 countries found that migrant workers in high-income countries earned 12.6% less than local workers in the same occupation. The gap was even worse for women migrant workers, who earned 20.9% less than male counterparts.

This means the salary figures that attract OFWs to work abroad are systematically higher than what they actually receive—a hidden discount applied simply for being a migrant.

Discrimination in Promotion

Beyond pay gaps, OFWs report systematic discrimination in advancement. Filipino cruise ship workers note that while base salaries may be equal across nationalities, “bosses favor workers from their own countries” for promotions. Among cargo and shipping workers, Koreans and Japanese consistently receive higher rates than Filipinos—”especially if the owners are of the same race.”

Unpaid Wages: A Systemic Issue

The Philippine government banned OFW deployment to Saudi Arabia in 2021 partly due to claims of unpaid wages by approximately 10,000 Filipinos working for Saudi construction firms that went bankrupt in 2015 and 2016. Even after the Saudi government agreed to pay these individuals and the ban was lifted, substantial claims remained outstanding years later.

Part 7: Protecting Yourself—A Decision Framework

Understanding invisible costs transforms the migration decision from “how much will I earn?” to “what is the full price I might pay?” Here’s a framework for making informed choices:

Before Deciding to Work Abroad

1. Calculate true net income: Gross salary minus living expenses, remittance fees, debt service, and opportunity costs of time away
2. Assess family impact: Consider children’s ages, available caregivers, and communication capabilities
3. Research destination country protections: Some countries have bilateral agreements and labor protections; others do not
4. Verify agency legitimacy: Use DMW verification system, not agency-provided documents
5. Plan for return: Set specific financial goals and timelines; treat overseas work as means to an end

Avoiding Debt Traps

• Use government loan programs (OWWA 7.5%, SSS 10%, Pag-IBIG 6.25%) instead of informal lenders
• Know legal fee caps: placement fees cannot exceed one month’s salary
• Refuse to sign documents in languages you don’t understand
• Never provide post-dated checks from family members as collateral
• Report excessive fees to DMW immediately

Protecting Mental Health

• Establish regular communication schedules with family before departure
• Connect with Filipino community organizations in your destination
• Know the signs of depression and anxiety: persistent sadness, loss of interest, sleep changes, difficulty concentrating
• Identify mental health resources before you need them (OWWA provides teleconsultation services)
• Set realistic expectations with family about what you can provide

If Something Goes Wrong

• Contact the Philippine Overseas Labor Office (POLO) in your host country immediately
• Document everything: photographs, messages, contracts, pay stubs
• Never surrender your passport to an employer
• Keep copies of all contracts—original DMW-approved contracts prevail in disputes
• Know that contract substitution upon arrival is illegal under Philippine law

Emergency Contacts and Resources

Department of Migrant Workers (DMW)

• Hotline: 1348 (24/7)
• Email: connect@dmw.gov.ph
• Website: dmw.gov.ph

Inter-Agency Council Against Trafficking (IACAT)

• Hotline: 1343

Overseas Workers Welfare Administration (OWWA)

• Hotline: 1348
• Mental Health Teleconsultation: Available through OWWA regional offices

National Bureau of Investigation (NBI)

• Hotlines: (+632) 532-8231 to 532-8238

National Center for Mental Health Crisis Hotline

• Hotline: 0917-899-USAP (8727) or (02) 8989-USAP

Final Thoughts: Counting What Matters

The statistics we commonly hear about OFWs—deployment numbers, remittance totals, GDP contributions—tell an incomplete story. They capture the economics but miss the humanity.

Behind every deployment figure is a family separation. Behind every remittance is potential debt that made the migration possible. Behind every “successful” OFW story are untold numbers who returned with less than they left with—financially, emotionally, or both.

This isn’t an argument against overseas work. For millions of Filipinos, migration remains a rational economic choice that genuinely improves family outcomes. But it is an argument for full information—for understanding the invisible costs before incurring them, and for preparing to minimize harms that statistics don’t capture.

The government processes approximately 2.3 million employment contracts for Filipinos to work overseas each year. Each of those contracts represents a person making a decision about their future. Those decisions deserve to be informed by more than salary figures and success stories.

Count the invisible costs. Plan for them. And make your choice with full knowledge of the price—not just the payment.