2022 Philippine holidays; pay rules amid a pandemic

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The president earlier declared the 2022 Philippine holidays; DOLE issued a labor advisory on pay rules amid a pandemic to remind private employers of their legal duties.

President Rodrigo Duterte, Friday, Oct. 29, 2021, declared the 2022 Philippine holidays, while the Department of Labor and Employment (DOLE) issued a labor advisory on pay rules amid a pandemic, Thursday, Oct. 28, 2021 news release, to remind employers to “comply with their legal obligation in providing proper wages to their workers for the declared holidays in November 2021.”

Proclamation 1236 signed by the President declares the 2022 Philippine holidays both regular and special working/nonworking.

2022 Philippine holidays and pay rules amid a pandemic

Regular Holidays

January 1, SaturdayNew Year’s Day
April 9, SaturdayAraw ng Kagitingan
April 14,Maundy Thursday
April 15Good Friday
May 1, SundayLabor Day
June 12, SundayIndependence Day
August 29, MondayNational Heroes Day
November 30, WednesdayBonifacio Day
December 25, SundayChristmas Day
December 30, FridayRizal Day
2022 Declared Regular Holidays

Special Nonworking Days

February 1, TuesdayChinese New Year
February 25, FridayEDSA People Power Revolution Anniversary
April 16,Black Saturday
August 21, SundayNinoy Aquino Day
November 1, TuesdayAll Saints’ Day
December 8, ThursdayFeast of immaculate Conception of Mary
2022 Declared Special Non-working Days

Special Working Days

November 2, WednesdayAll Souls’ Day
December 24, SaturdayChristmas Eve
December 31, SaturdayLast Day of the Year
2022 Declared Special Working Days

The said proclamation also stipulates the national holiday for the observance of Eidul Fitr and Eidul Adha once the Islamic holidays have been determined. A proclamation shall be issued thereafter.


Holiday pay rules amid a pandemic DOLE reiterates

DOLE reminds employers in private companies to provide proper wages to their employees for the declared holidays amid this COVID-19 pandemic, a news release posted on Oct. 28, 2021.

Further, Acting Secretary Ana Dione issued Labor Advisory 19 series of 2021 indicating the proper computation of employees’ wages for the declared special non-working, special working, and regular holiday.

For special non-working days, these pay rules shall apply.

  • A “no work, no pay” principle shall apply for days that employees did not work unless there is a company policy, practice, or collective bargaining agreement (CBA) granting payment on a special day.
  • Employees shall be paid an additional 30% of their basic wage on the first 8 hours of work if they worked on special days. That is, [(basic wage x 130%) + COLA].
  • For overtime pay, that is, a work done more than eight hours, employees shall be paid an additional 30% of their hourly rate on the said day. That is, [hourly rate of the basic wage x 130% x 130% x number of hours worked].
  • If the special day falls on a rest day of an employee and he worked on that day, an employee shall be paid an additional 50% of his/her basic wage on the first 8 hours of work. That is, [(basic wage x 150%) + COLA].
  • For overtime pay on a special day that also falls on an employee’s rest day, an employee shall be paid an additional 30% of his/her hourly rate on the said day. That is, [Hourly rate of the basic wage x 150% x 130% x number of hours worked].

For special working holidays, the labor advisory states that employees shall receive only their daily wage without premium pay even if employees worked on that day. For it is considered an ordinary working day.

However, for regular holidays and when employees worked on that day, premium pay shall be paid for the employees. The following pay rules shall also apply:

  • If the employee did not work, Employees shall be paid 100% of their salary for days indicated even if they did not work on that day. Thus, [(Basic wage + COLA) x 100%]. But if employees rendered work on that day, they shall be paid 200% of their salary for the first 8 hours. That is, [(Basic wage + COLA) x 200%].
  • For overtime pay, that is, work done more than eight hours, an employee shall be paid an additional 30% of his/her hourly rate. That is, [Hourly rate of the basic wage x 200% x 130% x number of hours worked].
  • If a reglar holiday falls on an employee’s rest day and he/she works on that day, an employee shall be paid an additional 30% of his/her basic wage of 200%. That is, [(Basic wage + COLA) x 200%] + [30% (Basic wage x 200%)].
  • For overtime pay on a regular holiday that also falls on an employee’s rest day, an employee shall be paid an additional 30% of his/her hourly rate on the said day. That is, [Hourly rate of the basic wage x 200% x 130% x 130% x number of hours worked].

Meanwhile, establishments that “have totally closed or ceased operation during the community quarantine period are exempted from the payment of the holiday pay on November 30, 2021,” the labor advisory stated. RQJ

3 Comments

  1. What will be the rulings if reglar holiday falls on an employee’s rest day and he/she did not works on that day ?

    1. Hi,
      Per DOLE advisory, when a regular holiday falls on an employee’s rest day, this rule shall apply:
      “If the employee did not work, the employee shall be paid 100% of their salary for days indicated even if they did not work on that day. Thus, [(Basic wage + COLA) x 100%]. But if employees rendered work on that day, they shall be paid 200% of their salary for the first 8 hours. That is, [(Basic wage + COLA) x 200%].”

  2. What would be the pay ruling if a regular holiday falls on an employee’s rest day and he/she did not work on that day? Does “no work, no pay” principle shall apply for this scenario ?

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