United States (US)
5 U.S.C. § 6103 & Federal Reserve Operating Circular No. 4
|
Sat → Preceding Friday; Sun → Following Monday (5 U.S.C. § 6103)
|
No statutory bridge or makeup workdays
|
100% regular + 100% bonus (Federal); Private sector governed by contract (FLSA)
|
0 days statutory (10–20 days corporate standard)
|
United Kingdom (GB)
Banking and Financial Dealings Act 1971
|
Sat & Sun → Substitute Monday/Tuesday by Royal Proclamation (1971 Act)
|
No statutory makeup workdays
|
Contractual (Working Time Regulations 1998 require 28 days total paid leave)
|
28 days (5.6 weeks, inclusive of bank holidays)
|
Canada (CA)
Canada Labour Code (R.S.C., 1985, c. L-2) & Holidays Act
|
Sat & Sun → Preceding Friday or Following Monday (Canada Labour Code s.193)
|
No statutory makeup workdays
|
1.5x wages worked + 1.0x average day's holiday pay (250% effective rate)
|
10–15 business days (2–3 weeks statutory minimum by tenure)
|
India (IN)
Section 25 of the Negotiable Instruments Act, 1881 & RBI Directives
|
No automatic Monday rollover when holiday falls on Sunday or 2nd/4th Saturday
|
No statutory makeup workdays
|
200% double wages OR 1 compensatory rest day (Factories Act & State Shops Acts)
|
15–18 earned leave days + 7–12 casual/sick days
|
Australia (AU)
Fair Work Act 2009 (Cth) Section 115 & State Public Holidays Acts
|
Sat & Sun → Substitute Monday/Tuesday (Fair Work Act s.115 & State Acts)
|
No statutory makeup workdays
|
225% to 250% penalty rate under Fair Work Modern Awards
|
20 business days (4 weeks; 5 weeks for shiftworkers)
|
Germany (DE)
Working Hours Act (ArbZG § 9) & State Holiday Laws (Feiertagsgesetze)
|
Strict calendar date; NO Monday rollover if holiday falls on Sat/Sun (ArbZG § 9)
|
Optional Brückentage (bridge days) taken via annual leave or Gleitzeit (flextime)
|
100% pay continuation (§ 2 EFZG); tax-free supplements up to 125%–150% (§ 3b EStG)
|
20 days statutory (5-day week, BUrlG); 28–30 days corporate standard
|
France (FR)
Code du travail (Articles L3133-1 à L3133-12)
|
Strict calendar date; NO automatic Monday rollover (Code du travail Art. L3133-1)
|
1 unpaid 7-hour Solidarity Day (Journée de solidarité) per year under Art. L3133-7
|
200% double pay on 1 May (Art. L3133-6); other 10 holidays per convention collective
|
25 working days (5 weeks) + 8–12 RTT days for 39h/forfait cadres
|
Japan (JP)
Act on National Holidays (Act No. 178 of 1948)
|
Sun → Following weekday (Furikae Kyūjitsu); Single weekday between 2 holidays → Citizens' Holiday
|
Automatic paid bridge day (Kokumin no Kyūjitsu) when a weekday is sandwiched between 2 holidays
|
135% statutory holiday work rate (Labor Standards Act Art. 37)
|
10–20 days (employers legally obligated to ensure 5 days taken/year)
|
United Arab Emirates (AE)
UAE Cabinet Resolution No. 27 of 2019 & Federal Decree-Law No. 33 of 2021
|
Cabinet Resolution No. 27 of 2019 permits shifting non-Eid holidays to Monday or Friday
|
No statutory makeup workdays
|
1 day off in lieu + regular pay, OR 150% basic wage supplement (Decree-Law 33/2021 Art. 28)
|
30 calendar days (~22 working days) per year
|
Saudi Arabia (SA)
Saudi Labor Law (Royal Decree No. M/51) Art. 112 & Executive Regulations
|
Fri → Preceding Thursday; Sat → Following Sunday (Saudi Labor Law Art. 112 Regs)
|
No statutory makeup workdays
|
150% overtime pay (regular wage + 50% bonus) under Saudi Labor Law Art. 107
|
21 days (rising to 30 days after 5 years with employer)
|
Kenya (KE)
Public Holidays Act (Cap. 110, Laws of Kenya) & Constitution Art. 8
|
Sun → Following Monday (Public Holidays Act Cap. 110 s.3); Saturday remains Saturday
|
No statutory makeup workdays
|
200% double basic hourly rate (Regulation of Wages General Order)
|
21 working days per year (Employment Act 2007 s.28)
|
Singapore (SG)
Employment Act 1968 & Holidays Act 1904
