Malaysia public holiday guide 2026
Learn how public holidays work in Malaysia, including paid holiday entitlement, state holidays, replacement holidays and holiday work pay.
Key Takeaways
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What Is a Public Holiday?
A public holiday is an official gazetted holiday recognised under the applicable Malaysian holiday laws. For employees covered by the Employment Act, section 60D provides a minimum paid-holiday entitlement at the ordinary rate of pay.
Public holidays are separate from annual leave and weekly rest days. Some holidays apply nationally, while others depend on the state or Federal Territory in which the employee wholly or mainly works.
How Many Paid Public Holidays Do Employees Get?
Every employee is entitled to paid holiday at the ordinary rate of pay on 11 gazetted public holidays in each calendar year, together with any additional day specifically appointed as a public holiday for that particular year under section 8 of the Holidays Act 1951.
Which 5 Public Holidays Are Mandatory?
Five of the 11 gazetted paid public holidays are specifically prescribed by section 60D and must form part of the employee's paid-holiday entitlement.
| Mandatory Holiday | General Rule |
|---|---|
| National Day | Mandatory paid public holiday. |
| Birthday of the Yang di-Pertuan Agong | Mandatory paid public holiday. |
| Birthday of State Ruler / Yang di-Pertua Negeri | Applies according to the state in which the employee wholly or mainly works; Federal Territory Day applies where relevant. |
| Workers' Day | Mandatory paid public holiday. |
| Malaysia Day | Mandatory paid public holiday. |
The employer selects the remaining six gazetted public holidays and must display a notice at the workplace before the start of each calendar year specifying those holidays.
National vs State Public Holidays
Not every gazetted holiday applies in the same way throughout Malaysia. Some holidays are nationwide, while others arise from the state or Federal Territory in which the employee wholly or mainly works.
| Holiday Type | Who It Commonly Applies To | Practical Point |
|---|---|---|
| Nationwide / federal holiday | Employees throughout Malaysia where gazetted accordingly | Usually appears across company holiday calendars nationally. |
| State holiday | Employees wholly or mainly working in the relevant state | Different branches may observe different holiday calendars. |
| Federal Territory holiday | Employees wholly or mainly working in the relevant Federal Territory | Location of work matters. |
| One-off holiday under section 8 | As stated in the official appointment for that particular year | Can create an additional statutory paid holiday beyond the selected 11. |
When Is a Replacement Public Holiday Required?
Section 60D contains several specific substitution rules. These are more precise than simply saying replacement holidays “depend on company policy”.
| Situation | Statutory Treatment |
|---|---|
| Public holiday falls on a rest day | The immediately following working day becomes a paid holiday in substitution. |
| Public holiday falls on another statutory public holiday | The immediately following working day becomes a paid substitute holiday for the first holiday. |
| One of the employer-selected six holidays | Employer and employee may agree to substitute another day. |
| Additional holiday appointed under section 8 of the Holidays Act | The employer may grant another day as a paid public holiday in substitution. |
What Happens If You Work on a Paid Public Holiday?
An employer may require an employee to work on a paid public holiday. For an employee entitled to the enhanced payment provisions of section 60D(3), the pay structure is different from ordinary-day overtime.
| Work Performed | Statutory Payment |
|---|---|
| Employee does not work on applicable paid holiday | Paid holiday at ordinary rate of pay. |
| Employee works within normal hours on paid holiday | In addition to holiday pay, two days' wages at the ordinary rate of pay, regardless of whether work performed is less than normal hours. |
| Employee works beyond normal hours | Each overtime hour is paid at not less than 3× the hourly rate of pay. |
Example: Monthly Employee Works on a Public Holiday
Assume an eligible monthly-rated employee has an ordinary rate of pay of RM120 per day and works normal hours on an applicable paid public holiday.
| Holiday pay | Already included / payable for the holiday |
| Additional statutory holiday-work pay | RM120 × 2 = RM240 |
| If employee also works overtime | Each excess hour is calculated separately at 3× HRP |
Who Is Entitled to the Enhanced Public-Holiday Work Pay?
The Employment Act generally covers employees, but the First Schedule excludes employees earning above RM4,000 per month from section 60D(3) and 60D(4), unless they fall within protected categories that remain covered irrespective of wage level.
| Employee Category | General Position |
|---|---|
| Employee earning RM4,000 or less | Generally entitled to statutory enhanced public-holiday work pay under section 60D(3). |
| Employee earning above RM4,000 | Generally excluded from section 60D(3) / 60D(4), unless within a protected First Schedule category. |
| Certain manual employees and specified categories | May remain covered regardless of wage level. |
| Employee outside statutory enhanced-pay provisions | Holiday-work compensation may still arise under the employment contract, collective agreement or company policy. |
Public Holiday During Annual Leave or Sick Leave
Section 60D expressly protects public holidays that fall inside certain statutory leave periods.
| Overlap | Statutory Treatment |
|---|---|
| Public holiday falls during statutory annual leave | Employer must grant another day as a paid holiday in substitution. |
| Public holiday falls during statutory sick leave | Employer must grant another day as a paid holiday in substitution. |
| Public holiday falls during qualifying temporary disablement | A substitute paid holiday is also required under section 60D(1B). |
Absence Before or After a Public Holiday
An employee who is absent without prior employer consent on the working day immediately before or immediately after a public holiday — or consecutive public holidays / substitute days — may lose holiday pay for the relevant holiday period unless the employee has a reasonable excuse.
