Key facts at a glance
Regular holiday worked
200%
Double pay for the first 8 hours
Regular holiday + rest day
260%
Highest combined day-type rate
Night shift differential
+10%
10PM-6AM, stacks on top of any rate
On a ₱30,000/month salary (six-day workweek, roughly ₱1,150.16 daily rate), working a full 8-hour shift on a regular holiday pays ₱2,300.32, exactly double the plain daily rate. Work that same holiday on what would also be your rest day, and it climbs to ₱2,990.42, 260% of your normal pay.
These aren't employer perks, they're legal minimums under the Labor Code and the DOLE-BWC Handbook on Workers' Statutory Monetary Benefits, and the multiplier matrix genuinely compounds: day-type premium, overtime uplift, and night shift differential all stack on top of each other rather than being calculated separately.
See your regular take-home pay alongside these premiums.
Open the Philippines calculatorThe full multiplier matrix, first 8 hours vs overtime
Overtime multipliers on non-regular days aren't a flat rate, they're the day's own base multiplier further increased by 30%.
| Day type | First 8 hours | OT (per hour beyond 8) |
|---|---|---|
| Regular workday | 100% | 125% |
| Rest day (not a holiday) | 130% | 169% |
| Special non-working holiday | 130% | 169% |
| Special non-working holiday + rest day | 150% | 195% |
| Regular holiday (worked) | 200% | 260% |
| Regular holiday + rest day | 260% | 338% |
Source: Labor Code (PD 442) Articles 86-96, DOLE-BWC Handbook on Workers' Statutory Monetary Benefits. All rates are legal minimums.
Worked examples at a ₱30,000/month salary
Six-day workweek (divisor 313), daily rate ₱1,150.16, hourly rate ₱143.77.
| Scenario | Total pay | Note |
|---|---|---|
| Regular workday, 8h | ₱1,150.16 | Plain daily rate |
| Regular workday, 8h + 2h OT | ₱1,509.58 | +₱71.88 OT premium (2h at 125%) |
| Rest day, 8h | ₱1,495.21 | 130% of daily rate |
| Regular holiday worked, 8h | ₱2,300.32 | Double pay (200%) |
| Regular holiday + rest day, 8h | ₱2,990.42 | 260% of daily rate |
| Regular holiday worked, all-night shift | ₱2,530.35 | 200% + 10% night differential |
Computed via PayMetric Labs' Philippines premium pay calculator engine, DOLE-BWC factor method (six-day divisor 313).
Regular holiday NOT worked still pays 100%, if one condition is met
A regular holiday you don't work still pays your full daily wage, ₱1,150.16 in this example, provided you were present or on approved paid leave on the workday immediately before it (Article 94). This trips people up because it's the opposite of a special non-working holiday, where the default rule if you don't work is "no work, no pay" unless your employer's policy says otherwise.
This distinction, regular holiday vs special non-working holiday, is the single most common source of confusion in Philippines holiday pay, and it's worth checking which category each specific date on the DOLE holiday proclamation actually falls under before assuming either rule applies.
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Frequently asked questions
What's the actual difference between a 'regular holiday' and a 'special non-working holiday'?
It's a legally distinct category, not just a naming difference, and it changes both your pay if you work and your pay if you don't. A regular holiday (like New Year's Day, Independence Day, Christmas Day) worked pays double (200%), and if you don't work it, you're still entitled to 100% of your daily wage, provided you were present or on paid leave the workday immediately before it. A special non-working holiday worked pays 130%, but if you don't work it, the default rule is 'no work, no pay' unless your employer's policy or a collective bargaining agreement says otherwise.
How is overtime pay calculated on top of these day-type premiums?
On an ordinary regular workday, overtime is a flat 125% of your hourly rate for each hour beyond 8. On every other day type (rest day, special holiday, regular holiday), overtime isn't a flat rate, it's the day's own premium multiplier further increased by 30% (so a regular holiday's 200% first-8-hours rate becomes 260% for overtime hours, and a regular-holiday-plus-rest-day's 260% becomes 338% for overtime). This compounding is exactly why holiday overtime pay can look surprisingly large compared to a regular workday's overtime.
What exactly counts as night shift differential, and how does it stack with holiday pay?
Night shift differential (NSD) is a flat additional 10% of your applicable hourly rate for each hour worked between 10:00 PM and 6:00 AM, and it stacks multiplicatively on top of whichever day-type and overtime premium already applies, it's not a separate flat add-on calculated independently. Working a full 8-hour regular holiday shift entirely at night, for example, pays 200% (the holiday rate) plus an additional 10% NSD premium on that 200% base, for an effective 220% rather than a simple 210%.
How is my daily rate actually calculated from my monthly salary?
Using the DOLE-BWC factor method: daily rate = (monthly salary × 12) ÷ divisor, where the divisor depends on your work schedule, 313 for employees working six days a week (Monday-Saturday), or 261 for a standard five-day week. On a ₱30,000/month salary under a six-day schedule, that works out to a daily rate of roughly ₱1,150.16, and an hourly rate of about ₱143.77 (daily rate ÷ 8).
Does working overtime on a rest day that's also a holiday pay even more?
Yes, this is the highest-premium combination in the matrix. A regular holiday that also falls on your rest day pays 260% for the first 8 hours, and 338% for any overtime hours beyond that (260% × 1.30). On a ₱1,150.16 daily rate, working a full 8-hour shift under this combination pays roughly ₱2,990.42, nearly triple what a plain regular workday would pay for the same hours.
Are these multipliers set by each employer, or are they a legal minimum?
They're legal minimums under the Labor Code (Presidential Decree No. 442, Articles 86-96 under the current renumbering) and the DOLE-BWC Handbook on Workers' Statutory Monetary Benefits. Employers can offer more generous terms via company policy or a collective bargaining agreement, but they can't legally pay less than these multipliers for the day types and hours they describe.
Do these premium rates apply to everyone, or are some employees exempt?
Certain categories are excluded from the Labor Code's hours-of-work provisions entirely, including managerial employees, field personnel whose actual hours can't be determined with reasonable certainty, and a few other specific categories under Article 82. Most rank-and-file employees, including the large majority of tech and BPO roles this site covers, are fully covered by these premium pay rules.