Minimum Wage in Manila 2026: Current Rates, Monthly Pay, and Kasambahay Updates

The minimum wage in Manila (Metro Manila / NCR) is ₱695 per day for non-agriculture workers and ₱658 per day for agriculture, small retail, and small manufacturing workers. These rates took effect on July 18, 2025, under Wage Order NCR-26, and remain the current minimum wage rate throughout 2026. For kasambahay (domestic workers), the minimum wage is now ₱7,800 per month as of February 7, 2026.

This guide covers everything NCR workers and employers need: daily and monthly rates, net take-home pay after deductions, kasambahay wages, overtime and holiday pay computation, tax exemption rules, and the status of the proposed ₱200 nationwide wage hike.

Current Minimum Wage in Metro Manila (NCR) — 2026 Rates

The RTWPB-NCR’s Wage Order NCR-26, signed on June 30, 2025, and effective July 18, 2025, sets the following daily minimum wages for private sector workers in the National Capital Region:

Source: Wage Order No. NCR-26, Regional Tripartite Wages and Productivity Board – NCR

The ₱50/day increase under NCR-26 is the largest single adjustment ever granted by the NCR wage board. It benefits approximately 1.2 million minimum wage earners in Metro Manila.

Non-Agriculture Workers — ₱695 per Day

Non-agriculture covers the widest range of workers in NCR: employees in commercial establishments, BPOs, restaurants and food service, retail chains with more than 15 employees, construction, manufacturing firms with 10 or more workers, logistics, and all other industrial and service enterprises. If your employer operates a business establishment (not a farm or plantation) and employs more than the small-establishment thresholds, the ₱695 rate applies to you.

Agriculture, Retail, and Small Manufacturing Workers — ₱658 per Day

Workers in the following categories receive ₱658/day under NCR-26:

• Agriculture — plantation and non-plantation farm workers within NCR
• Service and retail establishments employing 15 workers or fewer
• Manufacturing establishments regularly employing fewer than 10 workers

The lower rate reflects the reduced capacity to pay of smaller enterprises. These establishments may also apply for further exemptions (see the exemptions section below).

Is There a New Minimum Wage Increase in 2026?

No new wage order for NCR private sector workers has been issued in 2026. The ₱695/day rate under Wage Order NCR-26 carries over and remains the current rate. Under NWPC guidelines, the Regional Tripartite Wages and Productivity Board cannot issue a new wage order within 12 months of the previous one unless a supervening condition — such as a severe economic crisis — is officially declared.

Since NCR-26 took effect on July 18, 2025, the earliest a new NCR wage order could be issued is after July 2026. However, the kasambahay minimum wage was increased to ₱7,800/month effective February 7, 2026 (covered in detail below). Separately, Regions XI (Davao) and V (Bicol) began wage determination proceedings in early 2026, but NCR is not among them.

How Much Is the Minimum Wage in Manila per Month?

This is the question most Filipino workers actually need answered — and most online guides skip it. The daily rate of ₱695 translates to different monthly amounts depending on your work schedule and mandatory government deductions.

Monthly Gross Pay — 5-Day vs. 6-Day Workweek

The standard computation uses the “monthly equivalent” method:

• 5-day workweek: ₱695 × 22 working days = ₱15,290/month (gross)
• 6-day workweek: ₱695 × 26 working days = ₱18,070/month (gross)

Some payroll systems use the factor 365 days ÷ 12 months = 30.42 days/month, then subtract rest days and holidays, arriving at slightly different figures. DOLE has cited a monthly take-home range of approximately ₱15,247 to ₱18,216 inclusive of monetized mandatory benefits like 13th month pay and service incentive leave.

Net Take-Home Pay After SSS, PhilHealth, and Pag-IBIG Deductions

Minimum wage earners in Manila are exempt from income tax under the TRAIN Law (RA 10963), but mandatory social insurance contributions still apply. Here are the approximate monthly employee shares based on the 2025–2026 contribution schedules:

Note: Exact SSS contributions depend on the Monthly Salary Credit bracket. PhilHealth uses a 5% premium rate (split equally between employer and employee). Pag-IBIG employee share is 1%–2% of monthly compensation up to ₱5,000 cap. Check the latest SSS contribution table and PhilHealth premium schedule for precise figures.

