Philippine Holidays & Work Schedule for Employers
It is April and your Filipino VA just told you she needs the entire week off for Holy Week. You had no idea this was coming. You have a product launch scheduled for Thursday, client deliverables due Friday, and now your most reliable team member is heading to her home province in Visayas for a week of religious observance, family reunions, and a complete digital disconnect. You scramble to redistribute work, miss a deadline, and spend the next two weeks catching up. This scenario plays out every year for employers who do not understand the Philippine holiday calendar — and it is entirely preventable.
The Philippines has one of the most extensive public holiday calendars in the world. Between regular holidays, special non-working days, local fiestas, and culturally significant periods like the Christmas season, Filipino workers observe significantly more holidays than their counterparts in the United States, United Kingdom, or Australia. For employers of Filipino virtual assistants and remote workers, understanding these holidays is not optional — it is essential for project planning, deadline management, team scheduling, and maintaining the kind of culturally respectful working relationship that keeps your best people loyal and productive.
This guide covers everything you need to know about the PH holidays schedule: the complete 2026 calendar, the legal distinctions between holiday types, the cultural significance behind the dates, holiday pay rules, and — most importantly — how to build a holiday policy that works for both your business and your Filipino team. VA Masters has helped businesses navigate Philippine holidays across 1,000+ placements, and we have distilled that experience into a practical resource that will save you from the surprise disruptions that catch unprepared employers off guard.
Regular Holidays vs Special Non-Working Days
The first thing every employer of Filipino workers needs to understand is that the Philippines categorizes its public holidays into two distinct legal types, and the distinction matters enormously for pay calculations, work expectations, and planning. These are not interchangeable designations — they carry different legal requirements under Philippine labor law and different cultural weight in terms of how Filipino workers observe them.
Regular Holidays (Legally Mandated Days Off)
Regular holidays are the most significant public holidays in the Philippines. Under the Philippine Labor Code, regular holidays are days when workers are entitled to their daily wage even if they do not work. If an employee works on a regular holiday, they are entitled to 200% of their daily rate for the first eight hours — double pay, no exceptions. These are the holidays that Filipino workers take seriously, that the government enforces strictly, and that you should plan around as non-negotiable days off for your team.
Regular holidays include the most culturally and historically significant dates: New Year's Day, Maundy Thursday, Good Friday, Araw ng Kagitingan (Day of Valor), Labor Day, Independence Day, National Heroes Day, Bonifacio Day, Christmas Day, and Rizal Day. Eid al-Fitr and Eid al-Adha are also classified as regular holidays, reflecting the significant Muslim population in the southern Philippines. These are the dates you should block off in your project calendar from the beginning of the year.
Special Non-Working Days
Special non-working days are a uniquely Filipino category. These are public holidays where workers have the right not to work, but unlike regular holidays, there is no legal requirement to pay workers who do not report. If a worker covered by the Labor Code does work on a special non-working day, they are entitled to an additional 30% of their daily rate on top of their base pay. The pay calculations are less aggressive than regular holidays, and the observance tends to be less absolute — many Filipino workers are willing to work on special non-working days if asked respectfully and compensated appropriately.
Special non-working days include EDSA People Power Revolution Anniversary, Chinese New Year, Black Saturday, Ninoy Aquino Day, All Saints' Day, All Souls' Day (added as a special non-working day in recent years), the Feast of the Immaculate Conception, and the Last Day of the Year. The Philippine president also has the authority to declare additional special non-working days throughout the year, and this happens regularly — sometimes with only a few weeks' notice.
Why the Distinction Matters for Remote Employers
If your Filipino team members are independent contractors rather than employees, the Labor Code's pay requirements technically do not apply to them. However — and this is critical — Filipino remote workers still expect holiday recognition regardless of their employment classification. The cultural significance of these holidays does not change based on whether someone files a W-8BEN or a certificate of employment. The practical approach for most international employers is to grant regular holidays as paid days off, treat special non-working days as flexible (discuss with your team which ones they want to observe), and create a clear annual holiday schedule during onboarding.
Key Distinction
Regular holidays are non-negotiable — your Filipino team members will expect these days off with pay. Special non-working days are more flexible — many Filipino VAs will work on these days if given the option, especially if they can swap them for other days that are more personally meaningful. The key is to have a clear policy established before the holidays arrive, not scramble when your VA mentions they need the day off.
Complete 2026 Philippine Holiday Calendar
Below is the complete list of Philippine holidays for 2026 as proclaimed by the Philippine government. Note that the president may declare additional special non-working days or move certain holiday dates throughout the year — particularly around creating long weekends by moving holidays adjacent to existing holidays. Always confirm the final holiday calendar early in the year and watch for mid-year proclamations.
