{"id":269,"date":"2025-12-16T20:29:27","date_gmt":"2025-12-17T00:29:27","guid":{"rendered":"https:\/\/manageph.com\/blog\/?p=269"},"modified":"2025-12-16T20:29:27","modified_gmt":"2025-12-17T00:29:27","slug":"planning-coverage-for-long-ph-weekends","status":"publish","type":"post","link":"https:\/\/manageph.com\/blog\/planning-coverage-for-long-ph-weekends\/","title":{"rendered":"Planning for Coverage During Philippine Long Weekends in 2026"},"content":{"rendered":"\n

You know what happens every year?<\/p>\n\n\n\n

November rolls around. December follows. And suddenly you’re scrambling to figure out who’s working when your Filipino team wants time off.<\/p>\n\n\n\n

The Philippines has a lot of holidays. Like, a lot.<\/p>\n\n\n\n

All Saints’ Day. Bonifacio Day. Christmas. New Year. Plus all the special non-working days that pop up.<\/p>\n\n\n\n

And here’s the thing most employers don’t realize until it’s too late.<\/p>\n\n\n\n

If you’re hiring Filipino employees (not independent contractors), Philippine holiday pay rules apply. <\/p>\n\n\n\n

Miss this and you’ll either overpay (wasting money) or underpay (breaking the law and making your team upset).<\/p>\n\n\n\n

But if you’re hiring independent contractors or freelancers? The rules are completely different.<\/p>\n\n\n\n

I’m going to walk you through exactly how to plan coverage for these long weekends.<\/p>\n\n\n\n

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Tired of Juggling Holiday Schedules ?<\/h4>\n

ManagePH lets you see who’s working and who’s off in one dashboard<\/p>\n <\/div>\n

\n \n Get Started <\/a>\n <\/div>\n<\/div>\n\n\n\n

Two Types of Holidays That Cost Employees Different Amounts<\/strong><\/h2>\n\n\n\n

If you’ve got Filipino employees on payroll, here’s what you’re dealing with.<\/p>\n\n\n\n

The Philippines doesn’t just have “holidays.” They have regular holidays and special non-working days. And the pay difference between them is huge.<\/p>\n\n\n\n

Regular holidays are the big ones. Independence Day. Christmas. Bonifacio Day.<\/p>\n\n\n\n

If your employee doesn’t work on a regular holiday, you still pay them. Full wage. They stay home, you pay them anyway.<\/p>\n\n\n\n

If they DO work on a regular holiday, you pay them 200% of their daily rate. Double pay for the first eight hours.<\/p>\n\n\n\n

And if that regular holiday happens to fall on their rest day? Now you’re paying 260%.<\/p>\n\n\n\n

Special non-working days are different.<\/p>\n\n\n\n

These are days like All Saints’ Eve (October 31) and All Saints’ Day (November 1). The government says “eh, take the day off if you want.”<\/p>\n\n\n\n

No work, no pay. Unless your company decides to pay them anyway.<\/p>\n\n\n\n

If they work on a special non-working day, you pay 130% of their daily rate. Not double, just an extra 30%.<\/p>\n\n\n\n

Falls on their rest day? That jumps to 150%.<\/p>\n\n\n\n

See the difference? Same November long weekend, completely different costs depending on which type of holiday it is.<\/p>\n\n\n\n

For November 2025, here’s what you’re dealing with for employees:<\/p>\n\n\n\n