Overtime, Holiday and Night Differential Pay Calculator (Philippines): Rates, Formulas and Worked Examples

Short answer: In the Philippines, overtime, rest-day or special-day premium, regular-holiday pay and night shift differential are separate Labor Code entitlements, and when they fall on the same hour they multiply together. A night overtime hour on a regular holiday that is also your rest day, for example, must be paid at least 371.8% of the basic hourly rate under the DOLE Handbook. Use the calculator and rate table below to check your own payslip, then follow the steps under What to Do Next if it is short.

A security guard works a 10 p.m. to 6 a.m. shift on a regular holiday that also happens to be his scheduled rest day, and his payslip shows one lump “holiday pay” line with no breakdown. A call center agent works two hours of overtime inside her night shift and is paid a flat overtime rate that ignores the night premium entirely. A factory worker is told that because he is monthly-paid, overtime, night differential and holiday premiums simply do not apply to him the way they do to daily-paid staff. All three payslips are wrong, and all three mistakes come from the same root cause: overtime pay, night shift differential, holiday pay and rest-day premium are four separate statutory entitlements that can all attach to a single hour of work, and each one has its own multiplier.

This guide breaks down exactly how Philippine law computes pay when more than one of these premiums overlaps on the same shift, gives a free calculator to estimate the statutory minimum, and works through the DOLE-published rate table for every combination of ordinary day, rest day, special non-working day and regular holiday — with and without overtime, with and without night hours.

Direct Answer

Overtime, holiday pay, rest-day (premium) pay and night shift differential are four distinct, stackable entitlements under the Labor Code, and the correct pay for any hour is found by multiplying the basic hourly rate by the day-type multiplier, then by 1.10 if the hour falls between 10:00 p.m. and 6:00 a.m., then by the overtime factor if the hour is beyond the first eight.^[1][2][3] Overtime on an ordinary day adds at least 25% of the hourly rate (Article 87); overtime on a rest day, special day or regular holiday adds at least 30% on top of that day’s already-higher rate.^[3] Night shift differential adds at least 10% of the applicable hourly rate for each hour actually worked from 10:00 p.m. to 6:00 a.m., and it applies on top of overtime, rest-day and holiday premiums rather than instead of them.^[1][6] Rest-day and special-day work carries at least 30% additional pay (50% if a special day falls on the scheduled rest day), and a worked regular holiday pays at least 200% of the basic wage.^[2][4] Used together, the statutory multiplier for a hypothetical hour worked on a regular holiday that is also the employee’s rest day, as overtime, at night, reaches 371.8% of the basic hourly rate.^[7]

Use the calculator below for your own numbers, or jump to the full rate table for every day-type and overtime combination.

Key Takeaways

• Overtime (Article 87), rest-day/special-day premium (Article 93), holiday pay (Article 94) and night shift differential (Article 86) are four separate entitlements — one shift can trigger more than one at once.^[1][2][3][4]
• The statutory formula multiplies the basic hourly rate by the day-type multiplier, then by 1.10 for covered night hours, then by the overtime factor for hours beyond eight — in that combined, multiplicative way, not simply added together.^[7]
• Overtime adds at least 25% on an ordinary day but at least 30% on a rest day, special day or regular holiday, because it is calculated on top of that day’s already-higher base rate.^[3]
• Night shift differential is at least 10% of the regular wage for each hour actually worked between 10:00 p.m. and 6:00 a.m. — it attaches to hours, not entire shifts.^[1]
• A regular holiday that is also the employee’s scheduled rest day pays at least 260% for the first eight hours if worked, and at least 371.8% for each overtime hour worked at night; a double regular holiday carries higher multipliers still.^[7]
• Coverage must be checked separately for each benefit. Statutory holiday pay excludes retail and service establishments regularly employing fewer than ten workers; statutory night shift differential excludes those regularly employing five or fewer workers. Other exclusions depend on the applicable benefit and the employee’s actual duties. See the DOLE Handbook, Holiday Pay and Night Shift Differential coverage sections.^[2][7]
• These are statutory minimums. A CBA, employment contract, company policy or established practice may set a higher rate, but it cannot lawfully set a lower one — night-shift pay in particular is founded on public policy and cannot be waived.^[5]
• Monthly-paid employees are not automatically excluded; the correct computation still depends on the employee’s actual pay arrangement and divisor, not a blanket assumption.
• Employment money claims, including unpaid overtime, holiday pay and night differential, generally prescribe three years from accrual.^[10]

