What Are The Public Holidays in Indonesia in 2026?

List of Public Holidays in Indonesia (2026)

Indonesia sets its national public holidays each year by government decree, and may add collective leave days closer to the time. Below is an indicative list of the main national public holidays for 2026 to help you plan staffing and leave for your Indonesia-based team.

Do Employers Have to Provide Paid Leave on Public Holidays?

Yes, Indonesian labor law generally requires employers to provide paid leave on official public holidays for employees who would normally work on that day. For monthly-paid employees, public holidays are part of their regular paid working time, and you cannot reduce their salary because a public holiday falls in the pay period. For daily-paid workers, payment for public holidays depends on whether they have a continuous employment relationship and work schedule; where they do, they are typically entitled to paid public holidays under government wage regulations.

Public holidays are set at national level, but some regions may have additional local observances that do not automatically create a paid holiday unless the central government designates them. When a national public holiday falls on a Sunday, it is usually observed on that Sunday without an automatic Monday substitution, although the government may declare extra collective leave days (cuti bersama) around major holidays like Eid. These collective leave days are not always mandatory paid holidays, but in practice many employers treat them as paid days off or require employees to use annual leave, depending on company policy and any collective agreement.

Part-time employees should receive public holiday benefits on a pro rata basis aligned with their normal working schedule. If your part-time staff would ordinarily work on the day a public holiday falls, they should generally receive paid leave for the hours they would have worked, or premium pay if they are required to work, consistent with the treatment of comparable full-time employees.

Legal Penalties for Not Providing Paid Holiday Leave

Failure to comply with public holiday pay and rest requirements can expose your company to administrative sanctions and potential criminal penalties under Indonesia’s Manpower Law and related regulations. The Ministry of Manpower and local manpower offices (Dinas Ketenagakerjaan) are responsible for enforcement and can conduct inspections, investigate complaints, and order corrective action.

Sanctions can include written warnings, orders to pay back wages and benefits, restrictions on business activities, and in serious or repeated cases, fines and potential imprisonment of responsible individuals as set out in the Manpower Law. Employees can also bring claims through industrial relations dispute mechanisms, which may result in orders to pay unpaid holiday wages, overtime premiums, and in some cases compensation or damages.

Common employer mistakes include treating national public holidays as unpaid leave, failing to pay premium rates when employees work on a public holiday, misclassifying daily-paid workers to avoid holiday pay, and applying different rules to employees in the same role without objective justification. To reduce risk, you should document your holiday and leave policies clearly, align them with current government decrees on public holidays and collective leave, and keep accurate attendance and payroll records.

How Do Holidays Affect Overtime Thresholds?

In Indonesia, public holidays are treated as rest days, so any work performed on those days is subject to higher overtime protections. If you require employees to work on a public holiday, you must generally pay overtime at premium rates on top of their normal wage, following the formulas set out in government regulations. For monthly-paid employees, overtime on a public holiday is calculated based on their monthly salary converted to an hourly rate, then multiplied by the applicable premium factors, which are higher than for ordinary workdays.

Overtime thresholds are also affected by weekly rest day rules. If a public holiday coincides with an employee’s weekly rest day, work on that day is usually compensated at the higher rest-day overtime rate. For employees on a 5-day workweek, working on a public holiday can quickly trigger premium overtime because the day is outside their normal schedule. For employees on a 6-day schedule, the same principle applies, but you must also ensure they still receive at least one weekly rest day.

Overtime must be voluntary, documented in writing, and cannot exceed the maximum hours allowed by law per day and per week. You should obtain written consent for overtime, keep detailed records of hours worked on public holidays, and ensure that any flat allowances or inclusive salary arrangements still meet or exceed the minimum overtime entitlements. Where there is uncertainty, many employers choose the more protective interpretation for employees to reduce the risk of disputes.

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Managing Indonesia's public holidays and leave rules doesn’t have to be complex. Playroll keeps you 100% compliant by automatically tracking local holidays, observed days, and pay requirements –  so your team is paid correctly and on time, every time.

Whether you’re hiring your first employee or scaling a growing team, Playroll lets you employ talent without setting up a local entity. We handle compliant contracts, benefits, and payroll in one platform, so you can reduce compliance risk and focus on growing your business while we take care of the heavy-lifting in the background. Book a chat with our team to get started.