When should I get my last pay after resigning or being terminated?
Last updated: 2026-07-11 · Educational content; not legal advice.
Short answer
DOLE Labor Advisory No. 06-20 sets the general rule at within 30 days from the date of your separation from employment, regardless of the cause — resignation, end of contract, or termination — unless a company policy, individual agreement, or CBA provides a shorter, more favorable period. The 30-day count runs from your last day, not from the day you finish clearance.
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Frequently asked
Does it matter whether I resigned or was fired?
No. Labor Advisory 06-20 applies the same 30-day release period regardless of the cause of separation — resignation, end of a fixed-term contract, or termination for just or authorized cause.
Can a company policy make it faster?
Yes. The 30 days is a ceiling, not a target. If a company policy, individual agreement, or CBA promises release sooner, that more favorable term governs.
What counts as my 'last pay'?
Your final pay includes unpaid salary, pro-rated 13th-month pay, unused service incentive leave converted to cash, and any separation pay, commissions, or bonuses due under your contract or company policy.
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Boses ng kumakayod — your everyday rights as a Filipino worker on pay and dismissal: when your final/back pay must be released (DOLE Labor Advisory 06-20 — within 30 days of separation), 13th-month pay (PD 851 — 1/12 of your basic salary, on or before December 24), legal vs illegal salary deductions, unpaid wages and overtime, the twin-notice due-process rule before you can be dismissed, just causes vs authorized causes, separation pay, your Certificate of Employment (within 3 days of request), resignation notice, the regional minimum wage set by your RTWPB, and how to file with DOLE (SEnA conciliation first) or the NLRC.