|
Sun → Following Monday (Employment Act s.88); Sat → 1 day off in lieu or extra pay
|
No statutory makeup workdays
|
Extra day's salary at basic rate (200% total) or 1 paid day off in lieu (Employment Act s.88)
|
7–14 days statutory minimum (14–21 days corporate standard)
|
South Africa (ZA)
Public Holidays Act No. 36 of 1994
|
Sun → Following Monday (Public Holidays Act 36 of 1994 s.2(1)); Saturday does not roll over
|
No statutory makeup workdays
|
200% double daily wage (BCEA Section 18(2))
|
15 working days (21 consecutive calendar days, BCEA s.20)
|
New Zealand (NZ)
Holidays Act 2003 (Part 2, Subpart 1)
|
Full Mondayisation: Sat/Sun → Mon (or Mon/Tue for Dec 25–26 & Jan 1–2) under Holidays Act 2003 s.45
|
No statutory makeup workdays
|
1.5x time-and-a-half FOR hours worked PLUS 1 full paid alternative holiday ('day in lieu', s.50)
|
20 business days (4 weeks under Holidays Act 2003)
|
Ireland (IE)
Organisation of Working Time Act 1997 (Schedule 2)
|
Sat & Sun → Observed Monday bank closure; statutory right to paid day off/pay within 1 month (1997 Act s.21)
|
No statutory makeup workdays
|
Paid day off within 1 month, OR 1 extra day of annual leave, OR 1 extra day's pay (200% total)
|
20 working days (4 weeks under Organisation of Working Time Act 1997)
|
Netherlands (NL)
General Extension of Terms Act (Algemene termijnenwet) & Civil Code
|
Strict calendar date; NO Monday rollover (Algemene termijnenwet)
|
Liberation Day (5 May) is a paid day off only in 5-year lustrum years (2025, 2030)
|
Governed strictly by Collective Labour Agreement (CAO) — typically 150%–200% supplement
|
20 working days statutory (4x weekly hours); 25–30 days standard under CAOs
|
Switzerland (CH)
Federal Act on Work in Industry and Commerce (ArG Art. 20a)
|
Strict calendar date; NO Monday rollover (Federal Labour Act ArG Art. 20a)
|
Optional Auffahrtsbrücke (Friday after Ascension) compensated via flextime (Vorholzeit)
|
100% salary maintenance for monthly staff; +50% wage supplement for authorized Sunday/holiday work (ArG Art. 19)
|
20 working days (4 weeks under Code of Obligations Art. 329a; 5 weeks for under-20s)
|
Sweden (SE)
Public Holidays Act (Lag 1989:253) & Annual Leave Act
|
Strict calendar date; NO Monday rollover (Collective agreements grant time-bank day when Jun 6 falls on Sat/Sun)
|
Klämdagar (squeeze days) often granted off via collective working-time reduction accounts
|
OB-tillägg (inconvenient hours supplement) under Kollektivavtal
|
25 working days (5 weeks statutory under Semesterlagen 1977:480)
|
Spain (ES)
Workers' Statute Art. 37.2 (Real Decreto Legislativo 2/2015)
|
Autonomous Communities may shift Sunday holidays to Monday (Estatuto de los Trabajadores Art. 37.2)
|
All 14 annual holidays are paid and non-recoverable (retribuidos y no recuperables)
|
Minimum +75% overtime premium over regular hourly wage or compensatory rest (R.D. 2001/1983 Art. 47)
|
22 working days (30 calendar days minimum under Art. 38 ET)
|
Italy (IT)
Law No. 260 of 27 May 1949 & Collective National Labor Agreements (CCNL)
|
NO Monday day off; Sunday holidays trigger mandatory extra day's pay (Festività non goduta, Law 260/1949)
|
32 hours of paid annual leave (Permessi Ex-Festività / ROL) granted under national CCNLs
|
+30% to +50% holiday work premium under sector CCNL; 1/26th extra monthly pay if holiday falls on Sunday
|
20 working days (4 weeks statutory) + 32 hours Permessi Ex-Festività / ROL
|
Brazil (BR)
Federal Law No. 662/1949, Law No. 10.607/2002 & CLT Art. 70
|
Strict calendar date; NO automatic Monday rollover (CLT Art. 70)
|
Optional Bridge Days (Emenda de Feriado) compensated via Banco de Horas
|
200% double pay (Súmula 146 TST & Law 605/1949) unless compensatory day off is granted
|
30 calendar days paid annual leave after 12 months of service (CLT Art. 130)
