Laws on Wages and

Working Hours in the

Philippines.
 Working Conditions
and Rest periods

- hours of work
- weekly rest
periods
- holidays, service
incentive leaves
and service
charges

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Hours of work
-Normal hours of work shall of any employee shall not
exceed eight (8) hours a day.
-Hours worked shall include all time during which an
employee is required to be on duty.
-Meal periods should not be less than sixty (60) minutes
time off for their regular meals
-Night shift differential should not be less than 10% of
regular wage for each hour of work performed.
-Overtime work should be at least 125% of hourly rate
Under time not offset by overtime on the any other day.

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Emergency overtime work
may be required in any of the following cases:

-country is at war
-necessary to prevent loss of life ,property damages or there is
an imminent danger.

-to avoid serious loss to employer

-prevent loss on perishable goods

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 Weekly rest periods
- Right to weekly rest day of not less than 24 hours after
every 6 consecutive work days
An employer may require to work on a rest day in case of:

-emergency caused by calamities that poses eminent danger

-urgent work on machineries that to avoid employer losses
-loss on perishable goods
-where the nature of work requires continuous operations

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 Compensation on
restdays, sundays or
holiday work
-additional of at least 30% of regular
wage, also applies on work performed on
any special holiday

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Right to holiday pay
-shall be paid equivalent to regular daily wage rate .
-in an event that the employer may require an employee
to work, the employee shall be paid a compensation twice
the regular rate.
 January 1, 2020, Wednesday - New Year's Day
-Regular Holidays include:  April 9, 2020, Thursday - Araw ng Kagitingan 
 April 9, 2020 - Maundy Thursday 
 April 10, 2020 - Good Friday
 May 1, 2020, Friday - Labor Day 
 May 25, 2020, Monday, - Eid'l Fitur
 June 12, 2020, Friday - Independence Day
 July 31, 2020, Friday - Eid'l Adha
 August 31, 2020, last Monday of August - National Heroes' Day 
 November 30, 2020, Monday - Bonifacio Day
 December 25, 2020, Friday - Christmas Day 
 December 30, 2020, Wednesday - Rizal Day
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Right to service incentive leave

-every employee who rendered at least 1 year in service shall be

entitled to a yearly service incentive leave of five days with pay.
-shall not apply to those who are enjoying the same benefit in forms of
vacation or sick leave.

Service charges
all service charges collected by service-oriented business
shall be distributed at the rate of 85% for all employees covered
and 15% for the management

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Wages

 -preliminary matters
 -minimum wage rates
 -payment of wages
 -prohibitions regarding wages
 Wage studies, wage arrangements and wage
determinations
 Administration and enforcement

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Wage
a fixed regular payment earned for work or
services, typically paid on a daily or weekly basis.

Salary
a fixed regular payment, typically paid on a
monthly basis but often expressed as an annual
sum, made by an employer to an employee,
especially a professional or white-collar worker.
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Regional Minimum wage rates
- All minimum wage rates are prescribed by the
regional tripartite wages and productivity boards.

Payment by result
the DOLE regulates the payment of wages by result including
“pakyao”, piece of work and other non overtime work

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Forms of payment
The Labor Code of the Philippines
prohibits payment wages by means
of promissory notes, vouchers,
coupons, tickets, chits or any object
other than legal tender, even when
expressly requested by employee.

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 Forms of payment

-cash or money
-through bank account*
-check*

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Allowed when:
There is a nearby encashment facility
The employer does not receive any peculiarly
benefit from the arrangement.
The employees are given reasonable time to
withdraw their wages during banking hours.
Payments by check is with written consent.

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 Time of Payment

Wages shall be paid at least once every

two weeks or twice a month, at an
intervals not exceeding sixteen (16) days.

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Time of Payment
No employer shall make payment
with less frequency than once a
month

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Direct Payment of wages
-Wages shall be paid directly to the
employee
Except:
-Death of employee
-Force majeure

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Place of Payment
As a general rule, the place of payment shall
be or at near the place where the employee
works.
Except:
-threat to safety
-provided means of transportation
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Notes
No employer shall pay his employees in any
bar, night or day club, drinking
establishment, massage clinic, dance hall or
any other similar places wherein games are
played with stakes of money or things
representing money except in case the
persons are employed in the said places
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Regulations regarding wages

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Non-interference in disposal of wages

No employer shall limit or otherwise interfere

with the freedom of any employee to dispose of
his wages

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Wage deduction
No employer shall make any deduction
from the wage of his employee.
Except:
-has consent from the employee to
recompensate insurance premium
-authorization from the employee
-employer is authorized by law
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Deposits for loss damage
No employer shall require his worker to make
deposits from which deductions shall be made for
the reimbursement of loss or damage to tools,
materials or equipment supplied by the employer.
Except:
-where the employer is engaged in such trades,
occupation or business where the practice of making
deductions or requiring deposits is a recognized one.
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Withholding of wages
Likewise it is unlawful for any person to
withhold any amount from the wages of a
worker or include him to give up any part of
his wages without the worker’s consent

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 Civic Liability of
Employer and
Contractor
Every employer shall be jointly and
severally liable with his contractor or
subcontractor for the unpaid wages of the
employees of the latter.

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Retaliator Measures
It shall be unlawful for an employer to refuse to
pay or reduce the wages and benefit in any manner
discriminate against any employee who filed a
complaint or instituted any proceedings under this
title or has testified in such proceedings.

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 -act as the national consultative and
Creation of advisory body.

National wages -formulate policies and guidelines on

wages and productivity improvement
Productivity -prescribe rules and guidelines for the
determination of appropriate minimum
Board wage.

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 REGION MWR (PHP)
NCR 500.00 - 537.00
CAR 340.00 - 350.00
REGION I 282.00 - 340.00
REGION II 345.00 - 370.00
REGION III 304.00 - 420.00
REGION IV-A 303.00 - 400.00
REGION IV-B 294.00 - 320.00
REGION V 310.00
REGION VI 310.00 - 395.00
REGION VII 351.00 - 404.00
REGION VIII 295.00 - 325.00
REGION IX 303.00 - 316.00
REGION X 331.00 - 365.00
REGION XI 381.00 - 396.00
REGION XII 315.00 - 336.00
REGION XIII Please do not forward this to unintended users. Otherwise, request necessary
Classified as Confidential. 320.00 permission.
Creation of Regional Tripartite Wages
and Productivity Boards

-To develop plans, programs and projects

-To determine and fix minimum wage rates
per region

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Wage Order
shall take effect after fifteen (15) days from
its complete publication in at least one (1)
newspaper of general circulation in the region.

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 Standards/Criteria for minimum wage fixing
 The demand for living wages
 Wage adjustment vis-à-vis the consumer price index
 The cost of living and changes or increases therein
 The needs of workers and their families
 The need to induce industries to invest in the countryside
 Improvements in standards of living
 The prevailing wage levels
 Fair return of the capital invested and capacity to pay of employers
 Effects on employment generation and family income
 The equitable distribution of income and wealth

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 Freedom to
bargain
No wage order shall be constructed
to prevent workers from bargaining for
higher wages

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Any questions???

or clarifications???

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 Thank you!!!

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