I. Introduction

The timely payment of wages is one of the most basic obligations of an employer under Philippine labor law. Wages are not treated merely as ordinary commercial debts. They are the means by which employees support themselves and their families, and the law therefore gives wage claims special protection.

Delayed payroll, unpaid salaries, unauthorized wage deductions, withheld final pay, and non-payment of statutory benefits are common labor issues in the Philippines. These problems may arise from cash-flow difficulties, payroll processing errors, disputes over attendance, employer closure, resignation, termination, or deliberate refusal to pay. Regardless of the cause, Philippine law imposes strict rules on when, where, how, and in what amount wages must be paid.

This article discusses the Philippine legal framework governing delayed payroll and wage payment violations, the rights of employees, employer obligations, common defenses and misconceptions, available remedies, jurisdictional issues, and practical considerations.

II. Meaning of Wages Under Philippine Labor Law

Under the Labor Code, “wage” generally refers to the remuneration or earnings capable of being expressed in money, payable by an employer to an employee for work done or to be done, or for services rendered or to be rendered.

Wages may include:

Basic salary;
Cost-of-living allowance, if applicable;
Commissions that form part of compensation;
Overtime pay;
Night shift differential;
Holiday pay;
Premium pay for rest days and special days;
Service incentive leave pay;
13th month pay;
Other wage-related benefits granted by law, contract, company policy, or collective bargaining agreement.

The label used by the employer is not controlling. If the payment is compensation for labor or service, it may be treated as a wage or wage-related benefit.

III. Constitutional and Statutory Policy

The Philippine Constitution recognizes labor as a primary social economic force and mandates the protection of workers’ rights. This policy is implemented through the Labor Code and related statutes.

The law favors the protection of wages because wages are presumed necessary for the employee’s subsistence. For this reason, wage rules are interpreted liberally in favor of labor when doubt exists, although employees must still prove the factual basis of their claims.

IV. Frequency of Wage Payment

A. General Rule

Under the Labor Code, wages must be paid at least once every two weeks or twice a month at intervals not exceeding sixteen days.

This means that an employer generally may not choose to pay employees only once a month if doing so results in intervals beyond what the law allows, unless a lawful exception applies.

Common lawful payroll arrangements include:

Semi-monthly pay, such as every 15th and 30th day of the month;
Bi-weekly pay;
Weekly pay;
Other arrangements that comply with the maximum interval allowed by law.

B. Exception for Force Majeure or Circumstances Beyond Employer Control

The Labor Code allows delay only in exceptional circumstances, such as force majeure or circumstances beyond the employer’s control, where payment cannot be made on time.

However, this exception is narrow. Ordinary business difficulty, lack of revenue, delayed collections from clients, administrative inefficiency, or poor cash-flow planning generally does not automatically excuse delayed payroll. Employers are expected to manage their business in a way that allows compliance with wage laws.

C. Payment After Work Completion

If work cannot be completed within two weeks because of force majeure or circumstances beyond the employer’s control, payment must generally be made at intervals not exceeding sixteen days, in proportion to the amount of work completed.

V. Time and Place of Payment

A. Payment at or Near the Workplace

Wages should generally be paid at or near the place of undertaking, except as otherwise allowed by law or regulation.

Today, wage payment is commonly made through bank transfer, ATM payroll accounts, e-wallet arrangements, or other electronic payment systems. These methods are generally acceptable if employees actually receive their wages on time and without unlawful burden or unauthorized deductions.

B. Payment During Working Time

As a rule, payment should be made during working time. This protects employees from being required to spend unpaid time merely to collect wages.

VI. Form of Wage Payment

A. Legal Tender

Wages must generally be paid in legal tender. Payment by promissory note, voucher, token, coupon, chits, or other substitute instruments is prohibited, even if the employee agrees.

The employer cannot satisfy its wage obligation by saying, for example, “We will pay you later through a company voucher,” or “Your salary will be credited once collections arrive,” if no actual wage payment is made.

B. Payment by Check or Bank Transfer

Payment by check or bank transfer may be valid when permitted by law, practice, agreement, or regulation, and when the employee can actually receive or withdraw the amount due without unreasonable delay or cost.

If a check bounces, is dishonored, or cannot be encashed, the employer has not effectively paid the wage.

VII. Prohibition Against Withholding Wages

Philippine law generally prohibits employers from withholding wages except in cases allowed by law.

