Philippine Holidays 2026-2027: Complete List with Holiday Pay Computation
The Philippines does not have one fixed holiday calendar that repeats every year. Every regular holiday, special non-working day and special working day is set by a specific presidential proclamation, with the two Islamic holidays proclaimed separately once their dates are confirmed. The 2026 calendar is now fully confirmed; for 2027, only the holidays whose dates are fixed by law are certain so far.
This guide gives the complete, verified 2026 holiday calendar with each date’s legal classification, explains what is already knowable about 2027, and walks through exactly how holiday pay is computed for both unworked and worked holidays.
By job: Holiday-calendar and holiday-pay questions come up often for retail and food-service workers, BPO and call center agents, and small business owners running their own payroll.
Direct Answer
The Philippines has ten confirmed regular holidays and nine confirmed special non-working days in 2026, plus one special working day. Every regular holiday and special day for a given year is declared by a specific presidential proclamation under Republic Act No. 9492 — there is no permanent statutory list. For 2026, the controlling document is Proclamation No. 1006, s. 2025, supplemented by separate proclamations for Eid’l Fitr (March 20, 2026) and Eid’l Adha (May 27, 2026). Holiday pay itself is governed by Articles 93 and 94 of the Labor Code: a covered employee generally receives 100% of the daily wage for an unworked regular holiday, at least 200% for work performed on one, 130% for work on a special non-working day, and no pay for an unworked special non-working day unless a more favorable company policy or CBA applies.
The 2027 calendar is not yet complete. Only the regular holidays whose calendar dates are fixed or computable by law — New Year’s Day, Araw ng Kagitingan, Labor Day, Independence Day, National Heroes Day, Bonifacio Day, Rizal Day and Christmas Day — can be stated with confidence today. Special non-working days, the movable Christian holidays and the two Islamic holidays for 2027 will only be certain once Malacañang issues next year’s proclamation, historically released around September of the preceding year.
Key Takeaways
- 2026 has 10 regular holidays, 8 special non-working days, and 1 special working day, all declared under Proclamation No. 1006, s. 2025 (signed September 3, 2025), plus two Islamic holidays proclaimed separately.
- Eid’l Fitr (March 20, 2026) and Eid’l Adha (May 27, 2026) are both regular holidays in 2026, confirmed by Proclamation No. 1189, s. 2026 and Proclamation No. 1264, s. 2026 respectively.
- An unworked regular holiday is generally paid at 100% of the daily wage; work performed on one is generally paid at 200% for the first eight hours.
- An unworked special non-working day generally follows “no work, no pay,” while work performed on one is generally paid at 130% for the first eight hours.
- Eligibility for an unworked regular holiday generally depends on the employee being present, or on approved paid leave, on the workday immediately preceding the holiday.
- Certain workers — including field personnel, managerial employees, and retail or service establishments regularly employing fewer than 10 workers — are excluded from the statutory holiday-pay requirement under the Labor Code’s implementing rules.
- Only the 2027 regular holidays fixed or computable by law are confirmed today; special non-working days and the Islamic holidays for 2027 await a future proclamation.
- Republic Act No. 9492 lets the President move certain regular holidays to the nearest Monday, but recent annual proclamations have consistently kept them on their traditional calendar dates instead.
Legal Basis
| Authority | Classification | Rule Supported | Effect |
|---|---|---|---|
| Labor Code, Article 94 | Statute | Right to holiday pay for regular holidays; at least double pay for holiday work | Binding law |
| Labor Code, Article 93 | Statute | Premium pay for work on special days and scheduled rest days | Binding law |
| Rule IV, Book III, Omnibus Rules Implementing the Labor Code | Administrative rule | Coverage, exclusions, and the attendance condition for holiday pay | Implementing rule |
| Republic Act No. 9492 (2007) | Statute | Sets National Heroes Day as the last Monday of August and authorizes moving other regular holidays to the nearest Monday | Binding law |
| Proclamation No. 1006, s. 2025 | Executive proclamation | Declares the regular holidays and special non-working/working days for 2026 | Binding for 2026 |
| Proclamation No. 1189, s. 2026; Proclamation No. 1264, s. 2026 | Executive proclamations | Declare Eid’l Fitr (March 20, 2026) and Eid’l Adha (May 27, 2026) as regular holidays | Binding for 2026 |
| DOLE Labor Advisory No. 12, s. 2025 | Agency guidance | 2026 holiday-pay computation formulas for each classification | Official compliance guidance |
Regular Holiday, Special Non-Working Day, or Special Working Day?
