私人界一年有多少天公共假期？

马来西亚私人界公共假期有几天？5天强制公假、政府特假、Double Pay与补假完整法律指南 2026

私人公司是不是政府公布的每一个公共假期都一定要放？一年到底有多少天？

1. 答案是：对一般受 《1955年雇佣法令》（Employment Act 1955, Act 265）第60D(1)条 保障的私人界员工，法定最低标准是每个日历年 11天有薪公共假期，其中5天是强制公共假期，另外6天由雇主从宪报公共假期中选择；除此之外，凡政府针对该年度依据 《1951年假日法令》（Holidays Act 1951, Act 369）第8条 另外宣布的特别公共假期，属于11天之外的额外法定权益。换句话说，公司不能把后来突然宣布的第8条特假塞回原来的11天里面当作其中一天。

员工在公共假期上班，是Double Pay还是Triple Pay？政府突然宣布特假，又刚好撞到休息日或病假怎么办？

2. 如果该天确实是员工依法享有的有薪公共假期，而且员工属于 第60D(3)条 工资加给保障范围，公司可以要求他工作，但在原本的假日工资之外，还必须额外支付两天普通工资；超过正常工时的部分，则至少按小时工资的3倍计算。第8条突然宣布的特假如果撞上法定休息日，紧接的工作日成为有薪替代假；如果撞上员工依法享有的病假或年假，公司必须另给一天有薪公共假期。

11天公共假期，哪5天公司一定要给？

3. 根据 《1955年雇佣法令》第60D(1)(a)条，5天不能由公司任意取消的公共假期是：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（在联邦直辖区工作的则是联邦直辖区日）、劳动节及马来西亚日。剩余6天由雇主选择，并根据 第60D(1A)条 在每个日历年开始前于工作地点明显处公布；这6天可以由雇主与员工协议换成其他日子。以 卫塞节（Wesak Day） 为例，卫塞节虽然列在《1951年假日法令》第一附表，但如果公司没有把它选进6天，公司合约、员工手册或集体协议也没有给予更好的福利，员工就应照常上班，并不会因为“这是政府公假”而自动取得补假或第60D(3)额外工资。
4. 这里还有两个例外。第一，真正符合 《2010年雇佣（兼职员工）条例》（Employment (Part-Time Employees) Regulations 2010）第6条 的兼职员工，采用另一套制度，最低是7天宪报公共假期，并不是上述一般员工的11天制度。第二，2023年修法后，月薪超过RM4,000并不代表完全失去公共假期；他们仍享有 第60D(1)条 的公共假期，但是普通高薪、非体力劳动员工被第一附表第1A段排除在 第60D(3)及60D(4)条 的法定公共假期工作加给之外。反之，第一附表第2段的体力劳动、商业车辆操作等指定员工，不论工资多少仍受相关保障。私人住宅的domestic employee则被第一附表明确排除第60D条。

政府突然宣布特假，公司可以当作没有这回事吗？

5. 不可以，但“必须承认这个假期”也不代表私人公司一定要在当天关门。《1951年假日法令》第8条 允许部长另外指定特别公共假期，而 《1955年雇佣法令》第60D(1)(b)条 把这种第8条假期直接变成员工额外的有薪公共假期。不过，第60D(1A)条最后但书 同时允许雇主另给一天有薪公共假期作为替代。所以合法选择是：当天放有薪假；或者预先明确安排另一天有薪替代假；如果没有替代，而且又要求受第60D(3)保障的员工当天工作，就按公共假期工作工资计算。不要把“政府宣布特假”简单理解成“所有公司必须锁门”。另外，州政府依据 《1951年假日法令》第9(1)条 宣布的州级特别事件假期，与第8条并不是同一回事，因为第60D(1)(b)明确写的是第8条。

公共假期撞上Rest Day、Annual Leave、MC怎样算？

6. 第60D(1)条但书 很直接：员工依法享有的公共假期如果撞上他的法定 休息日（rest day） 或另一项第60D公共假期，紧接的工作日成为有薪替代假。不过“rest day”不是看到员工星期六不用上班就自动成立；根据 第59(1)条，如果一星期有超过一个休息日，为本法令Part XII计算时，最后一个才是法定rest day，所以公司必须先看员工真正被指定的休息日。至于公共假期或替代假撞上员工依法享有的病假、年假，或法定暂时伤残期间，第60D(1B)条 要求公司再给一天有薪公共假期。员工有这个权利，但不能自己决定“明天就是我的补假”然后不来上班。