Your employer also pays their share on top of these amounts — roughly ₱1,300–₱1,700/month in combined employer contributions for SSS, PhilHealth, and Pag-IBIG — but that does not come out of your salary.

13th Month Pay for Minimum Wage Earners

All rank-and-file employees — including minimum wage earners — are entitled to 13th month pay under Presidential Decree No. 851. The formula is straightforward:

13th Month Pay = Total Basic Salary Earned During the Year ÷ 12

For a non-agriculture worker on a 5-day week earning ₱15,290/month gross for a full calendar year, the 13th month pay would be approximately ₱15,290. This must be paid on or before December 24 of each year. The first ₱90,000 of 13th month pay and other benefits combined is tax-exempt under the TRAIN Law. For minimum wage earners, the full 13th month amount falls well below this threshold and is not taxed.

For more details, see our complete guide to 13th month pay computation.

Kasambahay Minimum Wage in Metro Manila — ₱7,800/Month (2026)

The minimum wage for kasambahay (domestic workers) in Metro Manila is ₱7,800 per month, effective February 7, 2026, under Wage Order NCR-DW-06. This is an ₱800 increase from the previous ₱7,000 rate set by NCR-DW-05 in January 2025. The new rate covers all domestic helpers, yayas (nannies), cooks, gardeners, laundry workers, and family drivers employed in private NCR households.

The wage order applies regardless of whether the kasambahay was hired directly by the household or through a licensed Private Employment Agency (PEA). For agency-hired kasambahay, the household principal or client must shoulder the prescribed wage. PEAs are jointly and severally liable for non-payment.

Who Qualifies as a Kasambahay Under RA 10361?

Under the Domestic Workers Act (Republic Act No. 10361, also known as the Batas Kasambahay), a kasambahay is any person engaged in domestic work within an employer’s household. This includes:

• Household helpers (katulong)
• Yayas / nannies / childcare providers
• Cooks
• Gardeners
• Laundry persons
• Family drivers serving the household

A worker employed in a commercial, industrial, or agricultural enterprise — even if their tasks resemble domestic work — is not classified as kasambahay. For example, a helper working in a restaurant or a driver for a company fleet is covered by the standard NCR wage order (₱695/day), not the kasambahay rate.

Kasambahay Benefits Beyond the Monthly Wage

RA 10361 mandates the following benefits for all kasambahay, in addition to their monthly salary:

• SSS, PhilHealth, and Pag-IBIG enrollment — the employer must register the kasambahay. If the kasambahay’s salary is ₱5,000 or above (as it now is in NCR at ₱7,800), contributions are shared between employer and employee.
• 13th month pay — due by December 24 each year
• Service incentive leave — 5 days of paid leave after one year of service; convertible to cash if unused
• Rest day — at least 24 consecutive hours of rest per week
• Adequate meals — at least three meals a day
• Humane sleeping arrangements that ensure the kasambahay’s safety and privacy
• Access to education — employers must provide opportunities to finish basic education, if applicable

Employers who fail to register their kasambahay with SSS, PhilHealth, and Pag-IBIG face penalties under RA 10361, including fines of ₱10,000 to ₱40,000.

Kasambahay Wage History in NCR (2013–2026)

Sources: NWPC records, DOLE announcements, RA 10361 Section 24

For a full breakdown of kasambahay rights and employer obligations, see our guide to the Kasambahay Law (RA 10361).

NCR Minimum Wage History — From ₱491 to ₱695 (2016–2026)

From 2016 to 2026, the NCR non-agriculture daily minimum wage increased from ₱491 to ₱695 — a cumulative ₱204 rise (+41.5%), with no increases during the 2020–2022 pandemic period.

