A practical legal article for employers, principals/clients, security agencies, guards, and counsel (Philippine context)

1) Scope and key takeaways

Coverage: Private security personnel (watchmen/security guards/security officers) assigned within Bulacan, which forms part of Region III (Central Luzon).
Source of the “current minimum”: The latest Regional Wage Order of RTWPB–III, as approved by the NWPC and published; it becomes effective 15 days after publication unless the order states otherwise.
Big idea: The guard’s statutory minimum daily wage is set by the wage order; all statutory premiums and benefits are computed on top of that floor. In a contracting setup (principal–security agency–guard), the security agency must pay not less than the minimum, and the principal (client) is solidarily liable for wage deficiencies related to the contracted work.

Because “current” figures change by wage order and publication dates, always rely on the latest Wage Order for Region III. The sections below explain exactly how to determine and compute the lawful pay even without the numeric rate at hand.

2) Legal framework

Labor Code of the Philippines (as amended):
- Minimum wage setting by Regional Tripartite Wages and Productivity Boards (RTWPBs);
- Overtime pay (at least 25% of hourly rate for work >8 hours on ordinary days; 30% if OT on a rest day/special day/holiday);
- Night shift differential (NSD) 10% of the regular hourly rate for work between 10:00 p.m. and 6:00 a.m.;
- Premium pay for work on rest days/special days/holidays;
- Holiday pay for regular holidays (100% of wage, or 200% if worked, plus OT if applicable).
Wage Rationalization Act (RA 6727) and PD 442 implementing rules: Wage Orders; exemptions (if any) are narrowly construed.
Private Security Industry: RA 5487 (as amended) and its IRR; DOLE Department Order (D.O.) No. 150-16 (Revised Rules on Employment of Security Guards); DOLE D.O. No. 174-17 (contracting/subcontracting).
Tax & mandatory benefits laws: 13th-month pay (PD 851), SSS/EC, PhilHealth, Pag-IBIG coverage.
Solidary liability: Labor Code, Art. 106 and D.O. 174-17—principal and contractor may be solidarily liable for wage/benefit deficiencies in contracting arrangements (the typical security services setup).

3) Does Region III set a separate security-guard minimum?

RTWPB–III Wage Orders usually state minimum by sector (e.g., Non-Agriculture, Agriculture, sometimes Retail/Service with employee thresholds). Many Regions expressly list “Security Guards” with a specific minimum or clarify that guards fall under the “Non-Agriculture” rate of the place of assignment. In practice in Central Luzon, agencies apply the Non-Agriculture rate for the city/municipality where the post is located, unless the Wage Order itself sets a distinct line for guards.

Action rule: Read the latest Region III Wage Order’s schedule:

If it has a row for “Security Guards”, use that figure.
If not, apply the Non-Agriculture minimum for the Bulacan city/municipality of actual assignment.

4) Area classification within Bulacan

Wage Orders commonly group cities/municipalities into Area Categories (A/B/C…) with different minimums. Bulacan often shares a tier with other growth centers in Central Luzon, but specific cities (e.g., San Jose del Monte, Malolos, Meycauayan) and municipalities may land in different brackets depending on the Order.

Action rule: Identify the post’s exact location (city/municipality). Use the Wage Order’s matrix to pick the correct bracket for Bulacan. The agency cannot lawfully pay a rate lower than the bracket corresponding to the post (not the agency’s head office).

5) Pay is for 8 hours; guards often render 12 hours

Philippine minimum wages are daily rates for an 8-hour workday. Security posts often run 12-hour shifts. The extra 4 hours are overtime and must be paid with the OT premium.

Computation template (ordinary working day):

Daily Minimum (8h) = ₱M (the applicable minimum for Bulacan per latest Wage Order).
Hourly Rate = ₱M ÷ 8.
Overtime (first 4 hours) = Hourly Rate × 1.25 × 4.
If any hours fall within 10 pm–6 am: add NSD = Hourly Rate × 10% × NSD hours.
Total Daily Pay for a 12-hour shift = ₱M + OT + NSD (plus any applicable premiums if it’s a rest day/holiday/special day).

No “compressed” 12-hour flat minimum is allowed unless OT and NSD are separately and correctly paid.

6) Premiums and scenarios (quick law guide)

Night Shift Differential (NSD): +10% of regular hourly rate for hours between 10 pm–6 am (whether or not it’s OT).
Overtime (OT): +25% of hourly rate on ordinary days; +30% if OT occurs on a rest day/special day/regular holiday.
Special (Non-Working) Day worked: Daily wage × 1.30 (plus OT if >8h, plus NSD if night hours). If not worked, the rule is “no work, no pay” unless company policy/CBA favors payment.
Regular Holiday worked: Daily wage × 2.00 for first 8 hours; OT beyond 8 is hourly × 2.60; add NSD if applicable. If not worked: 100% of daily wage if the employee is present or on paid leave on the workday immediately preceding the holiday (attendance rules apply).
Rest day worked (not a holiday): Daily wage × 1.30 for the first 8 hours; OT beyond is hourly × 1.69; add NSD if applicable.

7) Contracting structure and billing rate vs. guard’s wage

Security services are typically contracting/subcontracting arrangements: the private security agency (PSA) is the employer; the principal (client) is the service recipient.

