How to Compute Overtime Pay in the Philippines 2026

Maraming empleyado sa Pilipinas ang nag-o-overtime, pero hindi lahat ay sigurado kung tama ba ang overtime pay na pumapasok sa kanilang payslip.

Halimbawa, kung ₱700 ang daily wage mo at nagtrabaho ka ng dalawang oras pagkatapos ng regular shift, magkano dapat ang dagdag na bayad?

Paano naman kung overtime sa rest day?

Mas mataas ba kapag special non-working day o regular holiday?

At pareho ba ang computation kapag ang holiday ay tumapat sa iyong scheduled rest day?

Sa guide na ito, ipapaliwanag natin nang simple kung paano i-compute ang overtime pay sa Philippines ngayong 2026, kasama ang practical examples na puwede mong gamitin para i-check ang iyong sweldo.

Ayon sa Labor Code, ang trabaho na lampas sa normal na 8 hours per day ay generally considered overtime work para sa covered employees. Sa ordinary working day, ang overtime rate ay regular hourly wage plus at least 25%. Kapag overtime naman sa holiday o rest day, may additional compensation na at least 30% ng applicable hourly rate sa araw na iyon.

Ano ang Overtime Pay?

Ang overtime pay ay additional compensation para sa covered employee na nagtatrabaho nang lampas sa regular na walong oras sa isang araw.

Simple example:

Regular working hours: 8 hours

Actual hours worked:

10 hours

Overtime:

2 hours

Pero hindi sapat na kunin lang ang ordinary hourly rate at i-multiply sa dalawang oras.

May overtime premium na kailangang idagdag.

Overtime Pay sa Ordinary Working Day

Sa isang ordinary working day, ang overtime work ay binabayaran ng regular hourly wage plus at least 25%.

Ibig sabihin:

Hourly Rate × 125% × Overtime Hours

Ito ang isa sa pinakamahalagang formulas na dapat tandaan.

Example 1: ₱800 Daily Wage

Halimbawa:

Daily wage: ₱800

Regular working hours: 8 hours

Overtime: 2 hours

Una, kunin ang hourly rate:

₱800 ÷ 8 = ₱100

Pagkatapos, kunin ang overtime hourly rate:

₱100 × 125% = ₱125

Para sa dalawang oras:

₱125 × 2 = ₱250

Kaya:

Overtime Pay = ₱250

At kung isasama ang regular daily wage:

₱800 + ₱250 = ₱1,050

Estimated total pay for that working day:

₱1,050

Quick Overtime Pay Table

Para mas madaling maintindihan, narito ang ilang sample computations para sa 2 hours overtime sa ordinary working day.

Daily Wage	Hourly Rate	OT Rate per Hour	2 Hours OT
₱600	₱75.00	₱93.75	₱187.50
₱700	₱87.50	₱109.38	₱218.75
₱755	₱94.38	₱117.97	₱235.94
₱800	₱100.00	₱125.00	₱250.00
₱1,000	₱125.00	₱156.25	₱312.50
₱1,200	₱150.00	₱187.50	₱375.00

Formula:

Daily Wage ÷ 8 × 125% × OT Hours

Ang figures sa table ay simplified examples. Ang actual payroll computation ay maaaring maapektuhan ng applicable wage structure, employment arrangement, company policy, CBA, o mas favorable na benefits. Para sa kasalukuyang NCR daily wage baseline, tingnan ang Minimum Wage Philippines 2026 guide.

Paano Kung Overtime sa Rest Day?

Dito medyo nagiging mas kumplikado ang computation.

Ang trabaho sa scheduled rest day ay mayroon nang applicable premium pay para sa first eight hours. Kapag lumampas pa sa walong oras, ang overtime hours ay may additional 30% ng hourly rate applicable sa rest day.

Para sa ordinary scheduled rest day, ang common computation para sa first 8 hours ay:

Daily Rate × 130%

At para sa overtime:

Hourly Rate × 130% × 130% × OT Hours

Example 2: Rest Day + 2 Hours Overtime

Daily wage:

₱800

Hourly rate:

₱800 ÷ 8 = ₱100

Pay for first 8 hours:

₱800 × 130% = ₱1,040

OT hourly rate:

₱100 × 130% × 130%

= ₱169

For 2 overtime hours:

₱169 × 2 = ₱338

Total:

₱1,040 + ₱338

= ₱1,378

Sa simplified example na ito, ang total compensation para sa 10 hours of work sa scheduled rest day ay:

₱1,378

Paano Kung Special Non-Working Day?

