Latest Guides to the Labor Code of the Philippines
How to Check SSS Contributions Online and Verify Your Monthly Record
Check your SSS contribution record safely, compare the right months and components, and trace missing entries through official channels.
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Philippine Labor Law
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A workplace question? Start here.
Understand your rights and find your next step with guides to Philippine labor law, useful calculators and practical checklists.
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What’s happening at work?
You don’t need to know the legal term to find a starting point.
I want to resign
Notice, letters & final pay
My pay looks wrong
Wages, benefits & deductions
I have an hours issue
Overtime, shifts & breaks
I received a notice
Understand an NTE & prepare a response
I need to file a complaint
Find a route & prepare your records
I’m reviewing for the Bar
Labor-law questions & resources
New & Improved Tools
Improved
Payslip doesn’t add up?
Compare your figures and prepare questions for payroll.
What changed: A same-cutoff worked example, guidance on deductions you can’t explain, and evidence prompts for your payroll questions.
Your comparison helps you ask informed questions. It does not determine the amount legally owed.
Less guesswork. A clearer next step.
Choose a calculator to see what it helps you work out.
What goes into my final pay?
Explore the components of your last pay, then use the calculator alongside your records.
- Unpaid salary
- Prorated 13th-month pay
- Applicable leave and deductions
Illustrative interface preview · No calculation performed
Know what goes into your estimate.
Open a calculator below to estimate your pay using your own records. The illustrations on this page are not calculated results.
Final pay
Use actual unpaid earnings, the correct payroll rate, eligible leave and documented deductions. Separation pay is not automatic; leave conversion depends on the applicable rules or policy.
Before you calculate: Have your payslips, leave balance and separation details ready. The tool cannot decide whether a disputed deduction is lawful.
Read inputs, limits and legal bases →13th-month pay
For covered employees, use actual basic salary earned during the calendar year ÷ 12, then account for amounts already released. Unpaid absences and salary changes affect the input.
Illustration: ₱180,000 basic salary earned ÷ 12 = ₱15,000. If ₱5,000 was already paid, the remaining estimate is ₱10,000. This is an example, not your result.
Check coverage and computation →Take-home pay
Match your pay period, taxable earnings, employee contributions and other deductions. Check the rate tables and their effective dates on the full guide before using the estimate.
Before you calculate: Compare the breakdown with your payslip. An estimate does not confirm every deduction or replace payroll tax reconciliation.
Read methods and rate sources →Common workplace questions
Start with the rule, check whether it fits, then choose your next action.
Sources checked 2 October 2026. General information, not an assessment of your individual case.
Can I resign immediately?
Article 300 allows resignation without notice for specified just causes, including serious insult, inhuman and unbearable treatment, an employer’s crime against the employee or immediate family, and analogous causes. Without just cause, the Code requires written notice at least one month ahead.
Check your situation: A difficult situation does not automatically meet a statutory ground. Match the facts and supporting records to the rule before relying on immediate resignation.
Do I get paid on a special non-working holiday?
For covered employees, an unworked special non-working day is generally unpaid unless a more favorable policy, practice or collective agreement provides pay. Working the first eight hours earns at least 130% of basic daily pay; if it is also your rest day, the minimum is 150%.
Check your situation: These are special non-working day rules, not regular-holiday rates. Overtime has a separate premium. Confirm the day’s classification and your benefit coverage.
What does an NTE mean—and how should I respond?
A notice to explain asks for your account of an alleged workplace violation; it is not itself a dismissal decision. In a just-cause dismissal process, the first notice must set out the grounds and facts, and allow at least five calendar days from receipt for an explanation.
Check your situation: The five-day standard here concerns just-cause termination. Keep the notice and proof of receipt; prepare a factual response with relevant records. The outcome depends on the evidence and procedure.
Source: Bicol Isarog v. Relucio · G.R. 234725, 16 September 2020 (Supreme Court decision, Lawphil copy)
How do I file a SEnA request online?
You can submit a Request for Assistance through DOLE’s ARMS portal. Choose the requesting-party category that fits you and follow the official form. DOLE also accepts onsite requests through its implementing offices.
Check your situation: Use the filing guide to check the appropriate route for your issue. Submit personal and case details only through the official service; this homepage does not file a request for you.
Source: DOLE Assistance for Request Management System · official service
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What would help you today?
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Browse the existing topic pillars and their practical guides.
What changed—and who should check?
Keep up with updates that connect to everyday workplace questions.
2027 holidays: check the dates and pay guide
For employees and payroll teams planning ahead.
Read the update →What do those payslip codes mean?
Find the guide to LWOP, COLA, HDMF, NHIP, SSS and WTAX.
Read the update →SSS contributions and illegal dismissal
Read the case update and its explanation.
Read the update →Explore by job or go deeper.
Explore the six topic pillars
Follow your question into the rules, practical guides and tools behind it.
Labor law foundations
Understand the Labor Code, employment relationships and the legal tests behind workplace rights.
Explore labor law foundations →Wages and pay
Check wages, deductions, premiums and benefits, then use the relevant pay calculator.
Explore wages and pay →Working hours and schedules
Explore compensable time, breaks, overtime, rest days and changes to work schedules.
Explore working hours and schedules →Resignation and final pay
Find notice rules, immediate-resignation grounds, final-pay guidance and separation records.
Explore resignation and final pay →Termination and dismissal
Understand grounds, notices, evidence and possible remedies when employment ends.
Explore termination and dismissal →DOLE, SEnA and NLRC procedures
Choose an appropriate assistance or filing route and learn which records to prepare.
Explore dole, sena and nlrc procedures →More guides, Filipino answers and legal terms
- Check employee status
- Compare the legal tests
- Check compensable hours
- Check the notice date
- Overtime Pay Guide
- Choose the DOLE, SEnA or NLRC route
- Basahin ang gabay →
- Basahin ang gabay →
- Basahin ang gabay →
- Basahin ang gabay →
- Resignation rules
- File a labor complaint
- How to File SEnA in DOLE
- Just Cause Under Philippine Labor Law
- Redundancy
- Article 295: regular employment
- Four-fold test
- Article 300: termination by employee
- Editorial Policy
- labor complaint evidence guide
- Regular Employment
- Probationary Employment
- Project Employment
- Independent Contractor
- Wage
- Minimum Wage
- Overtime Pay
- Thirteenth-Month Pay
- Just Cause
- Illegal Dismissal
- Twin-Notice Rule
- Separation Pay
- What Is Philippine Labor Law?
- Constitutional Labor Protection
- Labor Law Doctrines Explained
- Minimum Wage in the Philippines
- Night-Shift Differential
- Certificate of Employment
- Constructive Dismissal
- Cases Accepted Under SEnA
- Legal Disclaimer
Check the source behind the answer.
Use the practical guide, then review its legal sources, assumptions and next steps.