No competing guide offers a consolidated wage history table for Metro Manila. Below is the progression of the non-agriculture daily minimum wage in NCR over the past decade:

Note: NCR-23, issued in 2019, maintained the rate at ₱537. No new wage order was issued from 2020 to mid-2023 due to the economic disruption caused by the COVID-19 pandemic. The ₱73 jump under NCR-24 in July 2023 — from ₱537 to ₱610 — reflected accumulated cost-of-living pressure during those years.

Between 2023 and 2025, the cumulative increase has been ₱125/day — a 22.7% rise from ₱570 (the rate just before NCR-24’s two-step implementation) to ₱695. This represents the most aggressive three-year wage growth cycle NCR has seen since regionalized wage-setting began under RA 6727 in 1989.

Who Sets the Minimum Wage in the Philippines?

The Philippines does not have a single national minimum wage. Instead, wages are determined regionally through a tripartite system established by Republic Act No. 6727, the Wage Rationalization Act of 1989.

The structure works as follows:

• DOLE (Department of Labor and Employment) — the national agency overseeing labor policy
• NWPC (National Wages and Productivity Commission) — the policy-coordinating body under DOLE that sets guidelines for wage determination
• RTWPBs (Regional Tripartite Wages and Productivity Boards) — 17 regional boards, each composed of government, employer, and labor representatives, that review and set minimum wages for their respective regions

For Metro Manila, the RTWPB-NCR is the body that issues wage orders. Its decisions are based on consultations with workers and employers and are signed by the board chairperson (currently the DOLE-NCR Regional Director).

How the NCR Wage Board Decides on an Increase

The RTWPB-NCR evaluates the following factors before issuing a wage order:

• Inflation rates and cost of living — using data from the Philippine Statistics Authority (PSA). NCR inflation averaged 2.4% in 2025.
• Economic growth — regional GDP and employment data
• Employer capacity to pay — assessed through consultations with business groups
• Poverty threshold and family living wage — data from PSA and independent research
• Petitions from labor groups — formal requests filed with the board
• ILO Convention No. 131 standards on minimum wage fixing

Under the current administration’s directive, wage boards follow a policy of regular, moderate, and predictable increases, reviewed annually on or near the anniversary date of the previous wage order. The NWPC also requires a minimum 12-month gap between wage orders unless a supervening condition is declared.

Overtime, Holiday, and Night Differential Pay for Minimum Wage Earners

If you earn the minimum wage in Manila, your effective hourly rate is:

₱695 ÷ 8 hours = ₱86.88/hour

All overtime, holiday, and night differential computations build from this base.

Overtime Pay Computation (₱695 Base)

Under the Labor Code, overtime work beyond 8 hours per day must be compensated at a premium. Here are the rates for NCR minimum wage earners:

Base hourly rate: ₱86.88 (₱695 ÷ 8)

Holiday Pay Rates for Manila Minimum Wage Earners

For a full day’s work (8 hours) on a holiday, here is what an NCR minimum wage earner should receive:

If you work on a regular holiday and also render overtime, each additional hour is paid at ₱225.88. For a detailed breakdown across all Philippine holiday types, see our holiday pay computation guide.

Night Differential (10 PM – 6 AM)

Workers whose shifts fall between 10:00 PM and 6:00 AM are entitled to an additional 10% of their hourly rate for every hour worked during that window.

For NCR minimum wage earners:

• Night differential premium: ₱86.88 × 10% = ₱8.69/hour
• Total hourly pay during night shift: ₱86.88 + ₱8.69 = ₱95.57/hour

For an 8-hour graveyard shift entirely within the night differential window, the additional pay amounts to ₱69.50 per shift — roughly ₱1,529 extra per month on a 22-day schedule.

Who Is Exempt from Minimum Wage in Manila?

Not all workers and establishments in NCR are required to pay the full ₱695/day rate. Wage Order NCR-26 provides specific exemptions.

Barangay Micro Business Enterprises (BMBEs)

Businesses registered as BMBEs under RA 9178 — with total assets of ₱3 million or less, excluding land — are exempt from the minimum wage. To qualify, the enterprise must:

1. Register with the Department of Trade and Industry (DTI) as a BMBE
2. Apply for wage exemption through the RTWPB-NCR
3. Receive approval from the board

BMBE status does not exempt employers from other labor standards such as social security registration, safe working conditions, or overtime pay rules.

