[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fannual-leave-and-holidays":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":131,"in_subsite":56,"contact_page_url":7,"banner_message":136},549,"annual-leave-and-holidays","Annual Leave and Holidays",null,"","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fannual-leave-and-holidays","labourlaw.labourlawpage","en_PH","2025-07-27T05:56:10.346631+00:00","2026-04-09T15:35:26.526412+00:00","\u002Fcms\u002Fpages\u002F549\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"Philippines","en-ph",{"title":20,"slug":21},"Work in Philippines","work-in-philippines",{"title":23,"slug":24},"Labour Law","labour-law",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"Annual Leave, Holiday Pay, Weekly Rest Days - Philippines","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fannual-leave-and-holidays\u002F","index, follow","website","summary_large_image","2025-07-27T07:56:10.346631+02:00","2026-04-09T17:35:26.751939+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Annual Leave and Holidays\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-09\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Paid Vacation \u002F Annual Leave\u003C\u002Fh2>\n          \u003Cp>Annual leave is regulated under the Labor Code. All employees, regardless of age, are entitled to the statutory annual leave benefits referred to as service incentive leave. The employee  must have completed at least one year of service to qualify for the annual leave. This benefit consists of five fully paid days per year, during which the employee receives their regular daily wage.. However, this entitlement does not apply to:\u003C\u002Fp>\n\u003Col>\n\u003Cli>Employees who have an equivalent entitlement under another source;\u003C\u002Fli>\n\u003Cli>Employees of establishments regularly employing less than ten employees;\u003C\u002Fli>\n\u003Cli>Government employees;\u003C\u002Fli>\n\u003Cli>Managerial employees;\u003C\u002Fli>\n\u003Cli>Field personnel;\u003C\u002Fli>\n\u003Cli>Members of the family of the employer who are dependent on him for support;\u003C\u002Fli>\n\u003Cli>Domestic helpers;\u003C\u002Fli>\n\u003Cli>Persons in the personal service of another; and\u003C\u002Fli>\n\u003Cli>Employees of establishments exempted from granting this benefit by the Secretary of Labor and Employment after considering the viability or financial condition of such establishment.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>There is no separate provision under the law on annual leaves for child workers and young or adolescent workers.\u003C\u002Fp>\n\u003Cp>The law does not require employers to provide additional service incentive leave days based on an employee’s length of service with the employer.\u003C\u002Fp>\n\u003Cp>No date of payment is stipulated by the Labor Code, and neither any provisions regulating the scheduling or splitting of annual leave are found within the law. However, the annual leave can be converted to its money equivalent if not used or exhausted at the end of the year.\u003C\u002Fp>\n\u003Cp>Source: §82 and 95 of the Labor Code, as amended; 2024 Handbook on Workers Statutory Benefits\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Pay on Public Holidays\u003C\u002Fh2>\n          \u003Cp>The Provisions relating to the Public Holidays of the Philippines are contained within annual proclamations that state the dates for holidays and special non-working days, such as Proclamation No. 269 of 2017. The following days are regularly classified as public holidays yearly in the Philippines:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Regular Holidays:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>New Year’s Day\u003C\u002Fp>\n\u003Cp>Maundy Thursday\u003C\u002Fp>\n\u003Cp>Good Friday\u003C\u002Fp>\n\u003Cp>Araw ng Kagitingan\u003C\u002Fp>\n\u003Cp>Labour Day\u003C\u002Fp>\n\u003Cp>Independence Day\u003C\u002Fp>\n\u003Cp>National Heroes Day\u003C\u002Fp>\n\u003Cp>Bonifacio Day\u003C\u002Fp>\n\u003Cp>Christmas Day\u003C\u002Fp>\n\u003Cp>Rizal Day\u003C\u002Fp>\n\u003Cp>Eidul Fitr (Feast at the end of Month of Ramadan)\u003C\u002Fp>\n\u003Cp>Eidul Adha (Feast of the Sacrifice)\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Special (Non-working) Days:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Chinese New Year\u003C\u002Fp>\n\u003Cp>EDSA People Power Revolution Anniversary\u003C\u002Fp>\n\u003Cp>Black Saturday\u003C\u002Fp>\n\u003Cp>Ninoy Aquino Day\u003C\u002Fp>\n\u003Cp>All Saints Day\u003C\u002Fp>\n\u003Cp>Last Day of the Year\u003C\u002Fp>\n\u003Cp>The general elections day is also considered regular holiday. Workers are entitled to their regular wages during regular holidays. The observance of Eidul Fitr and Eidul Adha is determined in accordance with the Islamic calendar (Hijra) or the lunar calendar, or upon Islamic astronomical calculations, whichever is possible or convenient. The dates are conveyed to the Office of the President by the National Commission on Muslim Filipinos.\u003C\u002Fp>\n\u003Cp>Source: §94 of the Labour Code, as amended; Proclamation No 269 of 2017\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Weekly Rest Days\u003C\u002Fh2>\n          \u003Cp>Workers are entitled to at least 24 consecutive hours of rest after 6 consecutive days of work.