Regular Holidays (2026)
January 1 (Thursday) — New Year's Day. Universally observed. Most Filipino workers take December 31 through January 2 off at minimum, and many extend their break through the first week of January.
March 29 (Sunday) — Araw ng Kagitingan (Day of Valor). Commemorates the Fall of Bataan during World War II. When this falls on a Sunday, the government typically moves the observance to Monday, March 30.
April 2 (Thursday) — Maundy Thursday. The start of the most solemn portion of Holy Week. Expect near-complete unavailability from this date through Easter Sunday.
April 3 (Friday) — Good Friday. The most sacred day in the Philippine Catholic calendar. Virtually no work activity occurs across the entire country.
May 1 (Friday) — Labor Day. Widely observed with rallies and celebrations. A straightforward day off for planning purposes.
June 12 (Friday) — Independence Day. Celebrates Philippine independence from Spain in 1898. Major national celebrations and parades.
August 31 (Monday) — National Heroes Day. Observed on the last Monday of August. Honors all Filipino heroes and patriots.
November 30 (Monday) — Bonifacio Day. Honors Andres Bonifacio, the father of the Philippine revolution. A significant patriotic holiday.
December 25 (Friday) — Christmas Day. The single most important holiday in the Philippines. Non-negotiable and deeply personal for every Filipino worker.
December 30 (Wednesday) — Rizal Day. Honors Jose Rizal, the national hero. Falls during the Christmas-to-New Year holiday corridor, so most workers are already on break.
Eid al-Fitr (date varies, based on lunar calendar) — End of Ramadan. Observed nationwide as a regular holiday since 2002, not just in Muslim-majority areas. The exact date shifts each year based on the Islamic calendar and is confirmed shortly before observance.
Eid al-Adha (date varies, based on lunar calendar) — Feast of Sacrifice. Also a nationwide regular holiday. Like Eid al-Fitr, the date is determined by the Islamic calendar.
Special Non-Working Days (2026)
February 25 (Wednesday) — EDSA People Power Revolution Anniversary. Commemorates the 1986 peaceful revolution that ended the Marcos dictatorship. Politically significant but observance varies.
February (date varies) — Chinese New Year. The Philippines has a significant Chinese-Filipino population, and Chinese New Year has grown into a widely observed celebration. In 2026, Chinese New Year falls on February 17 (Tuesday).
April 4 (Saturday) — Black Saturday. The day between Good Friday and Easter Sunday. Part of the Holy Week observance, though being a Saturday it is already a non-working day for many.
August 21 (Friday) — Ninoy Aquino Day. Honors the assassinated senator Benigno "Ninoy" Aquino Jr. A day of national reflection.
November 1 (Sunday) — All Saints' Day. Filipinos visit family graves, clean cemeteries, and hold vigils. When it falls on a Sunday, the government often declares the adjacent Monday as a holiday as well. This is a deeply personal and family-oriented observance.
November 2 (Monday) — All Souls' Day. Continues the remembrance of deceased loved ones. Combined with All Saints' Day, expect a two-day period of family activity and limited work availability.
December 8 (Tuesday) — Feast of the Immaculate Conception. A Catholic religious holiday with moderate observance. Some Filipino workers will request this day off; others will work normally.
December 31 (Thursday) — Last Day of the Year. New Year's Eve in the Philippines is celebrated with extraordinary enthusiasm — fireworks, family gatherings, and media noche (midnight feast). This is effectively a non-working day across the country.
The Philippine government typically releases the official holiday calendar in a presidential proclamation early in the year, often in January or February. However, additional special non-working days can be declared throughout the year — sometimes to create long weekends, commemorate special events, or respond to national emergencies. Bookmark the Official Gazette of the Philippines and check it quarterly to stay current on any new declarations that might affect your team's schedule.
Holiday Corridors and Extended Breaks
Filipino workers think in terms of holiday corridors — clusters of holidays and weekends that create extended breaks. The most significant corridors for planning purposes are the Holy Week corridor (Monday through Easter Sunday — even though only Thursday and Friday are official holidays, many workers take the full week), the All Saints corridor (October 31 through November 2), and the Christmas-New Year corridor (December 23 through January 2 at minimum, with many workers taking December 16 through January 6). When a holiday falls on a Tuesday or Thursday, Filipino workers commonly take the adjacent Monday or Friday as a "bridge day" to create a four-day weekend — and the government frequently makes this official by moving the holiday observance.
Holiday Pay Rules for Employers
Understanding Philippine holiday pay rules is important even if your Filipino team members are independent contractors. These rules establish the cultural baseline for what Filipino workers expect, and they inform the benefits and compensation practices that keep your team satisfied and loyal.