Distressed and Calamity-Affected Establishments

Enterprises that have suffered economic losses or damage from natural disasters (e.g., typhoons) may apply to the RTWPB-NCR for full or partial exemption from the current wage order. Applications must include financial documentation and are assessed on a case-by-case basis. The NWPC has reminded employers that they can inquire about eligibility and file applications directly with the RTWPB in their jurisdiction.

Apprentices, Learners, and Other Special Categories

• Apprentices and learners in DOLE-approved training programs may be paid at least 75% of the applicable minimum wage during the training period
• Kasambahay are covered by a separate wage order (NCR-DW-06, ₱7,800/month) — not the standard NCR wage order
• Government workers are not covered by RTWPB wage orders; their compensation is set by the Salary Standardization Law and the Department of Budget and Management

Is Minimum Wage in Manila Tax-Exempt?

Yes. Under the TRAIN Law (Republic Act No. 10963), minimum wage earners (MWEs) in the private sector are fully exempt from income tax. This exemption covers:

• Basic minimum wage
• Holiday pay
• Overtime pay
• Night shift differential pay
• Hazard pay

This means no withholding tax is deducted from your salary if you are earning the exact minimum wage for your sector and region. However, SSS, PhilHealth, and Pag-IBIG contributions are not tax — they are social insurance premiums and still apply to MWEs.

One caveat: if you receive additional compensation beyond the minimum wage — such as commissions, allowances, or bonuses that push your total monthly earnings above the minimum wage threshold — the excess amount becomes taxable. Your employer’s payroll department should handle this computation. For more information, see our guide on the TRAIN Law tax exemption for minimum wage earners.

Proposed ₱200 Nationwide Wage Hike — Where Does It Stand?

As of February 2026, no legislated nationwide wage hike has been enacted.

Here is the timeline of what happened:

• June 3, 2025: The House of Representatives approved House Bill 11376 on third and final reading — proposing a ₱200/day across-the-board increase for all private sector minimum wage earners. The vote was 172–0 with 1 abstention.
• 2024 (Senate): The Senate had earlier approved Senate Bill 2534, proposing a more modest ₱100/day increase.
• June 11, 2025: Congress adjourned for the term without convening a bicameral conference committee to reconcile the two versions.
• End of 19th Congress: The bill lapsed. Both chambers’ versions expired with the close of the 19th Congress.
• 20th Congress (current): The bill must be refiled, deliberated, and passed again by both chambers before it can be sent to the President for signing.

Lawmakers and labor groups have signaled their intent to refile the proposal. Labor organizations continue to push for a living wage of ₱1,200 to ₱1,400 per day. Business groups have raised concerns about inflationary effects and potential job losses, particularly among micro and small enterprises.

If a reconciled bill is eventually signed into law, it would be the first legislated nationwide wage hike since the Wage Rationalization Act (RA 6727) established the regionalized system in 1989.

Minimum Wage vs. Living Wage in Manila

The current NCR minimum wage of ₱695/day (approximately ₱15,290–₱18,070/month) falls considerably short of what labor research groups consider a family living wage.

According to 2025 research from the IBON Foundation, a Filipino family of five in Metro Manila needs approximately ₱1,200 to ₱1,400 per day to cover basic needs — food, housing, transportation, utilities, education, and healthcare. That translates to roughly ₱31,000–₱36,000 per month.

The gap between the minimum wage and the estimated living wage is approximately ₱500–₱700 per day, or ₱13,000–₱18,000 per month. This gap is one of the primary reasons labor groups continue to push for substantial legislated wage increases beyond the incremental adjustments issued by regional wage boards.

For workers, the practical implication is that minimum wage alone — even with mandatory benefits — typically requires supplementary household income, whether from a working spouse, remittances, or additional part-time work.