\u003C\u002Fp>\n\u003Col>\n\u003Cli>\n\u003Cp>Employees who have an equivalent entitlement under another source;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Employees of establishments regularly employing less than 10 employees;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Government employees;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Managerial employees;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Field personnel;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Members of the family of the employer who are dependent on him for support;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Domestic helpers;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Persons in the personal service of another; and\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>establishments exempted from granting this benefit by the Secretary of Labour and Employment after considering the viability or financial condition of such establishment.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Employer may determine and schedule the weekly rest day of his employees subject to collective bargaining agreement and to such rules and regulations as the Secretary of Labor and Employment may provide. However, employer must respect the preference of employees as to their weekly rest day when such preference is based on religious grounds.\u003C\u002Fp>\n\u003Cp>Labour Code requires the employer to give his employees at least 60-minute time-off for their regular meals. Daily rest period is not clearly defined within the Labour Code.\u003C\u002Fp>\n\u003Cp>Source: §82 & 91 of the Labour Code, as amended \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Annual Leave and Holidays\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            1987 Constitution of the Philippines\n          \u003C\u002Fli>\n          \u003Cli>\n            National Health Insurance Act of 1995 (Republic Act No. 7875)\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_compensation_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _SC_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: annual leave and holiday pay in Philippines – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-09\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Paid Vacation \u002F Annual Leave\u003C\u002Fh2>\n\u003Cp>Annual leave is regulated under the Labor Code. All employees, regardless of age, are entitled to the statutory annual leave benefits referred to as service incentive leave. The employee  must have completed at least one year of service to qualify for the annual leave. This benefit consists of five fully paid days per year, during which the employee receives their regular daily wage.. However, this entitlement does not apply to:\u003C\u002Fp>\n\u003Col>\n\u003Cli>Employees who have an equivalent entitlement under another source;\u003C\u002Fli>\n\u003Cli>Employees of establishments regularly employing less than ten employees;\u003C\u002Fli>\n\u003Cli>Government employees;\u003C\u002Fli>\n\u003Cli>Managerial employees;\u003C\u002Fli>\n\u003Cli>Field personnel;\u003C\u002Fli>\n\u003Cli>Members of the family of the employer who are dependent on him for support;\u003C\u002Fli>\n\u003Cli>Domestic helpers;\u003C\u002Fli>\n\u003Cli>Persons in the personal service of another; and\u003C\u002Fli>\n\u003Cli>Employees of establishments exempted from granting this benefit by the Secretary of Labor and Employment after considering the viability or financial condition of such establishment.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>There is no separate provision under the law on annual leaves for child workers and young or adolescent workers.\u003C\u002Fp>\n\u003Cp>The law does not require employers to provide additional service incentive leave days based on an employee’s length of service with the employer.\u003C\u002Fp>\n\u003Cp>No date of payment is stipulated by the Labor Code, and neither any provisions regulating the scheduling or splitting of annual leave are found within the law. However, the annual leave can be converted to its money equivalent if not used or exhausted at the end of the year.\u003C\u002Fp>\n\u003Cp>Source: §82 and 95 of the Labor Code, as amended; 2024 Handbook on Workers Statutory Benefits\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Pay on Public Holidays\u003C\u002Fh2>\n\u003Cp>The Provisions relating to the Public Holidays of the Philippines are contained within annual proclamations that state the dates for holidays and special non-working days, such as Proclamation No. 269 of 2017. The following days are regularly classified as public holidays yearly in the Philippines:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Regular Holidays:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>New Year’s Day\u003C\u002Fp>\n\u003Cp>Maundy Thursday\u003C\u002Fp>\n\u003Cp>Good Friday\u003C\u002Fp>\n\u003Cp>Araw ng Kagitingan\u003C\u002Fp>\n\u003Cp>Labour Day\u003C\u002Fp>\n\u003Cp>Independence Day\u003C\u002Fp>\n\u003Cp>National Heroes Day\u003C\u002Fp>\n\u003Cp>Bonifacio Day\u003C\u002Fp>\n\u003Cp>Christmas Day\u003C\u002Fp>\n\u003Cp>Rizal Day\u003C\u002Fp>\n\u003Cp>Eidul Fitr (Feast at the end of Month of Ramadan)\u003C\u002Fp>\n\u003Cp>Eidul Adha (Feast of the Sacrifice)\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Special (Non-working) Days:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Chinese New Year\u003C\u002Fp>\n\u003Cp>EDSA People Power Revolution Anniversary\u003C\u002Fp>\n\u003Cp>Black Saturday\u003C\u002Fp>\n\u003Cp>Ninoy Aquino Day\u003C\u002Fp>\n\u003Cp>All Saints Day\u003C\u002Fp>\n\u003Cp>Last Day of the Year\u003C\u002Fp>\n\u003Cp>The general elections day is also considered regular holiday. Workers are entitled to their regular wages during regular holidays. The observance of Eidul Fitr and Eidul Adha is determined in accordance with the Islamic calendar (Hijra) or the lunar calendar, or upon Islamic astronomical calculations, whichever is possible or convenient. The dates are conveyed to the Office of the President by the National Commission on Muslim Filipinos.