Manila, Philippines - Often, unique or peculiar labor law regulations abroad, while fitting the local context, can feel somewhat unfamiliar from an outsider's perspective. One such example is the Philippines' "13th month pay" system. While found in some regions of Latin America, Europe, and Asia, this regulation remains relatively unknown in Korea despite its significance. The "13th month pay" refers to a legal provision in the Philippines requiring all private sector employers to mandatorily pay their employees an additional amount equivalent to approximately one month's salary each year.

From an employee's standpoint, this may seem like a very attractive system, but its mandatory implementation could pose a significant burden on employers. Even though introducing a permanent additional salary system might be a difficult consideration for employers, HR departments can gain several important insights by studying the Philippines' "13th month pay" system.

What is the '13th Month Pay'?

Stipulated in Philippine salary regulations, the "13th month pay" is a system where all employers must pay their employees one-twelfth (1/12) of their total earnings for the calendar year. This effectively amounts to one month's salary at the end of a 12-month working period. Employees receive this money unconditionally in preparation for the year-end holiday season.

The "13th month pay" differs from typical performance-based bonuses in that it provides all employees with guaranteed additional disposable income, regardless of performance. This mandatory payment must be given to employees by December 24th each year, and failure to comply can result in penalties.

However, some exceptions exist. Government employees and domestic helpers are not entitled to the "13th month pay," but they receive compensation under similar bonus regulations instead. Additionally, employers already paying bonuses to their employees that are equivalent to or exceed the "13th month pay" are not obligated to make additional salary payments.

'13th Month Pay' Systems in Countries Other Than the Philippines

In the Philippines, the "13th month pay" was mandated by Presidential Decree No. 851 in 1975. Initially, it applied only to private sector employees earning below a certain wage threshold, but it was later expanded to include all private sector employees.

While the Philippines is considered one of the first countries to mandate the "13th month pay," other nations also provide similar benefits to workers. Employee bonus laws similar to this are common in Latin American countries such as Argentina, Brazil, Guatemala, and Mexico. Italy, Indonesia, and Greece also operate systems akin to the "13th month pay." Some regions, like Portugal, Ecuador, and Angola, even offer a "14th month pay."

Although the amount of salary paid and the timing of payment may vary by region, these bonuses share the commonality of being legally guaranteed to workers.

Discussions on Mandating '13th Month Pay' in the U.S. Still Premature

While the "13th month pay" is an excellent system in the Philippines and similar regions, positive effects could be expected if such laws were introduced in other countries as well. Despite its potential positive impact on employees' lives, especially during times of economic uncertainty, the prevailing opinion is that mandating such regulations is currently difficult.

Employers might seek alternatives such as laying off employees to balance costs or reducing existing welfare benefits to provide the "13th month pay." Given the current situation where employers are already experiencing confusion due to federal deregulation and tariff impositions, focusing on enacting laws that increase the financial burden on job creators is considered inappropriate.

Furthermore, many employers already provide Christmas or year-end bonuses, which are similar in form to the "13th month pay" in other regions. However, in the United States, the payment of these bonuses is not mandatory, allowing employers to decide voluntarily. Nevertheless, providing equal compensation to all employees can be a very desirable measure for any organization.

Lessons Employers Can Learn from the Philippines' Additional Salary Regulations

If immediately adopting the "13th month pay" principle is financially challenging, employers do not need to rush. Even without implementing the exact same regulations, employers and HR departments can glean several lessons from the "13th month pay" system:

A centrally determined welfare and compensation system can clearly present expectations to employees.
Clear and unified policies can reduce disputes and administrative complexities, so it is good to clearly state compensation terms.
Annual rewards for employee loyalty have a significant impact.
Equal bonuses play a role in increasing fairness. While performance-based bonuses can encourage the efforts of some employees, they can also create an unequal environment among staff.
Setting expectations for year-end bonuses can help reduce turnover by encouraging employees to remain with the company during the period when they anticipate receiving the bonus.
Bonuses and additional pay that are not government mandates can be perceived by employees as a gesture of goodwill from the company, increasing their commitment to company goals.
Bonuses paid in line with high-expenditure periods, such as holidays, can leave a greater sense of gratitude and positive memories than bonuses paid at random times, making them more effective.
The Philippines' "13th month pay" regulation shows that managing welfare benefits through careful financial planning is possible, so employers and HR departments should recognize that regular employee compensation is not unfeasible.
HR departments of organizations planning to expand into new markets such as the Philippines or Latin America should be aware of these local regulations or cultural practices, even if they are not mandatory, as this can affect recruitment.
Companies that adopt such policies in countries where the "13th month pay" is not common can gain an immediate competitive advantage.
Employers should research laws and international regulations.
There are many reasons why implementing the "13th month pay" in the United States is not appropriate, especially in a situation with high layoff rates. Companies will strongly resist such changes, as with most employee-centric policies. However, companies wishing to build rapport with their employees should examine employee bonus laws around the world and consider what can be learned from their guidelines, implementation methods, and outcomes.

By securing more information, HR departments will be able to plan in a way that ensures the effectiveness of welfare benefits in a manner that is advantageous to the organization in the long term.