Public Holidays under Malaysian Law (Updated 2026)

Public holidays in Malaysia are governed mainly by the Employment Act 1955 and the Holidays Act 1951.

Whether you are a business owner, HR manager, or payroll professional, understanding how these laws apply to your workforce helps you avoid disputes, maintain compliance, and plan your operations around the 2026 holiday calendar.

Public Holiday in Malaysia's Employment Act

Public holidays in Malaysia are governed by two laws: the Employment Act 1955 and the Holidays Act 1951.

Under Section 60D(1) of the Employment Act, all covered employees are entitled to 11 paid public holidays per year. Five of these are compulsory.

Employers choose the remaining six from a gazetted list. Additional ad hoc holidays may be declared by the federal or state government and are legally binding.

Additionally, Malaysian employees are entitled to any days appointed as public holidays under Section 8 of the Holidays Act 1951, referred to as "Ad Hoc Public Holidays".

Both the 11 designated public holidays and Ad Hoc Public Holidays are considered paid holidays.

The 5 Compulsory and 6 Employer-Selected Public Holidays

Under Section 60D(1) of the Employment Act 1955, employers must observe 11 paid public holidays per year. Five of these are fixed by law and cannot be substituted:

The remaining 6 designated public holidays can be chosen by the employer from the list provided in the First Schedule of the Holidays Act 1951, and must be effectively communicated to employees through notice or stated in the employment agreement.

• Chinese New Year — 2 days (1 day only in Kelantan and Terengganu)

• Hari Raya Aidilfitri — 2 days

• Hari Raya Haji — 1 day (2 days in Kelantan and Terengganu)

• Deepavali

• Christmas Day

• Wesak Day

• Maulidur Rasul (Prophet Muhammad's Birthday)

• Nuzul Al-Quran — applicable in Kuala Lumpur, Putrajaya, and Labuan only

Regarding Ad Hoc Public Holidays, Section 60D(1A) of the Employment Act 1955 allows employers to grant employees any other day as a paid public holiday in substitution of any of the Ad Hoc Public Holidays.

What Are “Ad Hoc” Public Holidays?

Ad hoc public holidays are additional holidays declared outside the fixed calendar. They are legally binding under Section 8 of the Holidays Act 1951 and are declared by:

• The Prime Minister or the Federal Government — for nationwide holidays.

• The State Government — for state-level holidays affecting that state only.

When an ad hoc holiday is declared, employers must either give employees a paid holiday on that day, or replace it with another paid day off under Section 60D(1A) of the Employment Act. You cannot simply require employees to work without compensation.

 

Full List of National Public Holidays in 2026

The following are the national public holidays applicable to all states in Peninsular Malaysia and Labuan for 2026. Islamic holiday dates are subject to moon sighting confirmation.

 

2026 State-Specific Public Holidays

In addition to national holidays, each state in Malaysia observes its own specific public holidays. These include the state ruler's birthday and other locally significant events. The table below covers the main state-specific holidays for 2026.

Employers with offices in multiple states must track the public holiday calendar for each state separately. An employee in Johor is entitled to different holidays than one in Selangor or Sabah.

What if additional holidays are announced by the Minister?

According to the 1951 Holidays Act, both the federal government and state governments have the authority to declare additional public holidays.

These public holidays are in addition to the 11 paid holidays.

Therefore, employers must pay wages or provide substitute holidays to employees if they are required to work on these additional public holidays.

Pay Rates for Working on Public Holidays

The Employment Act 1955 sets clear rules on how employees must be paid if required to work on a public holiday. These rates apply to employees covered under the Act.

These rates are set under Sections 60D(3aa) and 60D(3aaa) of the Employment Act 1955. The pay rate for overtime on a public holiday must not be less than three times the employee's ordinary hourly rate during regular working hours.

For piece-rated workers, the same multiplier applies — they must receive three times their ordinary rate per piece for work done during overtime on a public holiday.