Every date on the calendar falls into one of three legal categories, and the category — not the name of the occasion — determines the pay rule.
Regular holidays
Regular holidays are the ten (or, in a year with Islamic holidays added, twelve) dates Congress and the President treat as the country’s principal commemorations — New Year’s Day, Holy Week’s Maundy Thursday and Good Friday, Araw ng Kagitingan, Labor Day, Independence Day, National Heroes Day, Bonifacio Day, Christmas Day, Rizal Day, and Eid’l Fitr and Eid’l Adha. Article 94 governs pay for these days, and the entitlement generally does not depend on whether the employee actually works. For a deeper look at the rate structure and eligibility rules behind Article 94, see LaborCode.ph’s Holiday Pay in the Philippines guide.
Special non-working days
Special non-working days — Chinese New Year, Black Saturday, Ninoy Aquino Day, All Saints’ Day, All Souls’ Day, the Feast of the Immaculate Conception, Christmas Eve, and the last day of the year — follow a different default rule under Article 93: “no work, no pay,” unless a company policy, employment contract or collective bargaining agreement (CBA) says otherwise.
Special working days
A special working day, such as the EDSA People Power Revolution Anniversary on February 25, 2026, is treated as an ordinary working day. No premium is owed for working it, and no pay is owed for not showing up, subject to the employer’s normal attendance policy.
Complete 2026 Philippine Holiday Calendar
This is the full, confirmed 2026 calendar as declared in Proclamation No. 1006, s. 2025, and the two subsequent proclamations covering Eid’l Fitr and Eid’l Adha.
Regular holidays (2026)
| Date | Day | Holiday | Proclamation |
|---|---|---|---|
| January 1 | Thursday | New Year’s Day | Proclamation No. 1006, s. 2025 |
| March 20 | Friday | Eid’l Fitr | Proclamation No. 1189, s. 2026 |
| April 2 | Thursday | Maundy Thursday | Proclamation No. 1006, s. 2025 |
| April 3 | Friday | Good Friday | Proclamation No. 1006, s. 2025 |
| April 9 | Thursday | Araw ng Kagitingan | Proclamation No. 1006, s. 2025 |
| May 1 | Friday | Labor Day | Proclamation No. 1006, s. 2025 |
| May 27 | Wednesday | Eid’l Adha | Proclamation No. 1264, s. 2026 |
| June 12 | Friday | Independence Day | Proclamation No. 1006, s. 2025 |
| August 31 | Monday | National Heroes Day | Proclamation No. 1006, s. 2025 |
| November 30 | Monday | Bonifacio Day | Proclamation No. 1006, s. 2025 |
| December 25 | Friday | Christmas Day | Proclamation No. 1006, s. 2025 |
| December 30 | Wednesday | Rizal Day | Proclamation No. 1006, s. 2025 |
Special non-working days (2026)
| Date | Day | Occasion |
|---|---|---|
| February 17 | Tuesday | Chinese New Year |
| April 4 | Saturday | Black Saturday |
| August 21 | Friday | Ninoy Aquino Day |
| November 1 | Sunday | All Saints’ Day |
| November 2 | Monday | All Souls’ Day |
| December 8 | Tuesday | Feast of the Immaculate Conception of Mary |
| December 24 | Thursday | Christmas Eve |
| December 31 | Thursday | Last Day of the Year |
Special working day (2026)
| Date | Day | Occasion |
|---|---|---|
| February 25 | Wednesday | EDSA People Power Revolution Anniversary |
Note on local and regional holidays: Local government units and some regions declare additional special non-working days for local fiestas, foundation anniversaries or plebiscites. These are separate from the national calendar above and are proclaimed individually by the Office of the President on the recommendation of the relevant local government.