Legal Basis

Four Separate Entitlements, Not One

Philippine payroll disputes over “overtime” or “holiday pay” usually turn out to involve more than one entitlement folded together, or one entitlement left out entirely. Each of the following is triggered by a different fact, and none of them substitutes for another:

• Overtime pay is triggered by hours — specifically, compensable work beyond eight hours in one day. It exists under Article 87 of the Labor Code regardless of what kind of day it is, though the rate changes depending on the day.
• Rest-day and special-day premium pay is triggered by the day — working on a scheduled rest day or a proclaimed special non-working day — under Article 93, independent of how many hours were worked.
• Holiday pay is triggered by the calendar — a proclaimed regular holiday — under Article 94, and uniquely, it can be owed even if the employee does not work at all that day.
• Night shift differential is triggered by the clock — each hour actually worked between 10:00 p.m. and 6:00 a.m. — under Article 86, regardless of the type of day or whether the hour is also overtime.

Because each trigger is independent, a single hour of work can satisfy all four tests at once: it can be the ninth hour of a shift (overtime), on a day the business proclaimed a regular holiday (holiday pay), that also happens to be the employee’s rest day (rest-day premium folded into the holiday rate), worked between 10:00 p.m. and 6:00 a.m. (night differential). The job of payroll — and of this calculator — is to identify which triggers apply to each hour and multiply them correctly, not to average them or pick only the largest one.

Check coverage before combining premiums. Read the overtime guide for compensable hours, coverage and day rates and the night shift differential guide for covered hours and its separate exclusions. The Article 82 coverage guide explains the general hours-of-work rules, but the same exclusion list should not be applied automatically to every benefit. The DOLE Handbook, printed pages 16, 20, 23 and 25–26, sets out the relevant coverage rules. If any benefit’s coverage is uncertain, use an hours-only worksheet in the Shift-to-Payslip Checker and confirm the position with payroll or DOLE before relying on an amount.

Overtime, Holiday and Night Differential Pay Calculator

Need to total actual dates and shifts first? Use the Shift-to-Payslip Checker to turn complete workday records and exact unpaid breaks into a dated worksheet. Confirm coverage and day classifications before using amounts; uncertain or unsupported records stay hours-only.

For a full eight-hour workday plus any overtime: this calculator always includes pay for eight compensable regular hours. Use one confirmed day classification and enter only the overtime and night hours that belong to that workday. Do not use this total for a shorter shift, an incomplete workday, or hours with different day classifications. For dated shifts and exact unpaid breaks, use the Shift-to-Payslip Checker; keep its output hours-only where coverage or classification is uncertain.

Enter your basic daily wage and each hour count, using 0 where none applies. Use decimal hours: 30 minutes = 0.5 hour. Night hours overlap regular or overtime hours; do not add them again to hours worked. This tool does not cover a day proclaimed a special working day or a double regular holiday; see the rate table.

Important: This calculator estimates statutory minimums only. It assumes the employee is covered by each benefit included in the selected computation, includes a full eight-hour workday, and uses a basic daily wage with no other wage components, and does not account for a CBA, company policy, wage order adjustment, or established practice that may set a higher rate. Unworked regular-holiday pay (100% with no work performed) is a separate entitlement under Article 94 and is not computed here — see LaborCode.ph’s holiday pay guide for that computation.

The Complete Rate Table: Every Day Type and Overtime Combination

These multipliers apply to the basic hourly rate (basic daily wage ÷ 8) and come directly from the Labor Code and the DOLE Handbook on Workers’ Statutory Monetary Benefits.^[1][2][7] Night differential is not shown as a separate column because it multiplies any of these rows by a further 1.10 for the hours that actually fall between 10:00 p.m. and 6:00 a.m. — see the next section.

A fraction of an hour of overtime is paid proportionately; there is no rounding rule in the Labor Code that discards partial overtime minutes. Where a wage order has recently changed the regional minimum wage, check LaborCode.ph’s current regional minimum wage guide before using a minimum-wage figure as the daily wage input.

