Below is a comprehensive discussion of work hours and rest day requirements under Philippine labor laws. It is intended for general informational purposes only and does not constitute legal advice. For specific concerns, consulting a qualified Philippine labor law expert or the Department of Labor and Employment (DOLE) is advised.

1. Legal Foundations

Labor Code of the Philippines (Presidential Decree No. 442, as amended)
- The primary statute governing employment relationships, including hours of work, overtime pay, and rest day requirements.
Related DOLE Issuances and Regulations
- Department Orders (D.O.) and Labor Advisories clarify and implement Labor Code provisions.
- DOLE’s Bureau of Working Conditions (BWC) periodically issues guidelines for employers on hours of work and rest day practices.

2. Coverage and Exclusions

Article 82 of the Labor Code states that provisions on working hours apply to employees in all establishments and undertakings, whether for profit or not, but excludes the following types of employees:

Government employees, including those of government-owned and controlled corporations.
Managerial employees (those whose primary duties consist of the management of the establishment and who are vested with the authority to hire, transfer, suspend, lay off, recall, discharge, assign, or discipline employees).
Field personnel (those who regularly perform their duties away from the principal place of business, whose actual hours of work cannot be determined with reasonable certainty).
Members of the family of the employer who are dependent on him for support.
Domestic or household service workers (covered instead by the Domestic Workers Act, or “Batas Kasambahay”).
Persons in the personal service of another (e.g., personal drivers).
Workers paid purely by results (except when expressly covered by the Labor Code).

3. Normal Hours of Work

3.1 Eight-Hour Workday

Under Article 83 of the Labor Code, the normal hours of work for an employee shall not exceed eight (8) hours a day. The workday may be broken into shifts, but the total must not exceed eight hours in a 24-hour period.

3.2 Compressed Workweek

A compressed workweek is an arrangement where the normal workweek is reduced to fewer than six (6) days but the total number of weekly work hours remains 40 or 48 hours. For instance, an employee may work 10 hours a day for four (4) days instead of eight (8) hours a day for five (5) days.

Employers must secure the employee’s voluntary consent to implement a compressed workweek, usually evidenced by a written agreement.
Overtime pay might only apply after the compressed daily work hours are exceeded, as agreed upon in the written arrangement.
The DOLE typically requires that a compressed workweek arrangement is beneficial both to the employee (e.g., fewer travel days) and the employer (operational flexibility).

3.3 Meal Breaks and Rest Periods Within the Workday

Article 85 mandates a one-hour unpaid meal break for every eight-hour workday.
Shorter meal breaks (not less than 20 minutes) may be permitted by DOLE for special industry circumstances.
Coffee breaks or rest periods of short duration (e.g., 5 to 15 minutes) are considered compensable working time if provided.

4. Determining Hours Worked

Article 84 of the Labor Code provides that “hours worked” include:

All time during which an employee is required to be on duty or to be at a prescribed workplace.
All time during which an employee is permitted to work.
All time spent traveling if required by the job (e.g., traveling sales personnel who do not fall under the excluded ‘field personnel’ category and whose hours can be reasonably ascertained).

5. Overtime, Premium, and Night Shift Differentials

5.1 Overtime Pay

Article 87 provides that work performed beyond eight (8) hours in a day is considered overtime.
The overtime rate is 125% of the regular hourly rate for ordinary days (i.e., plus 25% of the regular wage per hour in excess of 8 hours).

5.2 Premium Pay for Special Days and Holidays

Employees who work on a special non-working day are entitled to 130% of their daily rate for the first eight hours.
For regular holidays, the pay rate is 200% of the regular rate for the first eight hours.
Overtime on a holiday or special day is generally paid at a higher premium (e.g., an additional 30% on top of the holiday rate).

5.3 Night Shift Differential

Article 86 requires payment of an additional 10% of the regular wage for each hour of work performed between 10:00 p.m. and 6:00 a.m.
If night work is considered overtime (beyond 8 hours), the employee is entitled to both overtime pay and the night shift differential.

6. Rest Day Requirements

6.1 Right to Weekly Rest Day

Article 91 of the Labor Code guarantees that every employee (except managerial staff and other employees exempt under Article 82) is entitled to one rest day of not less than 24 consecutive hours after every six (6) consecutive working days.