\u003C\u002Fp>\n\u003Cp>Source: §94 of the Labour Code, as amended; Proclamation No 269 of 2017\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Weekly Rest Days\u003C\u002Fh2>\n\u003Cp>Workers are entitled to at least 24 consecutive hours of rest after 6 consecutive days of work.\u003C\u002Fp>\n\u003Col>\n\u003Cli>\n\u003Cp>Employees who have an equivalent entitlement under another source;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Employees of establishments regularly employing less than 10 employees;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Government employees;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Managerial employees;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Field personnel;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Members of the family of the employer who are dependent on him for support;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Domestic helpers;\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>Persons in the personal service of another; and\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>establishments exempted from granting this benefit by the Secretary of Labour and Employment after considering the viability or financial condition of such establishment.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Employer may determine and schedule the weekly rest day of his employees subject to collective bargaining agreement and to such rules and regulations as the Secretary of Labor and Employment may provide. However, employer must respect the preference of employees as to their weekly rest day when such preference is based on religious grounds.\u003C\u002Fp>\n\u003Cp>Labour Code requires the employer to give his employees at least 60-minute time-off for their regular meals. Daily rest period is not clearly defined within the Labour Code.\u003C\u002Fp>\n\u003Cp>Source: §82 & 91 of the Labour Code, as amended \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Annual Leave and Holidays\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            1987 Constitution of the Philippines\n          \u003C\u002Fli>\n\u003Cli>\n            National Health Insurance Act of 1995 (Republic Act No. 7875)\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcompensation-and-working-time'>Compensation and Working Time\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-philippines'>Minimum Wages Regulations - Philippines\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work'>Maternity and Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave'>Sick Leave\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ph\u002Fwork-in-philippines\u002Fsalary\u002Fcheck'>Salary Check\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":40,"link":41},"Contact Us",{"title":40,"url":42,"description":40,"rel":43,"type":44,"id":45},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[55],{"id":47,"first_name":48,"last_name":49,"email":50,"image":51,"function":52,"external":53},true,[58,62,66,67,71,75,79,83,87,91,95,99,103,107,111,115,119,123,127],{"id":59,"short_title":7,"title":60,"url":61},547,"Work and Wages","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fwork-and-wages",{"id":63,"short_title":7,"title":64,"url":65},548,"Compensation and Working Time","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcompensation-and-working-time",{"id":4,"short_title":7,"title":6,"url":9},{"id":68,"short_title":7,"title":69,"url":70},550,"Contracts and Dismissals","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":72,"short_title":7,"title":73,"url":74},551,"Notice and Severance","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":76,"short_title":7,"title":77,"url":78},552,"Family Responsibilities","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffamily-responsibilities",{"id":80,"short_title":7,"title":81,"url":82},553,"Maternity and Work","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work",{"id":84,"short_title":7,"title":85,"url":86},554,"Job Protection","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":88,"short_title":7,"title":89,"url":90},555,"Breastfeeding","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":92,"short_title":7,"title":93,"url":94},556,"Health and Safety","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fhealth-and-safety",{"id":96,"short_title":7,"title":97,"url":98},557,"Sick Leave","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave",{"id":100,"short_title":7,"title":101,"url":102},558,"Work Injury Benefits","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":104,"short_title":7,"title":105,"url":106},559,"Social Security","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsocial-security",{"id":108,"short_title":7,"title":109,"url":110},560,"Unemployment Benefits","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":112,"short_title":7,"title":113,"url":114},561,"Fair Treatment","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment",{"id":116,"short_title":7,"title":117,"url":118},562,"Sexual Harassment","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":120,"short_title":7,"title":121,"url":122},563,"Minors and Youth","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":124,"short_title":7,"title":125,"url":126},564,"Forced Labour","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":128,"short_title":7,"title":129,"url":130},565,"Trade Unions","\u002Fen-ph\u002Fwork-in-philippines\u002Flabour-law\u002Ftrade-unions",[132],{"url_path":133,"title":134,"language_name_en":135,"language_name_local":135,"translated_language_name":135},"\u002Ffil-ph","Pilipinas","Filipino","\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]