Can Employers Replace a Public Holiday with Another Day?

Yes. Under Section 60D(1A) of the Employment Act 1955, an employer may replace a public holiday with another day. However, two conditions must be met:

1. The employer must notify the employee before the intended holiday date.

2. The replacement day must also be given as a fully paid holiday.

This arrangement is common in industries with continuous operations — manufacturing, hospitality, retail, and healthcare — where shutting down on every public holiday is not operationally possible.

The same provision applies to ad hoc public holidays.

If the government declares an additional holiday that falls on a day when your business needs to operate, you may substitute it with another paid day off, provided you notify the employee in advance.

What if a Public Holiday Falls on a Rest Day or Weekend?

This is one of the most common questions Malaysian HR professionals face. The rule under the Employment Act is:

Weekend rules vary by state. In states with a Friday-Saturday weekend (Johor, Kedah, Kelantan, and Terengganu), if a public holiday falls on Friday, it is typically observed on Sunday or the next working day. If it falls on Saturday, it shifts to Sunday.

For states with a Saturday-Sunday weekend, a public holiday falling on Sunday is typically observed on the following Monday.

Summary — Key Points for Employers

Frequently Asked Questions

Is every employee in Malaysia entitled to 11 public holidays?

Yes. Under Section 60D(1) of the Employment Act 1955, employees covered by the Act are entitled to 11 paid public holidays per year. Five are fixed by law, and employers choose the remaining six from the gazetted list.

Can an employer force an employee to work on a public holiday?

Yes, but only with proper compensation. If an employee is required to work on a public holiday, they must receive two times their ordinary hourly rate for normal working hours, and three times their ordinary hourly rate for any overtime worked on that day.

Can an employer replace a public holiday with another day?

Yes. Under Section 60D(1A) of the Employment Act 1955, employers may replace a public holiday with another paid day off, provided the employee is notified before the original holiday date. The replacement day must be fully paid.

What happens if a public holiday falls during an employee's annual leave?

If a gazetted public holiday falls during an employee's approved annual leave, the public holiday does not count as part of the annual leave days. The employee retains that public holiday entitlement separately and should be given a replacement day if needed.

Are part-time employees entitled to public holidays?

Yes. Part-time employees covered under the Employment (Part-Time Employees) Regulations 2010 are entitled to paid public holidays on a pro-rata basis, calculated according to their working hours relative to a full-time employee.

What if a public holiday falls on a Sunday?

For states with a Saturday-Sunday weekend, a public holiday falling on Sunday is typically observed on the following Monday. For states with a Friday-Saturday weekend (Johor, Kedah, Kelantan, Terengganu), the observance rules differ — check the relevant state gazette.

Are ad hoc public holidays mandatory for employers?

Yes. Once declared under Section 8 of the Holidays Act 1951, ad hoc public holidays are legally binding. Employers must either observe them as paid holidays or replace them with another paid day off. Requiring employees to work without compensation on these days is a breach of the Employment Act.

Do the same public holiday rules apply in Sabah and Sarawak?

Not entirely. The Employment Act 1955 applies to Peninsular Malaysia and Labuan. Sabah and Sarawak are governed by their own Labour Ordinances, which have similar but distinct provisions. Employers in East Malaysia should refer to the Sabah Labour Ordinance or the Sarawak Labour Ordinance as applicable.

What happens if an employer does not comply with public holiday obligations?

Non-compliance can result in employee complaints to the Labour Department (Jabatan Tenaga Kerja), fines and penalties under the Employment Act, and potential legal or Industrial Court proceedings. Employers found in breach may also face reputational damage.

Can employers choose which public holidays to observe from the gazetted list?

Yes. Employers must observe the 5 compulsory holidays, but they are free to choose any 6 from the official gazetted list for the remaining entitlement. This selection must be communicated clearly in writing — in the employment contract, an HR policy, or a written notice issued at the start of the year.

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