政府宣布特假, 私人公司一定要放假吗？

政府突然宣布特假，私人公司一定要放假吗？州政府与联邦政府特假的法律分别

州政府突然宣布“特假”，私人公司一定要跟着放假吗？

1. 答案是：不一定，而且多数州政府依据《1951年假日法令》第9(1)条宣布的“特别事件假期”，并不会自动强制私人公司放假。 最清楚的2026年例子，就是柔佛州2026年7月13日特假。马来西亚半岛劳工局明确说明：这是依据 《1951年假日法令》（Holidays Act 1951, Act 369）第9(1)条 宣布的州假，属于“选择性公共假期”，私人雇主没有强制义务给假。如果公司没有把它列为公司的有薪公共假期，员工照常上班，单凭州政府宣布特假，并不会自动产生双薪或补假权利。

但是联邦政府依据第8条宣布的特假，答案完全不同

2. 《1955年雇佣法令》（Employment Act 1955, Act 265）第60D(1)(b)条 直接规定，任何依据 《1951年假日法令》第8条 指定的公共假期，都属于员工额外享有的有薪公共假期。因此私人公司不能说：“我们公司一年已经给了11天，所以这一天不算。”第8条特假是在原有11天之外额外加入。雇主可以当天放有薪假，也可以依法另定一天作为有薪替代假；如果没有替代而要求受 第60D(3)条 保障的员工当天工作，就必须支付公共假期工作工资。2017年9月4日东运会特假、2022年11月28日特假及2025年9月15日特假，都是很清楚的例子。

第8条、第9条，真正分别在哪里？

3. 真正的法律测试不是看谁召开记者会，而是看用哪一条法律宣布。 《1951年假日法令》第8条 允许联邦层面为西马、联邦直辖区，甚至经咨询州政府后为某一州指定特别公共假期；第9(1)条 则允许州政府指定州公共假期；第9(2)条 处理联邦直辖区的有关假期。因此，“联邦宣布＝一定强制，州政府宣布＝一定不强制”并不是完整的法律答案。2021年12月3日吉隆坡、布城及纳闽因KL City赢得大马杯而宣布的特假，就是依据 第9(2)条，而人力资源部当时说明，这并非 《1955年雇佣法令》第60D(1)(b)条 所指私人界必须额外享有的第8条特假。

私人界本来有多少公共假期？

4. 根据 《1955年雇佣法令》第60D(1)条及第60D(1A)条，员工每年享有11天有薪公共假期，其中5天固定为国庆日、国家元首华诞、员工主要工作州属的苏丹或州元首华诞或联邦直辖区日、劳动节及马来西亚日；另外6天由雇主从宪报公共假期中选择，并应在每个日历年开始前公布。原本文章关于“11天、5天强制、6天由公司选择”的内容仍然正确。不同的是，自2023年1月1日起，《雇佣法令》的基本保障已经扩大至订立服务合约的员工，并非旧制度下只有特定工资水平的员工才受到法令保障。

2026年雪州、柔佛、森美兰的特假

5. 柔佛2026年7月13日及森美兰2026年8月3日，都是州选举之后州政府宣布的特别事件假期；劳工局已经明确把这一类 《1951年假日法令》第9(1)条 假日列为私人界“选择性”、而非强制假期。
6. 至于雪兰莪政府在2026年8月24日宣布2026年9月1日为庆祝雪州夺得SUKMA马运会总冠军的特别事件假期，它属于州政府宣布的特假。私人公司不能只因为新闻写着“公共假期”，就直接当成 第8条强制额外公共假期。

过去10年联邦政府宣布过哪些重要特假？

6. 过去约10年的联邦第8条一次性特假，重要例子包括：2017年4月24日国家元首登基特假及2017年9月4日东运会成绩特假；2018年5月10日至11日第14届全国大选后的额外公共假期；2019年7月30日第16任国家元首登基特假；2022年11月18日至19日第15届全国大选相关特假，以及2022年11月28日新联邦政府成立后的特假；2023年4月21日开斋节额外假期；2025年9月15日额外公共假期；以及2026年3月20日因开斋节安排而指定的额外公共假期。尤其2025年及2026年的相关宪报，直接注明有关额外公共假期是依据 《1951年假日法令》第8条 宣布。

