business math

LABOR CODE
SERVICE INCENTIVES
HOLIDAY PAY BENEFITS
GROUP 7
LABOR CODE
help protect employees and employers- while
ensuring that neither is subject to unfair
treatment or exploitation
STANDARD WORKING HOURS
No employee in the Philippines is allowed
to work for more than 8 hours a day.
A mandatory 1-hour lunch break is
required for all workers daily.
The maximum working hours per day from
the office are 8 hours, with no specific laws
for working hours from home.
EXEMPTIONS FROM WORKING HOURS
Certain employees are exempt from
completing a set number of working
hours, including government employees,
managerial employees, field personnel,
family members dependent on support,
domestic help, individuals providing
personal service, and workers following
Secretary of Labor regulations.
MEAL TIMES
Employers must provide employees with
a minimum 60-minute break for meals,
typically around 12:00 PM during day
shifts.

NIGHT SHIFT COMPENSATION

For work conducted between 10:00 PM
and 6:00 AM, employees are entitled to a
minimum of 10% additional pay per hour.
 OVERTIME WORK RULES
Overtime work, exceeding the 8-hour
limit, requires additional compensation,
including a 25% increase in regular wages.
For work beyond 8 hours on holidays or
rest days, an additional compensation
equivalent to the average 8-hour pay, plus
30%, is mandatory.

UNDERTIME WORK RULES

Under-time work on a business day does
not influence overtime work on
subsequent days.
If an employee leaves work early, they
cannot be forced to work overtime the
next day to compensate for missed hours.
LEAVE ENTITLEMENTS
Employees are entitled to a weekly rest
day of 24 hours after 6 consecutive
working days.
Rest days can be mutually decided but
can be challenged by employees based on
religious events or holidays.
All workers have the right to holiday pay,
which is double their regular rate if they
work on a holiday.
Employees with a minimum of one year of
service are entitled to a yearly service
incentive leave of five days with regular
pay
COMPLIANCE AND
WORKER PROTECTION
The Labor Code of the Philippines aims to
prevent worker abuse while allowing
employers to assign overtime work or
work on holidays, provided they adhere to
the specified wage rates and regulations.
PROTECTS WORKER RIGHTS
This code of conduct guarantees
equitable and fair treatment of employees
in their workplace.
It guarantees that employees won't put in
excessive overtime, creating a healthy
workplace for their sanity.
It protects the health of employees,
allowing them to take time off if they are
not well enough to work.
It permits unbiased treatment of all
individuals in the workplace, regardless of
their identity.
INCREASES COMMUNICATION AND CONFLICT RESOLUTION

This facilitates communication between

employees and raises awareness of
working circumstances among employees
and those in higher positions.
It aids executives and staff members
resolve conflicts and maintaining a stable,
harmonious work environment.
SERVICE
INCENTIVES
 Service
Incentives

What is
Service Incentives?

Service incentives are rewards or benefits

offered to employees or teams to motivate
and encourage exceptional performance
in delivering services to customers.
 Service
Incentives

Types of
Service Incentives
Monetary Incentives: Bonuses,
commissions, profit-sharing.
Non-monetary Incentives: Recognition,
awards, extra time off, flexible work
arrangements.
Career Advancement Opportunities:
Promotions, training, skill development
programs.
 Service
Incentives
Importance of
Service Incentives
Motivation: Encourages employees to go
above and beyond in their service
delivery.
Retention: Helps in retaining top talent by
rewarding their efforts and loyalty.
Customer Satisfaction: Improved service
quality leads to higher customer
satisfaction and loyalty.
Competitive Advantage: Differentiates
your business by offering exceptional
service experiences.
HOLIDAY PAY BENEFITS
amount eligible employees in the private sector
receive—whether they worked or not—on a regular
or special non-working holiday

employees covered by holiday pay rules should receive at

least 100% of their salary even if they didn't report for work
during legal holidays in the Philippines, as long as they're
present on the workday or on paid leave on the day
immediately before the holiday.
THOSE EXEMPTED
Workers for retail and service companies with less
than 10 regular employees
Managerial employees, staff members, and officers
Government employees
Kasambahays
Employer's family members who are dependent on
the employer for support
Employees engaged on task, contract, or purely
commission basis
INCREASES EMPLOYEES
INVOLVEMENT
This reward will keep employees involved
in their jobs and strengthen their loyalty
to the organization by allowing them to
feel appreciated for their tireless efforts.
CONCLUSION
 Labor law, as the legal system regulating labor relations, aims to ensure fair
employment and reasonable working conditions. The need for its existence stems
from the protection of the basic rights and interests of employees, so as to maintain
social balance and justice. Under the framework of the labor law, the holiday system
has been set up to promote work-life balance and improve the quality of life and
work efficiency of employees. At the same time, reasonable overtime wage
regulations can help motivate employees, avoid overwork, and provide financial
returns for overtime work. These regulations jointly build fair and reasonable labor
relations, protect the rights and interests of workers, and promote the stability of
labor-management relations and the realization of social justice at the social level.
Therefore, the definition and implementation of labor law, especially in terms of
working hours, holidays and overtime pay, is of great significance for social balance
and justice.
THANK YOU