Pay Rules for Regular Holidays
Under the Philippine Labor Code, employees who do not work on a regular holiday are still entitled to 100% of their daily wage. This is the "no work, pay" principle — the most employee-friendly holiday pay rule you will encounter in any country. If an employee works on a regular holiday, they receive 200% of their daily wage for the first eight hours. If they work overtime on a regular holiday, the rate increases to 260% of the hourly rate. If a regular holiday falls on the employee's rest day and they work, the rate is 260% of the daily wage, with overtime at 338%. These rates are legally mandated and strictly enforced.
Pay Rules for Special Non-Working Days
The rules for special non-working days are less generous but still significant. Employees who do not work on a special non-working day follow the "no work, no pay" principle — there is no legal requirement to pay them for the day off, unless there is a company policy or agreement that provides otherwise. If an employee works on a special non-working day, they receive an additional 30% of their daily rate (130% total). Overtime on a special non-working day is calculated at 130% plus 30% of the hourly rate for overtime hours. If the special non-working day falls on a rest day, the rate is 150% of the daily rate.
How This Applies to Remote Contractors
Most Filipino virtual assistants working with international clients are classified as independent contractors, not employees. This means the Labor Code's holiday pay rules do not technically apply. However, the practical reality is more nuanced. Filipino remote workers are aware of these rules and use them as a benchmark for what fair compensation looks like. The most common approach among international employers who work with VA Masters is to pay regular holidays as normal paid days off (the worker receives their daily rate without working), offer special non-working days as optional paid or unpaid time off (let the worker choose whether to work or take the day), and provide a premium or time-off swap for workers who voluntarily work on regular holidays. This approach respects Filipino expectations without obligating you to the full complexity of Labor Code calculations.
Common Mistake
Some international employers treat their Filipino VAs' holidays as unpaid time off, expecting them to make up the hours or absorb the lost income. This creates resentment, erodes loyalty, and eventually causes turnover. Filipino holidays are not vacation days — they are culturally mandated observances that your team members plan their lives around. Treating them as paid days off is not generosity — it is the baseline expectation. Factor approximately 15-18 paid holiday days into your annual budget from the start.
Holy Week: The Biggest Scheduling Challenge
If there is one period that catches international employers off guard more than any other, it is Holy Week — Semana Santa. The Philippines is approximately 85% Catholic, and Holy Week is the most solemn, deeply observed religious period in the Filipino calendar. Understanding its significance, its impact on work availability, and how to plan around it will save you significant disruption every single year.
What Happens During Holy Week
Holy Week in the Philippines is not a casual observance. It is an intense, week-long period of religious devotion, family gathering, and near-complete national shutdown. Palm Sunday marks the beginning of the observance. Maundy Thursday (Huwebes Santo) and Good Friday (Biyernes Santo) are regular holidays when virtually all commerce and activity stops. Many businesses close for the entire week. Television networks suspend regular programming and broadcast only religious content. Shopping malls close or operate on skeleton hours. Banks, government offices, and most businesses shut down entirely from Wednesday or Thursday through Easter Sunday.
For Filipino workers, Holy Week is deeply personal. Many travel to their home provinces — a journey that can take 12-24 hours depending on their destination — to be with extended family. Religious activities include attending church services, participating in processions (including the dramatic Senakulo passion play), observing Visita Iglesia (visiting seven or more churches), and for some devout practitioners, penitential activities including fasting and self-flagellation. The level of devotion varies by individual, but even less religious Filipinos typically use Holy Week as an important family time.
The Real Impact on Your Schedule
While only Maundy Thursday and Good Friday are official regular holidays, and Black Saturday is a special non-working day, the practical reality is that most Filipino workers are unavailable for the entire week. Here is the typical pattern: Monday and Tuesday of Holy Week see reduced productivity as workers prepare for travel and attend early observances. Wednesday is when most Filipino workers who need to travel begin their journey home. Thursday through Sunday represent near-complete unavailability. The Monday after Easter is technically a regular working day, but many workers are still traveling back or recovering. Realistic availability often does not return to normal until Tuesday after Easter — making Holy Week effectively a week-and-a-half disruption.
How to Plan Around Holy Week
The key is planning well in advance. Check the calendar at the start of each year to identify when Easter falls (it moves each year). Build your project timelines so that no critical deliverables, launches, or deadlines fall during Holy Week or the week following it. Complete key client deliverables by the Wednesday before Holy Week at the latest. Communicate with your clients about potential delays during this period — most international clients are understanding when given advance notice. And critically, do not ask your Filipino team members to work during Holy Week unless absolutely unavoidable. Even offering premium pay may not be effective — many Filipino workers will decline, and those who accept may resent it.
