Short answer. Yes, at least thirty percent more. Article 83 says covered health personnel required by the exigencies of the service to work six days or forty-eight hours are entitled to additional compensation of at least thirty percent of their regular wage for work on the sixth day.
What the law says
except where the exigencies of the service require that such personnel work for six (6) days or forty-eight (48) hours, in which case, they shall be entitled to an additional compensation of at least thirty percent (30%) of their regular wage for work on the sixth day.
Labor Code, Article 83 — Normal Hours of Work. Read the full provision →
Who the rule covers
Two conditions define the group. The personnel must be health personnel in cities and municipalities with a population of at least one million, or in hospitals and clinics with a bed capacity of at least one hundred. The article then defines health personnel broadly: resident physicians, nurses, nutritionists, dietitians, pharmacists, social workers, laboratory technicians, paramedical technicians, psychologists, midwives, attendants and all other hospital or clinic personnel. That last phrase matters — the provision is not confined to clinical staff.
The baseline it departs from
For covered personnel the normal arrangement in the article is eight hours a day, five days a week, exclusive of time for meals. The sixth day is the exception, permitted where the exigencies of the service require it, and the thirty percent is what the exception costs the employer. So the premium is not a bonus for willingness. It attaches to the sixth day itself, and the fact that staffing is chronically short does not turn a sixth day into an ordinary one.
“At least” thirty percent
The figure is a floor. A collective bargaining agreement, a company policy or an established practice may set a higher rate, and where it does, that higher rate is what should be paid; the article does not license an employer to drop to the statutory minimum because the statute mentions it. The premium is computed on the regular wage, so what is included in that base is worth checking on your payslip rather than assuming, particularly where a large part of pay arrives as allowances.
Check the roster against the payslip
This is a claim that lives or dies on records you can obtain now. Keep the duty roster or schedule showing the days assigned, the timekeeping records showing the days actually worked, and the payslips covering those weeks. Line them up: for each week with a sixth day, look for a corresponding premium. Where it is missing, the size of the shortfall is arithmetic rather than argument, which is the strongest position a wage claim can be in.