Minimum Wage, Hours & Overtime in the Philippines (2026)

There is no single Philippine minimum wage. Pay floors are set region by region by the Regional Tripartite Wages and Productivity Boards, and the hours-and-premiums rules layered on top can surprise foreign employers used to a flat salary model. Chamberlain helps you set compliant pay and schedules from day one, at a fixed fee.

Minimum Wage Is Regional

Each region issues its own wage order, so the lawful daily minimum depends on where your staff actually work. In Metro Manila (NCR), the non-agricultural daily minimum is ₱695 under the 2025 wage order, with lower tiers for certain service and retail establishments; most regions outside NCR sit meaningfully below that. Several regions schedule staggered increases during 2026, so the figure that applies to your business can change mid-year.

Because these orders are revised regularly, never rely on a remembered number — confirm the current wage order for your region before finalising any salary.

The Eight-Hour Day and Its Premiums

The standard workday is eight hours, with a normal ceiling of around 48 hours per week and at least one 24-hour rest day. On top of that base, the Labor Code mandates premium pay:

• Overtime (regular day): at least +25% on the hourly rate
• Overtime (rest day, special day or regular holiday): at least +30% on the applicable rate for that day
• Regular holidays: a paid day off, or 200% (double pay) for work performed
• Special non-working holidays: generally the “no work, no pay” rule, unless you grant pay as a benefit

These premiums compound, so a single holiday shift can cost far more than a normal day. Accurate computation is exactly what proper payroll exists to handle, and it should align with your broader corporate compliance obligations.

Chamberlain keeps your pay structure current and your math defensible. Book a consultation, see our transparent pricing, or write to hello@chamberlain.ph. Visit the HR & labor hub for the full service set.