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|Overworked Employee by Michal Marcol via freedigitalphotos.net|
January 1, 2014, Wednesday – New Year’s Day (Regular Holiday)
*Separate proclamations will be issued for the observance of Eid’l Fitr and Eidul Adha
Labor Day in the Philippines will be
celebrated on May 1, 2013. A lot of you most
probably would be enjoying this holiday, including me who will start a day
earlier by being on leave tomorrow.
Others prefer to work, though. If
you do, do you know how to compute your holiday
pay in the Philippines?
And do you know that if you are a MINIMUM WAGE EARNER, you are exempt from paying income tax on your taxable income, including your holiday pay, night shift differential pay and hazard pay. Are you a minimum wage earner? Find out here.
First off, the following are the
regular holidays, special non-working holidays and specials holiday for schools
in the Philippines for 2013 as contained in Proclamation No. 459 signed by
President Aquino on August 16, 2012:
- New Year’s Day: January 1 (Tuesday)
- Maundy Thursday: March 28
- Good Friday: March 29
- Araw ng Kagitingan: April 9 (Tuesday)
- Labor Day May 1 (Wednesday)
- Independence Day June 12 (Wednesday)
- National Heroes Day August 26 (Last Monday of August)
- Bonifacio Day November 30 (Saturday)
- Christmas Day December 25 (Wednesday)
- Rizal Day December 30 (Monday)
- Black Saturday March 30
- Ninoy Aquino Day August 21 (Wednesday)
- All Saints Day November 1 (Friday)
- December 24 (Tuesday)
- December 31 (Tuesday)
- EDSA Revolution Anniversary February 25 (Monday)
regular daily wage for any unworked regular
holiday. Not all employees can have
their holiday pay, though. Holiday Pay
in the Philippines does not apply to:
- Government employees
- Retail and service establishments
regularly employing less than ten (10) workers
- Househelpers and persons in the
personal service of another
- Managerial employees provided they
meet the conditions under the Labor Code
- Officers or members of a managerial
staff provided they meet the conditions under the Labor Code
- Field personnel and other employees
whose time and performance are 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 its performance.
Employment has issued Memorandum Circular No. 1 on March 8, 2004 for the
computation of your holiday pay when you do decide to work, instead of hit the
beach, on a holiday:
hourly rate on said day
plus 30% of 200%
hourly rate on said day
declared Special Non-Working Day:
is a favorable company policy, practice or Collective Bargaining Agreement
(CBA) granting payment of wages on special days even if unworked.
plus 30% of the daily rate of 100% while excess of 8 hours – plus 30% of hourly
rate on said day
favorable company policy, practice or Collective Bargaining Agreement (CBA)
granting payment of wages on special days even if unworked.
plus 50% of the daily rate of 100% while excess of 8 hours – plus 30% of hourly
rate on said day.
working holidays, for work performed, an employee is entitled only to his basic
rate. No premium pay is required since
work performed on said days is considered work on ordinary working days.