Public Holiday Falls on Saturday in Singapore: Off-in-Lieu and Pay Rules
If a Singapore public holiday falls on your non-working Saturday, you should generally receive either another day off or one extra day’s salary at your gross rate of pay. The following Monday is not automatically a public holiday. Your actual entitlement depends on your work schedule, Employment Act coverage and whether Saturday is a working, non-working or rest day for you.
What Happens When a Public Holiday Falls on Saturday in Singapore?
The answer depends on how Saturday is classified in your employment arrangement.
For employees on a typical five-day, Monday-to-Friday work week, Saturday is normally a non-working day. The Ministry of Manpower (MOM) states that when a public holiday falls on a non-working day, an employee covered by the Employment Act is entitled to either:
- another day off; or
- one extra day’s salary in lieu at the gross rate of pay.
The employer does not have to make the following Monday a company holiday. A different working day may be given off, or the employee may receive salary in lieu instead.
Employees whose Saturday is a working day, half-working day or rest day need to apply the rule for their own schedule rather than assuming the five-day-work-week arrangement applies.
Saturday Public Holiday Rules at a Glance
Your normal Saturday arrangement | What generally applies |
|---|---|
Saturday is a non-working day | Another day off or one extra day’s salary at the gross rate |
Saturday is a normal working day | Paid public holiday; additional pay or an agreed substitute may apply if you are required to work |
Saturday is a half-working day | Entitlement depends on how the day is defined in your contract and roster |
Saturday is your designated rest day | The next working day becomes a paid holiday |
You work rotating shifts | Your actual rostered working, non-working and rest days determine the entitlement |
You are not covered by the Employment Act | Your employment contract and company policy apply |
This table provides general guidance. Employees should confirm their own arrangement with HR, particularly when they work shifts, part-time hours or a 5.5-day week.
Is the Following Monday Automatically a Public Holiday?
No. Monday does not automatically become a nationwide public holiday when a public holiday falls on Saturday.
This is one of the most common misunderstandings about a Saturday public holiday in Singapore. For a five-day employee, Saturday is normally a non-working day, so the remedy is another day off or an extra day’s salary. The employer may choose Monday as the replacement day, but that is an employment arrangement rather than an automatic public holiday.
The rule is different when the public holiday falls on an employee’s rest day, which is commonly Sunday for a Monday-to-Friday employee. In that situation, the following working day becomes a paid public holiday.
Non-Working Day and Rest Day Are Not the Same
A non-working day and a rest day may both be days when an employee does not normally work, but MOM treats them differently for public-holiday entitlement.
For a standard five-day work week:
- Monday to Friday are working days.
- Saturday is normally a non-working day.
- Sunday is normally the weekly rest day.
When a holiday falls on Saturday, the employee generally receives another day off or salary in lieu. When it falls on the Sunday rest day, the next working day becomes the paid holiday.
A rest day does not have to be Sunday. Employers determine rest days according to the employee’s work arrangement, and shift workers may have their weekly rest day on another day. The correct question is therefore not simply, “Which weekday is it?” but “How is that day classified in my contract or roster?”
What Is the Difference Between Off-in-Lieu and Salary in Lieu?
An off-in-lieu day gives the employee another day away from work. Salary in lieu compensates the employee with an additional day’s salary instead.
When a public holiday falls on a non-working Saturday, MOM states that the employee should receive either another day off or one extra day’s salary at the gross rate of pay.
People often use “off-in-lieu” as a general term, but several different arrangements can be involved:
Term | General meaning |
|---|---|
Another day off | A working day is given off because the holiday fell on a non-working day |
Salary in lieu | An extra day’s salary is paid instead of granting another day off |
Public holiday in lieu | Employer and employee mutually agree to substitute another working day for the public holiday |
Time off in lieu | An agreed number of hours may be granted for working on a public holiday in situations allowed by MOM rules |
Employees should ask HR which arrangement is being applied and when the replacement day can be used.
Can the Employer Decide When the Replacement Day Is Taken?
The Monday after the holiday is not automatically selected. The employer may schedule another day off according to company arrangements, subject to the applicable employment rules.
Some employers attach the day to a weekend, while others credit it as a leave day that can be used later. Another employer may choose the salary-in-lieu option.
To avoid confusion, employees should request written confirmation covering:
- whether they will receive a day off or salary in lieu;
- when the replacement day can be taken;
- whether approval is required;
- whether the day must be used before a deadline; and
- how it will appear in the leave or payroll system.
What If Saturday Is Normally a Working Day?
If Saturday is one of your normal working days, a Saturday public holiday is treated as a public holiday falling on a working day.
An employee who is not required to work should generally receive the paid public holiday. If the employee is required to work, MOM states that the default entitlement is an extra day’s salary at the basic rate, in addition to the gross rate already payable for the holiday. Overtime pay may also apply for work beyond normal hours.
Employer and employee may mutually agree to substitute another working day for the public holiday. Other time-off arrangements depend on Employment Act coverage and the conditions described by MOM.
What Happens on a 5.5-Day Work Week?
A 5.5-day employee should not automatically use the rule written for a five-day employee. Saturday may be a contractual half-working day rather than a non-working day.
The entitlement depends on:
- the hours the employee is normally required to work on Saturday;
- whether the public holiday removes the scheduled Saturday hours;
- how working, non-working and rest days are defined in the contract;
- whether the employee is required to work that day; and
- the employee’s Employment Act coverage.
A half-day Saturday does not automatically create a full Monday replacement holiday. Employees on 5.5-day schedules should ask HR to explain the calculation and identify the relevant MOM rule being applied.
What About Shift Workers?
Shift workers must use their actual roster rather than the usual Monday-to-Friday example.
