Work on a scheduled rest day earns an additional 30% of the regular wage for the first eight hours. Work beyond eight hours earns another 30% on top of that rest-day rate, for an effective 169% of the basic hourly rate.
A special non-working day normally carries a 30% premium. When it falls on a rest day, the first eight hours are paid at 150% of the basic rate (an additional 50%), and overtime is 195%. That is a specific overlap rule, not a simple addition of two 30% premiums.
| Worked on | First 8 hours | OT per hour |
|---|---|---|
| Ordinary working day | 100% | 125% |
| Rest day or special non-working day | 130% | 169% |
| Special non-working day + rest day | 150% | 195% |
| Double special non-working day | 150% | 195% |
| Double special non-working day + rest day | 195% | 253.5% |
| Regular holiday | 200% | 260% |
| Regular holiday + rest day | 260% | 338% |
| Double regular holiday | 300% | 390% |
| Double regular holiday + rest day | 390% | 507% |
Night differential adds 10% to the applicable rate for work between 10 p.m. and 6 a.m. These are statutory minimums; a CBA or company policy may provide more.
What counts as a rest day?
The rest day is the 24-hour period designated by the employer, usually after six consecutive working days. It is often Sunday, but it can be any day, and it can change with the work schedule. A Sunday shift is not automatically a rest-day shift, and a Wednesday rest day is still a rest day.
For a night shift, the rest day can be affected by where the 24-hour period falls. If your schedule crosses midnight, check which calendar date your employer treats as the rest day and use the “After midnight” setting in the calculator if it changes.
How to compute overtime pay on a rest day in the Philippines
The steps below use the 169% rate for an employer-designated rest day. Take a daily basic rate of ₱1,000, or ₱125 per hour. The rest-day overtime rate per hour is 169% of that basic rate.
- Eight hours on a rest day: 8 × ₱125 × 130% = ₱1,300.
- Two overtime hours on a rest day: ₱125 × 169% × 2 = ₱422.50.
- Ten hours on a rest day: ₱1,300 + ₱422.50 = ₱1,722.50.
Special non-working day: 130% and 169%
A special non-working day is a day declared by the President or by local authorities for a specific observance. If the employee does not work, the general rule is “no work, no pay” unless a company policy or a favorable practice says otherwise. If the employee works, the first eight hours are paid at 130%, and overtime at 169%.
A special working day is different. It is declared as a working day, so it is treated like an ordinary day for premium pay: 100% for the first eight hours and 125% for overtime.
Special day on a rest day: 150% and 195%
When a special non-working day falls on the employee’s scheduled rest day, the rates stack. The first eight hours are 150% of the basic hourly rate; overtime is 195%.
- Eight hours: 8 × ₱125 × 150% = ₱1,500.
- Two overtime hours: ₱125 × 195% × 2 = ₱487.50.
- Ten hours: ₱1,500 + ₱487.50 = ₱1,987.50.
Double special day on a rest day: 195% and 253.5%
A double special non-working day is two special non-working days that fall on the same date. On its own, the first eight hours are 150% and overtime is 195%. If the date is also the employee’s scheduled rest day, the rates stack again: the first eight hours are 195% and overtime is 253.5%.
- Eight hours: 8 × ₱125 × 195% = ₱1,950.
- Two overtime hours: ₱125 × 253.5% × 2 = ₱633.75.
- Ten hours: ₱1,950 + ₱633.75 = ₱2,583.75.
A rest day is not a holiday
Rest-day premiums and holiday premiums are separate. A regular holiday that falls on a rest day is not 130% + 200%; it is 260% for the first eight hours and 338% for overtime. See the regular holiday guide for that combination.
What about night differential?
Night differential stacks on top of the rest-day or special-day rate. A rest-day night hour is 130% × 110% = 143% before overtime. Rest-day overtime at night is 169% × 110% = 185.9%. The night differential guide has the full table.
Common questions
Is work on a rest day voluntary?
Generally, an employer cannot compel an employee to work on a rest day except in emergencies or other exceptional circumstances allowed by law. The premium is still due when the employee is permitted or required to work. This calculator only estimates the pay, not whether the work was lawful or voluntary.
Does a rest day have to be Sunday?
No. The employer designates the rest day. Sunday is common, but it is not a legal requirement for every workplace.
What if the special day is also a regular holiday?
The regular holiday rules generally prevail, and a double holiday can produce 300% or more. This is a fact-specific situation; check the latest DOLE advisory and your company’s payroll guidance.
Use the calculator and choose the day type plus the rest-day checkbox to see your own numbers.