When you leave a job in the Philippines — whether you resigned, were dismissed, or your position ended — you are owed your final pay: the total of everything still due to you. This is separate from separation pay, and unlike separation pay, it is owed regardless of the reason you left.
This calculator adds up the three components almost everyone is owed, and shows every step with the law behind it. It does not include separation pay — if you are entitled to that, use the separation pay calculator and add the two together.
Your details
Basic salary only — used for your 13th month pay.
Count from 1 January of the year you leave (or your hire date, if you were hired this year) to your last day. Leaving at the end of July ≈ 7 months.
Wages for days you have already worked but have not been paid for. Enter 0 if you are fully paid up.
Only leave that your company converts to cash counts — at minimum the 5-day service incentive leave. Not sure of your daily rate? For a 5-day work week it is often your monthly basic × 12 ÷ 261. Check your payslip.
What goes into final pay
"Final pay" is the sum of everything still owed to you when you leave. The three components below are the ones nearly everyone is owed; a particular job may add others (a tax refund, retirement pay, unpaid commissions, or amounts under a company policy or CBA).
- Unpaid earned salary — wages for days you already worked but were not yet paid for.
- Pro-rated 13th month pay — one-twelfth of the basic salary you earned in the calendar year up to your last day. Owed even if you leave in the middle of the year.
- Cash value of unused service incentive leave — the Labor Code gives five days of paid leave a year, and unused leave is commutable to its cash equivalent. Many employers grant more generous leave that is likewise convertible.
The 30-day rule — and what to do if it is missed
Under DOLE Labor Advisory No. 06-20, final pay must be released within thirty (30) days from the date you leave, unless a company policy or agreement sets a more favourable (shorter) period. The same advisory says your Certificate of Employment must be issued within three days of your request.
If your employer sits on your final pay past 30 days, or withholds it pending an open-ended "clearance", that is a money claim you can bring — usually starting with the DOLE regional office. Withholding final pay to pressure you into signing a quitclaim is a common and improper tactic.
The legal basis
- Presidential Decree No. 851 — requires 13th month pay, defined as one-twelfth (1/12) of the basic salary earned within a calendar year. A departing employee is owed the pro-rated portion for the part of the year worked.
- Article 95, Labor Code (Presidential Decree No. 442) — grants five days of service incentive leave a year after one year of service. The Supreme Court in Auto Bus Transport Systems, Inc. v. Bautista, G.R. No. 156367, May 16, 2005, confirmed it is "commutable to its money equivalent if not used or exhausted at the end of the year".
- DOLE Labor Advisory No. 06, Series of 2020 — final pay must be released within 30 days of separation; the Certificate of Employment within 3 days of request.