Malacañang released on Friday, October 13, the list of regular and special holidays for next year.
President Ferdinand Marcos Jr. signed Proclamation 3268 which identified regular holidays and the special non-working holidays for 2024.
The issuance of national holidays due to Islamic holidays such as the observance of Eid’l Fitr and Eid’l Adha shall be issued after the approximate days determined by the Islamic calendar.
Regular holidays
January 1 (Monday) New Year’s Day
March 28 (Thursday) Maundy Thursday
March 29 (Friday) Good Friday
April 9 (Tuesday) Araw ng Kagitingan
May 1 (Wednesday) Labor Day
June 12 (Wednesday) Independence Day
August 26 (Monday) National Heroes Day (Last Monday of August)
November 30 (Saturday) Bonifacio Day
December 25 (Wednesday) Christmas Day
December 30 (Monday) Rizal Day
SPECIAL NON-WORKING HOLIDAYS
August 21 (Wednesday) Ninoy Aquino Day
November 1 (Friday) All Saints’ Day
December 8 (Sunday) Feast of the Immaculate Conception of Mary
December 31 (Tuesday) Last Day of the Year
Special non-working holidays
February 10 (Saturday) Chinese New Year
March 30 (Saturday) Black Saturday
November 2 (Saturday) All Souls’ Day
December 24 (Tuesday) Christmas Eve
The anniversary of the EDSA People Power Revolution which toppled the presidency of Marcos’ father has not been included in the list of holidays as it falls on a Sunday. However, the feast of the Immaculate Conception of Mary on December 8 that also falls on a Sunday has been included in the list of 2024 holiday this year.
Unlike last year, the government did not implement “holiday economics” or the practice of declaring long weekends, moving national holidays closer to Saturday or Sunday.
Holiday Pay
Holiday pay is governed by labor laws and regulations set by the Department of Labor and Employment (DOLE). There are different types of holidays in the Philippines, each with its own rules regarding holiday pay:
Regular Holidays: Regular holidays include New Year’s Day, Maundy Thursday, Good Friday, Independence Day, National Heroes Day, Bonifacio Day, Christmas Day, and Rizal Day. On regular holidays:
If an employee works, they are entitled to receive double their regular daily wage. This is often referred to as “double pay.”
If the employee does not work (is given a day off), they are still entitled to their daily wage.
Special Non-Working Holidays: Special non-working holidays include Chinese New Year, Eid’l Fitr, Eid’l Adha, and other special occasions. On special non-working holidays:
If the employee works, they are entitled to receive their regular daily wage plus an additional 30% of that wage.
If the employee does not work (is given a day off), they are not entitled to any payment unless it is in accordance with their employment contract or company policy.
Special Working Holidays: Some holidays are declared both as special non-working holidays and as special working holidays, like the day before Christmas. If an employee works on a special working holiday, they are entitled to receive their regular daily wage plus an additional 30% of that wage.
Additional Compensation: In some cases, employers may provide additional incentives or bonuses to encourage employees to work on holidays. These additional payments are often subject to negotiation and are not regulated by law.
It’s essential to note that the rules regarding holiday pay in the Philippines can be complex and may vary depending on the employment contract, company policies, and specific agreements. Employers may also choose to provide more generous benefits or bonuses to their employees for working on holidays.
It’s essential to check the labor laws and any employment contracts or collective bargaining agreements in your specific situation to understand the exact holiday pay you are entitled to.
For the most accurate and up-to-date information on holiday pay in the Philippines, I recommend consulting with the Department of Labor and Employment (DOLE) or seeking advice from a legal professional or HR specialist.
Holidy PayChatGPT
Holiday pay in the context of employment refers to the compensation or additional wages that employees receive when they work on designated holidays or are given a day off for holidays. The specific rules and regulations regarding holiday pay can vary by country, state, or company policy. Here is a general overview of holiday pay:
- Regular Holidays: On designated regular holidays, such as New Year’s Day or Christmas Day, many countries require employers to pay employees extra for working on those days. This typically involves paying employees a premium, which could be a higher hourly wage, double the regular pay rate, or another agreed-upon rate. In some places, this is mandated by labor laws.
- Paid Time Off: In many places, employees are entitled to a paid day off on regular holidays. If an employee is given the day off but required to work, they may receive holiday pay, as mentioned above.
- Special Non-Working Holidays: Special non-working holidays, like Valentine’s Day or local festivals, may not always be mandated by labor laws, and the rules regarding pay can vary. In some cases, employees may receive their regular pay for working on special non-working holidays.
- Company Policies: Employers may have their own policies regarding holiday pay, which can include specific rates and eligibility criteria. It’s important to review your employment contract or the policies of your specific employer to understand how holiday pay is calculated.
- Overtime Pay: If working on a holiday results in an employee exceeding their regular working hours, they may also be entitled to overtime pay in addition to holiday pay.
- Legal Requirements: It’s essential to understand the labor laws and regulations in your specific location, as these can differ significantly. Government labor departments or employment agencies can provide information on holiday pay requirements.
Keep in mind that specific holiday pay rules can vary widely from one jurisdiction to another. To get accurate information about holiday pay in your particular situation, you should consult with your employer’s HR department or check the labor laws in your area.
Holiday Pay in the PhilippinesChatGPT
In the Philippines, holiday pay is governed by labor laws and regulations set by the Department of Labor and Employment (DOLE). There are different types of holidays in the Philippines, each with its own rules regarding holiday pay:
- Regular Holidays: Regular holidays include New Year’s Day, Maundy Thursday, Good Friday, Independence Day, National Heroes Day, Bonifacio Day, Christmas Day, and Rizal Day. On regular holidays:
- If an employee works, they are entitled to receive double their regular daily wage. This is often referred to as “double pay.”
- If the employee does not work (is given a day off), they are still entitled to their daily wage.
- Special Non-Working Holidays: Special non-working holidays include Chinese New Year, Eid’l Fitr, Eid’l Adha, and other special occasions. On special non-working holidays:
- If the employee works, they are entitled to receive their regular daily wage plus an additional 30% of that wage.
- If the employee does not work (is given a day off), they are not entitled to any payment unless it is in accordance with their employment contract or company policy.
- Special Working Holidays: Some holidays are declared both as special non-working holidays and as special working holidays, like the day before Christmas. If an employee works on a special working holiday, they are entitled to receive their regular daily wage plus an additional 30% of that wage.
It’s essential to note that the rules regarding holiday pay in the Philippines can be complex and may vary depending on the employment contract, company policies, and specific agreements. Employers may also choose to provide more generous benefits or bonuses to their employees for working on holidays.
For the most accurate and up-to-date information on holiday pay in the Philippines, it is advisable to consult the Department of Labor and Employment (DOLE) or seek guidance from your employer’s HR department.