November 2026 Holiday Pay: DOLE Rules for November 1–2, the NCR ASEAN Summit Days, and Bonifacio Day
DOLE Labor Advisory Nos. 18 and 16, Series of 2026, in plain language: who gets paid, the 130%, 150%, 200%, and 260% rates, overtime, and what to check in your November payroll.
November 2026 has two nationwide special (non-working) days: November 1 (Sunday), All Saints’ Day, and November 2 (Monday), All Souls’ Day (Proclamation No. 1006). In Metro Manila (NCR) only, November 16, 17, and 18 (Monday–Wednesday) are also special (non-working) days for the 49th ASEAN Summit (Proclamation No. 1447). The month has one regular holiday: November 30 (Monday), Bonifacio Day. DOLE set the pay rules in Labor Advisory No. 18, Series of 2026 (November 1, 2, and 30; signed October 12, 2026) and Labor Advisory No. 16, Series of 2026 (NCR, November 16–18; signed September 28, 2026). On all five special days, “no work, no pay” applies unless a company policy, practice, or CBA gives more. Employees who work get 130% of their basic wage for the first 8 hours, or 150% if the day is also their rest day. On November 30, eligible employees get 100% even if they don’t work. Those who work get 200%, or 260% if it is also their rest day. Overtime adds 30% of the hourly rate on that day.
November payroll looks routine, but it has three nationwide holiday dates, plus three more special days for employers in Metro Manila. November 1 falls on a Sunday, which is a rest day for many employees. If you pay these days wrong, you either underpay staff, which can lead to complaints and DOLE findings, or overpay and lose the money. This guide follows the order you’ll actually go through when you process the cut-off.
Basic terms, in plain language
- Special (non-working) day: a day off by proclamation. If the employee doesn’t work, there is no pay, unless your policy, practice, or CBA says otherwise. If the employee works, there is a premium.
- Regular holiday: a paid day off. Eligible employees are paid even if they don’t work. If they work, they get double pay.
- Basic wage: the employee’s daily basic pay, without allowances or other add-ons. (Check your regional wage order: any COLA it grants is generally paid for regular holidays too.)
- Hourly rate: the basic daily wage divided by 8.
- Rest day: the employee’s scheduled weekly day off, which is not always Sunday.
Step 1. Mark every November 2026 date on your payroll calendar
| Date | Occasion | Type |
|---|---|---|
| November 1, 2026 (Sunday) | All Saints’ Day | Special (non-working) day |
| November 2, 2026 (Monday) | All Souls’ Day | Special (non-working) day |
| November 16–18, 2026 (Mon–Wed) | 49th ASEAN Summit (NCR only) | Special (non-working) day, NCR only |
| November 30, 2026 (Monday) | Bonifacio Day | Regular holiday |
NCR only: November 16–18 (ASEAN Summit)
Proclamation No. 1447 (September 17, 2026) declared November 16–18, 2026 special (non-working) days in the National Capital Region for the 49th ASEAN Summit and Related Summits. DOLE’s Labor Advisory No. 16, Series of 2026 (signed September 28, 2026) applies the same special-day pay rules as November 1 and 2 (Step 2). Outside NCR, these are ordinary working days unless a separate local proclamation covers your area. Local special days declared for specific provinces, cities, or towns also follow the special-day rules, so check for any in your area.
Check your timekeeping records for who actually worked on each date, how many hours, and whether that date was the employee’s scheduled rest day. These details set the rate.
Step 2. Pay the special (non-working) days: November 1–2 (nationwide) and November 16–18 (NCR only)
| Situation | Pay under Labor Advisory Nos. 18-2026 and 16-2026 |
|---|---|
| Did not work | No work, no pay, unless a company policy, practice, or CBA grants payment |
| Worked first 8 hours | Basic wage × 130% |
| Worked beyond 8 hours | Hourly rate × 130% × 130% × hours of overtime |
| Worked, and the day is also the employee’s rest day | Basic wage × 150% |
| Worked beyond 8 hours on a rest day | Hourly rate × 150% × 130% × hours of overtime |
Watch this: November 1 is a Sunday
If Sunday is the employee’s rest day and they work on November 1, use the 150% rest-day rate, not 130%. For employees whose rest day is another day, November 1 is paid at 130% if worked.
