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Everything you need to know about the CSC's new 4-day workweek guidelines for government employees

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Everything you need to know about the CSC's new 4-day workweek guidelines for government employees

The Civil Service Commission (CSC) has officially updated its policies to support a modernized, flexible approach to government work schedules. Promulgated on June 18, 2026, CSC Resolution No. 2600838 introduces an amendment to the Policies on Flexible Work Arrangements (FWAs) in the Government.

This update provides clear directives for adopting a compressed workweek (CWW) in the public. The initiative aligns with Office of the President (OP) Memorandum Circular No. 114 to optimize public resources, serve as an energy-saving measure, and ensure effective public service delivery.

What is the Compressed Workweek (CWW)?

The CWW allows government employees to condense their standard 40-hour workweek into fewer days. This arrangement is particularly applicable for tasks that cannot be accomplished outside the office, skeleton workforces, and roles deemed necessary by agency heads for continued operations.

Agencies are given the flexibility to adopt various schedule combinations, provided that public service delivery is not prejudiced during the whole workweek (Monday to Friday). The approved schedule options include:

  • Monday to Thursday as workdays, with Friday designated as the non-working day.
  • Tuesday to Friday as workdays, with Monday designated as the non-working day.
  • Monday, Tuesday, Thursday, and Friday as workdays, with Wednesday designated as the non-working 
  • Any combination consisting of four (4) workdays and one (1) non-working.

Daily Work Hours Under the CWW

To comply with the mandated 40-hour workweek within four days, the daily schedule is adjusted:

  • Employees must render a total of ten (10) working hours per workday.
  • This 10-hour requirement is exclusive of a one (1) hour break for lunch.
  • Agencies may implement fixed office hours, such as 7:00 a.m. to 6:00 p.m., or 8:00 a.m. to 7:00 p.m.
  • A designated lunch break is allotted from 12:00 nn to 1:00 p.m.

How Holidays and Work Suspensions Are Handled

Handling unexpected days off or legal holidays can be confusing under a flexible schedule. The CSC has outlined specific rules based on when the holiday or suspension falls:

  • When a holiday or suspension falls on the CWW Non-Working Day: The schedule will automatically revert to the usual 8-hour workday for the rest of the week. For example, if an employee's non-working day is Friday and Friday is a holiday, they must render 8 hours daily from Monday to Thursday.
  • When a holiday or suspension falls on a Scheduled Working Day: The required 10-hour workday is deemed complied. 
Note: This rule does not apply to employees providing skeleton forces for 24/7 essential frontline services.
  • When a holiday or suspension is declared late in the week: If employees have already rendered their required 10-hour shifts on preceding days, those hours are considered valid and will not be adjusted or recomputed. Any modifications to the schedule will apply perspecrtive.

Impact on Leave Credits

Transitioning to a 10-hour workday impacts how leave credits are earned and deducted. Under the new resolution:

  • Employees will continue to earn 1.25 vacation leave (VL) credits and 1.25 sick leave credits per month.
  • If an employee avails of a vacation or sick leave during the 4-day CWW, they will be charged 1.25 days of leave credits for every day of absence.
  • If an agency reverts back to an 8-hour workday, an absence will be charged as 1 day of leave credit.
  • If an employee is late or has undertime, vacation leave credits will be deducted corresponding to the actual number of minutes or hours.
  • Non-cumulative and non-commutative leaves, such as Special Privilege Leave and Wellness Leave, may still be used on a per-day basis without any diminution of benefits.

Effectivity

CSC Resolution No. 2600838 takes effect retroactively on March 6, 2026. This ensures synchronization with OP MC No. 114, guaranteeing a consistent implementation of compressed workweek arrangements across government agencies. Furthermore, agencies and employees who implemented alternative practices in good faith prior to this promulgation will not face administrative prejudice, consistent with the doctrine of operative fact.

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