Short answer. Yes. Article 291 of the Labor Code applies its three-year prescriptive period to all money claims arising from the employer-employee relationship, without carving out overtime pay or holiday pay for separate treatment. Both follow the same three-year deadline, each counted from when that particular claim accrued.
What the law says
All money claims arising from employer-employee relations accruing during the effectivity of this Code shall be filed within three (3) years from the time the cause of action accrued; otherwise they shall be forever barred.
Labor Code, Article 291 — Prescription Of Money Claims. Read the full provision →
The rule is written broadly, not claim by claim
Article 291 covers all money claims arising from employer-employee relations, filed within three years from the time the cause of action accrued, or else they are forever barred. The article does not list overtime pay, holiday pay, or any other specific benefit separately — it uses one broad category, "money claims arising from employer-employee relations," and applies the same three-year rule to everything that fits inside it.
Why overtime and holiday pay fall inside that category
Unpaid overtime and unpaid holiday pay are both amounts an employee is owed because of the employment relationship — compensation the employer failed to pay for work covered by the Labor Code's rules on hours and pay. Nothing about their nature places them outside the phrase Article 291 uses. So both are money claims arising from employer-employee relations in the sense the article describes, and both are governed by the same three-year period rather than a shorter or longer one of their own.
Each unpaid instance has its own clock
Because the period runs from the time the cause of action accrued, and overtime or holiday pay is typically owed for specific dates worked, an employee with several unpaid instances across different periods is not dealing with a single deadline for all of them. Each period's unpaid amount accrues on its own, and the three years for that particular amount is measured from when it became due and unpaid, not from some single combined date.
What missing the deadline means
Article 291 does not soften the consequence for either type of claim: once three years pass from accrual without a claim being filed, it is forever barred. That applies the same way whether the unpaid amount is overtime pay, holiday pay, or any other money claim covered by the article, which is exactly why the article treats them alike rather than singling either one out.
The article's other deadlines do not touch a present-day claim
Article 291 also contains a one-year filing window for money claims that accrued before the Labor Code took effect, and a March 31, 1975 deadline for workmen's compensation claims tied to a specific 1974 period. Those are transitional rules addressed to a past cutover, not to overtime or holiday pay owed today. For a claim accruing under the Code's current effectivity, the three-year period is the one that governs — the older, time-bound windows in the same article simply do not apply to it.