Is Mandatory Rest Day Overtime Legal in the Philippines

If we use the above information, we can conclude that an employee cannot refuse mandatory overtime unless he or she can prove that none of the above situations are met. However, the surest way to know whether or not you can refuse this would be to seek legal advice, as they fully understand our constitution and its technical details. We have unparalleled expertise in providing transparent advice to our clients on how to properly match their benefits and compensation plans to the mandatory benefits imposed by Philippine labor law. To require overtime without the employee`s consent, one of the above circumstances must therefore exist and be invoked by the employer. 90 Calculation of additional remuneration. For the purposes of calculating overtime and other overtime remuneration under this Chapter, an employee`s “normal wage” shall include only cash wages without deduction due to facilities provided by the employer. However, some groups of workers do not need to be paid for overtime. According to the Labour Code and other laws, overtime pay must be paid to all employees, except: In general, the burden of proof for the payment of pecuniary claims arising in the ordinary course of business lies with the employer. However: “In the case of overtime pay, bonuses for public holidays and rest days, the burden is transferred to the employee, since these monetary claims do not arise in the ordinary course of business. It is therefore incumbent on the worker to prove first that he actually worked more than the normal eight hours per day and that he actually worked on public holidays and rest days. (Minsola v. New City Builders, Inc., G.R. No. 207613, January 31, 2018) Work performed beyond eight hours on a public holiday or a day of rest is entitled to an additional indemnity equal to the first eight hours plus at least 30% of them.

However, an employee generally does not receive overtime pay or bonuses because they depend on whether overtime was worked or was worked on a rest day or a special non-working day. Since an employer generally does not require overtime or work on a day of rest or a special day, overtime pay and bonus pay are not “in the ordinary course of business.” If this is the case, the burden of proving that he was duly and duly authorised to work overtime or to work on a day of rest or a special day of leave. Therefore, in many companies, an overtime form or special work form must be completed by the employee and signed by his or her immediate supervisor as proof. However, the law provides special regulations if you let your employees work on a day of rest or a public holiday. Instead of 25%, since employees should rest or spend time with their families, the law says you “appreciate” them more. How much more? Another 5%. For example, the overtime rate on rest days and public holidays is 30%. Going back to our example, in this case, the employee should get 130 PHP per hour. The Labour Code requires overtime pay for additional remuneration for work beyond the normal working time of 8 hours per day.

The overtime rate of pay is 25% of the hourly rate for work performed for more than eight (8) hours on the regular day. On an employee`s day of rest, the rate is increased by 30% of the daily principle or by a total of 130% for work on the rest day or the special day. On a special day falling on the worker`s day of rest, the rate of 50 % of the daily principle or a total of 150 % applies. For work performed on an ordinary public holiday falling on the employee`s day of rest, a bonus equal to 30% of the daily principle or a total of 260% is paid. To be honest, the most reliable answer to this question is actually: it depends on the situation. Mandatory overtime may be considered illegal unless it meets at least one of the five (5) requirements of Section 89 of the Philippine Labor Code, which sets out the rules for emergency overtime, or the only circumstances in which an employer may require its employees to work overtime. These conditions are as follows: For special holidays: If the work is performed during a special leave, an employee is entitled to additional remuneration of at least thirty percent (30%) of his or her regular salary. If the special vacation work falls on the employee`s scheduled day of rest, the employee is entitled to an additional allowance of at least fifty per cent of his or her regular wages. First, let`s explain what extra time is so we`re all on the same page. Overtime is set out in article 87 of the Labour Code and stipulates: It is the duty of each employer to grant each of its employees a rest period of at least twenty-four (24) consecutive hours after six (6) consecutive working days. If your policy includes these 3 things, I think it would go a long way in reducing overtime abuse. Pay overtime with weekly rest – Overtime worked on a day of rest receives additional pay of at least 30%.

You may be thinking, “Lawyer, are there circumstances in which employees may be required to work overtime?” Yes! This issue is covered by article 89 of the Labour Code under emergency overtime. Here is a list of circumstances in which they can engage. Any party aggrieved by the wage order issued by the Regional Board may appeal to the Commission within ten (10) calendar days following the publication of the order. The Commission shall dispose of such a complaint within sixty (60) calendar days of its submission. For public holidays or public holidays: The employer may require its employees to work during a statutory leave, provided that these employees receive an indemnity equal to at least twice its regular rate. An employee who works more than 8 hours is entitled to an additional remuneration of 25% for each hour exceeding the normal working hours. Work less than the usual working time of one day may not be compensated by overtime on another day. The employer provides for a rest period of at least 24 consecutive hours after each 6 consecutive normal working days. However, the employee must take into account his preference with regard to his weekly day of rest for religious reasons. Labor Code of the Philippines, sections 91-93. The Minister of Labour and Employment may, by appropriate regulations, restrict or prohibit the allocation of labour for the purpose of protecting the rights of workers under this Act.

In such prohibition or restriction, it may make appropriate distinctions between pure contracts of employment and contracts of employment, as well as differentiations within these types of contracts, and determine which of the parties concerned is considered to be the employer for the purposes of this Code in order to prevent a violation or circumvention of any provision of this Code. Step 4: Add pay to overtime pay for regular hours worked (for example, 6 hours). Therefore, I recommend that my students and clients issue an overtime policy. And for me to say that this policy should answer 3 questions to be effective. The employer shall determine and fix the weekly day of rest of his employees, which shall be subject to the collective agreement and to the rules and regulations that may be provided for by the Minister of Labour and Employment. However, the employer must respect the preference of employees with regard to their weekly day of rest if this preference is based on religious reasons. Art. 102.

Zahlungsarten. No employer may pay an employee`s wages by means of promissory notes, vouchers, vouchers, tokens, notes, chits or articles other than legal tender, even if the employee expressly requests it. I am the only machine operator in a well-known manufacturing company. Recently, my supervisor asked me to work overtime at the end of each month. According to him, we have missed sales in the last eight months and we need to double the time to catch up with the company`s goals. In addition, the demand for our products has increased. Unfortunately, this has already affected my time with my family. Is it true that they can ask us to work mandatory overtime? Please advise you. The Labour Code establishes the rules for hiring and firing employees in the private sector; working conditions, including maximum hours of work and overtime; benefits such as vacation pay, thirteenth of monthly salary and retirement pay; and guidelines for trade union organization, membership and collective bargaining.

Current labour legislation allows for typical working time of 8 hours per day, or 48 hours per week, provided that workers are granted at least one day off per week. [1] [2] The minimum age for admission to employment in the Philippines is 15 years, unless people work under the direct supervision of their parents. [3] On the other hand, an employee who works more than eight hours is entitled to additional remuneration equal to his regular wages plus at least 25% of it. Therefore, you are also entitled to overtime pay. It is under section 87 of the Labour Code, which states: Speaking of rectifying things, let us move on to the second point I want to raise. Many clients and students ask me how I can prevent employees from abusing overtime privileges. While overtime pay must be paid for work performed beyond normal working hours, the employee cannot require the employer to allow overtime if it is not necessary or simply if no work is required. “Article 87 Overtime. Work may be performed in excess of eight (8) hours per day, provided that the employee is paid for overtime, additional remuneration equal to his or her regular wages plus at least twenty-five percent (25 per cent) thereof.