Practical guides on payroll computation, SSS, PhilHealth, Pag-IBIG, employee leave, timekeeping, and HR management for Philippine businesses.
Philippine leave programs mix statutory benefits and company policy. SIL, maternity, and several special leaves are created by law; VL and SL usually are not.
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Walk through Philippine payroll from basic salary to net pay, including absences, overtime, holiday premiums, night differential, and government deductions.
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The SSS contribution schedule effective January 2025 uses a 15% rate, MSC up to ₱35,000, an employer-funded EC amount, and MPF on compensation above ₱20,000.
Read ArticleA payroll system for Philippine businesses needs more than basic salary math. It must handle timekeeping, statutory contributions, and local pay rules.
Read ArticleAn HR management system centralizes employee records, organization structure, timekeeping, leave, and often payroll so HR work is not spread across disconnected files.
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A daily time record, or DTR, is the attendance history used to compute hours worked, absences, overtime, and pay for employees in the Philippines.
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The right timekeeping system depends on how your teams clock in, how payroll is calculated, and how many locations you need to manage.
Read ArticlePayroll is only as accurate as the time records behind it. A timekeeping system reduces missing punches, unclear overtime, and last-minute DTR cleanup.
Read ArticleManual logs can work for a very small team. Automated timekeeping becomes more reliable as branches, shifts, and payroll rules grow more complex.
Read ArticleWhen timekeeping and payroll share one set of employee records, cutoff becomes a review process instead of a reconstruction project.
Read ArticleManual payroll can appear cheaper until cutoff week arrives. Automated payroll applies consistent rules, keeps an audit trail, and shortens review cycles.
Read ArticlePayroll automation applies the same pay rules to approved time and employee records, reducing repetitive calculations and last-minute spreadsheet work.
Read ArticleDaily and hourly rates depend on the salary conversion method your company documents. Different classifications and schedules can use different factors.
Read ArticleWalk through Philippine payroll from basic salary to net pay, including absences, overtime, holiday premiums, night differential, and government deductions.
Read ArticleMonthly-paid and daily-paid employees are not computed the same way. Payroll software should not assume every employee uses the same salary divisor.
Read ArticlePayroll deductions are not all the same. Statutory contributions follow government rules; company loans and similar items need employee authorization.
Read ArticleRest day pay depends on the employee’s schedule, whether work was required, and how many hours were rendered. Clear rest-day records prevent payroll disputes.
Read ArticleNight differential pay is an additional amount for work performed during the night-shift window. Payroll needs accurate time records to apply it correctly.
Read ArticlePag-IBIG mandatory savings are a percentage of monthly compensation up to the official Maximum Fund Salary. Amounts above that ceiling do not increase the mandatory deduction.
Read ArticlePhilHealth contribution starts from monthly basic salary, applies the current premium rate, then splits the result between employee and employer unless a special rule applies.
Read ArticleSSS contribution is not a flat percentage of every peso earned. Find the applicable compensation, read the MSC, then apply employee, employer, EC, and MPF amounts.
Read ArticleA ₱30,000 monthly salary produces separate SSS, PhilHealth, and Pag-IBIG amounts. Add them with other authorized deductions to see how net pay is built.
Read ArticleMandatory Pag-IBIG contributions use a percentage of monthly compensation up to the Maximum Fund Salary, with a separate employer counterpart that cannot be charged to the employee.
Read ArticlePhilHealth premiums for direct contributors remain at 5% of monthly basic salary, subject to the official income floor and ceiling in the current advisory.
Read ArticlePhilippine leave programs mix statutory benefits and company policy. SIL, maternity, and several special leaves are created by law; VL and SL usually are not.
Read ArticleLeave credit math follows the company’s configured policy except where a statute fixes the benefit. Accrual, proration, rounding, and conversion should be written down.
Read ArticleLeave pay depends on the leave type, whether it is paid, and the daily rate method the company uses. Statutory benefits and company benefits are not interchangeable.
Read ArticleExpanded maternity leave is a statutory benefit under RA 11210, not the old Labor Code duration. Payroll still has to coordinate leave dates, SSS benefit, and pay.
Read ArticleRA 8187 grants seven days of paternity leave with pay to qualified married male employees, subject to the statute’s coverage, notice, and documentation rules.
Read ArticleCovered employees who have rendered at least one year of service are generally entitled to five days of paid Service Incentive Leave, subject to statutory exceptions.
Read ArticleSmall businesses do not need a bloated HR suite. They need reliable employee records, attendance, leave, and payroll support without a heavy implementation burden.
Read ArticleChoosing HR software is less about a feature checklist and more about whether the system can support your organization structure, timekeeping, and payroll process.
Read ArticleHRIS and HRMS are often used interchangeably. The useful distinction is scope: records-focused systems versus broader workforce and payroll platforms.
Read ArticleBiometric attendance reduces proxy clock-ins. Manual logs remain common, but they are harder to verify when disputes or payroll questions appear.
Read ArticleAn attendance management system organizes time-in, time-out, schedules, and exceptions so attendance issues are visible before payroll cutoff.
Read ArticleEmployee attendance tracking records who was present, late, absent, or on leave so supervisors and payroll teams work from the same daily facts.
Read ArticlePhilippine leave programs mix statutory benefits and company policy. SIL, maternity, and several special leaves are created by law; VL and SL usually are not.
Read ArticleLeave credit math follows the company’s configured policy except where a statute fixes the benefit. Accrual, proration, rounding, and conversion should be written down.
Read ArticleDaily and hourly rates depend on the salary conversion method your company documents. Different classifications and schedules can use different factors.
Read ArticleLeave pay depends on the leave type, whether it is paid, and the daily rate method the company uses. Statutory benefits and company benefits are not interchangeable.
Read ArticlePag-IBIG mandatory savings are a percentage of monthly compensation up to the official Maximum Fund Salary. Amounts above that ceiling do not increase the mandatory deduction.
Read ArticleWalk through Philippine payroll from basic salary to net pay, including absences, overtime, holiday premiums, night differential, and government deductions.
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