Holiday, Employee, Hari Raya, public

With the new inclusion of 10 July 2022 (Sunday) as a public holiday for Hari Raya Haji, there will now be a total of six long weekends.

Following the announcement by the Majlis Ugama Islam Singapura (Muis) on the revised dates for Hari Raya Puasa and Hari Raya Haji next year, Singapore's Ministry of Manpower has gazetted 3 May 2022 and 10 July 2022 as new public holidays for Hari Raya Puasa and Hari Raya Haji respectively.

Thus, the full updated list of public holidays in 2022 is as follows (new dates highlighted):

New Year’s Day

1 Jan 2022

Saturday

Chinese New Year

1 Feb 2022

Tuesday

2 Feb 2022

Wednesday

Good Friday

15 Apr 2022

Friday

Labour Day

1 May 2022

Sunday

Hari Raya Puasa

3 May 2022 

Tuesday

Vesak Day

15 May 2022

Sunday

Hari Raya Haji

10 Jul 2022

Sunday

National Day

9 Aug 2022

Tuesday

Deepavali

24 Oct 2022

Monday

Christmas Day

25 Dec 2022

Sunday

With the new inclusion of 10 July 2022 (Sunday) as a public holiday, there will now be a total six long weekends - an increase from our previous count

*If your rest day falls on a Sunday it is a public holiday, the following Monday will be a public holiday in-lieu.

  1. Good Friday: 15 April 2022 (Friday) to 17 April 2022 (Sunday)
  2. Labour Day: 1 May 2022 (Sunday) to 2 May 2022 (Monday)
  3. Vesak Day: 15 May 2022 (Sunday) to 16 May 2022 (Monday)
  4. Hari Raya Haji: 10 July 2022 (Sunday) to 11 July 2022 (Monday)
  5. Deepavali: 22 October 2022 (Saturday) to 24 October 2022 (Monday)
  6. Christmas Day: 24 December 2022 (Saturday) 26 December 2022 (Monday)

Per our previous story, employers are encouraged to comply with the Employment Act. Here is a recap:

  • Employees are entitled to 11 paid public holidays a year.
  • If employees are required to work on a public holiday, by default, employers should pay employees an extra day’s salary. Alternatively, by mutual agreement, the following should be provided: 
    • A public holiday in lieu.
    • Time off in lieu (only for employees not covered under Part IV of Employment Act).
  • The extra day's salary should be at the basic rate of pay.
    • An employee's monthly gross salary already includes payment for the holiday, so employers only need to pay an additional day’s salary.
  • If employees are absent without reason on the working day before or after the holiday, they are not entitled to the holiday pay. Employers can therefore deduct one day’s pay at the gross rate from the employee's monthly gross salary. 
  • If the holiday falls on a rest day, the next working day will be a paid holiday.
  • If employees are on a 5-day work week, Saturday would be considered a non-working day. 
    • For a public holiday that falls on a Saturday, they should get either a day off or salary in lieu.
  • Employees are entitled to their gross rate of pay on a public holiday, if:
    • They were not absent on the working day immediately before or after a holiday without consent or a reasonable excuse.
    • They are not on authorised leave (e.g. sick leave, annual leave, unpaid leave) on the day immediately before or after a holiday.
  • Employees are not entitled to holiday pay if the holiday falls on their approved unpaid leave.
  • For employees not covered under the Employment Act, additional days off or extra salary in lieu should be given according to the terms of their employment contract.
  • If an employee is not covered under Part IV of Employment Act, employers can grant them time off in lieu for working on a public holiday. The time-off should consist of a mutually agreed number of hours.
  • If there is no mutual agreement on the duration of time off in lieu, the employer can decide on one of the following:
    • Pay an extra day’s salary at the basic rate of pay for one day’s work.
    • For working four hours or less on a holiday, grant time off in lieu of 4 hours on a working day.
    • For working more than four hours on a holiday, grant a full day off on a working day.

Image / 123RF

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