公共假期上班，薪水到底怎样算？

7. 第60D(2A)、第60D(3)(a)及第60I(1A)条 要一起看。月薪员工只要当月工资没有因公共假期被扣减，就已经收到了当天的holiday pay；如果他又被要求在该有薪公共假期正常工作，第60D(3)再加两天ordinary rate of pay。比如月薪RM2,600，普通日薪依法是RM2,600 ÷ 26＝RM100。月薪里面已经包括公共假期本身的RM100；当天正常工作，公司再额外付RM200，所以该日的工资价值是RM300。如果正常工作8小时后再加班2小时，小时工资是RM100 ÷ 8＝50，两小时公共假期OT至少再付RM12.50 × 3 × 2＝RM75。即使员工当天只被叫回来工作很短时间，第60D(3)(a) 对正常公共假期工作的两天额外工资并不是按他工作了几小时比例缩减。

马来西亚法院怎样判？

8. Oriental Star Lumut Park Resort Sdn Bhd v Mansor Daoh [1996] 2 ILR 1065 中，员工因为8月31日是公共假期而拒绝上班；工业法庭确认 第60D(3)条 允许雇主要求员工在公共假期工作，只要依法支付法定工资，员工在该点败诉。Malaysian Airline System v Nahaza Ahmad bin Abd Salam [1994] 1 ILR 945 中，员工病假撞上公共假期后，自己把第二天当成补假而缺勤；法庭确认他确实有替代有薪假权，但第60D(1B)没有赋予员工自行选择第二天休假的权利，员工败诉。Kesatuan Kebangsaan Pekerja-Pekerja Perusahaan Petroleum dan Kimia v Castrol (M) Sdn Bhd [1997] 2 MLJ 854 则涉及集体协议明确给予公共假期撞上off day/rest day时的day off in lieu；案件说明一旦合约或集体协议给予比法令更具体、更好的公共假期福利，雇主不能把自己的管理权当成没有限制而任意改变该权益。

总结：私人界公共假期最容易记的公式，就是“11＝5强制＋6公司选择，第8条特假再另外加”。

9. 公司真正应该保存的是每年公布的公共假期名单、雇佣合约、员工手册、集体协议、rest day roster、HR特假通告、打卡记录及工资单；员工则不要看到新闻说放假就自行缺勤，因为 第60D(2)条 规定，无雇主事先同意又没有合理理由而在公共假期前后工作日缺勤，可以失去该公共假期工资。
10. 现行 第99A条 的一般罚则最高为RM50,000，而 第100(3)条 更明确规定，不依第60D支付公共假期工资属于违法，定罪后法院还须命令补付欠薪。
11. 真正昂贵的从来不是律师咨询费，而是为了省下咨询费，把工资算错、乱扣假、乱拒绝上班或乱发HR通知。第一时间付费咨询Wilson Kuek律师及其专业团队，先把第60D、第8条、合约及工资范围分析清楚；需要正式处理劳资纠纷时，应尽早委任律师楼。Whatsapp Wilson Kuek律师: 019-2286668 (https://wa.me/60192286668) / 律师楼联系号码: 016-3229368 (https://wa.me/60163229368) 。
12. 相关阅读：

• 劳工法修正案2023年1月1日生效
• 兼职员工的福利、病假问与答
• Hospitalization Leave一定要住院吗？
• Proportion of Annual Leave 年假比例

Malaysia Private-Sector Public Holidays: 11 Days, Compulsory Holidays, Special Holidays, Pay and Replacement Leave — 2026 Guide

Must a private company observe every public holiday announced by the Government, and how many paid public holidays does an employee actually receive?

1. For an ordinary employee governed by section 60D(1) of the Employment Act 1955 [Act 265], the statutory minimum is 11 paid gazetted public holidays in each calendar year. Five are compulsory and the employer selects the remaining six. In addition to those eleven days, any special public holiday appointed for that particular year under section 8 of the Holidays Act 1951 [Act 369] is an additional statutory paid holiday. An employer therefore cannot simply absorb a later section 8 special holiday into the original eleven.

What if the employee works on the public holiday, or a surprise Government special holiday falls on a rest day, annual leave or medical leave?

2. Where the day is genuinely a paid public holiday to which the employee is entitled and section 60D(3) applies to that employee, the employer may require the employee to work, but the employee is entitled, in addition to the holiday pay, to another two days’ wages at the ordinary rate of pay. Work beyond normal hours on that paid public holiday must be paid at not less than three times the hourly rate. If a section 8 holiday falls on a statutory rest day, the immediately following working day becomes the paid replacement holiday. If the public holiday falls during statutory sick leave or annual leave, section 60D(1B) requires another paid holiday to be granted. The reference to “section 60A(1B)” in the earlier article should therefore be corrected to section 60D(1B).

