Malacañang has declared November 16 to 18, 2026, as special non-working days in the National Capital Region (NCR) in connection with the Philippines’ hosting of the 49th ASEAN Summit and Related Summits.
Under Proclamation No. 1447, signed by Acting Executive Secretary Ralph G. Recto on September 17, 2026, the three-day work suspension aims to help ease traffic congestion and allow the host country to ensure the safety and security of summit participants.
The declaration covers Monday, November 16, through Wednesday, November 18, 2026, across Metro Manila.
For businesses operating in NCR, this announcement is an opportunity to review employee schedules, communicate work arrangements, and prepare accurate payroll computations for employees who may report for work during these special non-working days.
What Employers Need to Know About Special Non-Working Days
A special non-working day is different from a regular holiday, particularly when it comes to employee compensation.
For covered private-sector employees, the general rules include:
- No work, no pay: Applies when employees do not work, unless a company policy, established practice, or collective bargaining agreement provides payment.
- Work on a special non-working day: Employees generally receive 130% of their daily basic wage for the first eight hours.
- Special non-working day falling on a rest day: Employees who work generally receive 150% of their daily basic wage for the first eight hours.
- Overtime work: Additional premiums apply when employees work beyond eight hours.
These rules are based on applicable Philippine labor regulations and DOLE guidance.
How to Compute Special Non-Working Day Pay in the Philippines
Understanding holiday pay computation helps HR professionals and payroll officers ensure employees receive the correct compensation.
1. Employee Does Not Work on a Special Non-Working Day
The general rule is no work, no pay, unless the employer has a policy or agreement granting payment for special non-working days.
2. Employee Works on a Special Non-Working Day
The employee is generally entitled to 130% of their daily basic wage for the first eight hours.
Formula:
Daily Basic Wage×130%\text{Daily Basic Wage} \times 130\%Daily Basic Wage×130%
3. Special Non-Working Day That Falls on a Rest Day
When an employee works on a special non-working day that also falls on their scheduled rest day, the general statutory rate is 150% of the daily basic wage for the first eight hours.
Example:
₱800 × 150% = ₱1,200
4. Overtime on a Special Non-Working Day
For overtime work during a special non-working day, the applicable overtime premium is added to the hourly rate for work performed beyond eight hours.
Employers should also consider applicable rules for night shift differential, rest-day work, and other compensation components when relevant.
Regular Holiday vs. Special Non-Working Day: What’s the Difference?
One of the most common payroll concerns is distinguishing between regular holidays and special non-working days.
Managing Holiday Pay Through Manual Computation Can Be Time-Consuming
For businesses with employees working different shifts, schedules, and locations, computing holiday pay manually can create additional administrative work.
HR and payroll teams may need to:
- Check declared holidays and special non-working days.
- Identify employees who worked during the holiday.
- Verify scheduled rest days.
- Calculate special day premiums and overtime.
- Review attendance records.
- Ensure accurate payroll processing.
PayrollPlus is a payroll and HR software solution designed to support businesses in managing employee compensation, attendance, and payroll processing.
With properly configured holiday schedules and pay rules, PayrollPlus can help payroll teams manage computations involving regular holidays, special non-working holidays, overtime, and other applicable compensation components.
PayrollPlus Features for Holiday and Payroll Management
Holiday Pay Computation
Support payroll processing for regular holidays and special non-working holidays based on configured pay rules.
Special Non-Working Day Pay
Help calculate applicable premium pay for employees who work during declared special non-working days.
Overtime Computation
Account for overtime compensation when employees work beyond their regular hours.
Payroll Processing for Philippine Businesses
Manage payroll calculations and employee compensation records in one system instead of relying entirely on spreadsheets.
Actual functionality and pay rule configurations depend on the PayrollPlus version, company policies, and applicable labor regulations.
Attendance and Work Schedule Management
Use employee attendance and work schedule information to support accurate payroll processing.
Prepare Your Payroll for the November 16–18 NCR Holidays
The declaration of November 16–18, 2026, as special non-working days gives businesses time to prepare for possible changes in work schedules and payroll requirements.
- Before these dates, employers should:
- Review employee work schedules.
- Communicate holiday work arrangements.
- Confirm applicable holiday pay rules.
- Update payroll holiday calendars and configurations.
- Review attendance and payroll records before processing.
With PayrollPlus, businesses can support more organized payroll processing and reduce the repetitive work involved in calculating employee compensation.
Frequently Asked Questions
November 16–18, 2026, are declared special non-working days in the National Capital Region in connection with the 49th ASEAN Summit and Related Summits.
Employees generally receive 130% of their daily basic wage for the first eight hours of work on a special non-working day.
If the employee works, the general statutory rate is 150% of the daily basic wage for the first eight hours.
Generally, the no work, no pay principle applies unless the employer has a favorable company policy, established practice, or collective bargaining agreement providing payment.
PayrollPlus supports payroll processing involving holiday pay, overtime, and other compensation components, subject to its configured features, company policies, and applicable labor rules.
Employers should review work schedules, communicate employee arrangements, verify applicable pay rules, and ensure their payroll system is properly configured before processing salaries.
