With the Christmas rush approaching, the Department of Labor and Employment in Central Visayas (DOLE 7) is calling on employers to release the 13th month pay on time.
DOLE 7 said the deadline remains firm despite ongoing recovery efforts in parts of the region affected by recent calamities.
Engineer Anna Marie Satorre, senior labor and employment officer of DOLE 7, emphasized that providing the 13th month benefit is a duty that “cannot be postponed or negotiated.”
She added that Labor Advisory No. 16, Series of 2025, clearly prohibits deferment or suspension of the mandatory payout under any circumstance.
“Employers should have anticipated and set aside funds for this benefit. We expect full compliance from all,” Satorre said.
DOLE reiterated that employers must release the 13th month pay on or before Dec. 24, 2025, following the national government’s directive to protect workers’ holiday benefits.
Labor Secretary Bienvenido Laguesma reinforced the agency’s stance, reminding businesses that the 13th month pay is a guaranteed right under Philippine law.
“It is not optional. Workers rely on this benefit especially during the holidays, and employers must ensure full and timely compliance,” Laguesma said in a separate statement.
Under Labor Advisory No. 16, all rank and file private sector employees are entitled to the mandatory benefit, regardless of their position, employment status, or wage payment method.
Eligible employees include:
- Monthly, daily, or piece rate workers
- Those earning fixed wages plus commissions
- Employees with multiple employers
- Workers who served at least one month during the year
- Employees who resigned, were terminated, or went on maternity leave with salary differential
Government employees, however, do not fall under this decree. They receive their own set of bonuses, including year end and mid year pay.
How to Compute 13th Month Pay
DOLE clarified that the minimum 13th month pay equals one twelfth of an employee’s basic salary earned during the year.
“Basic salary” excludes overtime pay, night differential, holiday pay, unused leaves, cost of living allowances, and other non monetary benefits.
Piece rate workers: total production earnings ÷ 12
Fixed wage plus commission workers: only the fixed wage counts, per a Supreme Court ruling
Monitoring and Reporting
DOLE field offices will intensify compliance checks to ensure employers follow the rules.
All companies must also file their 13th month compliance reports via the DOLE Online Compliance Portal by Jan. 15, 2026.
Required details include the total number of employees, the number of beneficiaries, and the amount released.
The labor department stressed that it will not accept any requests for exemption or deferment. (LLP)
