November 1, 2 and 30, 2026 Holiday Pay: DOLE Rates and Computations
Quick Answer
November 2026 payroll check: November 1–2 have passed. Use the special-day rates below to review those payslips and the regular-holiday rates to plan for Bonifacio Day on Monday, November 30.
For covered private-sector employees, November 1 and 2, 2026 are special non-working days: eight hours of work generally earns 130% of the basic daily wage, or 150% when the date is also the employee’s scheduled rest day. November 30, 2026 is a regular holiday: eight hours of work earns 200%, or 260% on a scheduled rest day. An unworked special day generally follows “no work, no pay,” while an unworked regular holiday is paid at 100% when the advisory’s attendance or paid-leave condition is met.
Start here: identify the date, check your actual rest-day schedule and hours, then compare the computation below with your itemized payslip.
These rules come directly from DOLE Labor Advisory No. 18, series of 2026, dated October 12, 2026, issued pursuant to Proclamation No. 1006, series of 2025. The advisory’s sections 1.1–1.5 cover November 1–2; sections 2.1–2.5 cover November 30.
Which November 2026 dates does the advisory cover?
The national classifications below are listed in Proclamation No. 1006, series of 2025. The Philippine Information Agency’s October 14, 2026 report also summarizes DOLE’s November pay advisory.
| Date | Occasion | Classification |
|---|---|---|
| November 1, Sunday | All Saints’ Day | Special non-working day |
| November 2, Monday | All Souls’ Day | Special non-working day |
| November 30, Monday | Bonifacio Day | Regular holiday |
Sunday is not automatically every employee’s rest day. For November 1, use the employee’s actual scheduled rest day when choosing between the 130% and 150% rates.
There is a separate, location-specific issuance for November 16–18, 2026 in Metro Manila. Do not treat those NCR dates as nationwide holidays or confuse their advisory with Labor Advisory No. 18-26.
November holiday-pay rates at a glance
Let D mean the basic daily wage for an eight-hour day and H the applicable basic hourly rate. The overtime column is the payment for each hour beyond eight, added to the first-eight-hour amount. These are total pay rates, not percentages to add again to a fully paid day.
| Work situation | First eight hours | Each overtime hour |
|---|---|---|
| November 1 or 2: worked, not a scheduled rest day | D × 1.30 | H × 1.30 × 1.30 = H × 1.69 |
| November 1 or 2: worked on scheduled rest day | D × 1.50 | H × 1.50 × 1.30 = H × 1.95 |
| November 30: worked, not a scheduled rest day | D × 2.00 | H × 2.00 × 1.30 = H × 2.60 |
| November 30: worked on scheduled rest day | D × 2.00 × 1.30 = D × 2.60 | H × 2.00 × 1.30 × 1.30 = H × 3.38 |
Authority: Labor Advisory No. 18-26, sections 1.2–1.5 and 2.2–2.5. For two overtime hours, multiply the hourly overtime amount by two. Do not apply the overtime multiplier to all ten hours.
What if you do not work?
November 1 and 2: check for a more favorable benefit
Under section 1.1, no work generally means no pay. The advisory expressly preserves a favorable company policy, established practice or collective bargaining agreement granting payment for a special day. Check those records before assuming that a day’s salary can be deducted.
November 30: check the preceding-day condition
Section 2.1 provides 100% of the day’s wage for an unworked regular holiday if the employee worked or was on leave with pay on the immediately preceding day. If that preceding day was a non-working day in the establishment or the employee’s scheduled rest day, the advisory looks to work or paid leave on the day immediately before that non-working or rest day.
Because November 30, 2026 is a Monday, this can matter for employees whose preceding Sunday is a rest day. A scheduled day off is not the same as an unpaid absence. Review the work roster and leave record rather than deciding from the calendar alone. See section 2.1, spanning pages 1–2.
Fictional examples using an ₱800 daily wage
Assume a covered employee earns a basic daily wage of ₱800 for eight hours, so H is ₱100. This is an illustration, not a statement of the applicable minimum wage. The examples exclude night-shift differential, allowances and any more favorable benefit.
| Ten-hour shift | Eight-hour pay | Two hours’ overtime | Total |
|---|---|---|---|
| November 2, not the employee’s rest day | ₱800 × 1.30 = ₱1,040 | ₱100 × 1.69 × 2 = ₱338 | ₱1,378 |
| November 1, also the employee’s rest day | ₱800 × 1.50 = ₱1,200 | ₱100 × 1.95 × 2 = ₱390 | ₱1,590 |
| November 30, not the employee’s rest day | ₱800 × 2.00 = ₱1,600 | ₱100 × 2.60 × 2 = ₱520 | ₱2,120 |
| November 30, also the employee’s rest day | ₱800 × 2.60 = ₱2,080 | ₱100 × 3.38 × 2 = ₱676 | ₱2,756 |
A covered employee who does not work on November 30 and meets section 2.1’s condition would receive ₱800 in this illustration. For an unworked November 1 or 2, check the favorable-policy exception before concluding that nothing is payable.
Check coverage and payroll treatment before using the figures
- Coverage comes first. These private-sector computations are not a blanket rule for government personnel, kasambahays or legally excluded employees. Regular-holiday pay has a specific exclusion for retail or service establishments regularly employing fewer than ten workers; do not automatically extend that exclusion to every other pay benefit.
- Monthly salary needs an itemized check. Identify what is already included in the salary and how the basic daily/hourly rate is derived. Do not add a second full day’s pay simply because a table shows 100% for an unworked holiday.