Step 3. Pay November 30 (Bonifacio Day, regular holiday)
| Situation | Pay under Labor Advisory No. 18-2026 |
|---|---|
| Did not work | Basic wage × 100%, if eligible (see Step 4) |
| Worked first 8 hours | Basic wage × 200% |
| Worked beyond 8 hours | Hourly rate × 200% × 130% × hours of overtime |
| Worked, and the day is also the employee’s rest day | Basic wage × 200% × 130% (260%) |
| Worked beyond 8 hours on a rest day | Hourly rate × 200% × 130% × 130% × hours of overtime |
Monthly-paid vs daily-paid employees
The rates above are the same for everyone. What changes is how much is already covered by the employee’s regular pay. Daily-paid employees are paid only for days worked, plus unworked regular holidays if eligible. Monthly-paid employees are paid for every day of the month, including unworked rest days, special days, and regular holidays (typically a 365-day factor).
| Date and situation | Daily-paid | Monthly-paid |
|---|---|---|
| Nov 1–2 (nationwide) · Nov 16–18 (NCR): did not work | No work, no pay (unless policy, practice, or CBA) | Already in the monthly salary; no deduction |
| Nov 1–2 · Nov 16–18: worked first 8 hours | Basic wage × 130% (150% if rest day) | Monthly salary + 30% of the daily equivalent (+50% if rest day), so the day totals 130% (150%) |
| Nov 30 (Bonifacio Day): did not work | Basic wage × 100%, if eligible (see Step 4) | Already in the monthly salary (this is the 100%) |
| Nov 30: worked first 8 hours | Basic wage × 200% (260% if rest day) | Monthly salary + 100% of the daily equivalent (+160% if rest day), so the day totals 200% (260%) |
| Overtime (any of these days) | Same for both: add 30% of that day’s hourly rate for each hour beyond 8 | |
Check your monthly factor
The “daily equivalent” is the monthly rate × 12 ÷ the factor your company uses. A true 365-day factor already pays unworked special days and regular holidays. If your monthly rate was built on a factor that excludes special days (for example, 313 or 305 days), treat unworked special days like daily-paid (no work, no pay), unless your policy, practice, or CBA says otherwise. Not sure which factor your payroll uses? Call (02) 8631-8618 or connect with BGB.
Step 4. Check who is eligible for unworked Bonifacio Day pay
An employee who does not work on November 30 still gets 100% of the daily wage, provided the employee reports to work or is on leave of absence with pay on the day immediately before the regular holiday, according to the advisory.
November 30, 2026 is a Monday, so the day before it is Sunday. If Sunday is a non-working day in your business or the employee’s rest day, the advisory says to look at the last working day before that, for example Saturday, November 28, for a Monday–Saturday schedule. The employee qualifies for holiday pay if they reported to work or were on paid leave that day.
Is your business covered by holiday pay?
Under Article 94 of the Labor Code, holiday pay applies to all workers except those in retail and service establishments regularly employing fewer than ten (10) workers. Article 82 also excludes some groups from these rules, including government employees, managerial employees, field personnel, family members who depend on the employer for support, domestic helpers, persons in personal service, and workers paid by results as determined by DOLE regulations. This does not mean all piece-rate or output-based workers are excluded: under the implementing rules, piece-rate workers are generally still entitled to holiday pay. The Article 94 small-business exemption is about regular holiday pay (November 30); it is not an exemption from the premium for employees who actually work on November 1 or 2. Small retailers and service businesses should check their headcount before assuming they are exempt, and remember that a company policy or CBA can still grant more.
Step 5. Run a sample computation
For illustration only, take an employee with a basic daily wage of ₱800, so the hourly rate is ₱100. Use your employees’ actual rates.
| Scenario | Computation | Pay for the day |
|---|---|---|
| Nov 2, worked 8 hours | ₱800 × 130% | ₱1,040 |
| Nov 2, worked 10 hours | ₱1,040 + (₱100 × 130% × 130% × 2) | ₱1,040 + ₱338 = ₱1,378 |
| Nov 1 (Sunday rest day), worked 8 hours | ₱800 × 150% | ₱1,200 |
| Nov 17 (NCR), worked 8 hours | ₱800 × 130% | ₱1,040 |
| Nov 2, did not work | No work, no pay (unless policy, practice, or CBA) | ₱0 |
| Nov 30, did not work (eligible) | ₱800 × 100% | ₱800 |
| Nov 30, worked 8 hours | ₱800 × 200% | ₱1,600 |
| Nov 30, worked 10 hours | ₱1,600 + (₱100 × 200% × 130% × 2) | ₱1,600 + ₱520 = ₱2,120 |
| Nov 30 (rest day), worked 8 hours | ₱800 × 200% × 130% | ₱2,080 |
Step 6. Update your payroll and records
- Tag each date correctly in your payroll system. November 1–2 are special days; November 30 is a regular holiday. Don’t reuse an old template that treats November 2 as a regular working day.
- Match timekeeping to rest-day schedules. Rotating shifts and six-day schedules are where the 150% and 260% rates are most often missed.
- Show the premium separately on payslips. A clear line item reduces disputes and supports your records.
- Check your own policy or CBA. If you already pay unworked special days or higher premiums, the more favorable rule applies.
- Keep the support on file. Daily time records, schedules, and payroll registers back up your pay if DOLE inspects or an employee files a complaint.