Billing rate to the client is higher than the guard’s wage because it must cover the statutory wage, OT/NSD/premiums, 13th-month pay accrual, SIL, SSS/PhilHealth/Pag-IBIG/EC, uniforms/equipment (as applicable), admin/overhead, and agency margin.
DOLE D.O. 150-16 requires PSAs to ensure lawful wages/benefits and transparent costing; it also restricts charging costs to guards (e.g., no deposits for uniforms/firearms; wage deductions only as legally allowed).
D.O. 174-17 (contracting) + Art. 106: the principal is solidarily liable with the agency for unpaid wages/benefits related to the contract.

8) Benefits that must be on top of the daily minimum

13th-month pay (computed on basic wage actually received);
Service Incentive Leave (SIL) of 5 days per year (if eligible);
SSS, PhilHealth, Pag-IBIG, EC contributions (employer and employee shares);
Overtime, NSD, premium pay, holiday pay as applicable;
Service charge law (RA 11360) generally applies to hotels/eateries—not to typical security posts; tips/service charges are not a substitute for wage.

9) Wage distortions, COLA, and allowances

Some Wage Orders break out a Cost-of-Living Allowance (COLA) component. Unless the Order integrates COLA into basic wage, treat COLA as separate but still mandatory.
Wage distortion adjustments may be needed where wage floors compress salary gaps; resolve by negotiation or through NCMB if unresolved.
Allowances (meal, travel, post allowance) are contractual unless required by Wage Order or law; they do not replace minimum wage unless the Order explicitly integrates them into basic.

10) Exemptions, compliance, and penalties

Exemptions (if any) are strictly per Wage Order guidelines (e.g., distressed establishments, calamity areas) and require approval; security agencies servicing clients are typically not exempt.
Penalties & enforcement: DOLE can issue Compliance Orders; non-compliance risks administrative fines, money claims, potential criminal liability for illegal deductions, and contract termination by the principal.
Reinstatement/backwages and attorney’s fees may be awarded in disputes.

11) How to determine the actual current figure (Bulacan)

Get the latest Region III Wage Order (and any Advisory clarifying coverage of security guards) from:
- RTWPB–III / NWPC official publications;
- The Order’s schedule/matrix lists Bulacan cities/municipalities and corresponding rates.
Check effectivity date (usually 15 days after publication). If a new order exists but is not yet effective, apply the currently effective order until effectivity date.
Identify post location in Bulacan → pick the correct area/category and sector (typically Non-Agriculture unless a “Security Guard” line exists).
Confirm COLA integration (if any) and whether the rate shown is basic or basic + COLA.
Update payroll and billing to reflect the new minimum and all premiums.

12) Worked examples (plug-and-play templates)

Replace ₱M with the Bulacan rate from the current Wage Order and fill in hours.

A. Ordinary weekday, 12-hour shift with 2 night hours (10 pm–12 mn):

Daily minimum (8h): ₱M
Hourly = ₱M ÷ 8
OT (4h) = (₱M ÷ 8) × 1.25 × 4
NSD (2h) = (₱M ÷ 8) × 0.10 × 2
Pay = ₱M + OT + NSD

B. Regular holiday worked, 12 hours, with 3 night hours:

First 8h = ₱M × 2.00
OT beyond 8h (4h) = (₱M ÷ 8) × 2.60 × 4
NSD (3h) = (₱M ÷ 8) × 0.10 × 3
Pay = (₱M × 2.00) + OT + NSD

C. Rest day (not holiday), 12 hours, no night hours:

First 8h = ₱M × 1.30
OT (4h) = (₱M ÷ 8) × 1.69 × 4
Pay = (₱M × 1.30) + OT

13) Documentation & payroll hygiene (security agencies and principals)

Keep on file: copy of current Wage Order, payroll registers, DTR/biometrics, post orders, client contracts, assignment orders, and proof of benefits remittances (SSS/PhilHealth/Pag-IBIG).
Ensure post-based pay (Bulacan rate for Bulacan posts) and timely wage increases on effectivity.
Mirror increases in client billing to sustain lawful pay and avoid wage compression for senior guards/supervisors.
Train payroll teams on holiday calendars, special days, NSD, OT, and rest day rules; avoid “flat rate” shortcuts.

14) Common pitfalls

Paying agency head-office region’s minimum instead of the post’s (Bulacan) rate.
Treating 12-hour deployment as “one day” without OT/NSD.
Ignoring COLA integration or updates after new Wage Orders.
Illegal deductions for uniforms/equipment; or recouping statutory contributions from the guard’s pay.
Missing solidary liability—principals refusing billing rate adjustments yet expecting agencies to shoulder wage hikes (risking non-compliance claims).

15) Bottom line

For security guards assigned in Bulacan, the lawful minimum daily wage equals the applicable Region III rate for the post location, as defined by the current Wage Order, with all statutory premiums and benefits computed on top. Agencies and principals must align payroll and billing immediately upon effectivity of a new order and keep airtight records. Guards are entitled to demand compliance; DOLE can enforce through inspections and compliance orders.

This article provides general legal information for the Philippine setting and is not a substitute for tailored legal advice on a particular contract, site, or dispute.