Para sa work performed sa isang special non-working day, generally may additional 30% sa basic wage para sa first eight hours.

Kaya:

Daily Rate × 130%

Kapag lumampas sa walong oras:

Hourly Rate × 130% × 130% × OT Hours

Ang principle ay ang overtime rate ay based sa applicable hourly rate para sa araw na iyon.

Example 3: Special Non-Working Day

Daily wage:

₱800

First 8 hours:

₱800 × 130%

= ₱1,040

Hourly rate:

₱800 ÷ 8

= ₱100

Two hours overtime:

₱100 × 130% × 130% × 2

= ₱338

Total estimated pay:

₱1,378

Special Non-Working Day na Rest Day Din

Mas mataas ang rate kapag ang special non-working day ay tumapat din sa scheduled rest day at nagtrabaho ang employee.

Para sa first eight hours, the applicable rate is generally:

Daily Rate × 150%

Para naman sa overtime:

Hourly Rate × 150% × 130% × OT Hours

Example 4

Daily wage:

₱800

First 8 hours:

₱800 × 150%

= ₱1,200

Hourly rate:

₱100

Two hours overtime:

₱100 × 150% × 130% × 2

= ₱390

Total estimated pay:

₱1,590

Paano Kung Regular Holiday?

Iba naman ang computation sa regular holiday.

Kapag nagtrabaho ang employee sa regular holiday, ang first eight hours ay generally paid at:

Daily Wage × 200%

Kung mag-o-overtime pa:

Hourly Rate × 200% × 130% × OT Hours

Kinumpirma rin ito ng DOLE 2026 holiday pay guidance: work on a regular holiday is paid at 200% for the first eight hours, habang ang overtime ay may additional 30% ng applicable hourly rate.

Example 5: Regular Holiday + Overtime

Daily wage:

₱800

First 8 hours:

₱800 × 200%

= ₱1,600

Hourly rate:

₱800 ÷ 8

= ₱100

Two hours overtime:

₱100 × 200% × 130% × 2

= ₱520

Total estimated pay:

₱2,120

Malaki ang difference kumpara sa ordinary working day dahil may holiday pay rate na bago pa i-compute ang overtime premium.

Regular Holiday na Rest Day Din

Ito ang isa sa pinakamataas na common pay-rate situations.

Kung ang regular holiday ay tumapat sa scheduled rest day at nagtrabaho ang employee, ang first eight hours ay generally:

Daily Rate × 200% × 130%

Para sa overtime:

Hourly Rate × 200% × 130% × 130% × OT Hours

Ito rin ang formula na ginagamit sa DOLE’s 2026 holiday-pay guidance.

Example 6

Daily wage:

₱800

First 8 hours:

₱800 × 200% × 130%

= ₱2,080

Two hours overtime:

₱100 × 200% × 130% × 130% × 2

= ₱676

Total estimated pay:

₱2,756

Kaya napakahalagang malaman kung ordinary working day, rest day, special non-working day, regular holiday, o holiday na tumapat sa rest day ang pinasukan mo.

Overtime Rates at a Glance

Narito ang madaling reference:

Work Day	First 8 Hours	OT Formula
Ordinary Working Day	100%	Hourly Rate × 125%
Rest Day	130%	Hourly Rate × 130% × 130%
Special Non-Working Day	130%	Hourly Rate × 130% × 130%
Special Day + Rest Day	150%	Hourly Rate × 150% × 130%
Regular Holiday	200%	Hourly Rate × 200% × 130%
Regular Holiday + Rest Day	260%	Hourly Rate × 200% × 130% × 130%

Ang table na ito ay intended bilang quick guide para sa standard statutory rates. Kung may mas favorable rate sa employment contract, company policy o collective bargaining agreement, maaaring iyon ang applicable rate.

Pwede Bang I-offset ang Undertime sa Overtime?

Hindi.

Halimbawa:

Monday: 1 hour undertime
Tuesday: 1 hour overtime

Hindi maaaring sabihin na:

1 hour undertime + 1 hour overtime = zero

Malinaw sa Article 88 ng Labor Code na ang undertime sa isang araw ay hindi maaaring i-offset gamit ang overtime sa ibang araw.

Mahalaga ito dahil minsan iniisip ng workers na nawawala ang kanilang overtime dahil nag-undertime sila sa ibang araw.