Monthly-Rated Employees and Holiday Pay
A monthly-rated employee is generally deemed to have received holiday pay if the employee receives the normal monthly wages without deduction for the public holiday, subject to the statutory absence rule.
This is why an employee who does not work on a normal applicable public holiday does not normally see a separate “public holiday pay” line on the payslip — it is already part of the monthly salary.
Common Public Holiday Examples
Example 1: Holiday Falls on the Employee's Rest Day
If an applicable statutory public holiday falls on the employee's rest day, the immediately following working day becomes a paid holiday in substitution.
Example 2: Employee Works Normal Hours on Hari Raya
If Hari Raya is an applicable paid public holiday and the employee is covered by section 60D(3), working within normal hours gives the employee holiday pay plus an additional two days' wages at the ordinary rate of pay.
Example 3: Employee Works Two Extra Hours on Public Holiday
After completing normal hours on the holiday, the two overtime hours are paid at not less than three times the hourly rate of pay for an employee entitled to the statutory enhanced rate.
Example 4: Holiday Falls During Annual Leave
An applicable paid public holiday falling within statutory annual leave must be replaced by another paid holiday under section 60D(1B).
Public Holiday vs Annual Leave vs MC Leave vs Rest Day
| Type | Main Purpose | Separate Statutory Entitlement? |
|---|---|---|
| Public Holiday | Gazetted paid holiday | Yes — minimum statutory holiday entitlement |
| Annual Leave | Paid personal leave | Yes — separate from public holidays |
| Medical Leave | Paid leave for certified illness | Yes — separate entitlement |
| Rest Day | Weekly statutory rest day | Yes — separate from a public holiday |
Common Public Holiday Mistakes
- Thinking employees are entitled to every gazetted holiday instead of understanding the statutory 11-day framework plus additional section 8 holidays.
- Forgetting that five specified holidays are mandatory.
- Failing to publish the employer-selected remaining six holidays before the calendar year begins.
- Assuming a normal non-working day is always the same as the statutory rest day.
- Thinking every public-holiday work hour is paid at 3×.
- Forgetting the extra two days' wages for qualifying employees who work within normal hours on a paid holiday.
- Ignoring the RM4,000 / First Schedule rules for enhanced holiday-work pay.
- Deducting annual leave when a statutory public holiday falls during annual leave.
- Failing to give a substitute holiday when a public holiday falls during statutory sick leave.
- Ignoring the holiday-pay consequence of unauthorised absence immediately before or after the holiday.
Employee Public Holiday Checklist
- Check the employer's annual public-holiday notice or holiday calendar.
- Confirm the state / Federal Territory where you wholly or mainly work.
- Identify your statutory rest day separately from other non-working days.
- If working on a holiday, confirm whether section 60D(3) applies to your employee category.
- Keep attendance and overtime records for holiday work.
- Check whether a substitute day is required because of a rest day, another holiday, annual leave or sick leave.
- Review the payslip if holiday-work pay appears incorrect.
Sources & Verification
This guide was last verified in August 2026 against section 60D and the First Schedule of the Employment Act 1955 as published by JTKSM.
JTKSM — Employment Act 1955, Section 60D
JTKSM — Acts & Guidelines
Frequently Asked Questions
How many paid public holidays do employees get in Malaysia?
Section 60D provides a minimum of 11 gazetted paid public holidays per calendar year, together with any additional day appointed as a public holiday for that particular year under section 8 of the Holidays Act 1951.
Which five public holidays are mandatory?
The mandatory five are National Day, the Yang di-Pertuan Agong's Birthday, the relevant State Ruler / Yang di-Pertua Negeri Birthday or Federal Territory Day, Workers' Day and Malaysia Day.
Can an employer choose the other six holidays?
Yes. The employer selects the remaining six gazetted holidays and must display a notice before the start of each calendar year. Certain substitutions can be made in accordance with section 60D.
What happens if a public holiday falls on my rest day?
The immediately following working day becomes a paid substitute holiday under section 60D.
What if the holiday falls on my normal off-day but not my statutory rest day?
The automatic substitute-day provision specifically refers to a rest day or another public holiday. A normal non-working day should not automatically be treated as the statutory rest day without checking the work arrangement.
How much am I paid if I work on a public holiday?
For an employee entitled to section 60D(3) payments, work within normal hours attracts holiday pay plus an additional two days' wages at the ordinary rate of pay. Overtime beyond normal hours is paid at not less than 3× the hourly rate.
Are employees earning above RM4,000 entitled to 3× public-holiday overtime?
Employees earning above RM4,000 are generally excluded from section 60D(3) unless they fall within a protected First Schedule category. Their contract or company policy may still provide holiday-work compensation.
Does a public holiday during annual leave reduce my annual leave?
An applicable public holiday falling during statutory annual leave must be replaced with another paid holiday under section 60D(1B).
What happens if a public holiday falls during MC?
An applicable public holiday falling during statutory sick leave must be replaced by another paid holiday.
Can I lose holiday pay if I am absent before or after the holiday?
Yes. Unauthorised absence on the working day immediately before or after the holiday can cause loss of holiday pay unless there is prior consent or a reasonable excuse.