Managing Holy Week Across Time Zones
The timing of Holy Week creates a particular challenge for employers in different time zones. If you are based in the United States, your Tuesday afternoon may be your Filipino VA's Wednesday morning — meaning they may already be in transit. Build in an extra day of buffer on both ends to account for time zone differences that can shrink your effective working window. Send your last batch of time-sensitive work no later than Monday of Holy Week, and do not expect responses until the following Tuesday or Wednesday.
Pro Tip
Create a "Holy Week prep week" two weeks before Holy Week each year. Use this week to accelerate deliverables, stockpile content, pre-schedule social media posts, and complete any time-sensitive projects. Brief your clients about reduced availability. Have your Filipino team members document their current projects and create handoff notes in case someone else needs to cover during their absence. This systematic approach turns Holy Week from an annual crisis into a predictable and manageable planning exercise.
The Philippine Christmas Season
If Holy Week is the most intense disruption, the Christmas season is the longest. The Philippines celebrates the longest Christmas season in the world, and understanding its phases, cultural significance, and impact on productivity is essential for employers managing Filipino teams.
The "-Ber Months" Phenomenon
In the Philippines, Christmas starts in September. This is not an exaggeration or a cultural joke — it is literal. September 1 marks the beginning of the "-ber months" (September, October, November, December), and Christmas music, decorations, and holiday spirit begin immediately. Shopping malls install Christmas displays in September. Radio stations start playing Christmas songs. Social media fills with Christmas countdown posts. The cultural shift is real and palpable.
For employers, the -ber months do not represent a productivity problem — Filipino workers continue to perform normally through September, October, and November. But the Christmas spirit creates a gradually building anticipation that reaches its peak in December. Understanding this cultural context helps you appreciate why your Filipino team members might mention Christmas in September (they are not being premature — they are being Filipino) and why December requires particularly thoughtful scheduling.
Simbang Gabi: The Nine Dawn Masses
Simbang Gabi (also called Misa de Gallo) is a series of nine dawn masses held from December 16 through December 24. These masses typically begin at 4:00 AM or 5:00 AM, and completing all nine is a deeply important religious practice for many Catholic Filipinos. The belief is that completing all nine masses earns you a special wish or blessing. Even Filipinos who are not regular churchgoers throughout the year often attend Simbang Gabi.
For employers, Simbang Gabi means that from December 16 onward, some of your Filipino team members may be waking up at 3:00 AM to attend mass and may be less sharp during early morning hours. If your team works a night shift aligned with US business hours, they may be ending their shift just in time to attend mass — which means they might request slight schedule adjustments during this period. Being flexible about schedules during Simbang Gabi is a small accommodation that carries enormous cultural goodwill.
The Christmas Shutdown Period
The most impactful period for employers is December 22 or 23 through January 2. During this window, the Philippines enters a near-complete holiday mode. December 24 (Noche Buena — Christmas Eve) is the most important family celebration of the year — a midnight feast that brings the entire extended family together. December 25 is Christmas Day. December 26-30 is a corridor of family visits, celebrations, and gift-giving. December 31 is New Year's Eve, celebrated with extraordinary fireworks displays and media noche. January 1 is New Year's Day. Many Filipino workers do not return to full productivity until January 2 or 3.
Practically speaking, you should plan for 10-14 days of significantly reduced or zero productivity from your Filipino team during this period. Some VAs will offer to work between Christmas and New Year, and you can accept that offer if made voluntarily — but do not require it or expect it.
The 13th Month Pay Connection
Christmas is inextricably linked to the 13th month pay — the legally mandated bonus equivalent to one month's salary, typically paid in December. Filipino workers plan their Christmas spending, gift-giving, and family obligations around this expected income. Paying the 13th month on time (ideally by December 15, before the Christmas shopping season peaks) is not just a legal or contractual obligation — it is a trust signal. Late payment of the 13th month, or failure to provide it at all, is one of the fastest ways to lose a Filipino team member's loyalty and trust.
Christmas Gifts and Gestures
Beyond the 13th month pay, small Christmas gestures carry significant weight. A Christmas message acknowledging your team member's contributions, a small additional cash gift (even a modest amount), or a gift card demonstrates that you see the relationship as more than transactional. Many employers at VA Masters send Christmas bonuses of one to two weeks' additional pay on top of the 13th month. The return on this investment — in loyalty, dedication, and retention — far exceeds its cost.
Chinese New Year and Other Cultural Holidays
Beyond the major Christian and national holidays, several other cultural observances affect the Philippine work calendar. Understanding these helps you plan comprehensively and demonstrates cultural awareness that your Filipino team will appreciate.
