DOLE issues pay rules for Holy Week

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THE Department of Labor and Employment (DOLE) has issued pay rules and general occupational safety and health labor standards during the Holy Week holidays for strict compliance by private sector employers and businesses.

The pay rules were in compliance with Presidential Proclamation 1105 declaring March 24 and 25, Maundy Thursday and Holy Friday, as regular holidays and Black Saturday on March 26 as a special non-working day throughout the country.

“I reiterate to our private sector employers our call to observe the pay rules and other core labor and occupational safety and health standards during these holidays in the interest of workers’ welfare and protection,” DOLE Secretary Rosalinda Baldoz said.

Baldoz earlier issued Labor Advisory No. 11, Series of 2015, promulgating the implementing guidelines, specifically on the pay rules, that shall apply as mandated by Proclamation 1105 on the payment of wages for the regular holidays, special (non-working) days and special holiday (for all schools) for 2016.


The payment rules for the regular holidays on March 24 (Maundy Thursday) and March 25 (Good Friday) are as follows:

If the employee did not work, he/she shall be paid 100 percent of his/her salary for that day. Sample computation: Daily rate + Cost of Living Allowance (COLA) x 100 percent. The COLA is included in the computation of holiday pay.

If the employee worked, he/she shall be paid 200 percent of his/her regular salary for that day for the first eight hours. Sample computation: Daily rate + COLA x 200 percent. The COLA is also included in computation of holiday pay.

If the employee worked in excess of eight hours (overtime work), he/she shall be paid an additional 30 percent of his/her hourly rate on said day. Sample computation: Hourly rate of the basic daily wage x 200 percent x 130 percent x number of hours worked.

If the employee worked during a regular holiday that also falls on his/her rest day, he/she shall be paid an additional 30 percent of his/her daily rate of 200 percent. Sample computation: [(Daily rate + COLA) x 200 percent)] + 30 percent daily rate x 200 percent.

If the employee worked in excess of eight hours (overtime work) during a regular holiday that also falls on his/her rest day, he/she shall be paid an additional 30 percent of his/her hourly rate on said day. Sample computation: Hourly rate of the basic daily wage x 200 percent x 130 percent x 130 percent x number of hours worked.

For the special (non-working) day on March 26 (Black Saturday), the following rules shall be observed:

If the employee did not work, the “no work, no pay” principle shall apply, unless there is a favourable company policy, practice or collective bargaining agreement (CBA) granting payment on a special day.

If the employee worked, he/she shall be paid an additional 30 percent of his/her daily rate on the first eight hours of work. Sample computation: (Daily rate x 130 percent) + COLA).

If the employee worked in excess of eight hours (overtime work), he/she shall be paid an additional 30 percent of his/her hourly rate on said day. Sample computation: Hourly rate of the basic daily wage x 130 percent x 130 percent x number of hours worked.

If the employee worked during a special day that also falls on his/her rest day, he/she shall be paid an additional fifty percent of his/her daily rate on the first eight hours of work. Sample computation: (Daily rate x 150 percent) + COLA.

If the employee worked in excess of eight hours (overtime work) during a special day that also falls on his/her rest day, he/she shall be paid an additional 30 percent of his/her hourly rate on said day. Sample computation: Hourly rate of the basic daily wage x 150 percent x 130 percent x number of hours worked.

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5 Comments

  1. josette guzman on

    I am an under probationary employee in a private school. I filed on leave for mar 23 before Maunday Thur and Good Fri. HR told me that this 2 holidays is not paid because I have a leave on wed prior to these 2 holidays. May I know if this applies to private company?

  2. if the company has before and after policy to pay holiday, what if the concern employee was reported at work before and after but on after holiday he reported only for 6 hours my question is, Is he qualified to pay holiday even if he reported only for 6 hours?

  3. My two sons are working at E Performax, signed a contract a month ago. They are required for 10 hours work, but not entitled for overtime pays, and night shift differential because according to their team leader, they are trainees only. Is this legal?? They don’t deduct SSS and witholding tax to their trainees They don’t even issue payslip. According to their team leader, all are legal and with consent from DOLE. Is this true? Hope you can give attention to this matter. Thanks!

    • get a cop[y of the “contract”; if your two sons are “trainees”, that should be a “training contract” that normally would specify the terms of employment, i.e., wages (at least 75% of minimum wage if training is approved by DOLE, work hours, etc). Go to the nearest DOLE district office and ask for a Labor Employment Officer (LEO) and ask everything you want to know.

  4. Monette Genova on

    if the employee did not work on the day before of the said holiday, is the pay rules on holy week will still apply?
    Thanks.