Updated: September 2026
The Philippines observes 20 non-working public holidays in 2026, split into 12 regular holidays and eight special (non-working) days, plus one special (working) day that is an ordinary working day despite the name.
Pay depends on how each day is classified. Work on a regular holiday pays 200% of the daily wage for the first eight hours. Work on a special (non-working) day pays 130%. Work on the special (working) day pays the ordinary 100%, with no premium at all.
The dates come from Proclamation No. 1006, signed on September 3, 2025. The two Islamic holidays were left movable in that proclamation and fixed later: Proclamation No. 1189 set Eid’l Fitr on March 20, 2026, and Proclamation No. 1264 set Eid’l Adha on May 27, 2026.
We run payroll and act as the legal employer for companies hiring in the Philippines. The calendar below follows Proclamation No. 1006 and the two later proclamations that fixed the Eid dates. The pay multipliers come from the Labor Code and its implementing rules, which the Department of Labor and Employment (DOLE) restates in labor advisories issued ahead of the holidays.
Regular holidays carry the strongest entitlement. An employee who does not work is still paid 100% of the daily wage, provided they reported for work or were on paid leave on the day immediately before. An employee who works is paid 200% for the first eight hours.
Date |
Day |
Holiday |
Not worked |
Worked, first eight hours |
January 1 |
Thursday |
New Year’s Day |
100% |
200% |
March 20 |
Friday |
Eid’l Fitr |
100% |
200% |
April 2 |
Thursday |
Maundy Thursday |
100% |
200% |
April 3 |
Friday |
Good Friday |
100% |
200% |
April 9 |
Thursday |
Araw ng Kagitingan (Day of Valor) |
100% |
200% |
May 1 |
Friday |
Labor Day |
100% |
200% |
May 27 |
Wednesday |
Eid’l Adha |
100% |
200% |
June 12 |
Friday |
Independence Day |
100% |
200% |
August 31 |
Monday |
National Heroes Day (last Monday of August) |
100% |
200% |
November 30 |
Monday |
Bonifacio Day |
100% |
200% |
December 25 |
Friday |
Christmas Day |
100% |
200% |
December 30 |
Wednesday |
Rizal Day |
100% |
200% |
Source: Proclamation No. 1006, s. 2025 (September 3, 2025) for the other 10 regular holidays, plus Proclamation No. 1189, s. 2026 (March 12, 2026) and Proclamation No. 1264, s. 2026 (May 21, 2026) for the two Eid dates. Pay rates from DOLE Labor Advisory No. 13, Series of 2026. The condition on the day before the holiday is in Book III, Rule IV, Section 6 of the Omnibus Rules Implementing the Labor Code.
Article 94 of the Labor Code of the Philippines exempts retail and service establishments that regularly employ fewer than 10 workers from regular holiday pay, and Article 82 excludes several groups from the holiday, rest day, overtime, and night shift rules, including government employees, managerial employees, field personnel, domestic helpers, and some workers paid by results.
Special (non-working) days carry a weaker entitlement. The default is “no work, no pay,” so an employee who stays home is paid nothing for that day unless a company policy, an established practice, or a collective bargaining agreement (CBA) says otherwise. An employee who works is paid 130% for the first eight hours, or 150% if the day is also their rest day.
Date |
Day |
Holiday |
Not worked |
Worked, first eight hours |
February 17 |
Tuesday |
Chinese New Year |
No work, no pay |
130% |
April 4 |
Saturday |
Black Saturday |
No work, no pay |
130% (150% if it is the employee’s rest day) |
August 21 |
Friday |
Ninoy Aquino Day |
No work, no pay |
130% |
November 1 |
Sunday |
All Saints’ Day |
No work, no pay |
130% (150% if it is the employee’s rest day) |
November 2 |
Monday |
All Souls’ Day |
No work, no pay |
130% |
December 8 |
Tuesday |
Feast of the Immaculate Conception of Mary |
No work, no pay |
130% |
December 24 |
Thursday |
Christmas Eve |
No work, no pay |
130% |
December 31 |
Thursday |
Last Day of the Year |
No work, no pay |
130% |
Any of these days that falls on an employee’s rest day pays 150% for the first eight hours worked.