|
Mexico (MX)
Article 74 of the Federal Labor Law (Ley Federal del Trabajo)
|
3 holidays fixed to Mondays by LFT Art. 74 (1st Mon Feb, 3rd Mon Mar, 3rd Mon Nov); fixed dates do not roll over
|
Statutory Monday bridges (Lunes de Puente) built directly into LFT Article 74
|
300% triple pay (regular daily wage + 200% double indemnity under LFT Art. 75)
|
12 working days after Year 1 (Vacation Dignified Reform), rising to 20+ days with tenure
|
Thailand (TH)
Labour Protection Act B.E. 2541 (1998) & Bank of Thailand Directives
|
Sat & Sun → Mandatory following workday substitute (Wan Yut Chot Choei)
|
Cabinet occasionally proclaims special non-recoverable bridge holidays for domestic tourism
|
200% double pay for regular holiday hours; 300% triple pay for holiday overtime (LPA s.62–64)
|
6 working days statutory minimum after 1 year (10–15 days corporate standard)
|
Philippines (PH)
Republic Act No. 9492 & Philippine Labor Code (P.D. 442)
|
Presidential Holiday Economics (RA 9492) may shift movable anniversaries; fixed weekends do not auto-roll
|
No statutory makeup workdays
|
200% double pay on Regular Holidays (Art. 94); 130% on Special Non-Working Days
|
5 days Service Incentive Leave (SIL) statutory minimum (12–15 days corporate standard)
|
Nigeria (NG)
Public Holidays Act (Cap. P40, Laws of the Federation of Nigeria 2004)
|
Sat & Sun → Subsequent Monday (or Mon/Tue) proclaimed by Ministry of Interior (Cap. P40 s.5)
|
No statutory makeup workdays
|
150%–200% premium pay or lieu day under collective agreements & Labour Act
|
6 working days statutory minimum (15–25 days corporate/banking standard)
|
Malaysia (MY)
Holidays Act 1951 (Act 369) & Employment Act 1955
|
Sun (or Sat in Fri–Sat states) → Following working day in lieu (Holidays Act 1951 s.3)
|
No statutory makeup workdays
|
2 days' extra wages at ordinary rate (300% total) on the 11 gazetted holidays (Employment Act s.60D)
|
8 to 16 working days statutory based on tenure (s.60E)
|
Indonesia (ID)
Law No. 13 of 2003 on Manpower & Joint Ministerial Decrees (SKB 3 Menteri)
|
No Monday rollover; multi-day bridges created via Joint Ministerial Cuti Bersama decrees
|
Private-sector Cuti Bersama deducts from employee's 12-day annual leave balance
|
200% to 400% overtime wage rate on official national holidays (PP No. 35/2021)
|
12 working days after 1 year of service (Law No. 13/2003)
|
South Korea (KR)
Labor Standards Act Art. 55 & Regulations on Holidays for Public Agencies
|
Sat & Sun → First following non-holiday weekday (Alternative Holiday System / Daeche Gonghyuil)
|
Government occasionally designates paid ad-hoc Temporary Public Holidays (Imsi Gonghyuil)
|
150% for first 8 hours; 200% beyond 8 hours (Labor Standards Act Art. 56(2))
|
15 to 25 paid working days based on tenure (Art. 60)
|
Pakistan (PK)
Section 25 of the Negotiable Instruments Act, 1881 & SBP Directives
|
Fixed holidays on weekends are generally absorbed unless extended by Cabinet notification
|
No statutory makeup workdays
|
200% double pay OR 1 compensatory holiday within 3 days (Factories Act 1934)
|
14 consecutive days annual leave + 10 casual + 16 sick days
|
Bangladesh (BD)
Negotiable Instruments Act, 1881 & Bangladesh Bank DOS Directives
|
No automatic Sunday rollover when fixed holidays fall on Friday or Saturday
|
No statutory makeup workdays
|
200% double overtime allowance PLUS 1 paid compensatory holiday (Labour Act 2006 s.103)
|
14–16 earned leave days + 10 casual + 14 sick + 11 festival holidays
|
Egypt (EG)
Egyptian Labor Law No. 12 of 2003 & CBE Directives
|
Midweek civic holidays systematically shifted to Thursday by Prime Ministerial Decree
|
Thursday-shift rule creates 3-day Thu–Sat weekends without makeup workdays
|
300% triple pay (regular wage + 200% holiday bonus under Labour Law No. 12/2003 Art. 52)
