Quick answer: On a regular holiday you are entitled to 200% of your daily wage if you work (and 100% even if you don’t). On a special non-working day, you get 130% if you work and generally nothing if you don’t (no-work-no-pay). If the day is also your rest day, the rate is higher still. Compute holiday overtime →
Holiday pay rates (DOLE 2026)
| Day | If you don’t work | If you work (first 8 hrs) |
|---|---|---|
| Regular holiday | 100% of daily wage | 200% |
| Regular holiday on your rest day | 100% | 260% |
| Special non-working day | No pay (no-work-no-pay) | 130% |
| Special non-working day on your rest day | No pay | 150% |
Overtime beyond 8 hours on any of these days adds a further 30% to that day’s hourly rate.
Regular holiday vs special non-working day
The Philippines has two kinds of non-working days, and they pay very differently:
- Regular holidays — fixed national holidays such as New Year’s Day, Araw ng Kagitingan, Maundy Thursday, Good Friday, Labor Day, Independence Day, National Heroes Day, Bonifacio Day, Christmas Day and Rizal Day. These carry “double pay” (200%) and you are paid your full wage even if you don’t report for work.
- Special non-working days — for example, Ninoy Aquino Day, All Saints’ Day and the last day of the year. These follow no-work-no-pay: you only get paid (at 130%) if you actually work.
DOLE issues the official list of holidays and their pay rules each year.
Worked examples
Regular holiday, you work 8 hours (daily wage ₱695):
₱695 × 200% = ₱1,390Special non-working day, you work 8 hours (daily wage ₱695):
₱695 × 130% = ₱903.50Regular holiday + overtime (hourly rate ₱86.88, 2 hours OT):
₱86.88 × 2.60 × 2 = ₱451.78How it stacks with overtime and night work
Holiday premiums combine with overtime (work beyond 8 hours) and night differential (10 PM–6 AM). The Overtime Pay Calculator applies the right regular-holiday and rest-day multipliers automatically.
Related labor pay rules
Sources: DOLE Handbook on Workers’ Statutory Monetary Benefits; annual DOLE Labor Advisory on holiday pay rules. For estimation only — confirm with DOLE or your HR.