Source: Proclamation No. 1006, s. 2025, Sections 1.B and 1.D. Pay rates from DOLE Labor Advisory No. 13, Series of 2026.
There is one more declared day in 2026. February 25, the EDSA People Power Revolution Anniversary, is a special (working) day. The name contains the word special, but the day is not a holiday in any pay sense.
DOLE Labor Advisory No. 01, Series of 2026, says the day “shall be considered as an ordinary working day for the purpose of payment of wages and wage-related benefits.” In practice, that means four things:
Source: DOLE Labor Advisory No. 01, Series of 2026, signed February 6, 2026, clauses 2.1 to 2.4.
The three headline rates cover the simple case. Premiums stack once a holiday lands on a rest day or the shift runs past eight hours. The table below gives every multiplier. The Labor Code and its implementing rules set the rates, and the DOLE advisories restate them.
Situation |
Regular holiday |
Special (non-working) day |
Special (working) day |
Employee does not work |
100% of the daily wage, if the employee reported for work or was on paid leave on the day immediately before |
No work, no pay, unless a company policy, practice, or CBA grants payment |
No work, no pay, unless a company policy, practice, or CBA grants payment |
Works the first eight hours |
200% of the daily wage |
130% of the daily wage |
100% of the daily wage |
Overtime beyond eight hours |
Hourly rate × 200% × 130% |
Hourly rate × 130% × 130% |
Hourly rate × 125% |
Works, and it falls on a rest day |
260% of the daily wage (200% × 130%) |
150% of the daily wage |
Ordinary rest-day rules apply, as the day is an ordinary working day |
Overtime on a rest day |
Hourly rate × 200% × 130% × 130% |
Hourly rate × 150% × 130% |
Ordinary rest-day rules apply |
Sources: Articles 87, 93, and 94 of the Labor Code of the Philippines and its implementing rules set the rates. DOLE Labor Advisory No. 13, Series of 2026 (posted August 14, 2026), restates them for the regular holiday and special (non-working) day columns, and DOLE Labor Advisory No. 01, Series of 2026 (signed February 6, 2026), for the special (working) day column. DOLE issues these advisories ahead of each holiday or group of holidays.
For covered employees, a night shift differential of at least 10% applies on top of all of the above for hours worked between 10:00 PM and 6:00 AM, under Article 86 of the Labor Code of the Philippines. Local holidays also sit on top of the national list. A city, municipality, or province can have its own special day, declared by presidential proclamation or by a law that names it, so payroll in Manila and payroll in Cebu can differ in the same month.
Holiday premiums are one layer of the employer cost. The statutory contributions to the Social Security System (SSS), the Philippine Health Insurance Corporation (PhilHealth), and the Home Development Mutual Fund (Pag-IBIG) are the other, and we break those down in our guide to employer contributions in the Philippines.
Strategic planning around the Philippines holiday calendar is essential for payroll accuracy and operational continuity.
Maundy Thursday and Good Friday are Regular Holidays in the Philippines and are widely observed, with many offices, government agencies, and even private businesses fully or partially closed. Workforce availability tends to be low as employees take extended leave around Holy Week, significantly disrupting normal operations. Employers should plan staffing levels early, confirm which roles require coverage, and budget for premium holiday pay where work is required to avoid last-minute scheduling gaps.
The period from Christmas Day through New Year's Day creates one of the longest holiday clusters in the Philippine calendar, often combining Regular Holidays, Special Non-Working Days, and personal leave. Productivity typically slows as employees take extended breaks, and turnover risk may increase around year-end. Employers should anticipate higher leave requests, arrange backup coverage, and factor in consecutive holiday pay obligations when planning year-end operations and payroll budgets.
Several public holidays overlap with the Philippines' bank holidays, which can delay salary disbursements, statutory payments, and international fund transfers. If a scheduled pay date falls on a holiday or bank closure, employers may need to process payroll earlier to remain compliant and maintain employee trust. Payroll teams should align cut-off dates, approval timelines, and cash flow planning with the holiday calendar to prevent late payments and payroll complaints.