An employer may not withhold salary merely because:

The employee resigned;
The employee has not signed a clearance, unless withholding is limited to lawful accountability and is not used to defeat earned wages;
The employer is angry at the employee;
The employee has a pending disciplinary case;
The employer has cash-flow problems;
The employee allegedly caused damage, without due process and legal basis;
The employee has not returned company property, unless the amount withheld corresponds to a lawful and proven accountability.

Earned wages belong to the employee. Once services have been rendered, the employer’s obligation to pay arises.

VIII. Unauthorized Wage Deductions

A. General Rule

Wage deductions are prohibited unless authorized by law, regulation, or the employee in a valid manner.

Permissible deductions may include:

SSS contributions;
PhilHealth contributions;
Pag-IBIG contributions;
Withholding tax;
Union dues, where applicable and properly authorized;
Insurance premiums, if validly authorized;
Deductions for lawful loans or advances;
Other deductions expressly allowed by law or written authorization.

B. Invalid Deductions

The following may be unlawful if not legally justified:

Deductions for business losses;
Deductions for broken equipment without proof of fault and due process;
Deductions for cash shortages imposed automatically;
Deductions for uniforms or tools where not allowed;
Deductions for training bonds that are excessive, punitive, or unsupported by valid agreement;
Deductions imposed after resignation without proper accounting;
Deductions for penalties not recognized by law or contract.

C. Employee Consent Is Not Always Enough

Even if an employee signs an authorization, the deduction may still be invalid if it violates labor standards, public policy, or minimum wage rules.

An employee cannot validly waive statutory minimum labor standards in favor of the employer.

IX. Minimum Wage and Delayed Payroll

Delayed payroll becomes more serious when it results in non-payment or underpayment of minimum wage.

Employers must comply with the applicable regional minimum wage rates issued by the Regional Tripartite Wages and Productivity Boards. Minimum wage rates differ by region, sector, industry, and sometimes by employer size or classification.

Payment below the applicable minimum wage is unlawful unless the employer is covered by a valid exemption, if any, under applicable wage orders.

An employer cannot justify below-minimum payment by claiming:

The employee agreed to a lower amount;
The business is small;
The employee is still under training, unless a lawful training arrangement applies;
The employee is probationary;
The employee is part-time;
The company is experiencing losses.

Probationary, regular, casual, seasonal, project-based, and part-time employees are all entitled to applicable labor standards unless a specific lawful exception applies.

X. “No Work, No Pay” and Its Limits

The principle of “no work, no pay” means that an employee is generally not entitled to wages for days not worked, unless there is a law, contract, company policy, or practice granting payment.

However, employers sometimes misuse this rule.

The “no work, no pay” principle does not justify withholding pay for work already performed. It also does not excuse non-payment of statutory benefits that have already accrued.

For example, if an employee worked from May 1 to May 15, the employer cannot invoke “no work, no pay” to avoid paying the salary earned during that period.

XI. Payroll Delays Involving Overtime, Night Differential, Holiday Pay, and Premium Pay

Delayed payroll may involve not only basic salary but also supplemental wage items.

A. Overtime Pay

Non-managerial employees who work beyond eight hours in a day are generally entitled to overtime pay, unless exempt under law.

Failure to pay overtime on the regular payroll date may constitute a wage violation.

B. Night Shift Differential

Employees who work between 10:00 p.m. and 6:00 a.m. are generally entitled to night shift differential, subject to statutory exemptions.

Delayed or omitted night differential is a wage-related violation.

C. Holiday Pay

Covered employees are entitled to holiday pay for regular holidays, subject to the rules on attendance and exceptions.

D. Premium Pay

Work on rest days and special non-working days may entitle covered employees to premium pay.

Payroll systems must properly compute and timely pay these amounts.

XII. 13th Month Pay

The 13th month pay is a mandatory statutory benefit under Presidential Decree No. 851 and related rules.

Covered rank-and-file employees are generally entitled to 13th month pay if they have worked for at least one month during the calendar year.

The 13th month pay must be paid not later than December 24 of every year.

Failure to pay 13th month pay on time may be the subject of a labor complaint.

The minimum 13th month pay is generally one-twelfth of the total basic salary earned within the calendar year. It does not usually include allowances and monetary benefits not considered part of basic salary, unless company practice, agreement, or policy provides otherwise.