Which Five Public Holidays Are Compulsory?

3. Section 60D(1)(a) of the Employment Act 1955 makes five of the eleven holidays compulsory: National Day; the Birthday of the Yang di-Pertuan Agong; the Birthday of the Ruler or Yang di-Pertua Negeri of the State in which the employee wholly or mainly works, or Federal Territory Day where applicable; Workers’ Day; and Malaysia Day. Under section 60D(1A), the employer selects the remaining six gazetted holidays and must conspicuously display the selection before the start of each calendar year. Those remaining six may be substituted by agreement between employer and employee. An example, Wesak Day is a gazetted holiday under the First Schedule to the Holidays Act 1951, but it is not one of the five compulsory Employment Act holidays. If the employer did not select Wesak Day and no contract, handbook or collective agreement grants a better entitlement, the employee may be required to work without an automatic replacement holiday or section 60D(3) premium merely because Wesak Day appears on the public calendar.
4. Two important qualifications must now be stated. First, a statutory part-time employee is governed by the Employment (Part-Time Employees) Regulations 2010, and regulation 6 provides a different minimum public-holiday regime of at least seven gazetted holidays, together with any applicable section 8 holiday. Secondly, the 2023 regime no longer makes RM4,000 the threshold for the basic public-holiday entitlement. Employees earning above RM4,000 still enjoy the section 60D(1) holiday entitlement. What the First Schedule, paragraph 1A removes for an ordinary higher-paid employee is, among other provisions, the statutory premium under sections 60D(3) and 60D(4). Employees falling within the paragraph 2 categories, including specified manual workers and commercial-vehicle workers, remain covered irrespective of wage level. Domestic employees are expressly excluded from section 60D under the First Schedule. These distinctions matter whenever an employer calculates “double pay”.

What Happens When the Government Suddenly Declares a Special Holiday?

5. A private employer cannot simply ignore a genuine section 8 Holidays Act 1951 holiday, but recognising the statutory entitlement does not mean every business must physically close on that exact date. Section 60D(1)(b) of the Employment Act 1955 makes a section 8 holiday an additional paid public holiday, while the final proviso to section 60D(1A) permits the employer to grant another day as a paid public holiday in substitution. The practical choices are therefore to grant paid leave on the declared date, lawfully substitute another paid date, or require work and apply the section 60D(3) statutory premium where no substitution has been made and that subsection applies to the employee. Employers should document any substitution clearly before payroll and attendance disputes arise. A State special holiday appointed under section 9(1) of the Holidays Act 1951 must also be distinguished from a section 8 holiday because section 60D(1)(b) expressly refers to section 8.

What If the Holiday Falls on a Rest Day, Annual Leave or Sick Leave?

6. The proviso to section 60D(1) states that if an applicable public holiday falls on the employee’s rest day or another section 60D public holiday, the working day immediately following becomes a paid holiday in substitution. “Rest day” has a technical meaning. Under section 59(1), where an employee is allowed more than one rest day in a week, the last of those rest days is the statutory rest day for Part XII. An ordinary non-working “off day” should therefore not automatically be treated as the statutory rest day. Separately, section 60D(1B) provides that where the public holiday or its substituted day falls during statutory sick leave, annual leave or a qualifying period of temporary disablement, the employer must grant another paid holiday. The entitlement is to another paid holiday; the employee does not acquire a unilateral right to decide that the next day is the replacement day and remain absent without approval.

How Is Public-Holiday Pay Calculated?

7. Sections 60D(2A), 60D(3)(a) and 60I(1A) of the Employment Act 1955 must be read together. A monthly-paid employee is deemed to have received holiday pay if the monthly salary is paid without reduction for that public holiday. If that employee is then required to work normal hours on the paid public holiday and section 60D(3) applies, another two days’ wages at the ordinary rate must be paid. Take a monthly salary of RM2,600. The statutory ordinary daily rate is RM2,600 ÷ 26 = RM100. The monthly salary already contains the RM100 holiday pay; working normal hours on that holiday therefore attracts another RM200. The total wage value attributable to that day is RM300, although the additional payroll amount over the monthly salary is RM200. If normal daily hours are eight, the hourly rate is RM12.50; two additional overtime hours on the public holiday attract at least RM12.50 × 3 × 2 = RM75. Section 60D(3) further states that the normal-hours premium is payable even where the employee works less than the normal hours on that day.