A Saturday may be a working day for one employee, a non-working day for another and a rest day for someone else. These classifications can produce different public-holiday and pay outcomes even when all three employees work for the same organisation.
Check the roster issued for that period and confirm:
- whether the public holiday is a scheduled working day;
- whether it is a non-working day;
- whether it is the weekly rest day; and
- whether the employee is required to work.
Are Part-Time Employees Entitled to Public Holiday Pay?
Part-time employees covered by the Employment Act can have public-holiday entitlements, but their payment is calculated differently from a standard full-time monthly-rated employee.
MOM explains that a part-time employee’s pay for working on a public holiday depends on whether the holiday falls on a working day, non-working day or rest day. Employers and part-time employees should use the MOM guidance for part-time public holidays rather than applying a full-time salary example.
What If You Work on a Public Holiday That Falls on Saturday?
The answer depends on whether Saturday is your normal working day or non-working day.
According to MOM, if a full-time employee works on a public holiday falling on a non-working Saturday, the entitlement generally includes:
- overtime pay for the extra hours worked on Saturday; and
- either one extra day’s salary at the gross rate or another day off for the public holiday.
If the holiday falls on a normal working day, an employee required to work is generally entitled to an extra day’s salary at the basic rate, in addition to the gross rate for the holiday. Overtime may apply beyond normal working hours.
Because payroll calculations depend on salary type, working hours and Employment Act coverage, use MOM’s public holiday pay calculator or request a written calculation from HR.
Basic Rate and Gross Rate of Pay: Why the Difference Matters
The basic rate and gross rate of pay are not interchangeable.
The basic rate of pay generally excludes items such as overtime payments, bonuses, annual wage supplements, productivity incentives and allowances. MOM uses the basic rate for certain calculations involving work performed on a public holiday.
The gross rate of pay generally includes contractual allowances but excludes overtime, bonuses, reimbursements and certain other payments. It is used for paid public holidays and salary in lieu when a holiday falls on a non-working day.
Employees can check MOM’s current definitions before trying to calculate the amount from monthly salary alone.
Do You Lose Holiday Pay If You Are Absent Before or After the Holiday?
An employee may lose public-holiday pay if they are absent without consent or a reasonable excuse on the working day immediately before or after the holiday.
Authorised leave, such as approved annual leave or sick leave, does not automatically remove public-holiday entitlement. However, MOM states that an employee is not entitled to holiday pay when the public holiday falls within a period of approved unpaid leave.
The facts can differ when leave begins or ends near the holiday, so employees should check the exact dates with HR.
Example: Labour Day 2027 Falls on Saturday
Labour Day falls on Saturday, 1 May 2027. Singapore’s Ministry of Manpower has officially listed it as one of the country’s gazetted public holidays for 2027.
For an employee working Monday to Friday:
- Saturday, 1 May is normally a non-working day.
- Monday, 3 May is not automatically a nationwide public holiday.
- The employee should generally receive another day off or one extra day’s salary in lieu.
- The employer may choose Monday as the day off, but another arrangement is possible.
Our Labour Day in Singapore 2027 and 2028 guide provides the dates, holiday status and planning information. You can also compare all dates in the Singapore public holidays 2027 calendar.
Does the Same Rule Apply to Schools?
Employee entitlement and school scheduling are separate matters.
Parents and students should check the official school calendar rather than assuming that an employer’s off-in-lieu arrangement creates a school holiday. Our Singapore school holidays calendar brings together the relevant term and holiday dates for family planning.
Employee Checklist for a Saturday Public Holiday
Before assuming that Monday is free, check these five points:
- Is Saturday a working, non-working or rest day in your contract?
- Are you covered by the Employment Act?
- Will the company provide another day off or salary in lieu?
- If a day off is granted, when can it be taken?
- If you must work, how will public-holiday and overtime pay be calculated?
Keep the answer from HR or payroll in writing. This is especially useful when the arrangement involves shift work, a 5.5-day week or a replacement day that must be used later.
Frequently Asked Questions
Who should I contact if my employer does not provide the entitlement?
First request a written explanation from HR or payroll and compare it with MOM’s published guidance. If the issue remains unresolved, use the contact or assistance channels provided by MOM or the relevant employment-dispute service.
Is working on a public holiday always double pay?
No. “Double pay” is an oversimplification. The amount depends on whether the holiday falls on a working, non-working or rest day, the hours worked, salary components and Employment Act coverage.
Do part-time employees receive public-holiday pay?
Part-time employees covered by the Employment Act may be entitled to public-holiday pay. The amount and work-day treatment should be calculated using MOM’s part-time employment rules.
What happens if the public holiday falls on my Sunday rest day?
If the public holiday falls on your rest day, the following working day becomes a paid public holiday. Your actual rest day may differ if you work shifts or a non-standard schedule.
What if Saturday is my normal working day?
If Saturday is your normal working day, the holiday falls on a working day rather than a non-working day. You should receive the paid public holiday, and additional pay or an agreed substitute may apply if you are required to work.
Can the employer choose when the off-in-lieu day is taken?
The following Monday is not automatically required. The employer’s arrangement determines when another day off is granted, subject to the applicable employment rules and any agreement with the employee.
Can an employer pay salary instead of giving a replacement day?
Yes. When a public holiday falls on a non-working day, MOM allows another day off or one extra day’s salary at the gross rate of pay.
Do employees get off-in-lieu when a public holiday falls on Saturday?
Employees covered by the Employment Act should generally receive another day off or salary in lieu when the holiday falls on their non-working Saturday. The exact day-off arrangement should be confirmed with the employer.
Is Monday a public holiday when a Singapore public holiday falls on Saturday?
No. The following Monday is not automatically a public holiday when the holiday falls on Saturday. An eligible five-day employee should generally receive another day off or one extra day’s salary instead.