2025 Holiday Pay: Your Guide to DOLE LA 13-2025

The Department of Labor and Employment (DOLE) has released Labor Advisory No. 13, Series of 2025, outlining the proper computation of wages for the Special (Non-Working) Days on October 31 and November 1, 2025, and the Regular Holiday on November 30, 2025. This advisory is issued pursuant to Proclamation No. 727, Series of 2024.

Understanding these guidelines is crucial for both employers and employees to ensure fair compensation and compliance. Let's break down the key provisions:

1. Special (Non-Working) Days - October 31 (All Saints Day Eve) and November 1, 2025 (All Saints Day)

• If the employee does not work: The no work, no pay principle applies unless there is a favorable company policy, practice, or collective bargaining agreement (CBA) granting payment on a special day.

• For work done during the special day: The employer shall pay an additional 30% of the basic wage on the first eight hours of work (basic wage x 130%).

• For work done in excess of eight hours: The employer shall pay the employee an additional 30% of the hourly rate on said day (hourly rate of the basic wage x 130% x 130% x number of hours worked).

• For work done during the special day that also falls on the employee's rest day: The employer shall pay the employee an additional 50% of the basic wage on the first eight hours of work (basic wage x 150%).

• For work done in excess of eight hours during the special day that also falls on the employee's rest day: The employer shall pay the employee an additional 30% of the hourly rate on said day (hourly rate of the basic wage x 150% x 130% x number of hours worked).

2. Regular Holiday - November 30, 2025 (Bonifacio Day)

• If the employee does not work: The employer shall pay 100% of the employee's wage for that day, provided that the employee reports to work or is on leave of absence with pay on the day immediately preceding the regular holiday. Where the day immediately preceding the regular holiday is a non-working day in the establishment or the scheduled rest day of the employee, he or she shall be entitled to holiday pay if the employee reports to work or is on leave of absence with pay on the day immediately preceding the non-working day or rest day (basic wage x 100%).

• For work done during the regular holiday: The employer shall pay a total of 200% of the employee's wage for that day for the first eight hours (basic wage x 200%).

• For work done in excess of eight hours: The employer shall pay the employee an additional 30% of the hourly rate on said day (hourly rate of the basic wage x 200% x 130% x number of hours worked).

• For work done during a regular holiday that also falls on the employee's rest day: The employer shall pay the employee an additional 30% of the basic wage of 200% (basic wage x 200% x 130%).

• For work done in excess of eight hours during a regular holiday that also falls on the employee's rest day: The employer shall pay the employee an additional 30% of the hourly rate on said day (hourly rate of the basic wage x 200% x 130% x 130% x number of hours worked).

It is important for all parties to be guided accordingly by these provisions to ensure proper implementation of holiday pay in 2025. For further clarification or specific scenarios, it is always recommended to consult the official DOLE advisory or a labor expert.

Reference: October and November 2025 Holidays