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Paying Your Employees on their Regular Holidays

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If you are an employer or you run your own business, there are some areas you need to know especially in terms of paying your employees based on the declared holidays.

Why is it so?

So you don't find yourself in embarrassment or be naïve about such information. You don't want to wake up one day that your employees are demanding for pay(s) that you missed in giving. Worst, you also don't want to end up working alone in your company because your staff or your employees have decided not to report for work anymore due to your failure to pay what is due for.

We will be giving you helpful items to go over with.

Here is something you'd like to check about Coverage. Such benefits shall apply to all employees except those:

* Of the government and any of the political subdivisions, including government-owned and controlled corporations
* Also, those of retail and service establishments regularly employing less than ten (10) workers
* Domestic helpers and persons in the personal service of another
* Managerial employees
* Field personnel and other employees whose time and performance is unsupervised by the employer including those who are engaged on task or contract basis, purely commission basis or those who are paid a fixed amount for performing work irrespective of the time consumed in the performance then.

For your guidance, there are ten (10) Regular Holidays in a year supported by Executive Order No. 203:

New Year - January 1
Maundy Thursday - Movable Date
Good Friday - Movable Date
Araw ng Kagitingan - April 19
Labor - May 1
Independence Day - June 12
National Heroes Day - Last Sunday of August
Bonifacio Day - November 30
Eidul Fitre - Movable Date
Christmas Day - December 25
Rizal Day - December 30

Note on these regular holidays, the following rules apply: One hundred percent (100%) should be paid for an employee even if he or she is not required to report on such a date especially if the company do not have Saturday work, whatsoever. If the employee did report for work, two hundred percent (200%) should apply on the first eight (8) hours and in excess of eight (8) hours an additional thirty percent (30%) of the hourly rate on the said day.

However, if the day falls on an employee's rest day and is not required to work, one hundred (100%) also applies, but if the employee is around, an additional thirty percent (30%) of two hundred percent (200%) applies. In excess of eight (8) hours, plus thirty percent (30%) of the hourly rate on such date.

For declared special days such as special non-working holiday, special public holiday, special national holiday, in addition to the two (2) nationwide special days (November 1-All Saints Day and December 31-the last day of the year) under EO 203 as amended, the following rules apply: If the day is on a Saturday or Sunday or a weekend (which your company do not have those working days), the no pay policy shall apply, unless there is a favorable company policy, practice or collective bargaining agreement (CBA) granting payment on a special day.

These are just basic things you need to know in paying your employees for their regular holidays. To know more about this topic, you may visit http://www.gov.ph/faqs/labor_holiday.asp.

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Estrella Painaga  |  February 05, 2017
Good day! For daily wage earners (under agency) can they be paid on sundays, legal holidays and non-working holidays even if they don't report for work?
  • Currently 3.0/5 Stars.
Pink'z Sulit  |  January 25, 2017
Jan. 1, 2017 a regular holiday but fall on Sunday, am I entitled to get 100% pay on that day eventhough I have'nt worked the next day Jan. 2, 2017 which was declared Special Non Working Holiday.
  • Currently 0.0/5 Stars.
Cristina Mendoza  |  January 16, 2017
Since December 31 is in between December 30 & January 1.. If employee's rest day falls on December 31, Did employer had the right not to pay the 30th and 1st holiday pay?? Please help..
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Allan Borabo  |  January 08, 2017
Hi, since December 25, 2016 and January 1, 2017 both fell on a Sunday, are we supposed to get our premium pay for these dates? Also, if a BPO/RPO company declares for its employees not to go to work on a Philippine Regular Holiday falling on a regular working day (since BPO Companies operates even during Philippine Regular Holidays), is it legal for the employer to deduct its employees' earned Service Incentive Leave (SIL) credits to pay the said Philippine Regular Holiday the employer did not ask for its employees to report to work? Please support the answer with a corresponding article from the labor code. Thanks.
  • Currently 0.0/5 Stars.
Alexander Aban  |  December 23, 2016
On Dec. 25, 2016 and Jan. 1, 2017, both regular holiday but falls on Sunday (Rest day), am I entitled to get 100% pay on each day?
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May Anne Lim  |  November 29, 2016
hi, just want to ask, if the employee reported to work during regular holiday but does not consume 8 hours of work, is he/she entitled to 200% pay? thank you
  • Currently 2.0/5 Stars.
mary grace tolentino  |  September 08, 2016
Hi, I just want to ask if it is possible for the employers to move the date of the regular holiday, for ex. Eidul Fitre should be on Monday, but moved to Thursday. Also, they will not be paying the employees an additional pay since they moved it. Can the employees file a case about this? Thank you.
  • Currently 0.0/5 Stars.
Jocelyn Calpito  |  June 22, 2016
For example the employee is monthly rate and if the Regular Holiday falls on Sunday like May 1 & June 12 this 2016 do we have additional holiday pay?
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Ryan Cendana  |  May 13, 2016
@janel I guess you have to see this >>> http://www.dole.gov.ph/files/Labor%20Advisory%20No_%2011-15.pdf I believe they have to pay you 230% if i am not mistaken
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Janiel Jureza  |  May 04, 2016
Regular Holiday falls on Sunday, for monthly paid employee have we entitled also to the 100% pay? The factor we used is 313 days in a year.