How Night Shift Differential Stacks With Overtime and Holiday Pay

The Labor Code treats night shift differential as a multiplier on top of whatever rate already applies to that hour, not as a flat 10% of the basic wage regardless of day type, and not as a substitute for overtime or holiday pay.^[1] The DOLE Handbook’s own worked combinations confirm the sequence: the day-type multiplier is applied first, then the 10% night factor, then the overtime factor if the hour is also overtime.^[7]

Applied consistently, this produces the following per-hour multipliers for work performed entirely within the 10:00 p.m.–6:00 a.m. window:

• Ordinary day, night hour, not overtime: 100% × 110% = 110%
• Ordinary day, night hour, overtime: 100% × 110% × 125% = 137.5%
• Rest day or special day, night hour, overtime: 130% × 110% × 130% = 185.9%
• Regular holiday, night hour, not overtime: 200% × 110% = 220%
• Regular holiday on rest day, night hour, overtime: 260% × 110% × 130% = 371.8%

The Supreme Court has repeatedly treated additional pay for nighttime work as resting on public policy rather than private agreement — in Mercury Drug Co., Inc. v. Dayao, the Court held that compensation for work performed at night is a right employees cannot waive, even by contract.^[5] Where a CBA grants night-shift pay on top of the statute, its terms bind the employer as the law between the parties: in Lepanto Consolidated Mining Co. v. Lepanto Local Staff Union, the Court upheld a night-shift differential award by reading the CBA’s plain terms together with the company’s past practice of paying it.^[6] Practical lesson: payroll software that applies only the largest single premium to a hard-to-classify hour, rather than multiplying through day type, night status and overtime in sequence, will systematically underpay employees whose shifts span more than one trigger.

Worked Examples

These examples use an illustrative basic daily wage of ₱800 (hourly rate ₱100) to show the full computation. Substitute your own wage for an actual figure.

Run your own wage and hours through the calculator above to reproduce this logic automatically.

Overtime vs Rest-Day Premium vs Holiday Pay vs Night Differential

Common Payroll Mistakes and Red Flags

• Paying only the single highest premium instead of multiplying day type, night status and overtime together for the same hour.
• Treating an entire night shift as night-differential hours when only the hours actually between 10:00 p.m. and 6:00 a.m. qualify — a 6:00 p.m. to 3:00 a.m. shift has only five covered hours, not eight.
• Computing holiday overtime at the ordinary 125% overtime factor instead of the correct 130% that applies to rest days, special days and holidays.
• Applying a flat monthly divisor to every employee without checking whether rest days, special days and unworked holidays are actually included as paid days under that employee’s specific pay arrangement.
• Assuming a “special working day” (paid as an ordinary workday) carries the same premium as a special non-working day — it does not.
• Lumping night differential, overtime and holiday pay into one payslip line instead of itemizing each premium, which makes an underpayment far harder for the employee to detect and for HR to audit.

Supreme Court Cases That Shape These Computations

Mercury Drug Co., Inc. v. Dayao (G.R. No. L-30452, September 30, 1982)

Holding: Additional compensation for nighttime work is grounded in public policy for the health and welfare of the laborer, and this right generally cannot be waived even through a private agreement. Practical lesson: a company policy or signed waiver stating that night differential is “already included” in a flat salary, without separately computing and itemizing it, does not defeat the statutory entitlement.^[5]

Lepanto Consolidated Mining Co. v. Lepanto Local Staff Union (G.R. No. 161713, August 20, 2008)

Holding: The terms of a collective bargaining agreement are the law between the parties. The Court read the CBA’s night-shift differential clause by its plain words, together with the company’s history of paying the differential under earlier CBAs, and affirmed the award to second-shift workers who worked past 3:00 p.m. Practical lesson: check your CBA and past payroll practice as well as the Labor Code; a CBA can give more than the statutory minimum, and the employer is bound by what it grants.^[6]

Far East Agricultural Supply, Inc. v. Lebatique (G.R. No. 162813, February 12, 2007)

Holding: A truck driver who performed his work under the employer’s supervision, at specified times and places, was not “field personnel” under Article 82 and was entitled to overtime pay; the case was remanded to the Labor Arbiter to compute the amount. Practical lesson: a delivery or field-based job title does not by itself defeat an overtime, night-differential or holiday-pay claim; the controlling question is whether actual hours were verifiable.^[8]

Zonio v. 1st Quantum Leap Security Agency, Inc. (G.R. No. 224944, May 5, 2021)

Holding: For overtime and holiday or rest-day premium, the employee must first prove that the work was actually rendered. A security guard’s logbook entries showing 12-hour shifts were accepted as prima facie proof of overtime and night work, and because the agency produced no payroll, payslips or time records to show payment, the Court awarded overtime pay and night shift differential. His holiday and rest-day premium claims failed because the logbook did not show work on those days. Practical lesson: employees should keep a dated record of the days and hours actually worked, including which were holidays or rest days; employers who cannot produce time records and payroll for the disputed period are at a serious disadvantage.^[9]

