Quick answer: If you work on your scheduled rest day, you earn a 30% premium: 130% of your daily wage for the first 8 hours. Each overtime hour is paid at 169% of your hourly rate. The premium is higher when the rest day coincides with a special non-working day (150%) or a regular holiday (260%). Compute rest-day pay for your shift →
What is premium pay?
Premium pay is the additional compensation for work performed on days you would normally have off: your rest day, a special non-working day or a regular holiday. It is distinct from:
- Overtime pay, which is for hours worked beyond the normal 8 per day (see the rules), and
- Night differential, the 10% add-on for work between 10 PM and 6 AM (see how it works).
You can earn all three at once, for example overtime on a rest day at midnight.
What the Labor Code says about rest days
Under Article 91 of the Labor Code, every employee is entitled to a rest period of at least 24 consecutive hours after every six consecutive normal workdays. Your employer decides which day it is, subject to any collective bargaining agreement and DOLE rules, but it must respect your preference when it is based on religious grounds. Article 93 then sets the premium: at least 30% of the regular wage for work on a scheduled rest day, at least 30% on a special day, and at least 50% when the special day is also the rest day.
Rest day & premium pay rates (DOLE 2026)
| Day worked | First 8 hours | Overtime hour |
|---|---|---|
| Rest day (ordinary day) | 130% | 169% |
| Special working day on a rest day | 130% | 169% |
| Special non-working day | 130% | 169% |
| Special non-working day on a rest day | 150% | 195% |
| Regular holiday | 200% | 260% |
| Regular holiday on a rest day | 260% | 338% |
These multipliers follow DOLE Labor Advisory No. 12, Series of 2025 for the 2026 holidays. A special working day is treated as an ordinary day, so if it falls on your rest day you earn the ordinary rest-day rate.
The formula
Rest day pay (first 8 hrs) = Daily wage × 130%
Rest day overtime = Hourly rate × 1.69 × overtime hours
Night work on a rest day = + 10% of the rate that applies to that hourWorked examples on the ₱755 NCR minimum wage
The figures use the ₱755 daily minimum wage under Wage Order NCR-28, so the hourly rate is ₱755 ÷ 8 = ₱94.375.
Rest day, 8 hours, daytime
₱755 × 130% = ₱981.50Rest day, 8 hours + 2 hours overtime
First 8 hrs: ₱755 × 130% = ₱981.50
Overtime: ₱94.375 × 1.69 × 2 = ₱318.99
Total: ₱1,300.49Rest day that is also a special non-working day, 8 hours + 2 overtime
First 8 hrs: ₱755 × 150% = ₱1,132.50
Overtime: ₱94.375 × 1.95 × 2 = ₱368.06
Total: ₱1,500.56Rest day that is also a regular holiday, 8 hours + 2 overtime
First 8 hrs: ₱755 × 260% = ₱1,963.00
Overtime: ₱94.375 × 3.38 × 2 = ₱637.98
Total: ₱2,600.98Rest day shift from 10 PM to 6 AM (night work)
Basic rest-day pay: ₱755 × 130% = ₱981.50
Night differential: ₱94.375 × 130% × 10% × 8 hrs = ₱98.15
Total: ₱1,079.65Rest day shift from 6 PM, 8 hours + 2 overtime (ends 4 AM)
First 8 hrs: ₱755 × 130% = ₱981.50
Overtime: ₱94.375 × 1.69 × 2 = ₱318.99
Night differential: 4 regular night hrs (10 PM–2 AM) = ₱49.08
2 overtime night hrs (2–4 AM) = ₱31.90
Total: ₱1,381.47For monthly-paid employees
If you earn ₱20,000 a month and your employer uses a 261-day factor, your daily rate is ₱20,000 × 12 ÷ 261 = ₱919.54. Eight hours on a rest day then pays ₱919.54 × 130% = ₱1,195.40. Whether you divide by 261, 313 or 365 changes the daily rate, and with it every premium; the factor depends on your contract and payroll policy. If you are on a 313 factor the same rest-day shift is worth ₱996.81, and on 365 it is worth ₱854.79.
When the rest day overlaps a holiday
If your rest day falls on a special non-working day, the first-8-hours rate rises to 150%; on a regular holiday it becomes 260%. If you do not work a regular holiday that falls on your rest day you are still entitled to the 100% holiday pay, provided you were present or on paid leave on the workday before your rest day. The Philippine holidays calendar shows which holidays land on weekends and which long weekends result.
Can rest-day work be required?
Rest-day work is voluntary in normal circumstances. Article 92 allows employers to require it in emergencies or impending emergencies, for urgent work on machinery or equipment, in cases of abnormal pressure of work due to special circumstances, to prevent loss of perishable goods, or where the nature of the work requires continuous operations. If you are asked to work your rest day for none of those reasons, you can decline. Whenever rest-day work happens, the premium in this guide applies.
Related labor pay rules
Source: Labor Code of the Philippines, Book III (PD 442), Articles 91–93; DOLE Labor Advisory No. 12, Series of 2025; DOLE Handbook on Workers’ Statutory Monetary Benefits. For estimation only — confirm with DOLE or your HR.