The Ministry of Human Resources (KESUMA) has welcomed the announcement by the Prime Minister regarding the declaration of an additional public holiday in conjunction with Hari Raya Aidilfitri 2026.
The initiative aims to provide Malaysians with additional flexibility to travel back to their hometowns and celebrate the festive season with their families.
According to the announcement, the additional public holiday arrangement will depend on the date of Hari Raya Aidilfitri:
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If Hari Raya Aidilfitri falls on Friday, 20 March 2026, the Government will declare Monday, 23 March 2026 as an additional public holiday.
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If Hari Raya Aidilfitri falls on Saturday, 21 March 2026, the additional public holiday will be declared on Friday, 20 March 2026.
This measure is intended to allow Malaysians more time for travel and family celebrations during the festive period.
Legal Basis of the Additional Public Holiday
The declaration is made pursuant to Section 8 of the Holidays Act 1951 (Act 369), which grants the Government the authority to appoint any day to be observed as a public holiday in Malaysia.
Once gazetted, the holiday will apply across the country and will be treated as a public holiday recognised under Malaysian law.
Implications for Employers
For private sector employers, the additional holiday will be subject to the provisions under Section 60D of the Employment Act 1955.
This means employees are generally entitled to:
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A paid public holiday, or
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A replacement public holiday if the employer substitutes the holiday with another day.
If employees are required to work on the declared public holiday, employers must comply with the relevant public holiday pay provisions under the Employment Act.
Employers should also ensure that employees are informed clearly if the company intends to substitute the public holiday with another working day.
HR Advisory: Planning Ahead
KESUMA has encouraged employers to consider providing reasonable flexibility to employees as part of a progressive and caring workplace practice.
From an HR perspective, organisations are encouraged to:
1. Communicate early with employees
Clarify whether the company will observe the holiday or substitute it with another day.
2. Review operational schedules
Ensure essential operations remain uninterrupted during the festive period.
3. Ensure legal compliance
Verify that compensation or replacement leave is provided where employees are required to work.
4. Support employee wellbeing
Festive seasons are important cultural moments that contribute to employee engagement and morale.
CM HORIZON’s Insight
Festive public holidays often require organisations to balance operational continuity with employee wellbeing.
Clear communication, early workforce planning and proper compliance with labour regulations will help organisations maintain smooth operations while allowing employees meaningful time with their families.
