Last updated: June 2026
June 12, 2026 is a regular national holiday — the 128th anniversary of Philippine Independence Day. Whether you are an employee wondering what you will earn, or an HR officer making sure payroll is correct, this guide walks you through every scenario using the official Department of Labor and Employment (DOLE) holiday pay rules.
No guesswork. No complicated jargon. Just clear formulas and real peso examples.
Is June 12, 2026 a Regular Holiday?
Yes. June 12 — Araw ng Kalayaan — is classified as a regular national holiday under the Philippine Labor Code and the annual Proclamation of Official Public Holidays.
This is important because regular holidays carry different pay rules from special non-working holidays. The distinction matters a lot to your paycheck.
| Holiday Type | If You Don’t Work | If You Work |
|---|---|---|
| Regular Holiday | 100% of daily wage (paid) | 200% of daily wage |
| Special Non-Working Holiday | No work, no pay (generally) | 130% of daily wage |
June 12 is a regular holiday, so even if you stay home, you still get paid.
The Legal Basis: What DOLE Says
Holiday pay rules are governed by Article 94 of the Philippine Labor Code and DOLE Labor Advisory No. 11, Series of 2022 (and its annual updates). The key provisions relevant to June 12 are:
- Every employee covered by the Labor Code is entitled to holiday pay on regular holidays.
- The employee must be present — or on authorized leave — on the working day immediately preceding the holiday to qualify.
- Piece-rate, seasonal, and project employees follow separate guidelines; consult your HR or a labor lawyer for those cases.
Important: Government employees follow Civil Service Commission (CSC) rules, which may differ slightly from DOLE rules for private sector workers. This guide covers private sector employees.
Who Is Entitled to Holiday Pay?
Most rank-and-file private sector employees are entitled to regular holiday pay. However, the following are generally excluded under the Labor Code:
- Government employees (covered by CSC rules)
- Managerial employees and members of the managerial staff
- Field personnel and other employees whose time and performance are unsupervised
- Workers paid purely on commission or boundary basis (e.g., some drivers)
- Domestic workers (Kasambahay) — governed by the Kasambahay Law
If you are unsure of your classification, check your employment contract or ask your HR department.
Holiday Pay Computation: All Scenarios
Below are the six scenarios you need to know, with formulas and sample computations based on a daily rate of ₱800.
Scenario 1: Regular Holiday — Employee Does NOT Work
This is the standard case. You have the day off and you still get paid your regular daily rate.
Formula:
Daily Rate × 100% = Holiday Pay
Sample Computation (Daily Rate: ₱800):
₱800 × 100% = ₱800
You receive your normal daily wage. Nothing is deducted.
Scenario 2: Regular Holiday — Employee Works (First 8 Hours)
If your employer requires you to work on June 12, you are entitled to double your daily rate for the first eight hours.
Formula:
Daily Rate × 200% = Holiday Pay
Sample Computation (Daily Rate: ₱800):
₱800 × 200% = ₱1,600
Scenario 3: Regular Holiday — Employee Works Overtime
For hours worked beyond eight hours on a regular holiday, an additional 30% of your hourly rate on top of the 200% rate applies.
Formula:
Hourly Rate × 200% × 130% = Overtime Holiday Pay (per hour)
Sample Computation (Daily Rate: ₱800 / 8 hours = ₱100 per hour):
₱100 × 200% × 130% = ₱260 per overtime hour
So if you worked 10 hours on June 12, your total pay would be:
- Regular 8 hours: ₱800 × 200% = ₱1,600
- 2 overtime hours: 2 × ₱260 = ₱520
- Total: ₱2,120
Scenario 4: Regular Holiday Falls on Employee’s Rest Day — Employee Does NOT Work
If June 12 happens to fall on your scheduled rest day and you do not work, you still receive your regular daily rate (same as Scenario 1).
Formula:
Daily Rate × 100% = Holiday Pay
Sample Computation:
₱800 × 100% = ₱800
Scenario 5: Regular Holiday Falls on Employee’s Rest Day — Employee Works
This is the highest-paying scenario. Working on a regular holiday that is also your rest day entitles you to 260% of your daily rate for the first eight hours.
Formula:
Daily Rate × 260% = Holiday Pay
Sample Computation (Daily Rate: ₱800):
₱800 × 260% = ₱2,080
Scenario 6: Regular Holiday + Rest Day — Employee Works Overtime
For overtime hours on a regular holiday that also falls on a rest day, an additional 30% on top of the 260% rate applies.
