Regular and special holiday pay across working scenarios.
What it's for
Work out what a holiday or rest day pays you — whether you stayed at home or worked it — for the ordinary hours of the day.
Before you start
Check this year's holiday list for whether the day is a regular holiday or a special non-working day, and have your monthly basic salary or daily rate to hand.
Pick the kind of day
In What kind of day was it, choose the day, such as Regular holiday or Special (non-working) day. These two pay very differently, especially when you stay at home.
Say whether you worked
Press I did not work or I worked it. If you worked, type your ordinary hours in Hours worked — any hours past a normal day are overtime. Type more than 1 in Days only if several days of the same kind apply.
Answer the day-before question
For a regular holiday you did not work, the page asks Were you present, or on paid leave, on the working day before? Press Yes or No — the unworked pay depends on it.
Give your pay
Press Monthly salary and fill in Monthly basic salary and Paid days a year (the one that matches your work week), or press Daily rate and type what you earn a day. Use plain digits, without commas.
Calculate and read the working
The answer updates as you type. Press Calculate to bring it into view, then read The working for what this kind of day pays and why.
Reading the result
If it goes wrong
Two kinds of day get called a holiday in the Philippines, and they behave in opposite directions. A regular holiday pays a full day's wage even if you stay at home. A special non-working day pays nothing at all unless you work it — "no work, no pay". Both arrive on the same presidential proclamation, which is why they are so easily swapped.
Work the day and the difference persists: a regular holiday pays 200% for the first eight hours, a special day 130%. Falling on your rest day raises both — to 260% and 150% respectively.
One condition is worth knowing because it is the only thing that turns a full day's wage into nothing: unworked regular holiday pay is due only if you were present, or on paid leave, on the working day before. The page asks, and says plainly when that is what produced a zero.
What it will not do is pay you beyond the eighth hour. Overtime carries a further premium that compounds on whatever rate applies here, and night differential adds 10% again — each has its own calculator, so the multipliers live in one place rather than three.
On a regular holiday, yes — a full day’s wage is due even if you stay at home, provided you were present or on paid leave on the working day before. On a special non-working day, no: those are "no work, no pay" unless your company policy or collective agreement provides otherwise. Both appear on the same presidential proclamation and they work in opposite directions, which is the single thing this page exists to sort out.
A regular holiday is one of the fixed national holidays — New Year’s Day, Araw ng Kagitingan, Labor Day, Independence Day, Bonifacio Day, Rizal Day, the two Eid holidays, and the Holy Week days. They pay a full wage unworked and 200% worked. A special non-working day — such as Ninoy Aquino Day, All Saints’ Day, or the days added by proclamation — pays nothing unworked and 130% worked. The list of which is which changes by proclamation each year, so check the current one.
Double your daily rate for the first eight hours — 200%. If that regular holiday also falls on your rest day it is 260%. Anything beyond eight hours is overtime and carries a further premium on top, which the Overtime Pay Calculator works out.
Unworked regular holiday pay is conditioned on being present, or on paid leave, on the working day immediately before. If you were absent without leave, no holiday pay arises for a day you did not work. It makes no difference if you actually worked the holiday — then you are paid for the work regardless.
It depends on the factor your salary is divided by. A 365-day factor already builds unworked holidays into your monthly pay, so a separate unworked-holiday figure would be counting the same money twice. A 261-day factor pays only working days, so holidays are genuinely additional. The tool flags this where it applies, but your payslip or HR is the authority on which factor you are on.
No. This page pays the first eight hours only. Overtime is a further premium that compounds on whatever rate applies here, and night differential adds 10% again for hours between 10pm and 6am. Each has its own calculator, because a statutory rule should exist in exactly one place rather than being restated in three tools that then drift apart.
Holiday pay forms part of taxable compensation, though minimum wage earners are exempt on their holiday, overtime, night differential and hazard pay. The treatment is a BIR matter with conditions attached and is not modelled here — the figure on this page is gross.
Most are, but not all. The Labor Code excludes government employees, managerial staff, field personnel whose hours cannot be determined, those paid purely on commission or task basis, domestic workers, and the personal service of another. Retail and service establishments regularly employing fewer than ten workers are also exempt from the holiday pay rule.
As a percentage of the daily rate, for the first eight hours. The left column is the one people get wrong: only a regular holiday pays when it is not worked.
The same three rows on a special non-working day read ₱0, ₱0 and ₱1,560 — the day-before condition never arises, because nothing is due for a special day that was not worked.
Important
The first eight hours only — overtime and night differential are further premiums and are not included. Which days are regular holidays and which are special is fixed by proclamation each year and is not modelled here. This is an estimate of the statutory minimum, not legal advice. Nothing you type here is sent to our servers — the calculation runs entirely in your browser.
