Overtime Pay Calculator Philippines 2026 (DOLE Compliant)
Compute your overtime pay for regular days, rest days, special holidays, and regular holidays based on DOLE Labor Code rules. Includes night differential and complex day-combo scenarios.
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How overtime pay is computed in the Philippines
Under the Labor Code of the Philippines (PD 442) and DOLE rules, the standard workday is 8 hours and the standard workweek is 6 days. Work beyond 8 hours per day is overtime (OT) and earns a premium on top of the regular hourly rate. The premium varies based on whether the day is a regular workday, rest day, or holiday.
Most employees in the Philippines are entitled to OT pay. Managerial employees and field personnel are typically excluded. If you’re unsure, check your employment contract or ask your HR department.
The formula
Daily Rate (monthly-paid) = (Monthly Salary × 12) ÷ 261
Regular Pay = Hourly Rate × Day Multiplier × Hours Worked (up to 8)
Overtime Pay = Hourly Rate × Day Multiplier × 1.25 × OT Hours
Night Differential = Hourly Rate × 0.10 × Night Hours (within 10pm-6am)
Total Daily Pay = Regular Pay + Overtime Pay + Night Differential
2026 DOLE overtime rate multipliers
| Day Type | First 8 Hours | OT (beyond 8 hrs) |
|---|---|---|
| Regular workday (Mon-Sat) | 100% of hourly | 125% (×1.25) |
| Rest day or Special non-working | 130% | 169% (130% × 1.30) |
| Special non-working + Rest day | 150% | 195% (150% × 1.30) |
| Regular holiday | 200% | 260% (200% × 1.30) |
| Regular holiday + Rest day | 260% | 338% (260% × 1.30) |
Note: Night differential of 10% additional applies to any hour worked between 10:00 PM and 6:00 AM, stacked on top of the day type multiplier.
2026 Philippine holiday calendar
Regular and special holidays are proclaimed each year. For 2026 (typical schedule):
- Regular holidays: New Year’s Day, Maundy Thursday, Good Friday, Araw ng Kagitingan (Apr 9), Labor Day (May 1), Independence Day (Jun 12), National Heroes Day (last Mon of Aug), Bonifacio Day (Nov 30), Christmas Day (Dec 25), Rizal Day (Dec 30), Eid’l Fitr, Eid’l Adha
- Special non-working holidays: Chinese New Year, Black Saturday, Ninoy Aquino Day (Aug 21), All Saints’ Day (Nov 1), All Souls’ Day (Nov 2), Feast of the Immaculate Conception (Dec 8), Last Day of the Year (Dec 31)
Check the official Malacañang Proclamation each November-December for the next year’s exact list.
Sample computations
Example 1: Regular day with 2 hours OT (₱25,000/month employee)
- Daily rate: (₱25,000 × 12) ÷ 261 = ₱1,149
- Hourly rate: ₱1,149 ÷ 8 = ₱143.68
- Regular pay: ₱143.68 × 8 = ₱1,149
- OT pay: ₱143.68 × 1.25 × 2 = ₱359.20
- Total: ₱1,508.20
Example 2: Rest day, full 8 hours + 2 hours OT
- Hourly rate: ₱143.68
- Regular pay (rest day): ₱143.68 × 1.30 × 8 = ₱1,494.27
- OT pay (rest day): ₱143.68 × 1.69 × 2 = ₱485.63
- Total: ₱1,979.90 (vs ₱1,149 for normal day = +₱830.90 premium)
Example 3: Christmas Day (regular holiday), 8 hours + 2 OT + 4 night hours
- Hourly rate: ₱143.68
- Regular pay (holiday): ₱143.68 × 2.00 × 8 = ₱2,298.88
- OT pay (holiday): ₱143.68 × 2.60 × 2 = ₱747.13
- Night differential: ₱143.68 × 0.10 × 4 = ₱57.47
- Total: ₱3,103.48 (vs ₱1,149 normal = +₱1,954.48 premium)
Frequently asked questions
Under the Labor Code, most rank-and-file employees are entitled to OT pay. Exceptions: managerial employees (those who hire/fire and manage policies), field personnel (those whose hours can’t be supervised), family members of the employer, domestic helpers (kasambahay have separate rules under RA 10361), and workers paid by results (commission, piece-work).
Generally, overtime must be by mutual agreement — employees can refuse. However, under Article 89 of the Labor Code, employers can require overtime in emergencies (war, national/local emergency, urgent work to prevent loss of life, to protect property/perishable goods, or to take advantage of favorable weather for work that depends on it). All OT must still be paid at premium rates.
Regular holidays (like Christmas, New Year, Independence Day) give 100% pay even if you don’t work, and 200% pay if you do. Special non-working holidays (like All Saints’ Day, Chinese New Year) follow “no work, no pay” — you only get paid if you actually work, at 130% rate. The list of which is which is set annually by Malacañang Proclamation.
Yes, they’re computed separately and can stack. Night differential is an additional 10% premium on the hourly rate for any hour worked between 10:00 PM and 6:00 AM. So if you do OT during night hours, you get BOTH the OT premium AND the night differential. This is huge for BPO and call center workers.
DOLE uses 261 working days per year to convert monthly salary to daily rate for OT computation: (365 days − 52 Sundays − 52 Saturdays/2 alternate rest days) ≈ 261. Formula: Daily Rate = (Monthly Salary × 12) ÷ 261. Some companies use 313 days (no Saturday off) or 393 days (continuous operations). Check your company’s HR policy for which factor applies.
File a complaint with the nearest DOLE Regional Office. Bring your employment contract, payslips, time records, and a written summary of the unpaid OT hours. Most cases settle quickly through DOLE’s Single Entry Approach (SEnA) within 30 days. Non-payment of OT is a violation with administrative penalties plus the unpaid amount with interest.
Yes. OT pay is added to your taxable compensation for the year. It’s subject to BIR withholding tax like your regular salary. However, OT for minimum wage earners is exempt — minimum wage earners are fully exempt from income tax including their OT, holiday, and night differential pay.
You need proof of actual work performed beyond 8 hours: time records, emails, work outputs with timestamps, or witnesses. Many employers use biometric or login systems — those serve as evidence. Without records, claims are hard to win. Best practice: keep your own log of OT hours with task descriptions.