What Is (and Isn’t) Confirmed for 2027
As of this writing, no proclamation for 2027 has been issued. Based on past practice, the regular-holiday and special-day proclamation for a given year is typically released around September of the preceding year — the 2026 calendar itself was proclaimed on September 3, 2025. Employers and employees planning ahead should treat the following as a planning reference, not a final calendar, and check the Official Gazette or DOLE once the 2027 proclamation is issued.
Regular holidays with dates fixed or computable by law (2027)
| Expected date | Day | Holiday | Basis for the date |
|---|---|---|---|
| January 1, 2027 | Friday | New Year’s Day | Fixed calendar date under RA 9492 |
| March 25, 2027 | Thursday | Maundy Thursday (expected) | Movable; follows the Holy Week calendar, subject to proclamation |
| March 26, 2027 | Friday | Good Friday (expected) | Movable; follows the Holy Week calendar, subject to proclamation |
| April 9, 2027 | Friday | Araw ng Kagitingan | Fixed calendar date under RA 9492 (subject to Monday-shift authority) |
| May 1, 2027 | Saturday | Labor Day | Fixed calendar date under RA 9492 (subject to Monday-shift authority) |
| June 12, 2027 | Saturday | Independence Day | Fixed calendar date under RA 9492 (subject to Monday-shift authority) |
| August 30, 2027 | Monday | National Heroes Day | Statutorily fixed as the last Monday of August under RA 9492 |
| November 30, 2027 | Tuesday | Bonifacio Day | Fixed calendar date under RA 9492 (subject to Monday-shift authority) |
| December 25, 2027 | Saturday | Christmas Day | Fixed calendar date under RA 9492 |
| December 30, 2027 | Thursday | Rizal Day | Fixed calendar date under RA 9492 (subject to Monday-shift authority) |
What is not yet confirmed for 2027
- Whether Araw ng Kagitingan, Labor Day, Independence Day, Bonifacio Day or Rizal Day will be moved to the nearest Monday under RA 9492’s holiday-economics authority, or kept on their traditional dates as recent proclamations have consistently done.
- The exact 2027 dates of Eid’l Fitr and Eid’l Adha, which depend on lunar observation and are proclaimed separately, closer to each occasion.
- The full list of 2027 special non-working days and any special working day, all of which are declared together with the regular holidays in the annual proclamation.
Holiday Pay Computation Rules
The applicable rate depends on three questions: what kind of day it is, whether the employee worked, and whether the day also happens to be the employee’s scheduled rest day.
| Scenario | Regular holiday | Special non-working day |
|---|---|---|
| Not worked | 100% of daily wage (subject to the attendance condition) | No pay, unless a more favorable policy or CBA applies (“no work, no pay”) |
| Worked, first 8 hours | 200% of daily wage | 130% of daily wage |
| Worked, also a scheduled rest day, first 8 hours | 260% of daily wage | 150% of daily wage |
| Overtime (beyond 8 hours) while worked | Hourly rate on that day, plus 30% | Hourly rate on that day, plus 30% |
| Two holidays coincide on the same date | Both entitlements are due; the day is not treated as only one holiday | Not applicable |
A special working day, like February 25, 2026, is paid at the employee’s ordinary daily rate whether or not the employee works, and overtime on that date is paid at the ordinary overtime rate — no holiday premium applies.
The attendance condition for unworked regular holidays
A covered employee who does not work on a regular holiday is generally entitled to 100% of the daily wage only if present, or on approved leave with pay, on the workday immediately preceding the holiday. Unauthorized absence immediately before the holiday can forfeit that specific entitlement, subject to the employer’s own policy and any more favorable practice already in place.
Monthly-paid versus daily-paid employees
Daily-paid employees are the clearest case: no work on a regular holiday, subject to the attendance rule, still means a full day’s wage. Monthly-paid employees are already paid every day of the month, including unworked regular holidays, if the salary computation uses a divisor that accounts for all 365 days of the year. Where the divisor understates the year, the employer may owe an additional differential — the “divisor test” used to check this is discussed below.