XIII. Final Pay and Last Salary

A. What Final Pay Includes

Final pay, sometimes called back pay, may include:

Unpaid salary;
Pro-rated 13th month pay;
Cash conversion of unused service incentive leave, if applicable;
Unpaid overtime pay;
Unpaid holiday pay;
Unpaid night shift differential;
Unpaid commissions or incentives, if earned;
Separation pay, if legally due;
Tax refund, if applicable;
Other amounts due under contract, policy, or law.

B. Timing of Final Pay

Labor advisories have generally recognized that final pay should be released within a reasonable period, commonly within thirty days from separation or termination, unless a more favorable company policy, contract, or agreement provides otherwise.

Employers often require clearance before releasing final pay. Clearance procedures are not automatically illegal, but they must not be used as a tool to indefinitely delay or defeat payment of earned wages.

C. Clearance and Accountability

The employer may account for unreturned property, loans, advances, or other lawful obligations. But any deduction must be supported by law, agreement, or clear proof. The employer should provide an accounting and should not withhold amounts unrelated to the employee’s actual accountability.

XIV. Commissions, Incentives, and Bonuses

A. Commissions as Wages

Commissions may be treated as wages if they are compensation for services rendered and are demandable under the employment agreement, company policy, or established practice.

If the employee has already earned the commission under the applicable rules, delayed or refused payment may give rise to a money claim.

B. Discretionary Bonuses

A purely discretionary bonus is generally not demandable as a matter of right. However, a bonus may become legally demandable if it has ripened into company practice or is promised under contract, policy, or collective bargaining agreement.

C. Performance Incentives

Incentives must be evaluated based on the terms of the incentive plan. Employers should not arbitrarily change commission or incentive rules after employees have already earned the benefit.

XV. Payroll Delays Caused by Employer Cash-Flow Problems

Cash-flow difficulty is one of the most common reasons given for delayed payroll. However, financial difficulty does not automatically excuse non-payment of wages.

Employees are not involuntary creditors of the business. The risk of business losses generally belongs to the employer, not to the employees.

If the employer cannot continue operating, it must follow the rules on closure, retrenchment, redundancy, or other authorized causes, as applicable. It cannot simply continue requiring work while delaying or withholding wages.

XVI. Payroll Delays in Startups, Small Businesses, and Informal Work Arrangements

Small businesses and startups are not exempt from wage laws merely because they are new, informal, or financially unstable.

The following arrangements do not automatically remove labor-law protection:

“Trial work”;
“Volunteer” arrangements in a for-profit business;
“Allowance only” arrangements;
“Equity instead of salary” arrangements;
Verbal employment agreements;
Informal family-business work, depending on facts;
Probationary employment;
Work-from-home arrangements;
Remote work;
Part-time work.

If an employer-employee relationship exists, labor standards generally apply.

XVII. Delayed Wages in Remote Work and Work-from-Home Arrangements

Remote employees are still entitled to timely payment of wages. The fact that work is performed from home or through digital platforms does not remove the employer’s obligation to pay.

Payroll policies for remote workers should clearly address:

Cut-off periods;
Timekeeping;
Approval of overtime;
Payment channels;
Reimbursement procedures;
Treatment of internet, equipment, and work-related expenses;
Data privacy in payroll processing.

Employers should avoid using remote-work monitoring disputes as a reason to delay wages already earned.

XVIII. Independent Contractors vs. Employees

Some wage disputes arise because the hiring party classifies the worker as an “independent contractor.”

Independent contractors are generally governed by civil contracts, not labor standards. However, the label in the contract is not conclusive.

The key question is whether an employer-employee relationship exists. Philippine law commonly considers factors such as:

Selection and engagement of the worker;
Payment of wages;
Power of dismissal;
Power of control over the means and methods of work.

The control test is especially important. If the company controls not only the result but also the manner and method of work, an employment relationship may exist.

If the worker is actually an employee, the employer cannot avoid wage obligations by calling the worker a “consultant,” “freelancer,” “partner,” or “independent contractor.”

XIX. Wage Payment and Management Prerogative

Employers have management prerogative to regulate business operations, including payroll systems, cut-off dates, timekeeping procedures, and internal approvals.

However, management prerogative is not absolute. It must be exercised in good faith and in accordance with law.

