Overtime Pay Computation Calculator: Holiday, Rest Day and Night Pay (Philippines)

How overtime pay computation works, step by step

Every premium in Philippine payroll is a percentage of one number: your hourly rate. Get that number right and the rest is multiplication. Get it wrong (for example by dividing a monthly salary by 30, or by including your rice allowance) and every overtime line on your payslip will be off. The calculator above follows the order below, which is also the order a payroll officer uses.

1. 1

   Start from your basic wage only

   Use your basic monthly salary or basic daily rate as written in your contract or payslip. Labor Code Art. 90 says the regular wage used for overtime and premium computation is the cash wage only, without deduction for facilities the employer provides. Allowances, commissions and past overtime are not part of it unless your contract folds them into basic pay.

2. 2

   Convert a monthly salary to a daily rate

   Daily rate = monthly salary × 12 ÷ day factor. The factor is the number of days in a year your monthly salary already pays for: 365, 313, 303 or 261. Daily-paid workers skip this step; their daily rate is the starting point.

3. 3

   Divide by 8 to get the hourly rate

   Hourly rate = daily rate ÷ 8, because Art. 83 sets the normal hours of work at eight a day. Even if your actual shift is shorter, the statutory hourly rate is built on eight hours unless your contract says otherwise.

4. 4

   Identify the kind of day

   Ordinary working day, scheduled rest day, special non-working day, regular holiday, or a combination (a holiday that falls on your rest day, or two regular holidays on one date). Each kind of day has its own rate for the first eight hours.

5. 5

   Apply the rate for the first eight hours

   Ordinary day 100%, rest day 130%, special day 130%, special day on a rest day 150%, regular holiday 200%, regular holiday on a rest day 260%, double holiday 300%, double holiday on a rest day 390%.

6. 6

   Add overtime for hours beyond eight

   Ordinary day: hourly rate × 125%. Any other day: the hourly rate for that day × 130%. So one overtime hour on a regular holiday is hourly rate × 200% × 130% = 260% of the hourly rate.

7. 7

   Add the night differential

   For every hour actually worked between 10 pm and 6 am, add 10% of the hourly rate for that day. If the night hour is also an overtime hour, the 10% is taken on the overtime rate (ordinary day: 125% × 110% = 137.5% for the whole hour).

Daily rate computation: which day factor applies to you

The day factor answers one question: how many days a year does my monthly salary already pay for? A worker on a Monday-to-Friday schedule is not paid for 104 Saturdays and Sundays, so the monthly salary covers 365 − 104 = 261 days, and those 261 include the regular holidays falling on weekdays. A Monday-to-Saturday worker loses only 52 Sundays, which leaves 313. Some employers pay monthly staff for every day of the year, rest days included, and divide by 365. A few six-day employers pay regular holidays separately and divide by 303. The table shows what each factor does to the same ₱25,000 salary.

Picking the wrong factor moves every figure on your payslip. The same ₱25,000 salary gives ₱1,149.43 a day on the 261 factor but only ₱821.92 on the 365 factor, a difference of more than ₱300 per day of holiday pay. That does not make the 365 factor illegal: if your employer really pays you for every rest day, the lower daily rate is the honest one. What is not allowed is mixing conventions, for example dividing by 365 to compute your overtime while docking absences with the higher 261-factor rate. Ask HR which factor your payroll uses and check that it uses the same one in both directions.

Hourly rate computation and why the centavos differ

The hourly rate is the daily rate divided by eight. For Maria Clara S. Dela Cruz, a Customer Service Representative at Makati Business Solutions Inc. on ₱25,000 a month and a Monday-to-Friday week, that is ₱1,149.43 ÷ 8 = ₱143.68. The calculator keeps the unrounded figure (₱143.678161…) in memory and rounds each line only once, at the end, the same way our final pay calculator does. If you multiply the rounded ₱143.68 by hand you will sometimes land a centavo higher or lower. Payroll systems differ on this point too; a one- or two-centavo gap is rounding, not underpayment.

Daily-paid workers start one step later. A worker in Metro Manila earning a daily wage has an hourly rate of that wage ÷ 8, and every premium is a percentage of it. Because daily-paid workers are paid only for days actually worked (plus unworked regular holidays), there is no factor to choose; the calculator’s “Daily rate” switch removes the factor field.

Premium pay rates for every kind of day

This is the full table the calculator applies. The first column is what you are owed for a day you did not work; the second is the rate for each of the first eight hours worked; the third is the rate for each overtime hour; the fourth is the night differential add-on per night hour within the first eight. All percentages are of your basic hourly (or daily) rate.

Two cells surprise people. First, a regular holiday that falls on your rest day still pays 100% if you do not work it; you do not lose holiday pay because the holiday landed on a Saturday or Sunday. Second, double holidays happen: in some years a religious holiday and a national holiday land on the same date, and DOLE then treats the day as two regular holidays, 200% unworked and 300% worked. When that happens, DOLE announces it in a labor advisory before the date.

Worked examples of overtime, holiday and night pay

All five examples use Maria’s salary: ₱25,000 a month, 261 factor, so ₱300,000 a year. Each line is computed from the unrounded rate (₱300,000 ÷ 261 ÷ 8 = ₱300,000 ÷ 2,088 per hour) and rounded once. Our test suite recomputes every figure below on each build.

Example 5 is what the “This pay period” tab is for. Maria’s employer does not dock monthly-paid staff for the unworked special day on December 31, which is a common company practice; if your employer does apply no work, no pay on special days, enter that day as an unpaid absence. Put the gross figure next to the earnings section of your payslip. If the totals differ by more than a few centavos, compare line by line: the usual culprits are the wrong factor, a holiday treated as ordinary, or overtime paid at a flat rate.

