Last reviewed: 13 September 2026
Quick Answer
Employees covered under the Employment Act are entitled to 11 paid public holidays a year. In 2026, three of them — Vesak Day (31 May), National Day (9 August) and Deepavali (8 November) — fall on a Sunday, so under MOM’s rules the following Monday becomes a paid public holiday instead. Employers must pay the gross rate of pay for each holiday, and if an employee is required to work on one, an extra day’s pay at the basic rate by default, unless a holiday in lieu or time off in lieu is mutually agreed.
In This Guide
- The 11 Public Holidays Under the Employment Act
- Singapore Public Holidays 2026: Full Calendar
- Three 2026 Holidays Fall on a Sunday
- Who Is Entitled to Holiday Pay
- Public Holiday on a Rest Day or Non-Working Day
- Pay Rules If Employees Work on a Public Holiday
- Public Holiday in Lieu and Time Off in Lieu
- Compliant vs Non-Compliant Public Holiday Practices
- Employer Checklist for 2026
- Frequently Asked Questions
The 11 Public Holidays Under the Employment Act
If you’re covered by the Employment Act, you’re entitled to 11 paid public holidays a year. The 11 gazetted holidays are New Year’s Day, the first and second days of Chinese New Year, Hari Raya Puasa, Good Friday, Labour Day, Hari Raya Haji, Vesak Day, National Day, Deepavali, and Christmas Day.
If an employee isn’t covered by the Employment Act, their public holiday entitlement follows whatever the employment contract provides — MOM’s default rules don’t automatically apply to them.
Singapore Public Holidays 2026: Full Calendar
| Date | Day | Holiday |
|---|---|---|
| 1 January 2026 | Thursday | New Year’s Day |
| 17–18 February 2026 | Tuesday–Wednesday | Chinese New Year |
| 21 March 2026 | Saturday | Hari Raya Puasa |
| 3 April 2026 | Friday | Good Friday |
| 1 May 2026 | Friday | Labour Day |
| 27 May 2026 | Wednesday | Hari Raya Haji |
| 31 May 2026 | Sunday | Vesak Day |
| 9 August 2026 | Sunday | National Day |
| 8 November 2026 | Sunday | Deepavali |
| 25 December 2026 | Friday | Christmas Day |
Three 2026 Holidays Fall on a Sunday
2026 is a year employers need to plan payroll and rostering around carefully: Vesak Day, National Day and Deepavali all fall on a Sunday. Under MOM’s rule that if a public holiday falls on an employee’s rest day, the following working day becomes a paid public holiday, this means:
- Vesak Day (Sunday, 31 May 2026) → Monday, 1 June 2026 is a paid public holiday for employees whose rest day falls on 31 May
- National Day (Sunday, 9 August 2026) → Monday, 10 August 2026 is a paid public holiday for employees whose rest day falls on 9 August
- Deepavali (Sunday, 8 November 2026) → Monday, 9 November 2026 is a paid public holiday for employees whose rest day falls on 8 November
💡 Tip
This shift only applies where the holiday falls on the employee’s actual rest day. Confirm each employee’s designated rest day (commonly Sunday for a standard 5-day work week) before applying the Monday-in-lieu date in payroll.
Who Is Entitled to Holiday Pay
An employee is entitled to their gross rate of pay on a public holiday if they were not absent, without consent or a reasonable excuse, on the working day immediately before or after the holiday, or if they were on authorised leave (such as approved sick leave, annual leave, or unpaid leave with consent) on that day.
An employee is not entitled to holiday pay if the holiday itself falls within a period of approved unpaid leave. MOM’s own guidance illustrates this: if an employee is on approved unpaid leave for a single day immediately before a holiday, they remain entitled to the paid holiday — but if the approved unpaid leave period spans across and includes the holiday itself, they are not eligible for holiday pay for that day.
Public Holiday on a Rest Day or Non-Working Day
If a public holiday falls on a non-working day, the employee is entitled to another day off or one extra day’s salary in lieu at the gross rate of pay. If the holiday falls specifically on the employee’s rest day, the following working day becomes a paid public holiday instead.
For an employee on a standard 5-day work week, Saturday is typically the non-working day and Sunday the rest day. So a holiday falling on a Saturday earns a day off or salary in lieu; a holiday falling on a Sunday shifts the paid holiday to the following Monday. If the employee isn’t covered by the Employment Act, this follows the terms of their employment contract instead.