Paano Kung Overtime at Night Shift?

May isa pang benefit na maaaring pumasok sa computation: Night Shift Differential o NSD.

Under the Labor Code, covered employees are entitled to a night shift differential of at least 10% of their regular wage for each hour worked between 10:00 PM and 6:00 AM.

Kaya kung ang overtime hours mo ay pumasok din sa applicable night-shift period, maaaring hindi sapat na ordinary overtime rate lang ang tingnan.

May interaction na rin sa NSD ang payroll computation.

Ito ang dahilan kung bakit mahalagang tingnan hindi lamang kung ilang oras ang overtime kundi pati anong oras at anong klaseng araw ito ginawa.

Lahat ba ng Employees ay Entitled sa Overtime Pay?

Hindi lahat ng workers ay automatically covered ng overtime-pay provisions.

May exemptions at special rules para sa ilang classifications of workers, kabilang ang ilang managerial employees at iba pang categories na nakasaad sa labor regulations.

Kaya ang pagiging monthly-paid employee ay hindi dapat basta gawing tanging basehan para sabihing entitled o hindi entitled sa OT.

Mas mahalaga ang actual employment classification, duties at applicable labor rules. Ang official DOLE/NWPC handbook ay may hiwalay na coverage rules para sa overtime pay.

Common Mistakes sa Pag-compute ng Overtime Pay

Isa sa pinakakaraniwang pagkakamali ay ang simpleng paggamit ng:

Hourly Rate × OT Hours

Hindi iyon ang standard overtime computation para sa covered employee dahil may applicable overtime premium.

Isa pang common mistake ay ang paggamit ng parehong 125% rate kahit rest day o holiday.

Tandaan:

Ordinary day OT ≠ Rest day OT ≠ Holiday OT

Magkaiba ang applicable rate.

At kung may company policy, employment contract o CBA na nagbibigay ng mas mataas na overtime benefit, maaaring mas mataas pa sa statutory minimum ang dapat matanggap ng employee.

Frequently Asked Questions

Ilang oras bago maging overtime?

For covered employees under the standard rule, work performed beyond eight hours per day is overtime work.

Magkano ang overtime rate sa ordinary working day?

At least 125% ng regular hourly wage para sa overtime hours.

Magkano ang overtime kapag rest day?

Ang overtime hours ay binabayaran ng additional 30% based sa applicable hourly rate ng rest day.

Mas mataas ba ang overtime sa regular holiday?

Yes. Dahil ang applicable rate para sa first eight hours of work on a regular holiday ay generally 200%, at ang overtime ay may additional 30% ng hourly rate applicable sa holiday.

Pwede bang ipalit ang undertime sa overtime?

Hindi. Under Article 88 of the Labor Code, undertime on one day cannot be offset by overtime on another day.

Paano kung mas mataas ang OT rate ng company namin?

Kung may applicable agreement o employment arrangement na nagbibigay ng mas favorable overtime rate, maaaring mas mataas ang matatanggap mo kaysa statutory minimum.

Final Reminder

Kung gusto mong mabilis na i-check ang overtime pay mo sa ordinary working day, tandaan ang basic formula:

Daily Wage ÷ 8 = Hourly Rate

Then:

Hourly Rate × 125% × Number of OT Hours

Pero kapag rest day, special non-working day, regular holiday, o holiday na tumapat sa rest day, huwag gamitin agad ang 125%.

Kailangan munang malaman ang applicable rate para sa araw na iyon bago kalkulahin ang overtime premium.

Kung may discrepancy sa payslip o hindi malinaw ang computation ng employer, magandang i-check ang iyong time record, payslip at employment terms. Para sa iba pang salary components, tingnan din ang 13th Month Pay guide at Take-Home Pay guide. Para sa official guidance, maaaring kumonsulta sa DOLE Regional Office o Bureau of Working Conditions.

Official Sources

Department of Labor and Employment – Labor Code, Book III: Conditions of Employment

DOLE-BWC – Workers’ Statutory Monetary Benefits Handbook, 2024 Edition

DOLE Labor Advisory No. 12-25 – 2026 Holiday Pay Rules

DOLE Labor Advisory No. 13-26 – August 2026 Holiday Pay Rules

Information checked: September 16, 2026. Pay rules may vary when a contract, company policy, or collective bargaining agreement provides a more favorable benefit.