An employer cannot invoke management prerogative to:

Pay wages late;
Withhold wages indefinitely;
impose unauthorized deductions;
Require employees to waive statutory benefits;
Retaliate against employees who complain;
Use clearance procedures oppressively.

XX. Waiver, Quitclaim, and Release

Employers sometimes ask employees to sign quitclaims or waivers before releasing wages or final pay.

A quitclaim may be valid if it is voluntarily executed, supported by reasonable consideration, and not contrary to law or public policy. However, quitclaims are strictly examined.

A quitclaim may be invalid if:

The employee was forced to sign it;
The employee did not understand it;
The consideration was unconscionably low;
It waives statutory benefits;
It was signed as a condition for receiving amounts already legally due;
It was obtained through fraud, intimidation, or undue pressure.

Employees cannot validly waive minimum labor standards.

XXI. Burden of Proof in Wage Claims

In labor cases, the employee must generally allege and prove the basis of the claim. However, employers are required to keep employment and payroll records.

Where the employer has custody of payroll records, daily time records, payslips, and proof of payment, failure to produce them may work against the employer.

Relevant evidence may include:

Employment contract;
Payslips;
Payroll registers;
Bank statements;
ATM transaction records;
Time records;
Attendance logs;
Work schedules;
Emails or chat messages about salary;
Company handbook;
Offer letter;
Clearance forms;
Resignation or termination documents;
Commission plans;
Screenshots of payroll communications;
Witness statements.

Employers should keep complete payroll documentation. Employees should preserve records of work performed and payments received.

XXII. Payslips and Payroll Transparency

Employees should receive clear information on how their wages are computed.

A proper payslip or payroll statement should ideally show:

Pay period;
Basic pay;
Days worked;
Overtime hours;
Night differential;
Holiday pay;
Premium pay;
Allowances;
Statutory deductions;
Tax withheld;
Other deductions;
Net pay;
Year-to-date information, where applicable.

Lack of payroll transparency often leads to disputes. Employers should not merely provide lump-sum payments without explanation when deductions or adjustments are made.

XXIII. Statutory Contributions and Payroll Delay

Employers are responsible for remitting required contributions to government agencies such as SSS, PhilHealth, and Pag-IBIG.

A related violation may occur where the employer deducts employee contributions from wages but fails to remit them.

This is especially serious because it affects the employee’s access to benefits, loans, health coverage, and social security protection.

Employees should periodically check whether contributions deducted from their wages are actually remitted.

XXIV. Tax Withholding Issues

Employers are required to withhold and remit applicable taxes on compensation.

Payroll disputes may involve:

Excessive withholding;
Failure to issue BIR Form 2316;
Failure to refund excess tax withheld;
Incorrect classification of compensation;
Treating employees as independent contractors for tax purposes while controlling them as employees.

Tax issues may overlap with labor issues but may require separate remedies before tax authorities.

XXV. Remedies for Delayed Payroll and Unpaid Wages

A. Internal Demand

The employee may first send a written request or demand to HR, payroll, management, or the employer.

A written demand should state:

The period worked;
The amount claimed, if known;
The type of unpaid wage or benefit;
Prior attempts to follow up;
A request for payment and computation;
A reasonable deadline.

Written communications are useful evidence if the dispute escalates.

B. SEnA: Single Entry Approach

Many labor disputes go through the Single Entry Approach, or SEnA, a mandatory conciliation-mediation mechanism intended to encourage settlement before formal litigation.

Through SEnA, the parties may discuss unpaid wages, final pay, illegal deductions, and other money claims before a DOLE officer.

Settlement may be documented in writing. Employees should carefully review settlement terms before signing.

C. DOLE Regional Office

Certain labor standards complaints may be filed before the DOLE Regional Office, especially where inspection and enforcement powers are involved.

DOLE has visitorial and enforcement powers to inspect employer records and workplaces and to order compliance with labor standards in proper cases.

D. Labor Arbiter / NLRC

Money claims may also fall under the jurisdiction of the Labor Arbiter, especially when accompanied by claims such as illegal dismissal, reinstatement, damages, attorney’s fees, or claims beyond the jurisdictional limits of other forums.

Claims may include unpaid wages, separation pay, 13th month pay, service incentive leave pay, holiday pay, premium pay, overtime pay, damages, and attorney’s fees.