Chinese New Year
The Philippines has a significant Chinese-Filipino (Chinoy) community that has profoundly influenced Filipino business, cuisine, and culture. Chinese New Year was declared a special non-working day in 2012, reflecting the holiday's growing cultural importance. In 2026, Chinese New Year falls on February 17. While the holiday is most enthusiastically celebrated by Chinese-Filipino communities, it has become a widely observed celebration across the country, with lion dances, fireworks, family gatherings, and special mall promotions attracting participants from all backgrounds.
For employers, the impact of Chinese New Year on your Filipino team depends on their background. Chinese-Filipino VAs may request several days off for family celebrations. Other Filipino VAs may take only the declared holiday. Ask your team members early in the year about their Chinese New Year plans so you can plan accordingly.
Eid al-Fitr and Eid al-Adha
The Philippines is home to approximately 6 million Muslims, primarily in the Bangsamoro Autonomous Region of Muslim Mindanao but also in communities throughout the country. Eid al-Fitr (marking the end of Ramadan) and Eid al-Adha (the Feast of Sacrifice) are regular holidays observed nationwide — not just in Muslim-majority areas. These dates follow the Islamic lunar calendar and are typically confirmed only days before they occur, based on moon sighting. If you have Muslim Filipino team members, be prepared for these holidays and understand that exact dates may not be known far in advance.
All Saints' Day and All Souls' Day
November 1 and 2 deserve special attention because their cultural significance often surprises international employers. All Saints' Day and All Souls' Day (Undas) are when Filipino families honor deceased loved ones by visiting cemeteries, cleaning graves, holding vigils, and spending the night at the cemetery with food, candles, and prayers. This is a deeply personal, family-oriented tradition that predates Spanish colonization — ancestor veneration merged with Catholic observance to create a uniquely Filipino practice.
The practical impact is significant: millions of Filipinos travel to their home provinces for Undas, creating the same transportation challenges as Holy Week. Major highways and bus terminals become congested from October 30 onward, and many workers need two to three days off around this period. Plan for reduced availability from October 31 through November 3.
Local Fiestas
Every city, municipality, and barangay (village) in the Philippines has its own annual fiesta — a multi-day celebration honoring the local patron saint or a historical event. Major fiestas include Sinulog (Cebu, January), Ati-Atihan (Aklan, January), Dinagyang (Iloilo, January), Panagbenga (Baguio, February), Pahiyas (Quezon, May), and MassKara (Bacolod, October). Your Filipino team members may request time off for their hometown fiesta, which is a significant family and community event. These requests should be granted when possible — fiestas are deeply meaningful cultural events that only occur once a year.
How to Plan Around Philippine Holidays
The sheer volume of Philippine holidays can feel overwhelming to international employers accustomed to 8-10 public holidays per year. But with systematic planning, you can maintain productivity, meet deadlines, and respect your Filipino team's cultural observances. Here is a practical framework.
Annual Planning: The January Calendar Review
At the beginning of each year — ideally in the first week of January — sit down with the Philippine holiday calendar and map every holiday onto your project timeline. Identify which holidays fall on days that affect your operations and which create extended corridors. Communicate this calendar to your clients, your team, and anyone who depends on deliverables from your Filipino staff. The goal is zero surprises: every holiday should be anticipated, planned for, and communicated weeks in advance.
Quarterly Check-Ins
Review the holiday calendar quarterly because the Philippine government can and does declare additional special non-working days throughout the year. These declarations sometimes come with only two to three weeks' notice. A quarterly check-in with the Official Gazette or Philippine government announcements ensures you catch any new holidays before they catch you. Ask your Filipino team members during quarterly reviews if they are aware of any upcoming local holidays or fiestas that might affect their availability.
The Two-Week Buffer Rule
For critical deliverables, apply a two-week buffer rule around major holiday periods. This means completing all essential work at least two weeks before Holy Week, Christmas, and All Saints' Day. This buffer accounts for the pre-holiday productivity dip that naturally occurs as workers mentally shift toward holiday preparations, as well as the post-holiday ramp-up period when workers return from extended breaks. Projects that need to be completed during holiday-adjacent weeks should have backup coverage or extended timelines built in.
Cross-Training and Coverage
If you have multiple Filipino team members, cross-train them so that critical functions can be covered when one person is on holiday. If you have a single VA, develop a personal backup plan for holiday periods — whether that means handling tasks yourself, engaging a temporary worker, or front-loading work to build a buffer. VA Masters can help you build a team structure that provides natural coverage during holiday periods.
Pre-Holiday Acceleration
In the week before a major holiday period, shift your focus to accelerating work rather than starting new projects. Complete outstanding deliverables, close open loops, send all necessary communications, and create documentation for anything that will need attention during the holiday. This "sprint before the break" approach is natural for Filipino workers — they understand the holiday is coming and are often willing to push hard in the days before to ensure everything is wrapped up.
