Yes—in general, you are still entitled to holiday pay even if a regular holiday falls on your rest day, subject to the usual legal conditions and coverage rules. The bigger question becomes how much you get paid depending on whether you worked or did not work that day.

This article explains the rules in Philippine labor law practice: coverage, conditions, computations, overtime, night shift, and common payroll pitfalls.

1) Key concepts you need to separate

Regular holiday

A regular holiday is a holiday recognized by law as “regular,” carrying holiday pay and premium pay rules. (This is different from a special non-working day, which follows different pay rules.)

Typical regular holidays include (but can be adjusted by law/proclamation in some years): New Year’s Day, Maundy Thursday, Good Friday, Araw ng Kagitingan, Labor Day, Independence Day, National Heroes Day, Bonifacio Day, Christmas Day, and Rizal Day, plus certain Eid holidays recognized as regular holidays by law.

Rest day

A rest day is your employer-designated 24-hour weekly rest period (often Sunday, but not always). It can be fixed or rotating depending on scheduling.

Important: A rest day is not “absence.” It is a scheduled non-working day.

2) The core rule when a regular holiday falls on your rest day

If you do NOT work on that day

For most covered employees, you are still entitled to holiday pay—commonly equivalent to 100% of your daily wage—even if the holiday is also your rest day.

In other words, the holiday does not “disappear” just because it landed on your rest day.

If you DO work on that day

If you work on a day that is both:

a regular holiday, and
your rest day,

you are entitled to holiday premium pay plus rest day premium—meaning a higher rate than ordinary holiday work.

3) Who is covered (and who may be excluded)

Holiday pay rules generally apply to employees in the private sector, but certain categories are commonly treated differently or excluded under standard labor-law classifications and implementing rules. Examples often include:

Managerial employees (and certain managerial staff under the law’s definitions)
Field personnel who regularly work away from the employer’s premises and whose actual hours cannot be determined with reasonable certainty
Persons in the personal service of another (historically treated separately)
Some workers paid purely by results (depending on how pay is structured and whether time is measurable)
Retail/service establishments employing not more than 10 workers (a common statutory exception in holiday pay rules)

Also, government employees are generally under Civil Service rules, not the Labor Code holiday pay provisions.

Because coverage can turn on job classification and pay system, borderline cases are common (supervisory vs managerial; field personnel vs mobile but time-tracked, etc.).

4) The usual condition to receive holiday pay when you don’t work

Holiday pay for an unworked regular holiday is usually subject to the “day-before” rule used in practice:

You generally must be present or on paid leave on the workday immediately preceding the holiday.

If the day immediately preceding the holiday is not a workday (e.g., it’s a rest day), payroll practice typically looks to the last scheduled workday before the holiday.

Common consequences

If you were absent without pay on the last required workday before the holiday, you may lose entitlement to holiday pay for that holiday.
If you were on paid leave (e.g., paid sick/vacation leave, or other paid leave recognized by policy/CBA), you typically remain entitled.

5) How much are you paid? (Computations)

Let DW = your daily wage (your ordinary daily rate).

Scenario A — Regular holiday falls on your rest day, and you do NOT work

Common computation (for covered daily-paid employees):

Pay = 100% of DW

So you get one day’s pay, even though it was also your rest day.

Many monthly-paid employees won’t see a separate line item because their salary structure often already “includes” pay for holidays/rest days—but conceptually, the entitlement is built in.

Scenario B — You work up to 8 hours on a regular holiday (not a rest day)

Standard rule:

Pay = 200% of DW (for the first 8 hours)

Scenario C — You work up to 8 hours on a day that is BOTH a regular holiday AND your rest day

This is the situation your topic is really about.

Standard rule applied in payroll practice:

Pay = 200% of DW + 30% of (200% of DW)
Equivalent: Pay = 260% of DW for the first 8 hours

So the rest day premium is applied on top of the regular holiday rate.

6) Overtime pay when the holiday is also a rest day

If you work beyond 8 hours on a day that is both a regular holiday and your rest day, overtime is typically computed as:

Hourly rate on that day × 130% for each OT hour

And the “hourly rate on that day” is based on the day’s premium rate (i.e., derived from the 260% day rate, not the ordinary day).

7) Night shift differential (NSD) still applies

If you work between 10:00 PM and 6:00 AM, you’re generally entitled to night shift differential (commonly at least 10% of the hourly rate).

When the day is a premium day (holiday/rest day), NSD is usually computed using the premium-based hourly rate, then applying the NSD percentage.

8) Worked example (with numbers)

Assume:

Daily wage (DW) = ₱610

A) Holiday falls on rest day, you do NOT work

Pay = ₱610

B) Holiday falls on rest day, you work 8 hours

Pay = 260% × ₱610
= 2.6 × ₱610
= ₱1,586

C) Same day, you work 10 hours (2 hours OT)

First 8 hours: ₱1,586
Hourly rate on that day = ₱1,586 ÷ 8 = ₱198.25/hour
OT rate per hour = ₱198.25 × 130% = ₱257.725/hour
OT pay (2 hours) = ₱257.725 × 2 = ₱515.45

Total (before any NSD, if applicable):

₱1,586 + ₱515.45 = ₱2,101.45

(Actual payroll rounding rules may vary by company policy, but the structure should follow this logic.)

9) “Do I get an extra rest day if the holiday lands on my rest day?”

Not automatically. The law’s core protection is pay, not necessarily a replacement rest day.

However, employers may grant:

a day-off-in-lieu,
a schedule swap,
or additional benefits

through company policy or a CBA. Those are benefits by policy/contract, unless specifically required by a special rule applicable to your workplace.

10) Practical complications you should watch for

Monthly-paid vs daily-paid treatment

Daily-paid employees usually see holiday pay as a distinct computation.
Monthly-paid employees often have salaries structured to cover all calendar days, including rest days and holidays. They may still be entitled to premium pay if they actually work on the holiday/rest day, but the “unworked holiday pay” might already be built in.

Compressed workweek arrangements

If your company has a compressed workweek (e.g., 4×12), holiday/rest day computations can become sensitive to how the “daily rate” and “normal hours” are defined under the arrangement. Premium concepts still apply, but the “8-hour” baseline may be handled carefully in payroll policy.

Shifting schedules and “midnight crossover”

If your shift crosses midnight into the holiday (or out of it), pay treatment often depends on how the company defines the workday cut-off and how premium hours are allocated. This is a frequent source of underpayment disputes.

11) Quick FAQ

“If the regular holiday falls on Sunday and Sunday is my rest day, do I get paid even if I don’t work?”

Typically yes (holiday pay), if you are covered and meet the usual “day-before” condition.

“If I work on that Sunday, is it 200% or 260%?”

If it is both your rest day and a regular holiday, the usual computation is 260% for the first 8 hours.

“What if my employer says ‘rest day naman, so no holiday pay’?”

That is commonly inconsistent with the standard holiday pay principle for covered employees: a regular holiday remains payable even if it coincides with a rest day, subject to conditions and exceptions.

12) A simple checklist to confirm what you should receive

Was it a regular holiday (not a special day)?
Are you covered by holiday pay rules (not excluded by classification/establishment type)?
Did you work or not work?
If you did not work: were you present/paid-leave on the required preceding workday?
If you worked:
- first 8 hours at 260% of DW (if also rest day)
- OT at premium-based hourly × 130%
- add NSD when applicable

If you tell me your pay type (monthly or daily), your usual rest day, and whether you actually worked on the holiday (and how many hours), I can lay out the computation in your exact scenario using the correct structure.