NCR vs. Nearby Regions — Quick Wage Comparison

Workers in and around Metro Manila may benefit from comparing NCR rates with neighboring regions, especially if considering commuting patterns or relocation:

NCR’s rate is 24%–53% higher than surrounding regions. This wage premium reflects the significantly higher cost of living in Metro Manila — housing, food, and transportation costs that can easily offset the higher daily rate. Workers commuting from CALABARZON or Central Luzon to NCR-based jobs are entitled to the NCR rate if their workplace is physically located within Metro Manila.

Compliance Guide for Employers — What to Do After a Wage Order

For small-business owners and HR managers in NCR, staying compliant with wage orders is not optional. DOLE conducts regular labor inspections, and non-compliance can result in penalties, back-wage orders, and legal action.

Step-by-Step Compliance Checklist

1. Verify the applicable wage order and your sector classification. Confirm whether your establishment falls under non-agriculture (₱695) or the lower-tier categories (₱658). Check your number of employees against the thresholds.
2. Update payroll immediately. Adjust daily rates in your payroll system to reflect the new wage order. Do not wait for a “grace period” — wage orders take effect on the published date.
3. Address wage distortion. Review salary structures to ensure that pay differentials between minimum wage workers and higher-paid employees are maintained.
4. Post the wage order summary. Display the wage order in a conspicuous place in your workplace, as required by DOLE.
5. Check exemption eligibility. If you qualify as a BMBE or distressed establishment, file your application with the RTWPB-NCR before the wage order’s effectivity date.
6. Register kasambahay. If you employ household workers, ensure they are enrolled in SSS, PhilHealth, and Pag-IBIG and that their monthly wage meets the ₱7,800 minimum under NCR-DW-06.

What Is Wage Distortion and How to Correct It?

Wage distortion occurs when a mandated wage increase eliminates or significantly reduces the intentional quantitative differences in pay between employee groups within an establishment. For example, if your senior staff earned ₱700/day before the wage hike and new hires now also earn ₱695, the gap has been compressed from ₱100+ to just ₱5 — this is a wage distortion.

Per NWPC Advisory No. 01, Series of 2023, employers should correct wage distortion through:

• Negotiation between management and employees
• Grievance machinery under existing collective bargaining agreements
• Voluntary arbitration if negotiation fails

DOLE Secretary Bienvenido Laguesma has emphasized that employers should proactively address wage distortion to prevent demoralization among longer-tenured workers. Regional wage boards can provide technical assistance for enterprises navigating this process.

Frequently Asked Questions About Minimum Wage in Manila

Key Takeaways

• ₱695/day is the current minimum wage for non-agriculture workers in Metro Manila under Wage Order NCR-26 (effective July 18, 2025). Agriculture and small-establishment workers receive ₱658/day. Both rates remain unchanged in 2026.
• Monthly net take-home pay for NCR minimum wage earners is approximately ₱13,790 (5-day week) to ₱16,470 (6-day week) after SSS, PhilHealth, and Pag-IBIG deductions. No income tax is withheld.
• Kasambahay in NCR now earn a minimum of ₱7,800/month under Wage Order NCR-DW-06, effective February 7, 2026 — an ₱800 increase from the previous rate.
• Minimum wage earners are fully exempt from income tax under the TRAIN Law, including their holiday pay, overtime pay, and night differential.
• The proposed ₱200 nationwide wage hike (HB 11376) lapsed at the close of the 19th Congress and must be refiled. No legislated nationwide increase is in effect.
• The next NCR wage review is expected around mid-2026, after the 12-month anniversary of Wage Order NCR-26.

Disclaimer: This guide is for informational purposes and does not constitute legal advice. For specific labor disputes or compliance questions, consult the Department of Labor and Employment (DOLE) or a licensed labor law practitioner. Rates cited are based on published DOLE wage orders and official government announcements as of February 25, 2026.

Sources: Wage Order NCR-26, Wage Order NCR-DW-06, Republic Act No. 6727, Republic Act No. 10361, Republic Act No. 10963, NWPC Advisory No. 01 Series of 2023, DOLE press releases (PNA, Manila Bulletin, GMA News), Philippine Statistics Authority.