Public holidays in Singapore are 11 gazetted days each year when most employees are entitled to a paid day off. Under the Employment Act, employers must grant these holidays and pay employees accordingly. If an employee is required to work, they’re entitled to an extra day’s salary or a substitute day off.
Singapore’s public holidays reflect the nation’s multicultural heritage, spanning Chinese, Malay, Indian, and Western traditions. As an employer, you need to know every holiday, how to pay for them, and what happens when they fall on weekends or rest days. This guide covers all 11 Singapore public holidays for 2026 and your obligations under the Employment Act.
This article is general information, not legal advice. Consult an employment lawyer for guidance specific to your organisation.
2026 Singapore Public Holidays
| Holiday | Date | Day |
|---|---|---|
| New Year’s Day | 1 January | Thursday |
| Chinese New Year | 17-18 February | Tuesday-Wednesday |
| Hari Raya Puasa | 20 March | Friday |
| Good Friday | 3 April | Friday |
| Labour Day | 1 May | Friday |
| Vesak Day | 1 June | Monday |
| Hari Raya Haji | 27 May | Thursday |
| National Day | 9 August | Sunday |
| Deepavali | 20 October | Tuesday |
| Christmas Day | 25 December | Friday |
Note: National Day (9 August) falls on a Sunday in 2026. Under the Employment Act, when a public holiday falls on a Sunday, the following Monday is observed as a replacement holiday.
Which Employees Are Entitled?
All employees covered by the Employment Act are entitled to public holidays. This includes:
- Full-time employees — entitled to all 11 public holidays
- Part-time employees — entitled on the same basis if the holiday falls on a day they would normally work
- Contract employees — entitled if their contract specifies public holiday entitlements
- Foreign employees — entitled if covered by the Employment Act
Exceptions: Domestic workers and seafarers are not covered by the Employment Act for public holiday purposes.
How to Pay Employees on Public Holidays
Public Holiday Falls on a Rest Day
If a public holiday falls on an employee’s rest day (Sunday for most employees):
- The following Monday is the replacement holiday
- The employee receives a paid day off on the replacement day
Public Holiday Falls on a Working Day
If a public holiday falls on a day the employee would normally work:
- The employee gets a paid day off
- Payment is based on their basic salary (not including allowances or overtime)
Public Holiday Falls on a Non-Working Day
If the public holiday falls on a day the employee doesn’t normally work:
- The employee is entitled to a replacement holiday on the next working day
- If no replacement is granted, the employee receives an extra day’s salary
Calculating a Day’s Pay
For daily-paid employees:
- Basic daily salary = Basic monthly salary ÷ 26 (for employees who work 6 days a week)
- Basic daily salary = Basic monthly salary ÷ 22 (for employees who work 5 days a week)
Example: An employee earning $4,000/month basic salary works Monday to Friday. Labour Day (1 May) falls on a Friday. Their daily pay is $4,000 ÷ 22 = $181.82.
Working on a Public Holiday
If an employee works on a public holiday, they are entitled to:
- An extra day’s salary — Equal to their basic daily salary
- A substitute day off — Within 30 days of the public holiday
The employer can choose which method to use, but must provide at least one. Most employers opt for the substitute day off.
What If the Employee Agrees to Work?
Even if the employee voluntarily agrees to work, the employer must still provide compensation. The Employment Act does not allow employees to waive their public holiday entitlements.
Public Holidays and Annual Leave
Public holidays that fall during an employee’s annual leave do not count as annual leave days. If a public holiday occurs while the employee is on leave, the leave is extended by one day.
Example: An employee takes annual leave from 7-11 June 2026. Vesak Day (1 June) is a Monday. If the leave period includes a public holiday, that day is not deducted from their annual leave balance.
Religious Holidays
Singapore’s public holidays reflect its multicultural society:
- Chinese New Year (2 days) — Celebrated by the Chinese community
- Hari Raya Puasa — End of Ramadan for the Malay-Muslim community
- Hari Raya Haji — Festival of sacrifice for the Malay-Muslim community
- Vesak Day — Birth of Buddha for the Buddhist community
- Deepavali — Festival of lights for the Hindu community
- Good Friday — Christian holiday
These holidays are mandatory for all employers, regardless of the religious composition of your workforce.
Common Mistakes
Not Providing the Replacement Holiday
When a public holiday falls on a Sunday, you must observe the following Monday as the replacement. Failing to do so is a violation of the Employment Act.
Deducting Public Holidays from Annual Leave
Public holidays during annual leave do not consume leave days. You cannot deduct them from the employee’s annual leave balance.
Paying the Wrong Amount
Holiday pay is based on basic salary only — not including overtime, allowances, or bonuses. Using the wrong base can result in overpayment or underpayment.
Forgetting Non-Working Day Holidays
Even if a public holiday falls on a day the employee doesn’t work, you may still need to provide a substitute day off or extra pay.
Key Takeaways
- Singapore observes 11 public holidays each year — all are mandatory under the Employment Act
- When a public holiday falls on a Sunday, the following Monday is the replacement holiday
- Employees who work on a public holiday receive either an extra day’s salary or a substitute day off
- Public holidays during annual leave extend the leave period
- Holiday pay is calculated on basic salary only, not including allowances or overtime
- Religious holidays are mandatory for all employers regardless of workforce composition
Managing public holidays across a Singapore team — especially with multi-day holidays like Chinese New Year — requires careful tracking. Leave Balance automates public holiday calendars so you never miss an entitlement.