Typically, the rest day is Sunday for many establishments, but the employer may schedule another day as rest day depending on the nature of the business.
The employee’s preference for a particular rest day (e.g., for religious reasons) should be respected whenever practicable.

6.2 Work on a Rest Day

Article 92 and Article 93 outline:

Voluntary vs. Required Work
- Employers generally cannot compel employees to work on their rest day unless the nature of the work demands continuous operations (e.g., certain manufacturing, service, or healthcare industries) or in certain emergency situations.
Premium Pay for Rest Day Work
- If an employee works on a rest day, the rate is 130% of the regular wage for the first eight hours.
- If the rest day coincides with a special non-working day or regular holiday, the appropriate premium or holiday rate applies.
Additional Overtime Pay on Rest Days
- Work performed beyond eight (8) hours on a rest day is also subject to overtime pay (plus 30% of the rest day rate).

7. Employer Flexibilities and Obligations

7.1 Scheduling and Rotation of Rest Days

Employers have the discretion to schedule rest days based on the operational needs of the business. For industries that require shift work or continuous operation (e.g., BPOs, hospitals), rest days may rotate weekly. Regardless, each employee must still be granted at least 24 consecutive hours for rest in a given week.

7.2 Record-Keeping

Employers are required to keep accurate records of attendance, working hours, overtime, and rest days. Failure to do so may result in penalties or disputes that could lead to labor cases.

7.3 Penalties for Non-Compliance

DOLE may investigate possible violations through labor inspections. Employers found violating the working hours or rest day rules can be liable for back wages, penalties, or sanctions imposed by the Department of Labor and Employment or the National Labor Relations Commission (NLRC).

8. Special Considerations

8.1 Compressed Workweek and Flexible Arrangements

Employers and employees may agree on a compressed or flexible work arrangement, subject to DOLE guidelines (e.g., Department Order No. 02 Series of 2009 for flexible work arrangements).
Such arrangements must not reduce the total number of rest days or violate minimum wage and other labor law requirements.

8.2 Part-Time Employment

Part-time employees are typically paid only for the hours worked but remain entitled to rest days proportionate to their work arrangement. They also enjoy overtime pay if they exceed eight hours on any given workday.

8.3 Security of Tenure and Employment Status

Probationary or project-based employees have the same entitlement to daily and weekly rest periods.
The status of employment does not affect the fundamental right to weekly rest day or statutory limits on hours of work.

9. Jurisprudence and Enforcement

Philippine Supreme Court decisions reinforce these labor standards. The consistent theme is that an employee’s right to a day of rest and to overtime compensation is a fundamental labor right. Meanwhile, DOLE labor inspectors and the National Labor Relations Commission (NLRC) maintain jurisdiction over disputes related to pay and rest day violations.

10. Practical Tips and Recommendations

Employers
- Develop clear, written policies on work hours, overtime procedures, and rest day scheduling.
- Secure prior written consent from employees when implementing compressed or flexible work arrangements.
- Keep detailed records of attendance and pay, including rest day schedules.
Employees
- Familiarize yourself with your working schedules and any company rules relating to overtime and rest days.
- Retain your own records of attendance and payslips to help verify calculations.
- In cases of dispute, discuss initially with HR or management and, if unresolved, seek guidance from DOLE or a legal professional.
Compliance
- Both sides benefit from ensuring compliance. For employers, it reduces labor-related disputes; for employees, it ensures statutory rights and protection of well-being.

11. Conclusion

Work hours and rest day requirements in the Philippines are chiefly governed by the Labor Code and supplemented by DOLE regulations. The law strikes a balance between operational flexibility for employers and the welfare of employees, guaranteeing a basic 8-hour daily limit, premium pay for overtime and special days, and at least one day of rest per week. Observing these provisions is essential not only for legal compliance but also for maintaining a healthy, productive workforce.

Disclaimer: This guide provides a general overview of Philippine labor law on work hours and rest days. It should not be relied upon as legal advice. For individual cases or further clarifications, consult a qualified labor law practitioner or the Department of Labor and Employment (DOLE).