Need help with November payroll?
For monthly payroll support or a holiday pay review only, contact us. BGB will scope the engagement with you. Planning for December too? See our guide to 13th Month Pay 2026.
Common mistakes to avoid
- Paying November 1 at 130% when it was the employee’s Sunday rest day (should be 150%).
- Forgetting November 16–18 for NCR-based employees, or applying them to employees working outside NCR.
- Paying unworked special days (November 1–2, and 16–18 in NCR) when your policy doesn’t provide for it, or not paying it when your policy, practice, or CBA does.
- Denying Bonifacio Day pay without checking whether the employee worked or was on paid leave on the last working day before the holiday.
- Computing overtime at the ordinary-day rate instead of 30% on top of the holiday hourly rate.
- Including allowances in the “basic wage” used for the premium, or leaving out pay items your company already treats as basic.
- Assuming a small business is exempt without checking the Article 94 headcount test and whether it is a retail or service establishment.
When to get help
Talk to a CPA or payroll professional if you have rotating rest days, many employees who worked on the holidays, a CBA with its own holiday rules, or a payroll system that hasn’t been updated with the 2026 holiday calendar. December also has several holidays plus 13th month pay, so it is a good time to get your rates and records in order.
How BGB helps with Payroll & Bookkeeping
BGB reviews your timekeeping and schedules, applies the correct holiday and special-day premiums per employee, reflects them in your payroll and books, and keeps your records ready for year-end and for DOLE.
Frequently Asked Questions
Are November 1 and 2, 2026 paid holidays?
No. They are special (non-working) days. “No work, no pay” applies unless a company policy, practice, or CBA grants payment. Employees who work get 130% of their basic wage for the first 8 hours.
Are November 16–18, 2026 holidays?
Only in Metro Manila (NCR). Proclamation No. 1447 made them special (non-working) days in NCR for the 49th ASEAN Summit. Under DOLE Labor Advisory No. 16, Series of 2026, “no work, no pay” applies unless policy, practice, or CBA grants payment; work is paid 130%, or 150% on a rest day, plus 30% of the hourly rate for overtime. Outside NCR, they are regular working days.
What if an employee works on November 1, which is a Sunday?
If Sunday is that employee’s rest day, pay 150% of the basic wage for the first 8 hours. If not, pay 130%.
How much is Bonifacio Day pay on November 30, 2026?
Eligible employees who don’t work get 100% of their daily wage. Those who work get 200% for the first 8 hours, or 260% (200% × 130%) if it is also their rest day.
Are monthly-paid employees paid differently on these holidays?
The rates are the same, but monthly-paid employees on a 365-day factor are already paid for unworked special days and regular holidays, so there is no deduction for November 1–2, 16–18 (NCR), or 30. If they work, add the premium on top of the monthly salary: 30% of the daily equivalent on a special day (50% if rest day), and 100% on November 30 (160% if rest day). Daily-paid employees get no pay for unworked special days unless policy, practice, or CBA provides it, and 100% for unworked November 30 if eligible.
How is overtime computed on these days?
Add 30% of the hourly rate on that day. For example, on November 2 overtime is the hourly rate × 130% × 130% × hours, and on November 30 it is the hourly rate × 200% × 130% × hours.
Who qualifies for unworked holiday pay on November 30?
Employees who report to work or are on paid leave on the day immediately before the holiday. If that day is a non-working day or their rest day, look at the last working day before it.
Do small businesses have to pay holiday pay?
Article 94 of the Labor Code excludes retail and service establishments that regularly employ fewer than ten workers from regular holiday pay. Other businesses are generally covered. Check your headcount and type of business, and any company policy or CBA that grants more.
Official sources & references
- DOLE Labor Advisory No. 18, Series of 2026, Payment of Wages for Special (Non-Working) Days on 01 November and 02 November 2026, and a Regular Holiday on 30 November 2026 (signed October 12, 2026): pay rules and computations used in this article. As circulated by the People Management Association of the Philippines: PMAP Circular No. 2026-067. News reports: INQUIRER.net · GMA News
- Proclamation No. 1006, Declaring the Regular Holidays and Special (Non-Working) Days for the Year 2026: Presidential Communications Office PDF
- Proclamation No. 1447 (September 17, 2026), Declaring 16–18 November 2026 as Special (Non-Working) Days in the National Capital Region: lawphil.net
- Labor Code of the Philippines, Article 82 (coverage) and Article 94 (right to holiday pay): lawphil.net
- DOLE Labor Advisory No. 16, Series of 2026, Payment of Wages for Special (Non-Working) Days in the National Capital Region on 16–18 November 2026: DOLE news release
- Department of Labor and Employment: dole.gov.ph · Bureau of Working Conditions, Labor Advisories list
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