过去10年州政府宣布过哪些特假？

7. 州级特别事件假期也非常多，柔佛足球假期就是最典型的例子。 柔佛曾在2017年JDT赢得大马杯后宣布特假；2022年柔佛因JDT赢得足总杯宣布9月11日特假、因超级联赛冠军等体育成绩宣布10月16日特假，并在进入大马杯决赛后宣布11月27日特假；2023年JDT赢得超级联赛及大马杯后宣布12月17日特假；2024年柔佛为足总杯决赛宣布8月25日特假；2025年12月15日柔佛再因JDT夺足总杯宣布特假；2026年5月25日则因JDT再夺大马杯宣布特假。马六甲亦曾在2024年8月26日因州元首75岁华诞增加州假。换句话说，“州政府宣布全州放假”绝不等于“所有私人公司法律上必须关门”。

州政府宣布特假，私人公司可以不跟吗？

8. 州特假，公司不跟怎么办？ 先看公司年初公布的6天公共假期，再看雇佣合约、员工手册、集体协议及过去已经形成的公司制度。如果公司没有选择该 第9(1)条州假，也没有合约承诺“所有州宪报公共假期均放假”，员工就应照常上班，雇主无需单纯因为州政府宣布特假而额外支付双薪或补一天假。反过来，如果公司已经把这个州假选择成为 第60D条 下的有薪公共假期，公司就必须承认该项权利；如果要把已经选定的假期换去另一天，必须按照 《1955年雇佣法令》第60D(1A)条 及现行劳工局的解释处理。

联邦第8条特假，私人公司有什么选择？

9. 联邦第8条特假，公司主要有三个合法选择。 第一，让员工当天放有薪假；第二，要求员工当天工作，在没有替代假并且 第60D(3)条 适用的情况下，依法支付公共假期工作工资；第三，根据 《1955年雇佣法令》第60D(1A)条最后但书，把该第8条假期换成另一个有薪公共假期。法律对于原本6天选择性公共假期的更换，明确涉及双方同意；但是对于 第8条额外公共假期，法令另外规定雇主可以给予另一天作为替代。无论如何，公司最好以书面清楚通知员工替代日期，而不是员工已经上班之后，才含糊地说“以后再补一天”。

公共假期上班，到底是Double Pay还是Triple Pay？

10. 准确讲法不是简单一句“double pay”。 《1955年雇佣法令》第60D(3)(a)条 规定，受该条保障的员工在有薪公共假期被要求正常工作，除了本来应得的公共假期工资之外，还须额外获得 两天普通日薪；超过正常工作时间的加班，则至少按照每小时工资的 3倍 计算。举例，月薪RM2,600，普通日薪按照RM2,600 ÷ 26＝RM100。月薪本来已经包含当天RM100的假日工资；如果当天正常工作，再额外支付RM200，因此该日总工资价值为RM300，并不是在月薪之外再额外支付RM300。
11. 但是有一个非常重要的限制。2023年以后，第60D(1)条的公共假期权利覆盖面已经非常广，但是 第60D(3)条关于公共假期工作额外工资的规定，并不适用于普通月薪超过RM4,000的员工，除非员工属于《雇佣法令》第一附表第2段列出的指定类别，例如有关体力劳动类别。 因此，高薪白领员工如果在公共假期工作，是否额外获得double pay、replacement leave或其他待遇，必须继续看雇佣合约、员工手册及集体协议，不能把所有员工一概而论。

总结：记住“第8条强制、第9条选择”

17. 《1951年假日法令》第8条 的联邦额外公共假期，属于 《1955年雇佣法令》第60D(1)(b)条 所承认的额外有薪公共假期；第9(1)条 州政府特别事件假期，则不会自动强制所有私人公司放假，除非公司已经把它选择成为公司的公共假期、雇佣合约已经承诺给予，或者员工手册、集体协议及既有制度产生了有关权利。因此，不要看到“州政府宣布放假”六个字，就马上得出“老板一定违法”的结论；同样，老板也不能看到“我们是私人公司”几个字，就认为所有政府特假都与自己无关。
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19. 第一时间付费咨询Wilson Kuek律师及其专业团队；如需要正式处理劳资纠纷、欠薪、公共假期工资或者HR政策问题，应尽早委任律师楼。WhatsApp Wilson Kuek律师：019-2286668；律师楼联系号码：016-3229368。
20. 相关阅读：

