Overview
The Philippine government has declared May 1, 2026 (Friday) a Regular Holiday in observance of Labor Day, pursuant to Proclamation No. 1006 signed on September 3, 2025.
As the employer of record for your Philippine-based employees, RemoFirst will process holiday pay in accordance with the Philippine Labor Code and DOLE (Department of Labor and Employment) guidelines.
What Is a Regular Holiday?
A Regular Holiday is a nationally mandated non-working day. It carries the highest level of pay protection under Philippine labor law — meaning employees are entitled to pay regardless of whether they work.
This is distinct from a Special Non-Working Day, which follows different pay rules.
Pay Rules for May 1, 2026
| Scenario | Entitlement |
|---|---|
| Employee does not work | 100% of daily wage (paid day off) |
| Employee works (first 8 hours) | 200% of daily wage |
| Employee works overtime (beyond 8 hours) | 200% + 30% of hourly rate |
| Employee works on a rest day that falls on the holiday | 260% of daily wage for the first 8 hours |
Example: An employee earning PHP 1,000/day who works on May 1 is entitled to PHP 2,000 for the first 8 hours worked.
Frequently Asked Questions
Does this apply to all employees in the Philippines? Yes. Labor Day as a Regular Holiday applies nationwide to all employees covered by the Philippine Labor Code, regardless of industry or employment arrangement.
What if the employee is on leave on May 1? If an employee is on approved paid leave immediately before or after the holiday, they are still entitled to the holiday pay — the holiday is not deducted from their leave balance.
What if May 1 falls on employee's scheduled rest day? The employee is entitled to 260% of their daily wage if they work, per DOLE rules for rest-day holiday work.
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