What Have Malaysian Courts Decided?

8. Oriental Star Lumut Park Resort Sdn Bhd v Mansor Daoh [1996] 2 ILR 1065 concerned employees who were required to work on National Day but did not report because it was a compulsory public holiday. The Industrial Court held that section 60D(3) permits an employer to require work on a paid public holiday provided the statutory remuneration is paid; the employees did not succeed on the proposition that a public holiday itself gave them an absolute right to refuse work. In Malaysian Airline System v Nahaza Ahmad bin Abd Salam [1994] 1 ILR 945, the employee’s medical leave coincided with a public holiday and he then treated the following day as his replacement holiday without approval. The Court recognised the replacement-holiday entitlement but held that section 60D(1B) did not allow him to unilaterally take the next day off. Kesatuan Kebangsaan Pekerja-Pekerja Perusahaan Petroleum dan Kimia v Castrol (M) Sdn Bhd [1997] 2 MLJ 854 concerned a collective agreement expressly dealing with public holidays falling on off days or rest days and illustrates another important principle: contractual and collective-agreement wording may confer more specific or more favourable holiday rights, and management discretion is not a licence to disregard those binding terms.

The practical formula is: “11 = 5 compulsory + 6 selected by the employer, with section 8 special holidays added on top.”

9. Employers should preserve the annual holiday notice, employment contract, handbook, collective agreement, statutory rest-day roster, special-holiday circulars, attendance records and payroll calculations. Employees should not simply rely on a news headline and absent themselves from work: under section 60D(2), absence without prior consent or reasonable excuse on the working day immediately before or after the public holiday may result in loss of holiday pay. The old RM10,000 general-penalty figure is also outdated. Section 99A now provides a general fine of up to RM50,000 where no other penalty is prescribed, while section 100(3) expressly makes failure to pay wages required by section 60D an offence and requires the court, upon conviction, to order payment of the wages due.
10. What is truly expensive is not the consultation fee but every payroll, leave or disciplinary decision made wrongly to save it. Consult Wilson Kuek and his professional team before acting, and appoint the firm early where formal representation is required. WhatsApp Wilson Kuek 019-2286668 (https://wa.me/60192286668) / Legal Firm 016-3229368 (https://wa.me/60163229368).
11. Related reading:

• Employment Act Amendments Effective 1 January 2023
• Part-Time Employee Benefits, Sick Leave Q&A
• Hospitalization Leave一定要住院吗？
• Proportion of Annual Leave

Employment Act 1955

60D.Holidays

(1) Every employee shall be entitled to a paid holiday at his ordinary rate of pay on the following days in any one calendar year:

(a) on eleven of the gazetted public holidays, five of which shall be—

(i) the National Day;
(ii) the Birthday of the Yang di-Pertuan Agong;
(iii) the Birthday of the Ruler or the Yang di-Pertua Negeri, as the case may be, of the State in which the employee wholly or mainly works under his contract of service, or the Federal Territory Day, if the employee wholly or mainly works in the
Federal Territory;
(iv) the Workers’ Day; and
(v) Malaysia Day; and

(b) on any day appointed as a public holiday for that particular year under section 8 of the Holidays Act 1951 [Act 369].

(1B) Where any of the public holidays or any other day substituted therefore as provided in subsection (1) or (1A) falls within the period during which an employee is on sick leave or annual leave to which the employee is entitled under this Act, or falls during the period of temporary disablement under the Workmen’s Compensation Act 1952, or under the Employees Social Security Act 1969, the employer shall grant another day as a paid holiday in substitution for such public holiday or the day substituted therefore.

(3)

(a)Notwithstanding subsections (1), (1a) and (1b), any employee may be required by his employer to work on any paid holiday to which he is entitled under the said subsections and in such event he shall, in addition to the holiday pay he is entitled to for that day:

(i)in the case of an employee employed on a monthly, weekly, daily, hourly, or other similar rate of pay, be paid two days’ wages at the ordinary rate of pay; or

(ii)in the case of an employee employed on piece rates, be paid twice the ordinary rate per piece,

regardless that the period of work done on that day is less than the normal hours of work.

(aa)For any overtime work carried out by an employee referred to in subparagraph (a)(i) in excess of the normal hours of work on a paid public holiday, the employee shall be paid at a rate which is not less than three times his hourly rate of pay.

(aaa)For any overtime work carried out by an employee referred to in subparagraph (a)(ii) in excess of the normal hours of work on any paid holiday, the employee shall be paid not less than three times the ordinary rate per piece.

