On October 30, 2024, Malacañang issued Proclamation Nos. 727 and 729, declaring the official list of national holidays for the year 2025. This information is crucial for employers to ensure compliance with Philippine labor laws regarding employee pay and work schedules.
Regular Holidays:
New Year's Day - January 1
Araw ng Kagitingan - April 9
Maundy Thursday - April 17
Good Friday - April 18
Labor Day - May 1
Independence Day - June 12
National Heroes Day - August 25
Bonifacio Day - November 30
Christmas Day - December 25
Rizal Day - December 30
Special (Non-Working) days:
Chinese New Year - January 29
Black Saturday - April 19
Iglesia Ni Cristo Founding Anniversary – July 27 (Proc. 729)
Ninoy Aquino Day - August 21
All Saints' Day Eve - October 31
All Saints' Day - November 1
Feast of the Immaculate Conception of Mary - December 8
Christmas Eve - December 24
New Year's Eve - December 31
Special (Working) days:
EDSA People Power Revolution Anniversary - February 25
As per SECTION 2 of Proclamation 727, “The proclamations declaring national holidays for the observance of Eidul Fitr and Eidul Adha shall hereafter be issued after the approximate dates of the Islamic holidays have been determined in accordance with the Islamic calendar (Hijra) or the lunar calendar, or upon Islamic astronomical calculations, whichever is possible or convenient. “
Holiday Pay Guidelines (Based on DOLE Advisory No. 16, Series of 2024):
Regular Holidays:
Work Performed: Employees are entitled to 200% of their regular daily wage for the first eight hours of work.
Work Exceeding 8 Hours: An additional 30% of their hourly rate is added to the 200% for every hour worked beyond eight hours.
No Work: Employees are entitled to 100% of their regular daily wage if they report to work or are on leave with pay on the day immediately preceding the regular holiday per Article 94 of the Labor Code.
Special (Non-working) Days:
Work Performed: Employees are entitled to their regular daily wage plus an additional 30% of their regular daily wage for the first eight hours of work.
Work Exceeding 8 Hours: An additional 30% of their hourly rate is added for every hour worked beyond eight hours.
No Work: The “no work, no pay” principle generally applies unless there is a favorable company policy, collective bargaining agreement (CBA), or practice granting otherwise.
Special (Working) Days:
Work Performed: Employees are entitled to their regular daily wage for the first eight hours of work. It shall be considered as an ordinary working day.
Work Exceeding 8 Hours: An additional 25% of their hourly rate is added for every hour worked beyond eight hours.
No Work: The “no work, no pay” principle generally applies unless there is a favorable company policy, practice, or collective bargaining agreement (CBA) granting payment on a special working day.
Streamlining HR & Payroll with the Right Tool
Navigating complex holiday pay calculations and ensuring compliance can be a significant challenge for HR departments. Investing in a robust HRIS and payroll software like AanyaHR can significantly streamline these processes:
Automated Calculations: Eliminate manual calculations and reduce the risk of errors in holiday pay.
Time & Attendance Tracking: Accurately track employee work hours and ensure proper compensation for overtime and holiday work.
Compliance Management: Stay updated on the latest labor laws and regulations, ensuring your payroll practices are always compliant.
Improved Efficiency: Automate tasks like leave management, benefits administration, and reporting, freeing up HR teams to focus on strategic initiatives.
Want to know how to streamline your HR & Payroll process, book a demo now or email us at customerfirst@illimitado.com.
Disclaimer:
This information is for general guidance only.
Always refer to the official proclamations issued by Malacañang and the most recent DOLE advisories for the most accurate and up-to-date information on national holidays and holiday pay rules.
By adhering to these guidelines and leveraging the power of AanyaHR, employers can ensure fair compensation for their employees, maintain a positive and compliant work environment, and gain a competitive edge.
Opmerkingen