|
21 working days (rising to 30 days after 10 years or age 50)
|
Poland (PL)
Act of 18 January 1951 on Days Off & Labor Code Art. 130 § 2
|
Saturday holiday → Mandatory paid weekday off in lieu (Labor Code Art. 130 § 2); Sunday → No lieu day
|
Employers must grant a paid weekday off within the settlement period for any Saturday holiday
|
Compensatory day off in lieu, OR 200% pay (regular + 100% supplement under Art. 151^10 KP)
|
20 working days (<10 yrs tenure) or 26 working days (10+ yrs tenure including university credit)
|
China (CN)
State Council Regulation on National Holidays & Labor Law of the PRC
|
State Council Tiáoxiū (调休) bridges adjacent weekdays with mandatory weekend makeup shifts
|
Mandatory Saturday/Sunday makeup workdays around Spring Festival, Labour Day & National Day
|
300% triple pay on core statutory dates; 200% double pay on bridged rest days
|
5–15 days statutory based on total cumulative years worked
|
Morocco (MA)
Moroccan Labour Code (Loi n° 65-99) & Bank Al-Maghrib Directives
|
No automatic private-sector Monday rollover; public sector receives occasional bridge decrees
|
Occasional public-sector bridge decrees (Jours de pont) around Eid festivals
|
200% double pay (regular salary + 100% indemnity under Law 65-99 Art. 224)
|
18 working days minimum (1.5 days/month, rising to 30 days with tenure)
|
Iraq (IQ)
Official Holidays Law No. 12 of 2024 & Labor Law No. 37 of 2015
|
Fixed holidays on Friday–Saturday do not auto-roll; Cabinet frequently declares multi-day Eid bridges
|
Council of Ministers may declare special administrative bridge holidays
|
200% double wage rate on official holidays (Labour Law No. 37 of 2015 Art. 68)
|
21 working days minimum per year (Art. 75)
|
Ghana (GH)
Public Holidays Act, 2001 (Act 601) & Labour Act, 2003 (Act 651)
|
Sat & Sun → Subsequent Monday declared via Executive Instrument (Act 601 s.3)
|
No statutory makeup workdays
|
200% overtime rate under collective agreements & Labour Act 2003 (Act 651)
|
15 working days minimum per year (Act 651 s.20)
|
Russia (RU)
Labor Code of the Russian Federation (Art. 112) & Government Transfer Decrees
|
Sat & Sun → Automatically transferred to next workday or reallocated by Annual Government Decree (Art. 112)
|
Occasional 6-day workweeks (working Saturdays) decreed to create 4-day holiday bridges
|
At least 200% double pay OR 100% pay + 1 full unpaid day off in lieu (Art. 153 TK RF)
|
28 calendar days statutory minimum per year (Art. 115 TK RF)
|
Czechia (CZ)
Act No. 245/2000 Coll. on Public Holidays & Czech Labour Code
|
Strict calendar date; NO Monday rollover (Act No. 245/2000 Coll.)
|
Retail stores >200m² banned from opening on 7 specific holidays (Act 223/2016 Coll.)
|
Paid compensatory time off (náhradní volno) OR 100% wage bonus (200% total, § 115 Labour Code)
|
20 working days (4 weeks statutory minimum; 5 weeks public/corporate standard)
|
Argentina (AR)
Ley Nº 27.399 (Régimen de Feriados Nacionales) & LCT Nº 20.744
|
Transferable holidays on Tue/Wed → Preceding Mon; Thu/Fri → Following Mon + up to 3 Tourist Puentes (Law 27.399)
|
Executive decrees up to 3 non-recoverable Tourist Bridge Holidays (Feriados con fines turísticos) per year
|
200% double pay on Feriados Nacionales (LCT Art. 166); 100% single pay on Días No Laborables (Art. 167)
|
14 to 35 calendar days based on seniority (LCT Art. 150)
|
Vietnam (VN)
Labour Code No. 45/2019/QH14 (Art. 112) & Government Holiday Decrees
|
Sat & Sun → Mandatory compensatory day off on next working day (Labour Code 2019 Art. 111(3))
|
Prime Minister may swap a bridge weekday with a compensatory working Saturday around Tết or Apr 30
|
At least 300% bonus pay on top of regular holiday wage (400% total, Art. 98 Labour Code)
|
12 working days minimum (+1 day per 5 years of service, Art. 113)
