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Understanding the public holiday schedule can assist both employers and employees in planning leave, managing workloads, and ensuring compliance with employment regulations. In 2025, Singapore will observe a set of public holidays distributed throughout the year, with several offering opportunities for extended weekends through strategic use of annual leave.
Official Public Holidays in Singapore (2025)
Each year, the Ministry of Manpower designates a set of official public holidays to be observed nationwide. These holidays are protected under the Employment Act, meaning employees are entitled to time off or compensation when required to work on these days. The 2025 calendar includes 11 public holidays across various religions and national events, giving employers and employees a predictable framework for planning time off.
Below is the complete list of public holidays in Singapore for 2025:
- January 1 (Wednesday) – New Year’s Day
- January 29 (Wednesday) – Chinese New Year (Day 1)
- January 30 (Thursday) – Chinese New Year (Day 2)
- March 31 (Monday) – Hari Raya Puasa
- April 18 (Friday) – Good Friday
- May 1 (Thursday) – Labour Day
- May 3 (Saturday) – Polling Day
- May 12 (Monday) – Vesak Day
- June 7 (Saturday) – Hari Raya Haji
- August 9 (Saturday) – National Day
- October 20 (Monday) – Deepavali
- December 25 (Thursday) – Christmas Day
Long Weekends and Strategic Leave Planning
Public holidays provide a valuable chance to rest and recharge. For employees, combining annual leave with selected public holidays can turn a single day off into an extended break. For employers, anticipating these patterns helps with operational planning and maintaining workforce coverage.
In 2025, there are several long weekend opportunities that can be maximized:
- Chinese New Year: With public holidays on Wednesday and Thursday (29–30 January), taking leave on Friday, 31 January extends the break to five days.
- Hari Raya Puasa: Falling on Monday, 31 March, this holiday creates a natural three-day weekend.
- Good Friday: Occurs on Friday, 18 April, offering a full weekend for rest.
- Labour Day: Celebrated on Thursday, 1 May. Taking leave on Friday, 2 May gives a four-day stretch.
- Vesak Day: Observed on Monday, 12 May, perfect for a long weekend.
- Deepavali: On Monday, 20 October, this is another natural three-day weekend.
- Christmas Day: Occurring on Thursday, 25 December. Leave taken on Friday, 26 December offers a four-day break before the weekend.
By planning ahead, employees can use minimal annual leave to gain meaningful rest. Employers, in turn, benefit from smoother leave scheduling and reduced last-minute absences.
Public Holidays on Non-Working Days: Entitlements and Compensation
Before discussing how public holidays impact entitlements, it’s important to understand the difference between a non-working day and a rest day:
- Non-working day: This is any day an employee is not expected to work, such as a Saturday for those on a five-day workweek.
- Rest day: This is typically a day off for rest, often a Sunday, but can vary depending on the employer's schedule.
When a public holiday falls on a non-working day, there are specific entitlements under the Employment Act. In 2025, the following holidays fall on Saturdays:
- Polling Day: 3 May
- Hari Raya Haji: 7 June
- National Day: 9 August
If a public holiday falls on a Saturday and the employee’s normal schedule excludes that day (e.g., a five-day workweek), the employer must either provide a day off in lieu or pay an extra day's salary. This ensures fairness for employees with different schedules, as outlined by the Ministry of Manpower’s guidelines.
It’s also important to note that if a public holiday falls on a rest day, usually Sunday for many employees, the following Monday will be treated as a paid public holiday.
For employees not covered by the Employment Act, the terms for public holidays will be based on the stipulations in the individual employment contract. It’s important for employers and employees to refer to the contract to determine the entitlements in such cases.
Pay for Work Performed on a Rest Day
Employees required to work on a designated rest day are entitled to additional compensation. The exact amount depends on who requested the work and the number of hours worked.
If the employer asked the employee to work:
- Worked up to half a day: Get 1 day’s pay
- Worked more than half a day: Get 2 days’ pay
- Worked more than a full day: Get 2 days’ pay + overtime pay
If the employee asked to work:
- Worked up to half a day: Get half a day’s pay
- Worked more than half a day: Get 1 day’s pay
- Worked more than a full day: Get 1 day’s pay + overtime pay
These guidelines help ensure fair treatment when employees work on their designated rest days. Understanding how pay is calculated based on who initiated the work and the number of hours worked can help avoid misunderstandings and support clear communication between employers and employees.
Conclusion
Understanding Singapore’s public holiday schedule and related employment guidelines allows both employers and employees to plan more effectively throughout the year. With proper planning, individuals can enjoy longer breaks using minimal leave, while companies can maintain smooth operations. It is also important to be aware of the rules around rest days, non-working days, and public holiday compensation to ensure fair and lawful workplace practices. For specific cases, referring to employment contracts or seeking clarification from HR or MOM resources is recommended.