Formula:
Hourly Rate × 260% × 130% = Overtime Pay (per hour)
Sample Computation (Hourly Rate: ₱100):
₱100 × 260% × 130% = ₱338 per overtime hour
Summary Table: June 12 Holiday Pay Rates at a Glance
| Scenario | Rate | Daily Rate ₱800 Sample |
|---|---|---|
| Did not work (regular day) | 100% | ₱800 |
| Worked — first 8 hours | 200% | ₱1,600 |
| Worked — overtime (per hour) | 200% + 30% OT | ₱260/hr |
| Rest day, did not work | 100% | ₱800 |
| Rest day, worked — first 8 hours | 260% | ₱2,080 |
| Rest day, worked — overtime (per hour) | 260% + 30% OT | ₱338/hr |
The “Day Before” Rule: A Condition You Must Not Miss
Under DOLE rules, to qualify for regular holiday pay, an employee must have worked — or been on authorized leave — on the working day immediately preceding the holiday.
For June 12, 2026 (a Friday), this means you must have been present or on authorized leave on Thursday, June 11, 2026.
If you were absent without leave (AWOL) on June 11, your employer may legally withhold your June 12 holiday pay.
Note for employees on authorized leave: Employees on approved vacation leave, sick leave, or maternity/paternity leave on June 11 are still entitled to their June 12 holiday pay.
Monthly-Paid vs. Daily-Paid Employees
Daily-Paid Employees
Daily-paid employees (those paid only for days actually worked) receive an additional day’s pay for the regular holiday on top of their regular schedule. The formulas above apply directly.
Monthly-Paid Employees
Monthly-paid employees already have regular holidays factored into their monthly salary. They do not receive extra pay simply for the holiday itself — unless they are required to work on June 12, in which case they are entitled to an additional 100% of their daily rate (bringing the total to 200%).
To find the daily rate of a monthly-paid employee:
Monthly Rate ÷ 26 (or the number of working days in a month per your contract) = Daily Rate
What If Your Employer Doesn’t Pay You Correctly?
If your employer fails to pay the correct holiday pay, you have the right to file a complaint. Here is what you can do:
- Talk to your HR or payroll department first. Errors are sometimes unintentional. Request a written explanation of your pay computation.
- File a complaint with DOLE. You may file a Request for Assistance (RFA) through the Single Entry Approach (SEnA) at the nearest DOLE Regional or Field Office.
- Contact the DOLE Hotline: Call 1349 (DOLE’s 24/7 hotline) for guidance.
- Visit the DOLE website: www.dole.gov.ph for downloadable advisories and complaint forms.
Employees are protected from retaliation for asserting their labor rights. Filing a complaint does not automatically end your employment.
Frequently Asked Questions
Is June 12 a regular holiday or a special non-working holiday? June 12 is a regular national holiday. You are entitled to full pay even if you do not report to work.
What if my company gives me a substitute day off instead of holiday pay? Employers may offer a substitute rest day in lieu of holiday pay only if this is covered by a valid Collective Bargaining Agreement (CBA) or mutual written agreement with the employee. If no such agreement exists, the standard DOLE holiday pay rules apply.
I am a contractual employee. Am I entitled to holiday pay? Contractual employees covered by the Labor Code are generally entitled to holiday pay. However, project-based and seasonal employees should review their contracts and consult DOLE for clarification.
My salary is based on commission. Do I get holiday pay? Employees paid purely on commission are generally excluded from holiday pay provisions. However, if you receive a guaranteed basic pay plus commission, you may be entitled to holiday pay on the basic pay portion. Verify with DOLE.
Can my employer require me to work on June 12? Yes. Employers can require employees to work on regular holidays, provided they pay the correct holiday pay rate (200% of daily rate, or 260% if it falls on a rest day).
Does the 13th month pay include holiday pay? Yes. Regular holiday pay is included in the computation of your 13th month pay base.
Key Takeaways
- June 12, 2026 is a regular national holiday — you are paid even if you don’t work.
- If you work, you are entitled to 200% of your daily rate for the first 8 hours.
- If it falls on your rest day and you work, the rate rises to 260%.
- Overtime on a regular holiday earns an additional 30% on top of the applicable rate.
- You must be present or on authorized leave on June 11 (the day before) to qualify.
- Monthly-paid employees only receive extra pay if they are required to work on the holiday.
- If your employer underpays, file a complaint through DOLE SEnA or call 1349.
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Published by popbits.ph Updated June 2026 Sources: Philippine Labor Code (Article 94), DOLE Labor Advisory, Official Gazette of the Philippines
Disclaimer: This article is for general informational purposes only and does not constitute legal or professional HR advice. For specific cases, consult a licensed labor lawyer or your nearest DOLE office.
