Philippines issues pay rules for NCR special non-working days during ASEAN Summit

The Philippines’ Department of Labor and Employment (DOLE) has issued pay guidelines for workers in the National Capital Region (NCR) during the special non-working days declared from November 16 to 18, 2026 for the 49th ASEAN Summit and Related Summits.

Under Labor Advisory No. 16, Series of 2026, employees who do not report for work on the special non-working days will generally be covered by the “no work, no pay” principle, unless a company policy, established practice or collective bargaining agreement provides otherwise.

The advisory was signed by Labor Secretary Francis N. Tolentino on 28 September and released on 30 September.

Workers reporting for duty to receive 30% premium

Employees who work on the special non-working days will receive their basic wage plus a 30% premium for the first eight hours.

For employees working beyond eight hours, overtime will carry an additional 30% of the hourly rate applicable to work performed on the special day.

This means workers who report for duty during the ASEAN Summit-related special non-working days will receive higher pay than their regular basic wage.

Workers who perform duties on a special non-working day that also falls on their scheduled rest day will be entitled to a 50% premium on their basic wage for the first eight hours.

For overtime beyond eight hours in this situation, employers must provide an additional 30% of the applicable hourly rate for work performed on the special day and rest day.

The pay rules apply specifically to workers in the NCR during the special non-working days linked to the 49th ASEAN Summit and Related Summits.

The Philippines is set to host the ASEAN Summit and related meetings in November, bringing together leaders and senior officials from ASEAN member states and dialogue partners.

For employers, the advisory sets out the applicable wage treatment for employees who work during the special days, while allowing existing company policies, practices and CBAs to determine whether employees who do not work are entitled to pay despite the general “no work, no pay” rule.