As Filipinos gear up for Holy Week 2024, understanding the nuances of holiday pay becomes crucial. This sacred week, steeped in tradition and reflection, also comes with specific labor rights that ensure workers are compensated fairly during these public holidays.
As the solemnity of Holy Week approaches the nation, the spirit of reflection permeates not just homes and churches but also the fabric of the Filipino workforce. This is a time when the country slows down to engage in deep spiritual observance and reflection, yet for those who keep the wheels of industry turning, the law ensures that their labor does not go unremunerated. It is a period when legal statutes intertwine with spiritual observance, mandating that employees who dedicate their time to their work are rewarded in accordance with holiday pay regulations. Such measures are not merely administrative; they are a recognition of the sanctity of both labor and religious practice.
Amidst the hush of Holy Week, when businesses close doors and the hum of daily toil softens, there remains a cadre of workers for whom the holidays are times of activity. These individuals, whether they are behind the counters of essential services or on the front lines of emergency response, look towards their holiday pay as a tangible acknowledgment of their commitment. Philippine labor laws articulate this acknowledgment through specific provisions, delineating the rights of workers to receive their due compensation. These laws are a testament to the balance of respecting cultural observances while upholding the dignity of labor—a balance that is even more important in a country where faith and daily life are deeply intertwined.
2024 Holiday Pay Rules
Pursuant to Proclamation No. 368, series of 2023, the Department of Labor and Employment (DOLE) issued Labor Advisory No. 27, Series of 2023, which provides for guidelines regarding payment of wages for regular holidays and special (non-working) day for the year 2024.
Under the Proclamation, Maundy Thursday (28 March 2024) and Good Friday (29 March 2024) are declared regular holidays while Black Saturday (30 March 2024) is declared a special (non-working) day.
Special Working Days and Holidays
- Regular Working Days: Holy Monday, Tuesday, and Wednesday (March 25-27)
The days leading up to Maundy Thursday are considered regular working days. During these days, no special wage rates apply. Compensation is straightforward; employees earn their wages based on the standard hourly rate or daily rate, with the former calculated by dividing the daily wage by eight hours and the latter by multiplying the hourly wage by the number of hours worked in a day.
- Holiday Pay: Maundy Thursday and Good Friday (March 28-29)
Maundy Thursday and Good Friday are designated as official holidays, entitling employees to holiday pay. These days, employees who report for work will receive double their regular pay rate. This means that employees are compensated 200% of their daily wage for a standard eight-hour workday, effectively earning their basic wage plus an additional amount equivalent to a full day’s pay.
- Special Non-Working Day: Black Saturday (March 30)
Black Saturday is classified as a special non-working day. Unlike regular holidays, the compensation for work on this day is calculated at 130% of the employee’s basic daily wage. Should the special non-working holiday coincide with an employee’s rest day, the pay rate is increased to 150% of the basic wage.
- Regular Day: Easter Sunday (March 31)
Easter Sunday is observed as a regular working day. Employees scheduled to work on this day will receive their usual wages. For those without fixed work schedules, work performed on Easter Sunday is compensated at 130% of the daily wage.
Wage Calculation
Under Labor Advisory No. 27, Series of 2023, the following rules apply:
- For regular holidays:
For special (non-working) days:
| Work Status | Computation | Notes |
| Employee does not work | Entitled to 100% Wage | If the day immediately preceding the regular holiday was: A Working Day, employee must have reported work or was on leave of absence with pay. A Non-Working Day or Rest Day, the employee worked or was on leave of absence with pay on the day immediately preceding the non-working day or rest day. Example: Juan’s rest day fell on March 27 (Holy Wednesday) but he worked was on leave with pay on March 26 (Holy Tuesday), he is entitled to holiday pay on March 28 (Maundy Thursday). |
| Work done on regular holiday, not falling on his rest day | Entitled to 200% Wage | For first 8 hours of work |
| Overtime work done on regular holiday, not falling on his rest day | Hourly rate of the basic wage x 200% x 130% x number of hours worked. | |
| Work done on regular holiday, falling on his rest day | Basic wage x 200% x 130% | For first 8 hours of work |
| Overtime work done on regular holiday, falling on his rest day | Hourly rate of the basic wage x 200 x 130% x 130% x number of hours worked |
- For special (non-working) days:
| Work Status | Computation | Notes |
| Employee does not work | no work, no pay | Unless there is a favorable company policy, practice, or collective bargaining agreement (CBA) granting payment on a special day; |
| Work done on special holiday, not falling on his rest day. | Entitled to Basic wage x 130% | For first 8 hours of work |
| Overtime work done on special holiday, not falling on his rest day | Hourly rate of the basic wage x 130% x 130% x number of hours worked | |
| Work done on special holiday, falling on his rest day | Basic wage x 150%; | For first 8 hours of work |
| Overtime work done on regular holiday, not falling on his rest day | Hourly rate of the basic wage x 150% x 130% number of hours worked | Example: Maria worked for 9 hours on March 30 (Black Saturday), and her rest day falls on Saturday. She is entitled to 150% basic wage plus 150%x130x1 hour worked. |
In the quiet reflection that Holy Week invites, it is a time for the nation to reaffirm its commitment not only to spiritual growth but also to social justice and equitable treatment in the workplace. As we observe these days of contemplation and tradition, we are reminded that our labor laws are reflections of our values—a society that honors both its faith and its workers. The guidelines set forth by the DOLE serve as a compass, directing us toward a fair and just observance of labor rights amidst the solemnity of the season.
As Holy Week 2024 beckons, let us approach it with a renewed understanding of these guidelines, ensuring that the dignity of work is held in as high regard as the sacred rites we perform.
Thus, as the nation pauses to reflect on its spiritual journey, let us also take a moment to acknowledge and appreciate the rights and regulations that safeguard our workforce. May this Holy Week be not only a period of solemn remembrance but also a testament to the respect and fairness we bestow upon those who labor during these hallowed days.
Prepared by Jermile Salor.
