Holiday Pay in the Philippines: Regular vs Special Holidays Explained
Understand the difference between regular and special holidays in the Philippines and learn exactly how much you should be paid for each.
Holiday pay is one of the most common sources of confusion for Filipino workers. The Philippines has two types of holidays — regular holidays and special non-working holidays — and the pay rules are completely different for each. Getting this wrong can cost you a full day's wages or more. This guide explains the difference and shows you exactly what you should earn.
Regular holidays: paid even if you do not work
Under Republic Act No. 9492, there are 12 regular holidays in the Philippines each year, including New Year's Day, Maundy Thursday, Good Friday, Araw ng Kagitingan, Labor Day, Independence Day, National Heroes Day, Bonifacio Day, Christmas Day, Rizal Day, and two Islamic holidays (Eidul Fitr and Eidul Adha). The most important rule about regular holidays is this: you get paid even if you do not work. If a regular holiday falls on your workday and you do not report, you are still entitled to 100% of your daily wage. This is often called the "no work, pay" rule for regular holidays.
Pay rates for working on a regular holiday
If you do work on a regular holiday, your pay doubles. You receive 200% of your daily rate for the first eight hours. If you also work overtime on that holiday, you receive an additional 30% on top of the 200% rate. And if the regular holiday happens to fall on your scheduled rest day and you work, the rate goes up to 260% of your daily rate for the first eight hours. These premiums can add up significantly, so always verify that your payslip reflects the correct rate.
Special non-working holidays: no work, no pay
Special non-working holidays follow a different rule. If you do not work on a special non-working holiday, you do not get paid — unless your employer has a more favorable company policy. There is no "no work, pay" guarantee for special holidays. However, if you do work on a special non-working holiday, you are entitled to 130% of your daily rate for the first eight hours. If the special holiday also falls on your rest day and you work, the rate increases to 150% of your daily rate.
Special working holidays
There is a third category that sometimes causes confusion: special working holidays. These are days declared as holidays by the government but designated as working days. On a special working holiday, if you work, you receive only 100% of your daily rate — no premium. If you do not work, you do not get paid. These are relatively rare and are usually announced through presidential proclamations.
Quick reference table
Regular holiday, not worked: 100% pay. Regular holiday, worked: 200% pay. Regular holiday, worked plus overtime: 200% plus 30% of the hourly rate. Regular holiday falling on rest day, worked: 260% pay. Special non-working holiday, not worked: no pay (unless company policy says otherwise). Special non-working holiday, worked: 130% pay. Special non-working holiday falling on rest day, worked: 150% pay. Special working holiday, worked: 100% pay. Special working holiday, not worked: no pay.
Common employer violations
Some of the most frequent violations involve regular holidays. Employers sometimes refuse to pay workers who did not report on a regular holiday, even though the law requires it. Others pay only the regular 100% rate for work performed on a regular holiday instead of the required 200%. If your payslip does not reflect the correct holiday premiums, raise it with your HR department first. If that does not resolve it, you can file a complaint with DOLE.
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