Rest day pay: when it applies and how much

Art. 91 gives every employee a rest period of at least 24 consecutive hours after every six consecutive normal workdays. Your rest day is the day your employer scheduled as your weekly rest, which is not always Sunday: a mall worker’s rest day might be Tuesday. Rest day pay is due only for work on your own scheduled rest day; Art. 93 says work on a Sunday earns the premium only when Sunday is your established rest day.

For a monthly-paid worker on the 261 or 313 factor, rest-day work is entirely extra: the monthly salary never paid for that day, so the full 130% is added to the payslip. On the 365 factor the salary already includes rest days at 100%, so only the 30% premium is added. The calculator’s pay period tab handles both automatically from the factor you choose. If your employer asks you to work your rest day often, read our guide to shifting schedules and the compressed work week, which covers when an employer may require rest-day work under Art. 92.

Holiday pay computation and the 2026 holiday list

Regular holidays are paid even when you stay home, provided you were present at work, or on leave with pay, on the workday immediately before the holiday. Special non-working days follow the no work, no pay rule unless a company policy, practice or CBA pays them. If you work either kind, the premium applies whatever your contract calls the day. The list below is the national list for the year; local holidays declared for a city or province follow the same special-day rules within that area.

Watch for three traps. A special working day (in 2026, the EDSA anniversary on February 25) is an ordinary workday for pay purposes, so no premium is due. A regular holiday falling on a Saturday is still paid at 100% to a Monday-to-Friday worker on the 261 factor, because that holiday pay is inside the monthly salary. And for retail and service establishments regularly employing fewer than ten workers, Art. 94 exempts the employer from regular holiday pay; ask DOLE hotline 1349 if you are unsure whether your workplace counts.

Night differential on top of overtime and holidays

The night shift differential is not a separate rate for the whole shift; it is an add-on of at least 10% for each hour actually worked between 10 pm and 6 am. It is computed on the hourly rate that already applies to that hour. On an ordinary day the add-on is 10% of the basic hourly rate (₱14.37 for Maria). On a regular holiday it is 10% of 200% (₱28.74 an hour). On an overtime hour it is 10% of the overtime rate, which is why a night overtime hour on an ordinary day costs the employer 137.5% of the basic hourly rate in total: 125% for the overtime, plus 12.5% night differential.

Unpaid meal breaks inside the night window do not earn the differential because they are not hours worked. Paid short breaks of a few minutes do count. For call-centre and BPO staff whose whole shift falls inside the window, a full 8-hour graveyard shift on an ordinary day earns 8 × 10% = 80% of one hour’s pay a night, roughly an extra 10% of daily pay. Over a 22-workday month on Maria’s salary that is about ₱2,529, so it is worth checking. The rules behind the differential, including who is excluded, are explained on our overtime, holiday pay and night differential law page.

What you need before you compute

Sample pay breakdown printout

The Print button in the pay period tab produces a one-page breakdown like the one below. Attach it to an email to HR when you ask about a payslip; a line-by-line computation gets a faster answer than “my pay seems low”.

When overtime and holiday pay must be paid: deadlines

1. The day you work

   Keep your own record of time in and time out, and screenshots of any instruction to stay late or report on a holiday.

2. Next payday (at most 16 days later)

   Wages, including overtime and premiums, are paid at least once every two weeks or twice a month at intervals not exceeding 16 days (Labor Code Art. 103).

3. When you receive the payslip

   Compare it with this calculator. Ask HR in writing within the same month if a line is missing; payroll corrections are easiest in the next cut-off.

4. No correction after one or two cut-offs

   Send a short written demand listing the dates and amounts, then file a free SEnA request at DOLE or online at arms.dole.gov.ph.

5. Three years from each short payday

   Money claims prescribe three years from the time the cause of action accrued (Labor Code Art. 306, formerly Art. 291). Each underpaid payday starts its own clock.

Penalties for not paying overtime, holiday pay and night differential

An employer that underpays premiums owes the difference, and DOLE can order it paid. Under Art. 128, DOLE labor inspectors may inspect payroll and time records and the Secretary of Labor or authorised representatives may issue compliance orders where the employer-employee relationship still exists. Violations of the Labor Code declared unlawful or penal are punishable under Art. 303 (formerly Art. 288) by a fine of ₱1,000 to ₱10,000, imprisonment of three months to three years, or both. Where the underpayment is of a wage increase set by a wage order, RA 8188 raises the fine to ₱25,000–₱100,000 or two to four years’ imprisonment, and requires the employer to pay double the unpaid benefits.

What to do if your overtime or holiday pay is short

1. 1

   Rebuild the period in the calculator

   Enter your salary, factor and each day with overtime, night hours, holiday or rest-day work. Print the breakdown.

2. 2

   Ask HR in writing

   Send the printout with a short email: the dates, the hours, the amount you expected and the amount on your payslip. Ask for the computation they used. Most errors are clerical (a holiday coded as an ordinary day) and are fixed in the next cut-off.

3. 3

   Keep records

   Save your payslips, your own log of hours and any messages that asked you to stay late. If the company says overtime was “not approved”, note that Art. 84 counts all time you were required or permitted to work.

4. 4

   File a SEnA request if HR does not correct it

   SEnA is free and fast. Prepare your details with our SEnA request for assistance form and follow how to file a DOLE complaint. Bring the printout to the conference.

5. 5

   Escalate if there is no settlement

   The desk officer refers you to the DOLE Regional Office (claims of ₱5,000 or less) or the NLRC. If you have already left the company, your unpaid premiums belong in your final pay claim; see the final pay calculator.

Common overtime pay computation mistakes

Other names people search for

For the article-by-article rules on hours of work, start at our Labor Code guide. For leave and year-end pay, see service incentive leave and the 13th month pay calculator.