E. Small Money Claims Before DOLE

The Labor Code provides a mechanism for certain money claims by employees, subject to jurisdictional requirements, such as claims not exceeding a statutory amount and not involving reinstatement. Jurisdictional rules should be checked carefully before filing.

XXVI. Prescription Period for Wage Claims

Money claims arising from employer-employee relations generally prescribe within three years from the time the cause of action accrued.

This means employees should not delay action indefinitely. Each unpaid wage period may have its own accrual date.

For example, if salary for a particular payroll period was due on a specific date and was not paid, the prescriptive period may begin from that point.

Prescription can be a decisive issue. Employees should act promptly, and employers should maintain records.

XXVII. Attorney’s Fees and Legal Interest

In proper cases, employees may be awarded attorney’s fees, commonly where wages were unlawfully withheld and the employee was compelled to litigate or incur expenses to recover them.

Legal interest may also be imposed on monetary awards, depending on the nature of the claim and the applicable ruling or final judgment.

The exact computation of interest depends on the decision, finality of judgment, and applicable jurisprudence.

XXVIII. Criminal and Administrative Consequences

Certain wage violations may expose employers or responsible officers to administrative penalties and, in appropriate cases, criminal liability under labor laws or special statutes.

Possible consequences include:

Compliance orders;
Payment of wage differentials;
Administrative fines;
Inspection findings;
Labor standards enforcement actions;
Criminal prosecution in proper cases;
Liability of responsible corporate officers, depending on facts and law.

Corporate existence does not automatically shield responsible officers where the law imposes liability or where they personally participated in unlawful acts.

XXIX. Retaliation Against Employees Who Complain

Employees have the right to assert lawful wage claims.

An employer should not retaliate against employees by:

Terminating them;
Suspending them without basis;
Demoting them;
Reducing work hours as punishment;
Harassing them;
Blacklisting them;
Threatening non-release of final pay;
Fabricating disciplinary charges.

If retaliation results in dismissal or constructive dismissal, the employee may have additional claims beyond unpaid wages.

XXX. Constructive Dismissal and Repeated Wage Delay

Repeated or severe non-payment of wages may, in some cases, support a claim of constructive dismissal.

Constructive dismissal occurs when continued employment becomes unreasonable, unlikely, or impossible because of the employer’s acts, leaving the employee with no real choice but to resign.

Not every payroll delay automatically constitutes constructive dismissal. The facts matter, including the length of delay, frequency, employer bad faith, amount involved, and whether the employer continued requiring work despite non-payment.

XXXI. Suspension of Operations and Temporary Closure

Employers facing financial difficulty may consider suspension of operations, temporary closure, retrenchment, redundancy, or closure.

However, these options have legal requirements. An employer cannot simply stop paying wages while employees continue to work.

If employees are not allowed to work during a lawful suspension of operations, the wage consequences may differ. But if employees continue rendering services, wages must be paid.

XXXII. Insolvency, Closure, and Priority of Wage Claims

When a business closes or becomes insolvent, employees may have wage claims against the employer.

Philippine law recognizes protection for workers’ claims in cases of bankruptcy or liquidation, subject to applicable proceedings and rules.

Employees should promptly document claims and participate in the proper legal process. Delay may make recovery more difficult, especially if assets are depleted.

XXXIII. Common Employer Misconceptions

1. “We can delay salary because the client has not paid us.”

Generally, no. The employee’s right to wages is not dependent on the employer’s collection from clients.

2. “The employee resigned, so we can hold the salary.”

No. Resignation does not forfeit earned wages.

3. “The employee has not completed clearance, so we can withhold everything.”

Clearance may justify accounting for lawful obligations, but it does not justify indefinite withholding of wages unrelated to any proven accountability.

4. “The employee agreed to late payment.”

Employees generally cannot waive statutory labor standards.

5. “We are a small company, so labor standards do not apply.”

Small businesses are generally covered unless a specific exemption applies.

6. “The worker is called a freelancer, so wage laws do not apply.”

The label is not controlling. If an employer-employee relationship exists, labor standards may apply.

7. “Payroll delay is only an internal matter.”

No. Wage payment is regulated by law.

XXXIV. Common Employee Misconceptions

1. “Any payroll delay automatically means illegal dismissal.”

Not necessarily. It may be a wage violation, but illegal dismissal or constructive dismissal requires additional facts.