99A. General penalty

Any person who commits any offence under, or contravenes any provision of, this Act, or any regulations, order, or other subsidiary legislation whatsoever made thereunder, in respect of which no penalty is provided, shall be liable, on conviction, to a fine not exceeding fifty thousand ringgit.

Holidays Act 1951

8. Minister may appoint special days to be observed as bank or public holidays

The Minister may, by notification in the Gazette or in such other manner as he thinks fit, appoint, in respect of West Malaysia, or the Federal Territory or, after consultation with the State Authority, in respect of a State, a day to be observed as a public holiday or a bank holiday in addition to, or in substitution for, any of the days mentioned in the Schedules and thereupon this Act shall, in West Malaysia, or in the Federal Territory, or in the State in respect of which a day is appointed to be observed as a holiday as aforesaid, be applicable to such day in the same manner as if the said day had been mentioned in the First Schedule or the Second Schedule, as the case may be.

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1. 马来西亚私人界一年有多少天公共假期？ / How Many Public Holidays Do Private Employees Get in Malaysia?；2. 11天公共假期哪5天公司一定要放？ / Malaysia’s 11 Public Holidays: Which 5 Are Compulsory?；3. 公共假期上班是Double Pay还是Triple Pay？ / Public Holiday Work: Double Pay or Triple Pay?；4. 政府突然宣布特假，公司一定要放假吗？ / Government Declares a Special Holiday: Must Companies Close?；5. 公假撞上Rest Day、MC、Annual Leave怎样算？ / Public Holiday Falls on Rest Day, MC or Annual Leave: What Happens?；6. 马来西亚公共假期工资怎么算？第60D完整解析 / Malaysia Public Holiday Pay: Section 60D Explained；7. Wesak Day公司没有放假是合法的吗？ / Can a Company Require Work on Wesak Day?；8. 月薪RM2,600公共假期上班可以拿多少钱？ / RM2,600 Salary: How Much Is Public-Holiday Pay?；9. 马来西亚强制公共假期、特假与补假法律指南2026 / Malaysia Compulsory Holidays, Special Holidays and Replacement Leave Guide 2026；10. 私人界Public Holiday完整法律指南：11天、双薪、补假 / Malaysia Private-Sector Public Holiday Guide: 11 Days, Extra Pay and Replacement Leave。

1. 11天公假，哪5天强制？ / 11 Public Holidays: Which 5 Are Compulsory?；2. 公假上班，到底拿几倍薪水？ / Work on Public Holiday: How Much Pay?；3. 政府突然宣布特假！ / Government Declares a Special Holiday!；4. Public Holiday撞上MC怎么办？ / Public Holiday Falls on MC?；5. Public Holiday撞上Rest Day怎么办？ / Public Holiday Falls on Rest Day?；6. Wesak Day一定放假吗？ / Is Wesak Day Compulsory?；7. Double Pay还是Triple Pay？ / Double Pay or Triple Pay?；8. 第60D条一次看懂 / Section 60D Explained；9. 公司可以叫员工公假上班吗？ / Can Employers Require Public-Holiday Work?；10. 5天强制＋6天公司选 / 5 Compulsory + 6 Employer-Selected Holidays。

1. 马来西亚私人界公共假期11天 / Malaysia private sector 11 public holidays；2. 马来西亚5天强制公共假期 / Malaysia 5 compulsory public holidays；3. Employment Act 1955 Section 60D public holiday；4. Section 60D(3) public holiday double pay Malaysia；5. Section 60D(1B) replacement public holiday Malaysia；6. Holidays Act 1951 Section 8 special holiday；7. 马来西亚政府突然宣布特假公司要放假吗 / Malaysia special holiday private company；8. 公共假期上班薪水怎么算 / Malaysia public holiday work pay calculation；9. 月薪公共假期Double Pay算法 / monthly salary public holiday double pay calculation；10. public holiday overtime triple pay Malaysia；11. Malaysia public holiday RM4000 employee；12. 公假撞上rest day补假 / public holiday falls on rest day replacement；13. 公假撞上MC病假补假 / public holiday falls on sick leave Malaysia；14. public holiday falls during annual leave Malaysia；15. Wesak Day compulsory holiday private sector Malaysia；16. Employment Act 60D Wesak Day；17. 11 public holidays 5 compulsory 6 employer choice Malaysia；18. part time employee public holiday 7 days Malaysia；19. section 60D ordinary rate of pay divide by 26；20. employer require employee work public holiday Malaysia。