Post-Holiday Grace Period
After major holidays — particularly Holy Week and Christmas — allow a one-to-two day grace period for your team to get back up to speed. Workers returning from their provinces may be dealing with travel fatigue, catching up on personal matters, or re-establishing their work routine. Scheduling a light day or a catch-up meeting on their first day back, rather than immediately assigning critical tasks, respects the transition and sets the tone for a productive return.
Create a shared team calendar (Google Calendar works well for this) that includes all Philippine holidays, your team members' local fiesta dates, and your project deadlines. Color-code holidays in red, deadline-sensitive periods in yellow, and standard working days in green. This visual tool makes holiday conflicts immediately obvious during planning sessions and prevents the kind of deadline-holiday collisions that cause stress for everyone.
Creating a Holiday Policy for Remote Filipino Workers
A clear, documented holiday policy eliminates ambiguity, prevents misunderstandings, and demonstrates that you take your Filipino team's cultural needs seriously. Every employer working with Filipino virtual assistants should have a written holiday policy established during onboarding — not improvised when the first holiday arrives.
Three Common Approaches
International employers of Filipino VAs typically adopt one of three holiday policy models. Model 1: Philippine Holidays Only. The worker observes all Philippine regular holidays as paid days off and has the option to take special non-working days as paid or unpaid leave. This is the simplest approach and the most culturally aligned. Model 2: Combined Holidays. The worker observes a selection of Philippine holidays plus the employer's country holidays (e.g., US Thanksgiving, UK Bank Holidays). This works well when the VA needs to align with the employer's business schedule but can result in an excessive number of holidays if not carefully curated. Model 3: Fixed PTO Bank. The worker receives a set number of paid holidays per year (e.g., 15-20 days) and can allocate them to Philippine holidays, personal days, or any other purpose at their discretion. This provides maximum flexibility but requires trust and self-management.
The best model depends on your business needs, your team structure, and your relationship with your VA. VA Masters typically recommends Model 1 for new employer-VA relationships, transitioning to Model 3 as trust develops and the worker demonstrates strong self-management skills.
What to Include in Your Holiday Policy
Your written holiday policy should cover the following elements. List of recognized holidays: name every holiday your VA will receive as paid time off. Do not use vague language like "Philippine public holidays" — list them specifically so there is no ambiguity. Pay treatment: state whether holidays are paid or unpaid, and what happens if the worker voluntarily works on a holiday (do they receive premium pay, comp time, or standard rate). Notice requirements: specify how much advance notice you need when a worker plans to take a holiday, particularly for special non-working days and local fiestas that are optional. Coverage expectations: clarify whether the worker needs to arrange coverage, provide handoff notes, or be reachable for emergencies during holiday periods. Holiday corridors: address extended breaks around Holy Week and Christmas explicitly, stating whether additional days off during these corridors are at the worker's discretion, require approval, or follow a standard company schedule.
Communicating the Policy
Present the holiday policy during onboarding, ideally in a written document that both parties can reference. Walk through it verbally to ensure understanding, and explicitly invite questions. Many Filipino workers will not ask about holiday policy proactively — hiya (the avoidance of appearing presumptuous) prevents them from raising compensation and benefits topics unless invited to do so. By bringing it up yourself and addressing it transparently, you demonstrate cultural awareness and establish trust from day one.
Handling Mid-Year Government Declarations
Your policy should include a clause addressing mid-year holiday declarations by the Philippine government. Something like: "If the Philippine government declares additional special non-working days during the year, these will be treated as [paid days off / optional unpaid leave / discussed case by case]." This prevents the awkwardness of ad hoc negotiations every time the president declares a surprise holiday — which happens more often than you might expect.
The 13th Month Pay in Your Policy
While not technically a "holiday" policy item, your 13th month pay approach should be documented alongside your holiday policy. State the amount (typically equivalent to one month's base salary), the timing (by December 15 at the latest), and the calculation method (particularly for workers who joined mid-year — typically pro-rated based on months worked). Clear documentation of the 13th month pay prevents the single most common source of compensation disagreements between international employers and Filipino workers.
Pro Tip
During onboarding, ask your new Filipino VA to share any local holidays or personal observances beyond the national calendar that are important to them. Some workers observe their barangay fiesta, their hometown's founding anniversary, or religious observances specific to their denomination. Getting this information upfront allows you to plan around it and demonstrates the kind of personal interest that Filipino workers deeply appreciate. Add these dates to your shared team calendar so you never forget.
Time Zones and Holiday Scheduling
Time zone differences add another layer of complexity to holiday scheduling. The Philippines operates on Philippine Standard Time (PST/PHT), which is UTC+8. This creates specific challenges depending on where you are based.