For business process outsourcing (BPO) and shift-based employers operating 24/7, Philippine public holidays require careful cost planning, as employees who work on holidays are entitled to premium pay on top of their regular wages. This includes higher pay rates for work performed on Regular Holidays and Special Non-Working Days, as well as additional night shift differentials for hours worked between 10:00 PM and 6:00 AM. When holidays fall on rest days or overlap with night shifts, multiple pay premiums may apply simultaneously, significantly increasing labor costs. As a result, BPOs and round-the-clock operations must accurately forecast holiday schedules, staffing needs, and payroll budgets to remain compliant and avoid unexpected cost overruns.
Compliance with holiday pay rules is a core employer responsibility under the Philippines labor law, regardless of whether workers are hired directly or engaged through an employer of record Philippines arrangement. Holiday entitlements are strictly regulated, and errors in classification or computation are among the most common causes of payroll disputes and labor inspections. Employers must ensure that all holiday-related payments are accurately reflected in payroll systems and employment contracts.
Holiday pay in the Philippines depends on how a holiday is classified and whether work is performed on that day. These rules apply across most public holidays in the Philippines and must be consistently applied to avoid compliance issues.
Regular Holidays provide stronger employee protection and guaranteed pay. If an employee does not work on a Regular Holiday, they are generally entitled to 100% of their daily wage, provided eligibility requirements under DOLE rules are met. If work is required, the employer must pay at least 200% of the employee’s daily wage for work performed on a Regular Holiday, with higher premiums applying if the holiday also falls on a rest day or involves overtime. Failure to apply the correct multiplier can result in underpayment claims and retroactive adjustments.
Special Non-Working Days generally follow the “no work, no pay” principle, unless the employment contract, collective bargaining agreement, or company policy states otherwise. When employees are required to work on these days, they are entitled to at least 130% of their daily wage. Employers should clearly document company policies to avoid confusion and inconsistent application.
Holiday entitlements for part-time and shift-based employees depend on whether the holiday falls on a scheduled workday or a rest day, because work on a rest day earns the higher rates in the pay rates table. For covered employees who work night shifts, a night shift differential of at least 10% must be added for hours worked between 10:00 PM and 6:00 AM, even when combined with holiday pay, under Article 86 of the Labor Code of the Philippines. Incorrect handling of these overlapping premiums is a frequent payroll audit finding and should be closely monitored.
Employers face heightened compliance risks when managing the Philippines public holidays 2026, particularly in distributed or high-volume workforces. Common risk areas include misclassifying holiday types, applying incorrect pay multipliers, failing to comply with the Philippines labor law, and maintaining incomplete or inaccurate payroll records. The Department of Labor and Employment (DOLE) actively enforces compliance through inspections, penalties, back pay orders, and mandatory corrective actions, making accurate holiday pay administration essential for risk management.
▲ The five steps below keep human resources (HR), finance, and operations working from the same holiday calendar.
Managing payroll accurately across the Philippines holiday calendar requires proactive planning to avoid compliance risks under Philippine labor law. Here is your essential checklist:
We help global companies manage public holidays in the Philippines with confidence, removing the operational and compliance burden that often comes with local labor regulations. By combining Employer of Record services, compliant payroll execution, and local HR expertise, we let businesses scale Filipino teams smoothly while staying fully aligned with the Philippines labor law.
The 12 regular holidays are the double pay days. If you work on January 1, March 20, April 2, April 3, April 9, May 1, May 27, June 12, August 31, November 30, December 25, or December 30, 2026, you are paid 200% of your daily wage for the first eight hours.
The eight special (non-working) days are not double pay. Working one of those pays 130%, which is an extra 30% of the daily wage, or 150% if the day is also your rest day. February 25 pays nothing extra at all, because it is a special (working) day.
Double pay can go higher. A regular holiday that also falls on your rest day pays 260%, and overtime beyond eight hours adds another 30% of that day’s hourly rate.
February 25, 2026, is declared, but as a special (working) day for the EDSA People Power Revolution Anniversary. A special (working) day is an ordinary working day that carries a commemorative name. Work is not suspended, pay is the normal 100% for the first eight hours, and there is no premium.