Worked Examples
These examples use a ₱645 daily rate, the current NCR non-agriculture minimum wage, purely for illustration.
Example 1: Unworked regular holiday
An employee is scheduled off on Christmas Day 2026, a regular holiday, and had reported for work on December 24 (the preceding workday) with no unauthorized absence. The employee is entitled to ₱645 for December 25, even though no work was performed.
Example 2: Regular holiday worked, also a rest day
An employee whose scheduled rest day is Monday is required to work eight hours on National Heroes Day, August 31, 2026, which is also a Monday. Because the day is both a regular holiday and the employee’s rest day, the employee is entitled to at least 260% of the daily wage for the first eight hours — ₱1,677. See LaborCode.ph’s Premium Pay guide for how rest-day premiums stack with other pay rules.
Example 3: Special non-working day worked
An employee works eight hours on Ninoy Aquino Day, August 21, 2026, a special non-working day. The employee is entitled to at least 130% of the daily wage — ₱838.50. Had the employee simply not reported for work that day, the default “no work, no pay” rule would apply instead, absent a more favorable company policy or CBA.
Who Is Covered, and Who Is Exempt
Holiday pay under Article 94 covers rank-and-file employees generally, but the Labor Code’s implementing rules exclude several categories from the mandatory holiday-pay requirement, including:
- Government employees, whose holiday entitlements are governed by civil service rules rather than the Labor Code.
- Retail and service establishments regularly employing fewer than 10 workers.
- Managerial employees, as defined under the Labor Code.
- Field personnel and other employees whose actual hours of work cannot be determined with reasonable certainty.
- Workers paid purely by results, such as pakyaw or task-basis workers, subject to DOLE issuances on the matter.
- Kasambahays and family members dependent on the employer for support, who are covered by separate rules.
DOLE and the NLRC construe these exclusions narrowly, so an employer relying on one should document the basis carefully — misclassifying an employee as exempt is a common source of holiday-pay disputes.
Common Problems and Red Flags
- Treating a special non-working day as if it were governed by the regular-holiday rule, or vice versa — the two categories have materially different default pay rules.
- Applying “no work, no pay” to an unworked regular holiday when the employee met the attendance condition — one of the most frequent underpayment complaints DOLE receives.
- Using a monthly-salary divisor that quietly excludes holidays without paying the resulting differential, or without being able to show the divisor covers all 365 days.
- Miscounting a holiday that falls on an employee’s rest day as an ordinary worked holiday, rather than applying the higher combined rate.
- Assuming a probationary or newly hired employee is not covered — coverage depends on a valid statutory exclusion, not regularization status.
- Confusing a local special non-working day with the national calendar, or missing payroll updates for a newly proclaimed Islamic holiday.
Supreme Court Cases on Holiday Pay
1. Insular Bank of Asia and America Employees’ Union (IBAAEU) v. Inciong
G.R. No. L-52415, October 23, 1984. The Ministry of Labor’s Policy Instruction No. 9 had excluded monthly-paid employees from holiday pay on the theory that their uniform monthly salary already covered it. The Supreme Court struck the policy instruction down as inconsistent with the Labor Code, holding that monthly-paid employees are not automatically excluded from holiday-pay coverage simply because they receive a fixed monthly salary.[1]
Practical lesson: An employer cannot rely on an internal or agency policy to narrow a statutory benefit. Monthly-paid status alone does not remove an employee from holiday-pay coverage — the actual salary computation has to be checked.
2. Wellington Investment and Manufacturing Corp. v. Trajano
G.R. No. 114698, July 3, 1995. A labor official had ordered an employer to pay an additional day’s wage whenever a regular holiday fell on a Sunday, on top of the employee’s fixed monthly salary. The Supreme Court set the order aside, holding that a monthly salary computed on a divisor that already accounts for every day of the year — including Sundays, rest days and holidays — leaves no day “unaccounted for,” so no separate holiday-pay differential is due in that situation.[2]
Practical lesson: The key question for monthly-paid employees is not whether a holiday fell on a particular day, but whether the salary’s divisor genuinely covers all 365 days. Employers relying on this defense should be able to show their divisor math, not just assert it.