US Employers (UTC-5 to UTC-8)
For US-based employers, the 13-16 hour time difference means that a Philippine holiday starts while you are still in the middle of your previous workday. If your Filipino VA works US business hours (evening/night shift in the Philippines), their holiday technically begins at midnight Philippine time — which may be 8:00 AM to 11:00 AM your time. This means your VA's holiday starts in the middle of what you consider a workday. Clarify whether "holiday" means the full 24-hour Philippine calendar day or the worker's scheduled shift. Most employers adopt the approach that the worker takes their scheduled shift off on the Philippine calendar date of the holiday, regardless of what time that falls in the employer's time zone.
European Employers (UTC+0 to UTC+2)
European employers have a 6-8 hour time difference, which creates fewer complications. Philippine holidays start during the European evening or night, meaning the transition is more natural. The main challenge is the overlap during morning hours — if your VA works a European daytime schedule, they may start their holiday partway through your business day. Establish clear handoff points for these transition periods.
Australian Employers (UTC+8 to UTC+11)
Australian employers are in the most favorable time zone position for Philippine holiday management, with only a 0-3 hour difference. Philippine holidays largely align with the Australian calendar day, making scheduling straightforward. The primary consideration is that Australia and the Philippines sometimes have holidays on the same day (both observe Christmas and New Year's Day, for example) but sometimes have different holidays on the same week — creating periods where either the employer or the worker is unavailable.
Creating a Time Zone-Aware Holiday Calendar
The best practice is to maintain your shared team calendar in both your local time zone and Philippine time, with holiday blocks showing exactly when your VA will be unavailable in your time zone. Many project management tools (Asana, Monday.com, ClickUp) allow multi-timezone calendar views that make this automatic. If you use simpler tools, create a written schedule at the beginning of each year that translates every Philippine holiday into your local time zone equivalent, including the specific shift the worker will miss.
See What Our Clients Have to Say
Cost and Pricing
Hiring Filipino virtual assistants through VA Masters delivers exceptional value even when accounting for the Philippine holiday calendar and associated benefits.
These rates represent up to 80% savings compared to hiring equivalent local staff in the US, UK, or Australia. When you factor in the approximately 15-18 paid holidays per year, the 13th month pay, and the occasional flexibility around holiday corridors, the total annual cost of a Filipino VA through VA Masters remains dramatically lower than any local alternative. There are no hidden fees, no employer tax obligations, and no benefits overhead on your side — VA Masters' transparent pricing includes recruitment, vetting, and ongoing support.
The holiday investment pays for itself many times over. Employers who respect Filipino holidays, provide the 13th month pay, and demonstrate cultural awareness experience dramatically lower turnover — saving the significant costs of recruitment, onboarding, and training that come with replacing a team member. A Filipino VA who stays with you for three or more years, motivated by fair treatment and cultural respect, delivers value that no amount of holiday optimization can match.
As a digital marketing agency specializing in SEO and online strategy, finding the right talent is crucial for our success. Working with VA Masters to recruit Clarissa was remarkably efficient and aligned perfectly with our fast-paced environment. The recruitment process was streamlined beyond our expectations. Instead of spending weeks posting job listings, filtering through unqualified applicants, and conducting multiple interview rounds, VA Masters presented us with pre-vetted candidates who genuinely matched our specific technical requirements. Within just a few days, we connected with Clarissa, who demonstrated the exact SEO expertise and analytical skills we needed. What impressed us most was how VA Masters understood our agency's unique culture and work style. This careful attention to both technical qualifications and team fit saved us countless hours that we could instead dedicate to serving our clients. For a boutique agency like ours where every minute counts, this efficient recruitment approach has been invaluable to maintaining our growth momentum.
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Frequently Asked Questions
How many public holidays does the Philippines have per year?
The Philippines typically has 18-20 public holidays per year, split between regular holidays (approximately 12, including Eid al-Fitr and Eid al-Adha) and special non-working days (approximately 6-8). The Philippine president can declare additional special non-working days throughout the year, sometimes with only a few weeks' notice. For planning purposes, budget for approximately 15-18 paid holiday days annually for your Filipino team members, plus any local fiesta days they may observe.
What is the difference between a regular holiday and a special non-working day in the Philippines?
Regular holidays carry a 'no work, pay' policy under Philippine labor law — workers receive their daily wage even if they do not work, and those who do work earn 200% of their daily rate. Special non-working days follow a 'no work, no pay' principle — there is no legal requirement to pay workers who take the day off, and those who work earn an additional 30% above their daily rate. For international employers of remote contractors, the practical difference is that regular holidays are non-negotiable days off, while special non-working days offer more scheduling flexibility.
