Quick answer: On an ordinary day, overtime (work beyond 8 hours) is paid at your hourly rate plus at least 25% (125%). On a rest day or holiday, hours beyond 8 are paid at that day’s hourly rate plus at least 30% — 169% on a rest day or special non-working day and 260% on a regular holiday. Managerial employees, field personnel and a few other groups are not covered. To compute an actual amount, use the overtime pay calculator.
Overtime pay rate by day type (DOLE 2026)
The overtime premium comes from Article 87 of the Labor Code: at least 25% on an ordinary day, and at least 30% on the rate for a holiday or rest day. DOLE’s annual labor advisory on holiday pay spells out the resulting multipliers.
| When you work overtime | Overtime hourly rate | How it is built |
|---|---|---|
| Ordinary day | hourly rate × 1.25 | 100% + 25% |
| Special working day | hourly rate × 1.25 | treated as an ordinary day |
| Rest day | hourly rate × 1.69 | 130% × 130% |
| Special non-working day | hourly rate × 1.69 | 130% × 130% |
| Special non-working day on a rest day | hourly rate × 1.95 | 150% × 130% |
| Regular holiday | hourly rate × 2.60 | 200% × 130% |
| Regular holiday on a rest day | hourly rate × 3.38 | 260% × 130% |
Work between 10 PM and 6 AM earns an extra 10% of whichever hourly rate applies, so night overtime on an ordinary day is 125% × 110% = 137.5% of your hourly rate. The details are in our night differential guide.
What overtime pays on a minimum-wage job
For a Metro Manila worker on the ₱755 daily minimum wage (Wage Order NCR-28), the hourly rate is ₱755 ÷ 8 = ₱94.375. Each hour of overtime then pays:
| Day type | Overtime pay per hour (₱755/day) |
|---|---|
| Ordinary day | ₱117.97 |
| Rest day or special non-working day | ₱159.49 |
| Special non-working day on a rest day | ₱184.03 |
| Regular holiday | ₱245.38 |
| Regular holiday on a rest day | ₱318.99 |
Statutory minimum wage earners do not pay income tax on this pay, which makes the take-home difference larger than for higher-paid staff.
Who is entitled to overtime pay
Overtime rules apply to employees in all establishments, profit or non-profit, except the groups excluded by Article 82:
- Government employees (they follow civil service rules instead).
- Managerial employees whose primary duty is managing the establishment or a department of it, and other officers or members of the managerial staff.
- Field personnel: non-agricultural employees who regularly work away from the principal place of business and whose actual hours in the field cannot be determined with reasonable certainty.
- Members of the employer’s family who depend on the employer for support.
- Domestic helpers and persons in personal service (kasambahay), who are covered by their own law.
- Workers paid by results under the regulations of the Labor Secretary.
Being called a “supervisor” or “officer” does not make you managerial. The test is what you actually do. A supervisor who mostly performs the same tasks as the team, with no real power to hire, fire or discipline, is generally still entitled to overtime pay. Likewise, being paid a fixed monthly salary does not remove overtime pay by itself.
Undertime cannot be offset by overtime
Article 88 is one of the most common sources of short payslips. Undertime on one day cannot be cancelled against overtime on another. If you worked 6 hours on Monday and 10 hours on Tuesday, you still earn two hours of overtime for Tuesday; your employer cannot treat the two days as “8 and 8” and pay no premium. Giving you time off on another day does not remove the employer’s duty to pay the premium either.
When can overtime be required?
Overtime is voluntary in ordinary circumstances. Under Article 89 an employer may require it in emergencies: war or a declared national or local emergency, preventing loss of life or property, urgent work on machines or equipment to avoid serious loss, preventing loss of perishable goods, and finishing work started before the eighth hour when stopping would seriously prejudice the business. In those cases overtime pay is still due at the premium rates. Refusing legitimate compulsory overtime can lead to discipline, so document any dispute.
Overtime approval and records
The Labor Code does not make prior approval a condition of payment, but most employers set an approval process (a signed overtime request, a supervisor sign-off in the timekeeping system). Follow it. If you are told to stay and the form comes later, or your supervisor knows you are working past 8 hours, keep your own record: time in and out, who instructed you, and what you were working on. That evidence is what DOLE or the NLRC looks at in a pay dispute. A “no unapproved overtime” policy can control hours going forward, but it does not let an employer keep the benefit of work it knowingly allowed.
Related labor pay rules
- Compute your own hours with the overtime pay calculator.
- Holiday pay computation and the 2026–2027 holiday calendar
- Rest day pay
- Night differential pay
Source: Labor Code of the Philippines, Book III (PD 442), Articles 82 and 87–89; DOLE labor advisories on holiday pay and the Handbook on Workers’ Statutory Monetary Benefits. For estimation only — confirm the current rules with DOLE or your HR.