3. Asian Transmission Corp. v. Court of Appeals
G.R. No. 144664, March 15, 2004. Araw ng Kagitingan and Maundy Thursday fell on the same calendar date in a prior year. The employer argued that because only one date was involved, only one holiday premium was owed. The Supreme Court disagreed, holding that when two regular holidays coincide on the same date, the employee remains entitled to both holiday-pay benefits — the coincidence does not reduce the number of holidays the worker is legally entitled to.[3]
Practical lesson: A calendar coincidence between two regular holidays does not let an employer pay for only one. Payroll teams should check the full holiday count for the year, not just the number of distinct dates.
What to Do Next
If you are an employee
- Identify the exact classification of the date in question — regular holiday, special non-working day, or special working day — using the tables above or the year’s proclamation.
- Check your attendance record for the workday immediately before the holiday if the dispute involves an unworked regular holiday.
- Request an itemized payslip, and if monthly-paid, ask HR to show the divisor used to compute your rate.
- Raise a written inquiry with HR first, referencing the specific date and classification.
- If unresolved, file through DOLE’s Single Entry Approach (SEnA) before escalating to a formal NLRC money claim.
If you are an employer
- Update payroll systems as soon as the year’s holiday proclamation — and any later Islamic-holiday proclamation — is issued.
- Confirm whether your monthly-salary divisor genuinely accounts for all 365 days before relying on the Wellington defense.
- Apply the attendance condition consistently and document it, rather than denying unworked-holiday pay by default.
- Review which employees, if any, genuinely qualify for a statutory holiday-pay exclusion, and keep that documentation current.
- Communicate the classification of each date — not just the date itself — to employees in advance.
Employer Compliance Checklist
- Maintain an internal calendar mapping each 2026 date to its legal classification and proclamation reference.
- Confirm the correct rate table (regular holiday vs. special non-working day, worked vs. unworked, rest-day overlap) is built into the payroll system.
- Verify the monthly-salary divisor, if used, actually covers all 365 days before treating holiday pay as already included.
- Apply and document the attendance condition for unworked regular holidays, and confirm which employees, if any, are genuinely exempt.
- Update the calendar promptly once Eid’l Fitr, Eid’l Adha, or the 2027 proclamation are issued.
Frequently Asked Questions
How many holidays does the Philippines have in 2026?
2026 has 10 regular holidays under Proclamation No. 1006, s. 2025, plus Eid’l Fitr and Eid’l Adha proclaimed separately as additional regular holidays, for 12 regular holidays total. There are also 8 special non-working days and 1 special working day.
Is Chinese New Year a regular holiday?
No. Chinese New Year is a special non-working day, not a regular holiday. In 2026 it falls on February 17, a Tuesday, and follows the “no work, no pay” default unless a more favorable policy applies.
Do part-time or probationary employees get holiday pay?
Employment status such as probationary or part-time does not, by itself, remove an employee from holiday-pay coverage. What matters is whether a specific statutory exclusion — such as being a field personnel or working for a small retail establishment — genuinely applies.
What happens if a regular holiday falls on an employee’s day off?
If the employee does not work, the usual unworked-holiday rule generally still applies, subject to the attendance condition. If the employee is required to work on that day, and it is also their scheduled rest day, the combined regular-holiday-plus-rest-day premium applies.
Are the 2027 holiday dates official yet?
Not fully. Only the regular holidays with dates fixed or computable by law can be stated with confidence today. The special non-working days, the exact Holy Week dates, and the Islamic holidays for 2027 will only be certain once the President issues that year’s proclamation.
Can an employer require an employee to work on a regular holiday?
Generally yes, subject to the employer’s management prerogative and any contrary company policy or CBA provision, but the employee must then be paid the applicable holiday-work premium rather than the ordinary rate.
Does holiday pay affect 13th month pay?
