Holy Week becomes even more significant for Filipinos this year, with the Coronavirus Disease 2019 (COVID-19) public emergency making us cling tighter to our faith.
Here are the declared holidays set for next week:
- April 9 (Araw ng Kagitingan and Holy Thursday) – Regular Holiday
- April 10 (Good Friday) – Regular Holiday
- April 11 Special Non-Working
In observance of these consecutive holidays, the Department of Labor and Employment (DOLE) has released two advisories:
I. How to Compute Your Employees’ Holy Week Pay
DOLE’s first published communication, Labor Advisory No. 13 Series of 2020, breaks down how you should compute the wages of your employees for each mentioned holiday.
April 9 (double regular holiday)
If your employee did not report for work, he/she shall still be paid 200% of his/her wage for this day, under the condition that he/she reported to work on March 17, 2020 (start of enhanced community quarantine)
Computation: [Basic Wage + Cost of Living Allowance (COLA)] x 200%
If your employee reports for work, he/she shall be paid a total of 300% of his/her wage for this day for the first 8 working hours.
Computation: (Basic Wage + COLA) x 300%
For overtime pay (succeeding the first paid 8 working hours), he/she shall be paid an additional 30% of his/her wage for this day per hour
If this falls on your employee’s rest day and he/she reports to work, he/she shall be paid 300% of his/her daily wage PLUS 30% of that total.
Computation: [(Basic Wage + COLA)] x 300%] + [30% (basic wage x 300%)]
For overtime pay (succeeding the first 8 paid working hours), he/she shall be paid an additional 30% of his/her wage for this day per hour
April 10 (Regular Holiday)
If your employee did not report for work, he/she shall still be paid 100% of his/her wage for this day, under the condition that he/she reported to work on March 17, 2020 (start of enhanced community quarantine)
Computation: [Basic Wage + Cost of Living Allowance (COLA)] x 100%
If your employee reports for work, he/she shall be paid a total of 300% of his/her wage for this day for the first 8 working hours.
Computation: (Basic Wage + COLA) x 200%
For overtime pay (succeeding the first paid 8 working hours), he/she shall be paid an additional 30% of his/her wage for this day per hour
If this falls on your employee’s rest day and he/she reports to work, he/she shall be paid 200% of his/her daily wage plus 30%.
Computation: [(Basic Wage + COLA)] x 200%] + [30% (Basic Wage x 200%)]
For overtime pay (succeeding the first 8 paid working hours), he/she shall be paid an additional 30% of his/her wage for this day per hour
April 11 (Special Non-working Day)
No-work, no-pay principle shall generally apply.
If your employee reports for work, he/she shall be paid an additional 30% of his/her wage for this day for the first 8 working hours.
Computation: (Basic Wage + COLA) x 130%
For overtime pay (succeeding the first paid 8 working hours), he/she shall be paid an additional 30% of his/her wage for this day per hour
If this falls on your employee’s rest day and he/she reports to work, he/she shall be paid an additional 50% of his/her wage for this day.
Computation: [(basic wage x 150%) + COLA]
See this official labor advisory HERE.
II. Deferment and Exemptions of Holiday Pay
DOLE released a supplementary communication, Labor Advisory No. 13-A Series of 2020, stating that your businesses are allowed to delay your employees’ holiday pay due to the COVID-19.
Payments can be made once the current public emergency has been lifted, and such businesses resumes normal operations.
The advisory also stated that if your establishment has totally closed or ceased operations during the enhanced community quarantine, you are exempted from making these holiday payments.
See this official labor advisory HERE.