What Happens When These Premiums Are Shorted

An employer who underpays overtime, holiday pay, rest-day premium or night differential is liable for the wage differential, computed from the date each underpayment accrued. Employment money claims of this kind generally prescribe three years from accrual under Article 306 (formerly Article 291) of the Labor Code, so each payday that was shorted starts its own three-year clock.^[10] A DOLE labor inspection that finds a violation can result in a compliance order directing payment of the deficiency across the employer’s whole workforce, not only the complaining employee. Where the claim proceeds to the NLRC, an employee who had to litigate to recover wrongfully withheld wages may also be entitled to attorney’s fees under Article 111 of the Labor Code.

What to Do Next

If You Are the Employee

1. Gather your schedule, daily time records or biometric logs, payslips, and the payroll register for the disputed pay periods.
2. Classify each disputed hour by day type, night status and whether it was overtime, using the calculator and rate table above.
3. Prepare a written, date-by-date computation showing what should have been paid against what actually appears on your payslip.
4. Raise the discrepancy with HR or payroll in writing and request an itemized explanation.
5. If unresolved, file a Request for Assistance under the Single Entry Approach (SEnA) at the DOLE field or regional office with jurisdiction over your workplace — under Article 228 of the Labor Code as amended by RA 10396, labor and employment issues generally go through mandatory conciliation-mediation before a labor arbiter or DOLE office will hear them. Bring your computation, payslips and any time records or logbook entries.^[11]
6. If SEnA does not settle it, the claim is referred to the proper office. Money claims of not more than ₱5,000 per employee with no claim for reinstatement can be decided by the DOLE Regional Director under Article 129; larger claims, or claims joined with illegal dismissal, go to an NLRC Labor Arbiter. While you are still employed, you can also ask DOLE to inspect the workplace, since its compliance orders can cover every affected worker.^[1] File within three years of each underpayment to avoid prescription.^[10]
7. If you cannot afford a lawyer, ask the DOLE office or the Public Attorney’s Office for assistance; you can attend SEnA without a lawyer.

If You Are the Employer

1. Audit payroll logic against the rate table above, confirming that night differential, overtime and day-type premiums are multiplied together rather than only the largest one applied.
2. Verify that timekeeping actually captures the exact clock-in and clock-out times needed to isolate night hours, not just total hours worked.
3. Itemize each premium as a separate payslip line so employees and auditors can verify the computation.
4. Correct any systemic underpayment proactively and document the correction; a voluntary, documented correction before a DOLE inspection or employee complaint materially reduces exposure.
5. If an employee raises a dispute, review and respond in writing within a reasonable period, and escalate internally before a SEnA request is filed.
6. Keep complete daily time records and payroll registers for at least three years, consistent with the prescriptive period for money claims and the Zonio evidentiary burden.^[9][10]

Employer Compliance Checklist

• Payroll system applies the day-type multiplier, the 10% night factor, and the overtime factor as sequential multipliers, not as a single flat add-on.
• Night shift differential is computed only for hours actually falling between 10:00 p.m. and 6:00 a.m., not for the entire shift.
• Overtime on a rest day, special day or regular holiday uses the 130% overtime factor, not the 125% ordinary-day factor.
• Each premium (overtime, rest-day/special-day, holiday, night differential) appears as its own itemized payslip line.
• Monthly-paid employees’ divisor and inclusions are documented and consistent with their actual pay arrangement.
• Daily time records, schedules and payroll registers are retained for at least three years.
• Any CBA, contract or policy provision on these premiums is checked against the statutory minimums to confirm it does not fall below them.

Frequently Asked Questions

How much is overtime pay in the Philippines?

On an ordinary workday, overtime pay is at least 25% of the basic hourly rate for each hour beyond eight. On a rest day, special non-working day or regular holiday, overtime pay is at least 30% on top of the already-higher rate that applies to the first eight hours of that day, not 30% of the ordinary hourly rate.

Does night shift differential stack with overtime pay?

Yes. Night shift differential (at least 10% per covered hour) and overtime pay are separate, stackable entitlements. An hour that is both overtime and within the 10:00 p.m.–6:00 a.m. window receives both premiums, computed by multiplying the applicable day rate by both the night factor and the overtime factor.

