What Are The Public Holidays in St Kitts and Nevis in 2026?

List of Public Holidays in St Kitts and Nevis (2026)

St Kitts and Nevis has a mix of fixed and movable public holidays that your company should plan for in 2026. Use this table to align staffing, payroll, and leave approvals across your local team.

Do Employers Have to Provide Paid Leave on Public Holidays?

Yes, in practice employers in St Kitts and Nevis are generally expected to treat public holidays as paid days off for employees who would normally be scheduled to work on those days, unless the employment contract or a collective agreement clearly provides more favourable terms. Public holidays apply nationwide, with no separate regional holiday regimes for St Kitts and Nevis, so your obligations are consistent across the federation.

Where a public holiday falls on a Sunday, it is typically observed on the following Monday, and employees who would usually work on that Monday should receive the public holiday benefit on the observed day. Part‑time employees are usually entitled to paid public holidays on a pro‑rated basis if the holiday falls on a day they are normally required to work, but not if it falls on a non‑working day for them.

If employees are required to work on a public holiday, they are commonly entitled to premium pay under contract, policy, or collective agreement, often at a higher hourly rate plus, in some cases, a substitute day off. Because specific entitlements can vary by contract and sector, you should review local contracts and any applicable industrial agreements to confirm the exact rights for your team.

Legal Penalties for Not Providing Paid Holiday Leave

St Kitts and Nevis employment standards are enforced primarily through national labour legislation and overseen by the local labour authorities. While the exact penalties depend on the statute and the facts of each case, failing to honour public holiday entitlements can expose your company to claims for unpaid wages, interest, and, in some cases, additional compensation or penalties ordered by a court or labour tribunal.

Employees can raise complaints with the Department of Labour, which may investigate, attempt conciliation, and, if necessary, refer matters for formal adjudication. Persistent or wilful non‑compliance can increase the risk of higher financial exposure and reputational damage, especially for multinational employers.

Common mistakes include treating public holidays as unpaid leave, not applying the correct premium pay when staff work on a holiday, failing to recognise the observed day when a holiday falls on a Sunday, and inconsistent treatment of part‑time or shift workers. Keeping clear written policies, accurate time and attendance records, and locally compliant contracts is the best way to reduce these risks.

How Do Holidays Affect Overtime Thresholds?

Overtime rules in St Kitts and Nevis are set by national labour law and may be supplemented by contracts or collective agreements. Public holidays do not usually change the basic weekly overtime thresholds, but hours worked on a public holiday are often compensated at a premium rate that is higher than the standard overtime rate, or are paired with a substitute rest day.

In practice, many employers treat work on a public holiday as a distinct category of premium time, for example paying a higher multiple of the basic hourly rate for those hours, while still applying normal overtime rules if total weekly hours exceed the statutory limit. To stay compliant, you should:

1. Confirm the statutory overtime thresholds and minimum premium rates that apply to your employees.
2. Check whether any collective agreements or company policies promise higher‑than‑statutory holiday or overtime pay.
3. Track hours worked on public holidays separately in your payroll system.
4. Ensure part‑time and shift workers are included in your overtime and holiday calculations on the same legal basis as full‑time staff.
5. Document how you calculate holiday and overtime pay so you can demonstrate compliance in the event of an audit or dispute.

Because interpretations can differ and legislation may change, it is prudent to obtain local legal or payroll advice before setting or changing your holiday pay rules.

Stay 100% Compliant with Leave Regulations Using Playroll

Managing public holidays, observed days, and premium pay across multiple countries can quickly become complex. Playroll helps you handle St Kitts and Nevis public holiday compliance end‑to‑end so your team is paid correctly and on time.

With Playroll, you can rely on up‑to‑date local holiday calendars for St Kitts and Nevis, automated application of public holiday rules to payroll, and clear visibility into who is off and when. Our platform supports pro‑rated entitlements for part‑time staff, tracks work performed on public holidays, and applies the correct premium rates based on local requirements and your company policies.

You stay in control of approvals and workforce planning, while Playroll handles the heavy lifting of calculations, documentation, and updates when laws or holiday dates change. That means fewer errors, less manual admin, and a smoother experience for your employees in St Kitts and Nevis and around the world.