• 法定假日 Public Holidays——说明马来西亚私人界公共假期的基本权利；
• 劳工法修正案2023年1月1日生效——了解新版《雇佣法令》的适用范围；
• 病假问与答——适合配合公共假期与病假重叠问题阅读；
• Proportion of Annual Leave 年假比例——进一步了解员工年假权利；
• Hospitalization Leave一定要住院吗？——了解住院病假与其他法定假期的关系。

Malaysia Special Public Holidays and Private-Sector Employee Rights

 If a State Government suddenly declares a “special holiday”, must every private company close?

1. A special State holiday declared under section 9(1) of the Holidays Act 1951 [Act 369] does not automatically become a compulsory paid holiday for every private-sector employee. JTKSM’s position concerning Johor’s 13 July 2026 special holiday is clear: a section 9(1) holiday is an optional public holiday for the private sector. If the employer has not selected it as one of the company’s paid public holidays and there is no contractual entitlement requiring otherwise, employees must work as normal. The State declaration alone does not automatically create a right to double pay or replacement leave.

A Federal Government holiday appointed under section 8 is legally different.

2. Under section 60D(1)(b) of the Employment Act 1955 [Act 265], an employee is additionally entitled to a paid public holiday on any day appointed for that particular year under section 8 of the Holidays Act 1951. It cannot simply be absorbed into the employer’s ordinary eleven-day entitlement. The employer may observe the holiday on the declared date or lawfully grant another paid day in substitution. If no substitution is made and an employee protected by section 60D(3) is required to work, the statutory public-holiday work rate becomes relevant.

Section 8 and Section 9: What Is the Real Difference?

3. The legal test is the statutory source of the holiday, not simply which politician made the announcement. Section 8 of the Holidays Act 1951 allows a special public holiday to be appointed for Peninsular Malaysia, a Federal Territory or, after consultation with the State Authority, a particular State. Section 9(1) concerns holidays appointed by a State Authority, while section 9(2) deals with the Federal Territories. Therefore, “Federal announcement means compulsory, State announcement means optional” is only a shortcut and not the complete legal test.
4. A useful example is the 3 December 2021 special holiday for Kuala Lumpur, Putrajaya and Labuan following KL City’s Malaysia Cup victory. Although announced at federal level, it was made under section 9(2) of the Holidays Act 1951. The Human Resources Ministry explained that it was not the compulsory additional holiday contemplated by section 60D(1)(b) of the Employment Act 1955.

How Many Paid Public Holidays Does a Private Employee Have?

5. Under sections 60D(1) and 60D(1A) of the Employment Act 1955, an employee is entitled to eleven paid gazetted public holidays each calendar year. Five are compulsory: National Day, the Birthday of the Yang di-Pertuan Agong, the birthday of the Ruler or Yang di-Pertua Negeri of the State where the employee wholly or mainly works—or Federal Territory Day where applicable—Workers’ Day and Malaysia Day. The employer selects another six gazetted public holidays and should display the selection before the beginning of each calendar year. The earlier explanation that the entitlement consists of “eleven days, five compulsory and six selected by the employer” remains correct.

Selangor, Johor and Negeri Sembilan Special Holidays in 2026

6. Johor’s 13 July 2026 and Negeri Sembilan’s 3 August 2026 special holidays were State special-event holidays following State Elections. JTKSM has expressly treated this category of section 9(1) holiday as optional for private employers.
7. On 24 August 2026, the Selangor Government announced 1 September 2026 as a special-event holiday following Selangor’s overall SUKMA championship victory, the information verified concerns a Selangor State Government special holiday. A private employer should therefore not treat a newspaper headline stating “public holiday” as conclusive proof of a compulsory section 8

Important Federal Special Holidays During the Last Ten Years

8. Important one-off federal section 8 holidays over approximately the last decade include the 24 April 2017 installation holiday and 4 September 2017 SEA Games achievement holiday; the additional 10–11 May 2018 holidays following GE14; the 30 July 2019 installation of the 16th Yang di-Pertuan Agong; the 18–19 November 2022 GE15-related holidays and the 28 November 2022 holiday following formation of the new Federal Government; the additional Hari Raya holiday on 21 April 2023; the additional public holiday on 15 September 2025; and the additional Hari Raya holiday appointed for 20 March 2026. The 2025 and 2026 gazettes expressly identify section 8 of the Holidays Act 1951 as the statutory power used.