What is the pay rate for working a regular holiday that falls on your rest day?

The first eight hours are paid at not less than 260% of the basic daily wage, and each overtime hour on that same day is paid at not less than 338% of the basic hourly rate. Night hours within either portion add a further 10%.

How is night shift differential computed if only part of my shift falls between 10 p.m. and 6 a.m.?

Only the hours that actually fall within that window qualify for the 10% premium. A shift from 6:00 p.m. to 3:00 a.m., for example, has five night-differential hours (10:00 p.m. to 3:00 a.m.), not the full shift length.

Can a company policy or CBA pay less than these statutory rates?

No. These are statutory minimums. A contract, company policy or collective bargaining agreement may provide a higher rate, earlier night coverage, or a more generous computation method, but it cannot lawfully reduce or waive the minimums set by the Labor Code.

Does this calculator apply to monthly-paid employees?

The same multipliers apply, but the basic daily wage input must reflect the employee’s actual daily-equivalent rate under their specific pay arrangement, since monthly-paid divisors vary depending on which days are already included as paid days. Confirm the correct divisor with payroll before relying on the result for a monthly-paid employee.

What should I do if my payslip doesn’t show these premiums separately?

Request an itemized computation from HR or payroll showing the basic wage used, the day classification, the hourly divisor, the covered night hours, and each premium applied. If the explanation does not match the statutory rates in this guide, raise it in writing and consider a SEnA Request for Assistance if it remains unresolved.

Conclusion

Overtime pay, rest-day and special-day premium, holiday pay and night shift differential are four independent entitlements under the Labor Code, each triggered by a different fact and each carrying its own multiplier. The common payroll error is not usually ignorance of any single rate, but a failure to combine them correctly when more than one applies to the same hour. Using the calculator and rate table on this page, both employees checking a payslip and employers auditing their payroll logic can verify the statutory minimum for any combination of day type, overtime and night hours — and identify quickly where an existing computation has gone wrong.

Sources and Legal Citations

1. Labor Code of the Philippines (Presidential Decree No. 442), Lawphil — Articles 83, 86, 87, 93 and 94 on normal hours, night shift differential, overtime, rest-day/special-day premium and holiday pay. Statute.
2. DOLE Bureau of Working Conditions: Handbook on Workers’ Statutory Monetary Benefits, 2024 edition (PDF) — official multiplier tables for overtime, holiday, rest-day and night-differential combinations, including double-holiday rates, and coverage exclusions. Administrative guidance.
3. Labor Code, Article 87 — overtime pay on ordinary days and on holidays or rest days. Statute.
4. Labor Code, Article 94 — holiday pay entitlement whether or not the regular holiday is worked. Statute.
5. Mercury Drug Co., Inc. v. Dayao, G.R. No. L-30452, September 30, 1982 — Supreme Court; nighttime-work compensation rests on public policy and cannot be waived. Jurisprudence.
6. Lepanto Consolidated Mining Co. v. Lepanto Local Staff Union, G.R. No. 161713, August 20, 2008 — Supreme Court; CBA terms are the law between the parties, and a CBA night-shift differential clause was enforced as written and as practised. Jurisprudence.
7. Handbook on Workers’ Statutory Monetary Benefits (NWPC mirror) — worked combinations for night differential stacked with overtime and holiday pay. Administrative guidance.
8. Far East Agricultural Supply, Inc. v. Lebatique, G.R. No. 162813, February 12, 2007 — Supreme Court; a supervised driver is not field personnel and is entitled to overtime pay. Jurisprudence.
9. Zonio v. 1st Quantum Leap Security Agency, Inc., G.R. No. 224944, May 5, 2021 — Supreme Court; timekeeping evidence and the employer’s burden to prove payment. Jurisprudence.
10. Labor Code, Article 306 (formerly Article 291) — three-year prescriptive period for employment money claims. Statute.
11. Republic Act No. 10396 (2013) — mandatory conciliation-mediation (SEnA) for labor and employment issues, Labor Code Article 228. Statute.

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Sources rechecked as of: October 4, 2026

This article is for general educational and legal-information purposes only and is not legal advice. The correct pay for any specific shift depends on the employee’s actual coverage, pay arrangement, verified hours, applicable wage order, and any more favorable contract, CBA or company policy. Employees and employers with a specific dispute may need guidance from DOLE, the NLRC, or a qualified Philippine labor lawyer.

— LaborCode.ph Editorial Team