Do I need to pay my Filipino VA for Philippine holidays if they are an independent contractor?
Technically, Philippine Labor Code holiday pay rules apply only to employees, not independent contractors. However, Filipino remote workers universally expect paid holiday recognition regardless of their employment classification. The standard practice among international employers is to provide paid time off for all regular holidays and offer flexibility on special non-working days. Failing to pay for holidays creates resentment, damages loyalty, and increases turnover — the cost of paid holidays is a small fraction of the cost of losing and replacing a trained team member.
How should I handle Holy Week scheduling with my Filipino VA?
Plan for your Filipino team to be unavailable from Wednesday of Holy Week through Easter Monday at minimum. Only Maundy Thursday and Good Friday are official regular holidays, but the practical reality is near-complete unavailability for the entire week due to travel, religious observance, and family gatherings. Complete all critical deliverables by the Tuesday before Holy Week. Communicate reduced availability to your clients in advance. Do not ask Filipino team members to work during Holy Week — even with premium pay, most will decline, and those who accept may resent the request.
When does the Philippine Christmas season start and how does it affect work?
The Philippine Christmas season culturally begins on September 1 — the start of the '-ber months' — with decorations, music, and holiday anticipation starting immediately. However, the work impact is concentrated in December. From December 16 onward, Simbang Gabi (dawn masses) may affect early morning availability. From December 22 or 23 through January 2, expect near-complete unavailability. Plan for a 10-14 day reduced productivity window during this period, and ensure the 13th month pay is distributed by December 15 at the latest.
What is the 13th month pay and when should I pay it?
The 13th month pay is a legally mandated bonus equivalent to one month's base salary, required for all employees in the Philippines and culturally expected for contractors and freelancers. It should be paid by December 15 at the latest — before the Christmas shopping season peaks. For workers who joined mid-year, it is typically pro-rated based on months worked. Failure to provide the 13th month pay is perceived as a serious breach of trust and is one of the most common reasons Filipino remote workers leave an employer. Budget for it from the start of any engagement.
How do I create a holiday policy for my Filipino remote team?
Start by choosing a holiday model: Philippine holidays only, combined Philippine and employer-country holidays, or a fixed PTO bank. Document the specific holidays recognized, pay treatment for each holiday type, notice requirements, coverage expectations, and how mid-year government declarations will be handled. Present the policy during onboarding, walk through it verbally, and invite questions. Include your 13th month pay policy in the same document. VA Masters recommends starting with the Philippine holidays only model and adjusting based on your specific business needs and team feedback.
How do Philippine holidays compare to US or UK holidays in terms of total days off?
The Philippines has significantly more public holidays than most Western countries. The US has 11 federal holidays, the UK has 8 bank holidays, and Australia has 8 national public holidays. The Philippines has 18-20 national public holidays plus local fiestas that can add another 1-3 days depending on the worker's location. When combined with the extended holiday corridors around Holy Week and Christmas, Filipino workers effectively observe 20-25 days of holiday time per year. Despite this, the cost savings of hiring Filipino VAs — up to 80% compared to local staff — more than compensate for the additional holiday days.
Can I ask my Filipino VA to work on Philippine holidays?
You can ask, but approach it with cultural sensitivity. For special non-working days, many Filipino VAs will agree to work if given the option. For regular holidays — especially Holy Week, Christmas Day, and New Year's Day — most will decline regardless of compensation offered. If you do ask, make it entirely voluntary, offer premium pay or compensatory time off, and never penalize a worker for choosing to observe the holiday. The best approach is to plan your workflow so that Filipino holiday coverage is unnecessary rather than relying on workers to sacrifice their cultural observances.
What happens when the Philippine government declares a surprise holiday?
The Philippine president can declare additional special non-working days at any time, sometimes with as little as two to three weeks' notice. These declarations typically create long weekends by moving a holiday adjacent to an existing weekend. To stay prepared, check the Official Gazette of the Philippines quarterly, ask your Filipino team members to notify you of any new declarations, and include a clause in your holiday policy that addresses how surprise holidays will be treated. Having a standing policy prevents the need for ad hoc negotiations every time a new holiday is declared.
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Anne is the Operations Manager at VA MASTERS, a boutique recruitment agency specializing in Filipino virtual assistants for global businesses. She leads the end-to-end recruitment process — from custom job briefs and skills testing to candidate delivery and ongoing VA management — and has personally overseen the placement of 1,000+ virtual assistants across industries including e-commerce, real estate, healthcare, fintech, digital marketing, and legal services.
With deep expertise in Philippine work culture, remote team integration, and business process optimization, Anne helps clients achieve up to 80% cost savings compared to local hiring while maintaining top-tier quality and performance.
Email: [email protected]
Telephone: +13127660301
