The Department of Labor and Employment (DoLE) has recently issued the pay guidelines for regular holidays and special non-working holidays for the year 2024. These guidelines, outlined in Labor Advisory 27, Series of 2023, emphasize the importance of employers complying with general labor standards while also encouraging them to be generous towards their employees. By adhering to these guidelines, employers can foster a more productive and competent workforce, which ultimately benefits their business.
According to the advisory, employees who work during regular holidays are entitled to receive 200 percent of their wage for the first eight hours of work. If employees do not report for work on a regular holiday, they should still be paid 100 percent of their wage for that day, provided they worked or were on leave of absence with pay on the day immediately preceding the regular holiday. However, if the day preceding the regular holiday is a non-working day or the scheduled rest day for the employees, they are still entitled to holiday pay if they worked or were on leave of absence with pay on that day.
In addition, employees who render overtime work during regular holidays should receive an additional 30 percent of their hourly rate for the said day. The computation for overtime pay is as follows: hourly rate of the basic wage x 200 percent x 130 percent x the number of hours worked. Furthermore, if a regular holiday falls on an employee’s rest day, those who work on that day should receive an additional 30 percent of their basic wage, while those who render overtime work should be paid an additional 30 percent of their hourly rate.
For special non-working days, the principle of “no work, no pay” generally applies, unless there is a favorable company policy, practice, or collective bargaining agreement (CBA) that grants payment on such days. However, employees who do work on special non-working days should receive an additional 30 percent of their basic wage for the first eight hours. Similarly, employees who render overtime work on these days should be paid an additional 30 percent of their hourly rate.
If a special non-working day coincides with an employee’s rest day, they should receive an additional 50 percent of their basic wage for the first eight hours. For those who render overtime work on this day, they should be paid an additional 30 percent of their hourly rate.
To provide clarity, here is a list of the regular holidays in 2024: New Year’s Day (January 1), Maundy Thursday (March 28), Good Friday (March 29), Araw ng Kagitingan (April 9), Labor Day (May 1), Independence Day (June 12), National Heroes Day (August 26), Bonifacio Day (November 30), Christmas Day (December 25), Rizal Day (December 30), Eidul al-Fitr (to be proclaimed), and Eidul al-Adha (to be proclaimed).
Additionally, the special non-working days in 2024 are as follows: Chinese New Year (February 10), Black Saturday (March 30), Ninoy Aquino Day (August 21), All Saints’ Day (November 1), All Souls’ Day (November 2), Feast of the Immaculate Conception of Mary (December 8), Christmas Eve (December 24), and Last Day of the Year (December 31).
For further details or inquiries, individuals can contact the DoLE Hotline at 1349. Alternatively, they can call or text 0931-066-2573 from Monday to Friday, between 8 a.m. and 5 p.m.
By following these pay guidelines, employers can ensure that their employees receive fair compensation for their work during holidays. Likewise, employees can have a clear understanding of their entitlements and rights when it comes to holiday pay.
Source: The Manila Times
