Every year, many government workers look forward to the Collective Negotiation Agreement (CNA) Bonus. It is one of the biggest incentives given in the public sector, and for 2025, the amount can reach up to ₱30,000 per employee. This bonus is tied to real savings and efficiency improvements inside government offices, which means every payout reflects a stronger, more efficient workplace.
For employees, the CNA Bonus often helps cover year-end expenses, family needs, and holiday preparations. For agencies, it is proof that cost-cutting measures and teamwork make a real impact.
What Is the CNA Bonus?
The CNA Bonus is a government-approved incentive granted to employees of agencies that have a valid, approved Collective Negotiation Agreement (CNA).
Its purpose is simple:
- Reward cost-cutting and productivity improvements inside agencies
- Recognize workers and management who meet targets at lower operational costs
- Strengthen the partnership between labor and management
The program is supported by:
- Congress Joint Resolution No. 4 (2009)
- Administrative Order No. 135 (2005)
These policies make the CNA Bonus a structured government incentive, not a random or optional payout.
BUDGET-CIRCULAR-NO-2025-2How Much Is the CNA Bonus for 2025?
For 2025, eligible employees may receive up to ₱30,000.
Release Timeline
The DBM allows agencies to release the bonus:
- Not earlier than December 15, 2025
- Not later than December 31, 2025
Agencies must follow this window to ensure proper accounting and compliance.
Where the Funds Come From
The CNA Bonus is funded only through Maintenance and Other Operating Expenses (MOOE) savings. If an agency has no verified savings, it cannot release the bonus.
Who Is Eligible for the CNA Bonus 2025?
Eligible Employees
- Regular employees (rank-and-file and management)
- Co-terminus employees
- Non-union members who pay the required agency fee
This makes the CNA Bonus one of the most inclusive government incentives.
Not Eligible
- Job Order (JO) workers
- Contract of Service (COS) personnel
These positions are not covered because they are not part of formal plantilla or negotiated agreements.
Which Government Offices Are Covered?
National Agencies and SUCs
Under DBM Budget Circular No. 2025-2, national government departments, bureaus, constitutional offices, and state universities and colleges may grant CNA incentives if they have valid agreements and confirmed savings.
Local Government Units
Cities and provinces like Bacolod and Negros Occidental have already confirmed allocations of ₱30,000 per employee for 2025.
GOCCs and Local Water Districts
Also eligible, provided they have legitimate CNAs and savings that meet DBM guidelines.
Key Guidelines Under Budget Circular No. 2025-2
Agencies must follow these rules to release the CNA Bonus:
- Valid CNA with a recognized employees’ organization
- Written joint resolution signed by labor and management
- Approval by the agency head
- Funding only from verified MOOE savings
- One-time annual payment only
These safeguards maintain fairness and prevent misuse of public funds.
Key Takeaways
- Amount: Up to ₱30,000
- Release: December 15 to 31, 2025
- Eligibility: Regular, co-terminus, and qualified non-union employees
- Funding: MOOE savings only
- Purpose: Reward cost-saving efforts and improved productivity
Frequently Asked Questions
- Will all government employees receive the full ₱30,000?
No. The amount depends on the agency’s actual MOOE savings and DBM-approved limits. - Can the CNA Bonus be released earlier than December 15?
No. DBM rules prevent early disbursement. - Are JO and COS workers eligible?
No. They are not covered by CNAs and cannot receive the incentive. - Do non-union members qualify?
Yes, if they pay the required agency fee. - What if an agency has no savings?
Then the agency cannot release the CNA Bonus.
Why the CNA Bonus Matters
For employees, the CNA Bonus is more than an incentive. It boosts morale and provides meaningful financial support during the holiday season.
For agencies, it encourages better planning, disciplined spending, and a culture of shared responsibility. In short, it rewards both performance and teamwork.