|
Hong Kong (HK)
General Holidays Ordinance (Cap. 149) & Employment Ordinance (Cap. 57)
|
Sun (or overlapping holiday) → Following weekday in substitution (Cap. 149 s.3); Saturday remains Saturday
|
Statutory Holidays (15 days in 2026) progressively aligning with 17 General Holidays by 2030
|
Mandatory alternative holiday within 60 days (cash buy-out of Statutory Holidays is illegal under Cap. 57 s.40A)
|
7 to 14 working days statutory (Cap. 57) + 15 Statutory / 17 General Holidays
|
Ecuador (EC)
Código del Trabajo (Art. 65) & Ley Orgánica de Feriados
|
Automatic Bridge Law (2016): Tue → Mon; Wed/Thu → Fri; Sat → Fri; Sun → Mon (except Jan 1, Dec 25)
|
All 11 statutory holidays are non-recoverable (feriados no recuperables)
|
200% double pay (100% extraordinary surcharge under Labour Code Art. 55(4))
|
15 calendar days (+1 day per year after 5 years up to 30 days, Art. 69)
|
Norway (NO)
Lov om helligdager og helligdagsfred (LOV-1995-02-24-12) & Lov om 1. og 17. mai (LOV-1947-04-26-1)
|
Strict calendar date; NO Monday rollover (17 May 2026 falls on Sunday; 17 May 2027 overlaps with Whit Monday)
|
Inneklemte dager (squeeze Fridays) taken via annual leave or flextime (avspasering)
|
+50% minimum statutory bonus on 1 May & 17 May (1947 Act); 100% bonus standard under tariffavtaler
|
25 virkedager (4 weeks + 1 day statutory; 30 virkedager / 5 weeks under tariffavtaler)
|
Denmark (DK)
Danish Holiday Act (Ferieloven), Closure Act (Lukkeloven) & Act No. 214/2023
|
Strict calendar date; NO Monday rollover (Store Bededag permanently abolished by Act No. 214/2023)
|
Store Bededag (4th Friday after Easter) is now a regular workday compensated with +0.45% annual salary supplement
|
Contractual under Overenskomster (typically +100% holiday supplement)
|
25 working days (5 weeks statutory under Ferieloven + 5 feriefridage / 6th week under collective agreements)
|
Austria (AT)
Rest Periods Act (Arbeitsruhegesetz - ARG § 7, BGBl. Nr. 144/1983)
|
Strict calendar date; NO Monday rollover (Arbeitsruhegesetz ARG § 7)
|
Fenstertage (bridge days) worked in advance via Einarbeiten (§ 4 Abs. 3 AZG) or taken as leave
|
100% holiday pay continuation + 100% pay for hours worked (200% total under ARG § 9)
|
25 working days (5 weeks statutory under Urlaubsgesetz; 30 days after 25 years)
|
Finland (FI)
Church Act (Kirkkolaki 652/2023 Ch. 4 § 3), Independence Day Act (388/1937) & May Day Act (272/1944)
|
Strict calendar date; NO Monday rollover (Midsummer Day & All Saints' Day permanently placed on Saturdays)
|
Arkipyhät (weekday holidays) reduce weekly working hours under collective agreements (TES)
|
200% double pay (+100% Sunday work bonus under Working Hours Act Työaikalaki § 20)
|
24–30 virkedager (4–5 weeks under Vuosilomalaki; weeks with arkipyhät consume fewer leave days)
|
Belgium (BE)
Public Holidays Act of 4 January 1974 (Loi relative aux jours fériés / Wet betreffende de feestdagen)
|
Mandatory Replacement Day (Jour de remplacement / Vervangingsdag) within same calendar year for any Sat/Sun holiday (1974 Act Art. 6)
|
Weekend holidays legally convert into paid replacement days (often placed on bridge Fridays)
|
Paid compensatory rest day within 6 weeks + wage supplement if specified by Joint Committee (CP/PC)
|
20 working days statutory (5-day week) + ADV/RTT working-time reduction days
|
Portugal (PT)
Portuguese Labour Code (Código do Trabalho, Lei n.º 7/2009, Artigos 234.º–236.º & Lei n.º 8/2016)
|
Strict calendar date; NO Monday rollover (Código do Trabalho Art. 234.º–236.º)
|
Employer may close on a bridge day (ponte) by deducting 1 annual leave day or via banco de horas (Art. 242.º)
|
100% regular pay PLUS +50% wage bonus OR half-day paid rest per hour worked (Art. 269.º)
|
22 working days statutory paid annual leave per year (Art. 238.º)
|