Holiday premiums for days actually worked generally count toward 13th month pay only if they are part of the employee’s regular basic-pay computation; the details depend on the employee’s specific pay structure. See LaborCode.ph’s 13th Month Pay guide for the general computation rules.
Conclusion
The Philippine holiday calendar is not a fixed annual list — it is reconstructed every year through a specific presidential proclamation, with the two Islamic holidays confirmed separately once their dates are known. For 2026, that calendar is complete: 10 regular holidays under Proclamation No. 1006, s. 2025, plus Eid’l Fitr and Eid’l Adha, 8 special non-working days, and 1 special working day. For 2027, only the holidays whose dates are fixed or computable by law are certain today; the rest will follow once Malacañang issues next year’s proclamation.
Getting the pay computation right starts with correctly classifying the date — regular holiday, special non-working day, or special working day — then applying the matching rate for whether the employee worked, and whether the day also happens to be a scheduled rest day. Employees who suspect underpayment should start by identifying the date’s classification and requesting an itemized computation; employers should keep their payroll calendar and divisor math current and ready to show.
Sources and Legal Citations
Labor Code and Statutes
Department of Labor and Employment, Labor Code of the Philippines, Articles 93 and 94. Supports: the statutory pay rules for special days and regular holidays. Status: verified official source.
Department of Labor and Employment, Omnibus Rules Implementing the Labor Code, Rule IV, Book III. Supports: coverage, exclusions and the attendance condition for holiday pay. Status: verified official source.
Republic Act No. 9492 (2007), An Act Rationalizing the Celebration of National Holidays. Supports: the legal basis for National Heroes Day as the last Monday of August, and the President’s authority to move certain regular holidays to the nearest Monday. Status: verified official source.
Executive Proclamations
Proclamation No. 1006, s. 2025, Declaring the Regular Holidays and Special (Non-Working) Days for the Year 2026. Supports: the complete 2026 holiday and special-day calendar. Status: verified official source.
Proclamation No. 1264, s. 2026, Declaring May 27, 2026 a Regular Holiday in Observance of Eid’l Adha. Supports: the 2026 Eid’l Adha date. Status: verified official source.
DOLE Guidance
Department of Labor and Employment, Bureau of Working Conditions, Labor Advisory No. 12, s. 2025, Payment of Wages for the Regular Holidays, Special (Non-Working) Days, and Special (Working) Day for the Year 2026. Supports: the 2026 holiday-pay computation formulas cited in this guide. Status: verified official source.
Supreme Court Decisions
[1] Insular Bank of Asia and America Employees’ Union (IBAAEU) v. Inciong, G.R. No. L-52415, October 23, 1984, Supreme Court of the Philippines, LawPhil. Supports: monthly-paid employees are not automatically excluded from statutory holiday pay. Status: verified official source.
[2] Wellington Investment and Manufacturing Corp. v. Trajano, G.R. No. 114698, July 3, 1995, Supreme Court of the Philippines, LawPhil. Supports: the “divisor test” for whether a monthly salary already covers holiday pay. Status: verified official source.
[3] Asian Transmission Corp. v. Court of Appeals, G.R. No. 144664, March 15, 2004, Supreme Court of the Philippines, LawPhil. Supports: both holiday-pay entitlements remain due when two regular holidays coincide on the same date. Status: verified official source.
Prepared by: LaborCode.ph Editorial Team
Editorial review: Reviewed under the LaborCode.ph Content Review Policy
Sources rechecked as of: August 27, 2026
Last materially reviewed: August 27, 2026
Article-level legal review status: No named lawyer-review credit has been assigned to this article.
Legal review invitation: Qualified Philippine labor lawyers interested in reviewing this article or suggesting a correction may contact LaborCode.ph.
This guide is for general educational and legal-information purposes only and is not legal advice. Holiday classifications and pay computations depend on the specific proclamation in effect, the employee’s actual pay structure, and current DOLE guidance. Examples are illustrative and do not guarantee a legal result. Employees and employers may need assistance from DOLE, the NLRC, another appropriate government authority, or a qualified Philippine labor lawyer. LaborCode.ph is an independent information platform and is not a government agency, tribunal or law firm.
