Additional P10,000 nontaxable De Minimis Benefits effective January 1, 2015


Late in December 2014, there has been many articles in the social media discussing the expanded the list of de minimis benefits exempted from income tax on compensation, to include benefits under collective bargaining agreements (CBAs) and productivity incentive schemes. The inclusion of this additional item was described as “a fitting gift to our workers in this holiday season”. It is said as well that expanding the list of tax-exempt de minimis benefits was one of the demands of labor at the dialogue with the President in the last Labor Day commemoration in May 2014

A post from the Official Gazette of the Republic of the Philippines was well-shared in the social media, but what exactly are included in the expanded list?

On January 5, 2015, the Bureau of Internal Revenue issued Revenue Regulations (RR) No. 1-2015 to further amend previously issued regulations covering de minimis benefits to include:

(k) Benefits received by an employee by virtue of a collective bargaining agreement (CBA) and productivity incentive scheme provided that the total annual monetary value received from both CBA and productivity incentive scheme combined do not exceed ten thousand pesos (Php 10,000) per employee, per taxable year.


Currently, the full list of de minimis benefits which are not subject to income tax on compensation as well as fringe benefits tax:

  1. Monetized unused vacation leave credits of private employees not exceeding ten (10) days during the year;
  2. Monetized value of vacation and sick leave credits paid to government officials and employees;
  3. Medical cash allowance to dependents of employees, not exceeding P750 per employee per semester or P125 per month;
  4. Rice subsidy of P1,500 of one (1) sack of 50 kg. rice per month amounting to not more that P1,500;
  5. Uniform and clothing allowance not exceeding P5,000 per annum; (last amended by RR No. 8, 2012)
  6. Actual medical assistance, e.g. medical allowance to cover medical and heathcare needs, annual medical/executive check-up, maternity assistance, and routine consultations, not exceeding P10,000 per annum;
  7. Laundry allowance not exceeding P300 per month;
  8. Employees achievement awards, e.g., for length of service or safety achievement, which must be in the form of a tangible personal property other than cash or gift certificate, with an annual monetary value not exceeding P10,000 received by the employee under an established written plan which does not discriminate in favor of highly paid employees;
  9. Gifts given during Christmas and major anniversary celebrations not exceeding P5,000 per employee per annum;
  10. Daily meal allowance for overtime work and night/graveyard shift not exceeding twenty-five percent (25%) of the basic minimum wage on a per region basis;
  11. Benefits received by an employee by virtue of a collective bargaining agreement (CBA) and productivity incentive scheme provided that the total annual monetary value received from both CBA and productivity incentive scheme combined do not exceed ten thousand pesos (P10,000) per employee, per taxable year.

Any amount in excess of their respective ceiling shall be included in 13th month pay and other benefits in determination of the P30,000 nontaxable ceiling. Other benefits given by employers which are not included in the above enumeration shall not be considered as de minimis benefits, and hence, shall be subject to income tax as well as withholding tax on compensation income for rank and file employees or fringe benefits tax for managerial and supervisory employees.

The total amount of de minimis benefits that each worker-taxpayer can claim can reach P104, 225, up by P10,000 from the previous level of P94, 225, supposing all of the above items are availed. The list may seem long, however, these benefits are normally not being provided by most companies to their employees as these are not mandatory benefits. And even if all of the above items are granted to employees, the entitlement to some of these items are still subject to certain conditions, which should be meet before these can be received by the employees.’


Let us know what you think! 🙂

Disclaimer: Opinions expressed in this article are that of the author and information provided are for general conceptual guidance for public information and are not substitute for expert advice. Contact for more information and if you want to avail professional services. Find us on Facebook!

Orlando Calundan is a CPA who has exposures in FS audit of entities in various industries such as real estate, food/restaurants, manufacturing, service organizations and BPOs, automotive, holding/investment companies and more. He also has exposure on internal audit engagements.

  • janet Mendoza

    Sir magkano po ba maximum na non-taxable allowance pwede ibibgay sayo ng company? Thank you.

    • You can include the P1,500 under “Rice allowance – nontaxable” and the P3,000 under “Rice allowance – taxable”.

  • Emer

    Is Car allowance of 9K per month Taxable po?

    • Taxable. All allowances not falling under “de minimis” as discussed herewith are taxable.

  • Ismael

    de minimis effective last 5th January 2015, Sir ask ko lang I started working with my company and Had Language allowance up to this day and it was taxable… does it mean po ba nung 2012 dapat hindi taxable ang language premium?

    kung hindi po un dapat taxable, ano po dapat kong gawin? pwede po ba ako magreklamo para maclaim ko ung binawas nilang tax sa previous language premium ko?

    waiting for your response po!

    • Taxable po yun. It’s not falling under any de minimis benefit above. Isa lang naman po jan ang effective 2015. All the rest are effective matagal na po.

  • Dbelleza Boutique

    hello! I am a bilingual employee and I am being paid a language premium from day 1. This is part of our monthly pay and cannot be missed just like basic salary. My question is should our language premium be included on our 13th month pay considering that this is part of our monthly pay just like our basic pay?
    Also, whenever we are late or absent our language premium is being deducted as it is also considered as basic pay, however whenever we do OT work our language premium is not included on our pay because as per HR only the basic is to be paid when doing OT.
    Hope you can help us on this, and thank you in advance for your help :).

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