DOLE: Holiday Pay Rules for National Heroes Day (August 29, 2022)

Holiday Pay Rules for National Heroes Day (August 29, 2022), According to DOLE

The Department of Labor and Employment (DOLE) has released the holiday pay rules for National Heroes Day (August 29, 2022).

National Heroes Day is a regular holiday in the Philippines also known as ‘Araw ng mga Bayani’, which is celebrated every last Monday of August. It is a day to recognize the courage of all Filipino heroes who fought for their country’s freedom, including those who disappeared into obscurity.

The Labor and Employment Department reminded Filipino employers to observe proper pay rules for their employees for August 29 (Monday). It has been declared a regular holiday in celebration of National Heroes Day.

Holiday Pay Rules

Presidential Proclamation No. 1236 declares the date as a regular holiday. Unless there is a company policy, practice, or collective bargaining agreement (CBA) granting payment on a certain day, the rule of “no work, no pay” shall apply, the proclamation reads.

Employees who will not report to work shall be paid 100 percent of/her daily wage but workers who will report on duty must receive 200 percent of their daily wage for the first eight hours of work.

Overtime work shall be paid an additional 30 percent of the employee’s hourly rate during the holiday. If the holiday falls on the worker’s rest day, he/she must receive 30 percent of its 200 percent daily wage.

Holiday Pay Rules

Overtime work during a worker’s rest day on a holiday means 200% daily wage x 130% x 130% x number of hours.

Several government agencies and establishments will be closed during the holiday. The regular services will resume on the following day.

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1 thought on “DOLE: Holiday Pay Rules for National Heroes Day (August 29, 2022)”

  1. I am on sick leave on Aug 29, due to an operation. My employer says I won’t be paid for that because I did not work the day before the holiday (Sunday), is that right? Our company doesn’t pay holidays if we did not work before and after a holiday. Is this legal under the Labor Code?


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