Scribd
Upload
163 views

Weekly Rest Periods

This document outlines regulations regarding weekly rest periods for employees in the Philippines. It states that employers must provide each employee with at least 24 consecutive hours of rest after every six consecutive normal work days. It allows employers to require employees to work on their rest day under certain circumstances such as emergencies or to prevent significant loss. It also mandates that employees must be compensated at least 30% of their regular wage for working on a rest day, Sunday, or holiday.

Uploaded by

Mark kevin Lagat
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
163 views

Weekly Rest Periods

This document outlines regulations regarding weekly rest periods for employees in the Philippines. It states that employers must provide each employee with at least 24 consecutive hours of rest after every six consecutive normal work days. It allows employers to require employees to work on their rest day under certain circumstances such as emergencies or to prevent significant loss. It also mandates that employees must be compensated at least 30% of their regular wage for working on a rest day, Sunday, or holiday.

Uploaded by

Mark kevin Lagat
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 1

4.

WEEKLY REST PERIODS

Art. 91. Right to weekly rest day.


It shall be the duty of every employer, whether operating for profit or not, to provide each of
his employees a rest period of not less than twenty-four (24) consecutive hours after
every six (6) consecutive normal work days.
 
The employer shall determine and schedule the weekly rest day of his employees subject to
collective bargaining agreement and to such rules and regulations as the Secretary of
Labor and Employment may provide. However, the employer shall respect the
preference of employees as to their weekly rest day when such preference is based
on religious grounds.

Art. 92. When employer may require work on a rest day. The employer may require his
employees to work on any day:

1. In case of actual or impending emergencies caused by serious accident, fire, flood,


typhoon, earthquake, epidemic or other disaster or calamity to prevent loss of life and
property, or imminent danger to public safety;
 
2. In cases of urgent work to be performed on the machinery, equipment, or installation, to
avoid serious loss which the employer would otherwise suffer;
 
3. In the event of abnormal pressure of work due to special circumstances, where the
employer cannot ordinarily be expected to resort to other measures;
 
4. To prevent loss or damage to perishable goods;
 
5. Where the nature of the work requires continuous operations and the stoppage of work
may result in irreparable injury or loss to the employer; and
 
6. Under other circumstances analogous or similar to the foregoing as determined by the
Secretary of Labor and Employment.

Art. 93. Compensation for rest day, Sunday or holiday work.


Where an employee is made or permitted to work on his scheduled rest day, he shall be paid
an additional compensation of at least thirty percent (30%) of his regular wage. An
employee shall be entitled to such additional compensation for work performed on
Sunday only when it is his established rest day.
When the nature of the work of the employee is such that he has no regular workdays and no
regular rest days can be scheduled, he shall be paid an additional compensation of at
least thirty percent (30%) of his regular wage for work performed on Sundays and
holidays.

Work performed on any special holiday shall be paid an additional compensation of at least
thirty percent (30%) of the regular wage of the employee. Where such holiday work
falls on the employee’s scheduled rest day, he shall be entitled to an additional
compensation of at least fifty per cent (50%) of his regular wage.

Where the collective bargaining agreement or other applicable employment contract


stipulates the payment of a higher premium pay than that prescribed under this
Article, the employer shall pay such higher rate.

You might also like