DOLE Labor Advisory No. 01, Series of 2026, states that the day “shall be considered as an ordinary working day for the purpose of payment of wages and wage-related benefits.”
Twenty non-working public holidays: 12 regular holidays and eight special (non-working) days. Adding the one special (working) day on February 25 gives 21 declared dates in total.
The count moves year to year. Seven regular holidays fall on fixed dates. Three move each year: Maundy Thursday and Good Friday move with Easter, and National Heroes Day is the last Monday of August. The two Eid holidays are set by separate proclamation. The President can also add special days in each year’s proclamation: for 2026, Section 1.D of Proclamation No. 1006 declared Chinese New Year, Black Saturday, All Souls’ Day, and Christmas Eve as additional special (non-working) days.
Three days of Holy Week 2026 are declared. Maundy Thursday, April 2, and Good Friday, April 3, are regular holidays, so they pay 200% if worked and 100% if not worked. Black Saturday, April 4, is a special (non-working) day, so it pays 130% if worked (150% if it is your rest day) and nothing if not worked.
Maundy Thursday and Good Friday are successive regular holidays, and one more rule applies to them. Under Book III, Rule IV, Section 10 of the Omnibus Rules Implementing the Labor Code, an employee who is absent without pay on the day immediately before Maundy Thursday may not be paid for both holidays, unless they work on Maundy Thursday, in which case they are paid for Good Friday.
Easter Sunday is not a declared holiday in the Philippines. Many workplaces close for the full week by custom. Whether you are off on Holy Monday, Tuesday, or Wednesday is up to your employer, because the proclamation covers only Thursday, Friday, and Saturday.
Eid’l Fitr fell on Friday, March 20, 2026, and Eid’l Adha on Wednesday, May 27, 2026. Both were regular holidays nationwide, so both paid 200% if worked.
Neither date appeared on the original 2026 holiday list. Proclamation No. 1006 left both movable and said the dates would be declared later on the recommendation of the National Commission on Muslim Filipinos, which is why a calendar published in late 2025 shows them as to be confirmed. Proclamation No. 1189, signed on March 12, 2026, fixed the Eid’l Fitr date, and Proclamation No. 1264, signed on May 21, 2026, fixed the Eid’l Adha date.
Three. Monday, August 31, is National Heroes Day, a regular holiday. Monday, November 2, is All Souls’ Day, a special (non-working) day. Monday, November 30, is Bonifacio Day, a regular holiday.
Worth knowing for the long weekends: August 21 is a Friday, November 1 is a Sunday followed by the All Souls’ Day Monday, and December 24 and 25 fall on a Thursday and a Friday.
On a regular holiday, yes. You are paid 100% of your daily wage without working, provided you reported for work or were on paid leave on the day immediately before. If the preceding day was a non-working day or your rest day, the test moves to the day before that. Both conditions come from Book III, Rule IV, Section 6 of the Omnibus Rules Implementing the Labor Code.
You are not covered if you work for a retail or service establishment that regularly employs fewer than 10 workers, which Article 94 of the Labor Code exempts, or if you belong to a group Article 82 excludes, such as government employees, managerial employees, field personnel, domestic helpers, and some workers paid by results.
On a special (non-working) day, not by default. The rule is “no work, no pay,” and you are paid only if your employment contract, a company policy, an established practice, or a collective bargaining agreement grants it, so check your contract.
No. Holiday pay is a Labor Code entitlement for employees, so a genuine independent contractor who is paid per project or deliverable and is not under the client’s control does not receive it.
The risk sits on the other side of that test. Where a contractor works fixed hours under direction, DOLE can find an employer-employee relationship and reclassify them, which triggers back pay for every holiday premium and for 13th month pay, generally for up to three years under Article 306 of the Labor Code. If you engage people in the Philippines, our Global Contractor service covers project-based work, and our Employer of Record service covers anyone who is an employee in all but name.
The Philippine holiday calendar changes every year, and the two Eid dates change after the calendar is published. We track the proclamations and the DOLE advisories for the companies whose payroll we run, so classifications and multipliers are updated before each pay run. If you are hiring in the Philippines, the Philippines employment guide sets out the full employer obligation.
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