2. “All bonuses are automatically demandable.”

Not always. Some bonuses are discretionary unless made demandable by law, contract, company policy, or established practice.

3. “All deductions are illegal.”

No. Statutory deductions and valid authorized deductions may be lawful.

4. “A verbal salary agreement is worthless.”

Not true. Verbal agreements may be proven by conduct, messages, payroll records, and other evidence.

5. “There is no deadline to file wage claims.”

Money claims generally prescribe. Employees should act promptly.

XXXV. Practical Guide for Employees

Employees dealing with delayed payroll should consider the following steps:

Keep copies of employment documents, payslips, schedules, and time records.
Save written communications about salary delays.
Ask HR or payroll for a written explanation and payment date.
Request a computation of unpaid amounts.
Avoid signing quitclaims or waivers without understanding them.
Check SSS, PhilHealth, and Pag-IBIG remittances.
File a request for assistance through proper labor channels if payment is not made.
Observe prescription periods.
Seek legal advice for large claims, dismissal-related claims, or complex compensation structures.

Employees should remain factual and professional in written demands. Emotional or threatening communications may complicate resolution.

XXXVI. Practical Guide for Employers

Employers should adopt strong payroll compliance systems.

Best practices include:

Maintain accurate timekeeping and payroll records.
Pay wages within the legally required intervals.
Issue clear payslips.
Document lawful deductions.
Release final pay within a reasonable period.
Avoid using clearance to delay unrelated wage payments.
Promptly correct payroll errors.
Communicate transparently about payroll issues.
Ensure statutory contributions are remitted.
Train HR and payroll personnel on labor standards.
Keep written policies on salary, overtime, commissions, incentives, and final pay.
Consult counsel before imposing deductions or withholding pay.

Payroll compliance is not merely an accounting function. It is a legal obligation.

XXXVII. Sample Employee Demand Letter for Delayed Salary

Date: [Insert Date]

To: [Employer / HR / Payroll Department] Subject: Request for Payment of Unpaid Salary

Dear [Name]:

I am writing to formally request payment of my unpaid salary for the period [insert dates], in the amount of approximately PHP [insert amount], subject to final payroll computation.

I rendered work during the said period, but I have not yet received the corresponding salary. I respectfully request that the company provide the payment date and a written breakdown of the amount due, including any deductions, if applicable.

Please treat this as a formal request for settlement of my unpaid wages.

Thank you.

Sincerely, [Employee Name]

XXXVIII. Sample Final Pay Follow-Up

Date: [Insert Date]

To: [Employer / HR / Payroll Department] Subject: Follow-Up on Final Pay

Dear [Name]:

I am writing to follow up on the release of my final pay following my separation from the company effective [insert date].

Kindly provide the computation and expected release date of my final pay, including unpaid salary, pro-rated 13th month pay, unused leave conversion if applicable, and other amounts due under law, company policy, or contract.

If there are any pending clearance items or accountabilities, please provide a written statement of the same so they may be addressed promptly.

Thank you.

Sincerely, [Employee Name]

XXXIX. Preventive Compliance Checklist

For Employers

Are wages paid at least twice a month or within lawful intervals?
Are payroll cut-offs clearly communicated?
Are payslips issued?
Are overtime and night differential properly computed?
Are statutory deductions remitted?
Are final pay computations documented?
Are deductions supported by law or written authorization?
Are payroll records retained?
Are employees informed of payroll corrections?
Are resigned or terminated employees paid within a reasonable period?

For Employees

Do you keep copies of payslips?
Do you know your pay period and cut-off?
Do you track overtime and night work?
Do you check government contribution postings?
Do you keep written proof of salary follow-ups?
Do you request computations before signing quitclaims?
Do you act within the prescriptive period?

XL. Conclusion

Delayed payroll and wage payment violations are serious matters under Philippine labor law. The employer’s duty to pay wages on time is not optional and cannot be avoided by internal policy, financial difficulty, resignation, clearance procedures, or employee waiver.

For employees, the key is documentation, timely assertion of rights, and careful review of computations and waivers. For employers, the key is compliance, transparency, accurate records, and prompt correction of payroll issues.

Wages are protected because they are essential to human dignity and economic survival. In the Philippine labor system, timely wage payment is not merely good business practice. It is a legal duty.