Pay Rules During Work Suspension in the Private Sector Due to Inclement Weather or Calamities
Pursuant to Article 5 of the Labor Code of the Philippines, as amended, and Republic Act No. 11058, in case of work suspension due to inclement weather and calamities, these general guidelines can help both employers and employees navigate pay computation issues during work suspensions in the Philippines.
The following rules shall apply if the employee worked during adverse weather conditions.
- If the employee did not work for that day then they are not entitled to regular pay, unless there is a favorable company policy or practice in place that allows for wages to be granted or accrued leaves to be utilized.
- On the other hand, if the employee worked a minimum of six hours, they are entitled to their full regular pay. For durations of work less than six hours, they should receive a proportionate amount of regular pay.
As per Labor Advisory No.17-2022, the decision for work suspension in the private sector due to weather or calamity related circumstances is still in the prerogative of the management with the help in coordination with the safety and health committee or company officer. However, if the employee refused or failed to work due to these reasons, there shall be no administrative sanction given to the employee.
For pay calculation matters during work suspensions in the Philippines, these guidelines can assist companies and workers. To address specific cases or obtain detailed information, consulting a legal expert or the Department of Labor and Employment is advisable.