State Special Holidays During the Last Ten Years

9. State special holidays have been particularly visible in Johor because of JDT’s football achievements. Johor has declared special holidays following JDT’s Malaysia Cup, FA Cup and Super League successes on several occasions, including holidays in 2022, 2023, 2024, 2025 and 2026. Melaka also declared an additional State holiday on 26 August 2024 in conjunction with the Yang di-Pertua Negeri’s 75th birthday. These examples reinforce the central point: a holiday declared throughout a State does not automatically mean that every private employer is legally required to close.

Can a Private Company Refuse to Observe a State Special Holiday?

10. The employer should first check four things: the annual list of six selected public holidays, the employment contract, the employee handbook and any applicable collective agreement. If the section 9(1) State special holiday was not selected and none of those documents promises all State-gazetted holidays, employees are required to report for work in the ordinary way. There is no automatic statutory entitlement to double pay or replacement leave merely because the State Government declared a special holiday.
11. Conversely, if the employer has already selected that State holiday as one of its paid public holidays under section 60D, the employer must honour that entitlement. Any substitution must be handled in accordance with section 60D(1A) of the Employment Act 1955 and the applicable legal requirements.

What Can an Employer Do with a Section 8 Federal Special Holiday?

12. For a compulsory additional section 8 holiday, the employer has three practical options. It may give the declared day as paid leave; require work and pay the statutory public-holiday rate where section 60D(3) applies; or grant another paid day in substitution pursuant to the final proviso to section 60D(1A). Employers should communicate the replacement date clearly in writing instead of telling employees after they have worked that “another day will be given later”.

Is Public-Holiday Work Double Pay or Triple Pay?

13. Section 60D(3)(a) of the Employment Act 1955 does not simply say “double pay”. Where the subsection applies, an employee required to work normal hours on a paid public holiday receives, in addition to the holiday pay already due, two days’ wages at the ordinary rate. Work beyond normal hours on that paid public holiday must be paid at not less than three times the hourly rate.
14. For example, if a monthly-paid employee earns RM2,600, the ordinary rate is RM100 per day using RM2,600 ÷ 26. The monthly salary already contains the RM100 holiday pay. If the employee works normal hours on the public holiday, another RM200 is payable. The total wage value attributable to that day is therefore RM300.
15. There is, however, an important statutory limitation. Although the general public-holiday entitlement under section 60D(1) has broad coverage after the 2023 amendments, the public-holiday work premium under section 60D(3) does not apply to an ordinary employee earning more than RM4,000 per month unless that employee falls within the specified paragraph 2 categories in the First Schedule, such as relevant manual-work categories. For higher-paid employees outside those categories, the employment contract, handbook and collective agreement become particularly important.

Conclusion: Remember “Section 8 Compulsory, Section 9 Optional”

21. The practical starting rule is simple: section 8 compulsory; section 9 optional. A section 8 Holidays Act 1951 additional federal public holiday falls within section 60D(1)(b) of the Employment Act 1955. A section 9(1) State special-event holiday does not automatically compel a private employer to close unless the employer has selected it, contractually promised it or otherwise incorporated it into the employee’s holiday entitlement. A State Government announcement does not automatically mean the employer is breaking the law by opening for business; equally, being a private employer does not mean every government-declared special holiday can be ignored.
22. What is truly expensive is never the legal consultation fee, but every wrong decision made merely to save it. Public-holiday disputes can quickly become payroll, disciplinary and employment-law disputes if an employer issues the wrong instruction or an employee refuses work without first identifying the applicable statutory provision. What you pay for in a consultation is Wilson Kuek’s practical case experience and professional judgment, helping you determine whether section 8, section 9 or section 60D applies before taking the first step.
23. Consult Wilson Kuek and his professional team before acting; if formal representation is required for employment disputes, unpaid holiday wages or HR-policy matters, appoint the firm early. WhatsApp Wilson Kuek: 019-2286668; Legal Firm: 016-3229368.
24. Related reading:

• Public Holidays 法定假日, explaining the basic public-holiday rights of private employees;
• Employment Act Amendments Effective 1 January 2023, explaining the revised coverage of the Employment Act;
• Sick Leave Q&A 病假问与答, relevant where sick leave overlaps with a public holiday;
• Proportion of Annual Leave 年假比例, explaining annual-leave rights; and
• Hospitalization Leave一定要住院吗？, discussing hospitalisation leave and related statutory leave rights.