Pay Rules If Employees Work on a Public Holiday
If an employee is required to work on a public holiday, the default is that the employer pays an additional day’s salary at the basic rate of pay — their monthly gross salary already includes payment for the holiday itself, so the employer only needs to pay the extra day on top. By mutual agreement, the employer and employee can instead arrange a public holiday in lieu, or time off in lieu (only available to employees not covered under Part 4 of the Employment Act).
| Holiday falls on | Employee is entitled to |
|---|---|
| A working day | An extra day’s salary at the basic rate of pay, the gross rate of pay for the holiday itself, and overtime pay for hours worked beyond normal working hours |
| A non-working day (e.g. Saturday on a 5-day work week) | Overtime pay for hours worked, plus one extra day’s salary at the gross rate of pay or another day off for the public holiday |
| A rest day | Payment for work done on the rest day, overtime pay for extra hours, and the following working day becomes a paid holiday instead |
If an employee is absent without reasonable excuse on the working day immediately before or after the holiday, they are not entitled to holiday pay, and the employer can deduct one day’s pay at the gross rate from their monthly salary.
Public Holiday in Lieu and Time Off in Lieu
If an employee works on a public holiday, the employer and employee can mutually agree to substitute the public holiday for another working day, known as a public holiday in lieu.
Time off in lieu is a separate option available only to employees not covered under Part 4 of the Employment Act. The duration should be a mutually agreed number of hours. If there’s no mutual agreement, the employer can decide between paying an extra day’s salary at the basic rate for one day’s work, or granting time off in lieu based on hours worked: 4 hours of time off for up to 4 hours worked on the holiday, or a full day off for more than 4 hours worked.
Compliant vs Non-Compliant Public Holiday Practices
| ✅ Compliant | ❌ Non-Compliant |
|---|---|
| Employer pays the gross rate of pay for all 11 gazetted holidays an employee is entitled to | Employer treats a Sunday-falling 2026 holiday as “skipped” and doesn’t grant the Monday-in-lieu day |
| Extra day’s pay at the basic rate given by default when an employee works a public holiday | Employee made to work a public holiday with no extra pay and no agreed holiday in lieu or time off in lieu |
| The before/after-holiday absence rule applied only to unauthorised absence | Employer withholds holiday pay for any absence, including approved sick or annual leave |
| Time off in lieu offered only to employees not covered under Part 4 of the Employment Act | Time off in lieu substituted for pay without agreement, for an employee covered under Part 4 |
| The 2026 calendar, including the three Sunday-to-Monday shifts, is loaded into payroll and rostering ahead of time | Payroll runs off a generic template that doesn’t reflect 2026’s specific holiday-to-weekday mapping |
Employer Checklist for 2026
- Load all 11 gazetted 2026 public holiday dates into payroll and rostering systems, including the Monday-in-lieu dates for Vesak Day, National Day and Deepavali
- Confirm which employees are covered under the Employment Act and which follow contractual public holiday terms instead
- Default to an extra day’s pay at the basic rate whenever an employee works a public holiday, unless a holiday in lieu or time off in lieu is mutually agreed
- Apply the before/after-holiday absence rule only to unauthorised absence, never to approved leave
- Reserve time off in lieu arrangements for employees not covered under Part 4 of the Employment Act
- Communicate the finalised 2026 holiday calendar to staff early, flagging the three Sunday-to-Monday shifts specifically
Related Guides
- Leave Entitlements in Singapore: Employer Guide
- Leave & Benefits in Singapore: Complete Guide
- Employment Act Singapore: Complete Guide
Frequently Asked Questions
How many public holidays are Singapore employees entitled to?
Employees covered under the Employment Act are entitled to 11 paid public holidays a year: New Year’s Day, the first and second days of Chinese New Year, Hari Raya Puasa, Good Friday, Labour Day, Hari Raya Haji, Vesak Day, National Day, Deepavali, and Christmas Day.
What happens when a public holiday falls on a Sunday in 2026?
Vesak Day (31 May), National Day (9 August) and Deepavali (8 November) all fall on a Sunday in 2026. Under MOM’s rules, when a public holiday falls on an employee’s rest day, the following working day becomes a paid public holiday — so the Monday after each of these three dates is a paid holiday for affected employees.
Do employers have to pay employees extra for working on a public holiday?
Yes. By default, an employer pays an extra day’s salary at the basic rate of pay when an employee works on a public holiday, unless the employer and employee mutually agree to a public holiday in lieu or time off in lieu instead.
Can time off in lieu replace holiday pay?
Time off in lieu is only available to employees not covered under Part 4 of the Employment Act, and only by mutual agreement on the number of hours. Without agreement, the employer can choose between paying an extra day’s basic salary or granting time off based on hours worked.
Does an employee still get paid for a public holiday if they’re on leave?
Yes, if they’re on authorised leave — such as approved sick leave or annual leave — on the working day immediately before or after the holiday. They are not entitled to holiday pay if the holiday itself falls within a period of approved unpaid leave.
Want to check how public holiday pay interacts with your other leave entitlements? Try our Leave Entitlement Guide.
Last verified: 13 September 2026
WorkRightSG provides general information only. Nothing on this site constitutes legal advice. For advice specific to your situation, consult a qualified employment lawyer or contact the Ministry of Manpower directly.