Public Holiday Pay Rules in Singapore: What Employers and Employees Need to Know

Public holidays in Singapore are gazetted days when most businesses close and employees receive paid time off. However, the rules governing public holiday pay—especially for those required to work—can be complex. Whether you're an expat employee or managing a team, understanding Singapore's public holiday pay regulations is essential for compliance and fair compensation.

Understanding Public Holidays in Singapore

Singapore observes 11 gazetted public holidays annually, including Chinese New Year, Deepavali, Hari Raya, Christmas, and National Day. Under the Employment Act (Cap. 91), employees are entitled to paid leave on these days if they don't work.

However, not all sectors operate on a standard Monday-to-Friday schedule. Retail, hospitality, healthcare, and transportation workers frequently work on public holidays. The Ministry of Manpower (MOM) sets clear guidelines on how these days must be compensated.

Public Holiday Pay: Basic Entitlements

If You Don't Work on a Public Holiday

Employees who don't work on a public holiday receive one day's ordinary rate of pay. This applies to all employees covered under the Employment Act, regardless of industry or contract type.

Ordinary rate of pay is calculated as:

• For daily-rated workers: Their daily wage
• For monthly-salaried employees: Basic monthly salary ÷ number of working days in a month

Commissions, bonuses, and allowances are typically excluded unless they form part of the ordinary rate under your employment contract.

If You Work on a Public Holiday

Employees required to work on gazetted public holidays are entitled to additional compensation on top of their ordinary day's pay. This is where many employers and employees get confused.

The standard public holiday pay rate is:

• One day's ordinary rate of pay for the public holiday itself (as if not working)
• Plus an additional day's ordinary rate of pay as compensation for working
• Total: Two days' pay for one day of work

Alternatively, employers may grant a day off in lieu within 30 days of the public holiday. However, if employees work that replacement day, they receive two days' pay again.

Important Calculation Example

Suppose your monthly salary is SGD 3,000 and your company operates 22 working days per month:

• Ordinary rate of pay = SGD 3,000 ÷ 22 = approximately SGD 136.36 per day

If you work on a public holiday:

• Public holiday pay = SGD 136.36 × 2 = SGD 272.72

This payment must be made by the next scheduled payday.

Sector-Specific Considerations

Essential Service Workers

Workers in essential services—healthcare, transportation, security, and utilities—commonly work public holidays. Employers in these sectors must budget for double-pay compensation or maintain rostering systems that provide compensatory days off.

Part-Time and Casual Workers

Part-time employees are entitled to public holiday pay based on their ordinary rate. Casual workers are similarly protected if they have worked for at least three months with their employer.

Conversely, workers engaged on a one-off basis (e.g., event staff) may not qualify unless their contract specifies otherwise.

Domestic Workers

Employers of domestic workers are not required to provide public holiday pay under the Employment Act, as domestic workers fall under different regulations. However, many employers voluntarily provide this benefit.

Common Misconceptions

Misconception 1: "Flexibility clauses allow us to avoid public holiday pay." No. The Employment Act overrides contractual terms that reduce public holiday entitlements below statutory minimums. If your contract conflicts with MOM regulations, the law prevails.

Misconception 2: "Compensatory days off count as public holiday pay." Not entirely. A day off in lieu is only valid if mutually agreed and granted within 30 days. If an employee works that replacement day, they must still receive two days' pay.

Misconception 3: "Salaried employees don't qualify for public holiday pay." Incorrect. All employees under the Employment Act—whether salaried or hourly—are entitled to public holiday pay.

Employer Compliance Obligations

Employers must:

• Calculate and pay public holiday pay correctly by the next scheduled payday
• Maintain clear records of worked public holidays and compensation paid
• Ensure employment contracts don't circumvent statutory entitlements
• Provide written clarification on public holiday policies during onboarding

The MOM website provides detailed guidelines and a public holiday pay calculator to assist employers in compliance.

Tax Implications

Public holiday pay is treated as regular income and subject to income tax. The Inland Revenue Authority of Singapore (IRAS) classifies it as employment income. If you receive two days' pay for working a public holiday, the full amount is taxable—no special exemptions apply.

What to Do If You're Underpaid

If you believe your employer hasn't paid public holiday pay correctly:

1. Request a written explanation from your employer
2. Verify calculations using the MOM guidelines
3. Report to the MOM's Labour Relations and Workplaces Division if the issue isn't resolved

Complaints can be filed at appointed MOM offices or via their online portal. There's no cost to lodge a complaint.

Key Takeaway

• If you work a public holiday in Singapore, you're entitled to two days' pay (one for the holiday itself, one as compensation), unless your employer grants a replacement day off within 30 days.
• Ordinary rate of pay excludes commissions and bonuses unless explicitly included in your employment contract.
• Salaried and hourly employees have equal rights to public holiday pay under the Employment Act; compensation is non-negotiable and cannot be waived in your employment contract.