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1.马来西亚州政府宣布特假，私人公司一定要放假吗？ / Malaysia State Special Holiday: Must Private Companies Close?；2. Cuti Peristiwa私人界要跟吗？员工上班有双薪吗？ / Cuti Peristiwa: Must Private Employers Follow and Pay Double?；3. 联邦特假与州政府特假有什么分别？ / Federal vs State Special Holidays in Malaysia；4. 马来西亚特假法律：第8条、第9条、第60D一次看懂 / Malaysia Special Holiday Law: Sections 8, 9 and 60D Explained；5. 雪州9月1日SUKMA特假，私人公司必须放假吗？ / Selangor 1 September SUKMA Holiday: Is It Mandatory for Private Companies?；6. 柔佛JDT夺冠放假，私人公司员工也一定放假吗？ / Johor JDT Victory Holiday: Must Private Employees Get Leave?；7. 政府突然宣布明天放假，公司还能叫员工上班吗？ / Government Declares a Surprise Holiday: Can Employers Still Require Work?；8. 公共假期上班是Double Pay还是Triple Pay？马来西亚第60D条解析 / Public Holiday Work: Double Pay or Triple Pay under Section 60D?；9. 州选后政府宣布特假，私人界必须跟吗？ / Post-Election State Holiday: Must Malaysia’s Private Sector Observe It?；10. 马来西亚公共假期与补假完整法律指南2026 / Malaysia Public Holiday and Replacement Leave Legal Guide 2026。

1.州政府宣布特假，公司一定要放？ / State Holiday: Must Companies Close?；2. 第8条特假 vs 第9条特假 / Section 8 vs Section 9 Holiday；3. 特假上班有双薪吗？ / Special Holiday Double Pay?；4. 雪州SUKMA特假 / Selangor SUKMA Special Holiday；5. JDT夺冠，私人界也放假？ / JDT Wins: Private Sector Holiday?；6. 政府放假，公司叫我上班 / Government Holiday, Employer Says Work；7. 公共假期工资怎么算？ / Public Holiday Pay Explained；8. 州选后突然放假 / Post-Election Special Holiday；9. 私人公司可以不跟特假吗？ / Can Private Companies Ignore State Holidays?；10. 马来西亚特假法律2026 / Malaysia Special Holiday Law 2026。

1.马来西亚州政府特假私人公司 / Malaysia state special holiday private company；2. Cuti Peristiwa私人界强制吗 / Cuti Peristiwa mandatory private sector；3. Holidays Act 1951 Section 9(1) private employer；4. Akta Hari Kelepasan 1951 Seksyen 9(1) sektor swasta；5. Holidays Act 1951 Section 8 mandatory private sector；6. Employment Act 1955 Section 60D public holiday；7. 马来西亚公共假期上班双薪 / Malaysia public holiday work double pay；8. Malaysia public holiday additional two days wages；9. 马来西亚公共假期三倍工资 / Malaysia public holiday triple pay；10. Section 60D(3) RM4000 public holiday pay；11. 1 September 2026 Selangor SUKMA holiday private sector；12. 雪州2026年9月1日特假私人公司；13. 13 July 2026 Johor special holiday private sector；14. 3 August 2026 Negeri Sembilan special holiday private sector；15. JDT special holiday private company Johor；16. JDT Piala Malaysia cuti peristiwa employer；17. 州选特假私人公司要放假吗 / state election special holiday private employer；18. Section 8 holiday replacement leave Malaysia；19. Public holiday falls on annual leave sick leave Malaysia；20. Malaysia employer refuse special public holiday replacement pay。

#公共假期 #特假 #特别假期