DOLE Guide: August 2025 Holiday Pay Rules

Understanding Your Holiday Pay for August 2025

The Department of Labor and Employment (DOLE) has released Labor Advisory No. 11, Series of 2025, detailing the correct payment of wages for the upcoming holidays this August. To ensure both employers and employees are properly guided, here is a clear breakdown of the pay rules for the Special (Non-Working) Day on August 21 and the Regular Holiday on August 25, 2025.

This guide simplifies the official issuance to help you compute your wages correctly.

Pay Rules for August 21, 2025 – Special (Non-Working) Day

August 21 is Ninoy Aquino Day, a Special (Non-Working) Day. The following rules apply:

• If you do not work: The 'no work, no pay' principle shall apply unless there is a company policy, practice, or collective bargaining agreement (CBA) granting payment on a special day.
  

• If you work on this day (First 8 Hours): You shall be paid an additional 30% of your basic wage.

  • Computation: Basic Wage×130%
    

• If you work overtime (in excess of 8 hours): You shall be paid an additional 30% of your hourly rate on said day.

  • Computation: (Hourly Rate×130%×130%×Number of OT Hours)
    

• If you work and it is also your rest day (First 8 Hours): You shall be paid an additional 50% of your basic wage.

  • Computation: Basic Wage×150%
    

• If you work overtime and it is also your rest day: You shall be paid an additional 30% of your hourly rate on said day.

  • Computation: (Hourly Rate×150%×130%×Number of OT Hours)

Pay Rules for August 25, 2025 – Regular Holiday

August 25 is National Heroes Day, a Regular Holiday. The wage rules are different and generally more favorable for employees.

• If you do not work: You shall be paid 100% of your wage for that day, provided you worked or were on paid leave on the day immediately preceding the holiday.

  • Computation: Basic Wage×100%
    

• If you work on this day (First 8 Hours): You shall be paid a total of 200% of your wage for that day.

  • Computation: Basic Wage×200%
    

• If you work overtime (in excess of 8 hours): You shall be paid an additional 30% of your hourly rate on said day.

  • Computation: (Hourly Rate×200%×130%×Number of OT Hours)
    

• If you work and it is also your rest day (First 8 Hours): You shall be paid an additional 30% of the basic wage of 200%.

  • Computation: (Basic Wage×200%×130%) or Basic Wage×260%
    

• If you work overtime and it is also your rest day: You shall be paid an additional 30% of your hourly rate on said day.

  • Computation: (Hourly Rate×200%×130%×130%×Number of OT Hours)

Key Takeaway for Employers and Employees

It is crucial to distinguish between a Special (Non-Working) Day and a Regular Holiday as the pay computations are significantly different. Adherence to these guidelines, as mandated by Secretary Bienvenido E. Laguesma, ensures fair labor practices and prevents payroll disputes.

For any clarifications, it is always best to consult with your HR department or refer directly to DOLE's official publications.



Reference: Labor Advisory No. 11, Series of 2025