- Use the proper wage base. Basic wage is not take-home pay. The legal treatment of allowances, a special work arrangement or a disputed salary divisor may need separate review.
- Night work and better benefits need separate treatment. The examples do not calculate night-shift differential. Check any higher contract, CBA, policy or protected practice before applying only the minimum.
For coverage and the distinction between benefits, see Book III of the implementing rules, particularly Rule IV, sections 1–2 and 11, and Rule II. LaborCode.ph’s regular-holiday and special-day pay guide provides the broader explanation and existing calculator.
How to check a payslip or raise a missing-pay question
- Collect the date-specific records: payslip, basic-rate computation, daily time record, shift roster, scheduled rest day, overtime records and relevant paid-leave approval. These establish which row and condition apply.
- Check the employer’s policy and CBA: keep the provision or prior payslips showing any higher rate or paid unworked special day.
- Ask payroll for a written breakdown: identify November 1, 2 or 30; the hours actually worked; the rate used; and the difference you calculate. Ask what amount is already included in monthly pay.
- If the issue remains unresolved, seek help: use the DOLE complaint guide to understand the appropriate route and the supporting-records checklist. A disputed amount still depends on coverage, evidence and the proper forum.
For an estimate, the existing holiday-pay calculator asks for basic daily wage, day type, rest-day status and overtime hours. It cannot determine legal coverage, resolve disputed attendance or replace payroll records. You do not need to provide names, employer identifiers or payslip uploads to use the numeric fields.
Frequently asked questions
These answers summarize the advisory and the qualifications explained above. Read the coverage limits before applying a rate.
Is November 1, 2026 automatically a rest day because it is Sunday?
No. Use the employee’s actual scheduled rest day. For a covered employee working the first eight hours on November 1, the advisory specifies 130% of basic daily wage, or 150% if it is also that employee’s rest day.
Are November 1 and November 2 paid even if I do not work?
Generally, the special-day rule is no work, no pay. Before applying it, check for a favorable company policy, established practice or collective bargaining agreement that pays an unworked special day.
Is November 30 different from November 1 and 2?
Yes. November 30 is a regular holiday. For covered employees, the first eight hours worked are paid at 200%, or 260% if it is also their scheduled rest day. The separate attendance condition matters when the regular holiday is unworked.
What if the day before November 30 is my rest day?
Check the roster, not just the calendar. Section 2.1 looks to work or paid leave on the day immediately preceding that non-working or rest day. The unworked-day section explains the condition; unpaid absence is not the same as a scheduled day off.
Does 200% mean I add another 200% to my normal wage?
No. The table shows total pay for the first eight hours, not an amount to add on top of another fully paid day. For monthly-paid employees, first identify the holiday amount already included in salary.
How do I calculate two hours of overtime on November 30?
For a covered employee whose basic hourly rate is ₱100 and for whom the holiday is not a rest day, the two overtime hours are ₱100 × 2.00 × 1.30 × 2 = ₱520. Add that to the first-eight-hour amount. See the fictional examples for the rest-day version.
Can I use my net take-home pay as the daily wage?
No. Identify the applicable basic daily or hourly wage and the payroll basis used to derive it. Net pay already reflects deductions and may contain other components. Ask payroll for the rate breakdown if the divisor or wage base is unclear.
Kasama ba sa mga halimbawa ang night-shift differential?
Hindi. Hindi pa kasama ang night-shift differential, allowances at anumang mas paborableng benepisyo. Huwag ituring ang sample total bilang buong computation para sa night shift o ibang special work arrangement.
Ano ang gagawin kung wala akong DTR o payslip?
Humingi ng kopya sa sulat at tukuyin ang work dates at pay period. Itabi ang records na legal mong hawak, gaya ng schedule, work messages at payment confirmations. Markahan ang oras na hindi pa tiyak sa halip na manghula, at ipatugma sa payroll ang kulang na detalye sa kanilang records.
Saan ako lalapit kung hindi maresolba ng payroll ang diperensiya?
Itabi ang computation at usapan ninyo ng payroll. Gamitin ang DOLE complaint guide para matukoy ang angkop na assistance route. Ang estimate ay hindi pinal na pasya sa coverage, pinagtatalunang facts o tamang forum.
Related Guides
Related topic: Return to the Wages and Pay hub for the broader wage guides. This date-specific article does not replace the maintained holiday-pay guide and calculator.
Sources and scope
Holiday classifications: Proclamation No. 1006, series of 2025, September 3, 2025, reproduced by the Supreme Court E-Library. Current public cross-check of the pay summary: Philippine Information Agency, October 14, 2026. The detailed DOLE source and implementing rules are linked below.
- DOLE Labor Advisory No. 18, series of 2026, October 12, 2026, two pages: sections 1.1–1.5 and 2.1–2.5. Primary source for the three November dates, rates and attendance condition.
- DOLE’s October 13, 2026 announcement. Confirms issuance; the advisory itself supplies the detailed rule.
- Omnibus Rules Implementing the Labor Code, Book III, Rules II–IV. Supplemental coverage and payroll context; Lawphil reproduction.
Updated November 5, 2026 (Asia/Manila). The holiday classifications were checked against Proclamation No. 1006 and the pay summary against the Philippine Information Agency’s October 14 report. The original DOLE advisory PDF was not accessible during this check. Follow any later applicable DOLE issuance and confirm the employee’s coverage, roster and wage basis before using a computation.
Scope: This article concerns November 1, 2 and 30, 2026, not a different year’s holiday calendar. The calculations are illustrative general information, not legal advice or a finding that a particular employer owes a stated amount. DOLE is the source of the advisory; LaborCode.ph provides the explanation and examples.
