What Are The Public Holidays in Andorra in 2026?

List of Public Holidays in Andorra (2026)

Andorra sets a core calendar of national public holidays, with additional local holidays determined by each parish. Use this table as a starting point for planning your 2026 staffing and leave policies for employees based in Andorra.

Do Employers Have to Provide Paid Leave on Public Holidays?

Yes, Andorran labour practice generally treats official public holidays as paid days off for employees, provided the day falls on a normal working day for the employee. Where a holiday lands on a Sunday, it is commonly observed on the following Monday so that employees still benefit from a full paid rest day, although specific arrangements can depend on collective agreements or company policy.

For full‑time staff, public holidays are usually paid at their normal rate without any requirement to make up the hours. Part‑time employees are typically entitled to paid public holidays on a pro‑rata basis when the holiday coincides with a scheduled working day. If your business needs employees to work on a public holiday, the usual approach is to provide either premium pay or a paid day off in lieu, as set out in the employment contract or any applicable collective agreement.

In addition to the national holidays listed above, each parish in Andorra designates its own local public holiday. Employees are normally entitled to that local parish holiday as a paid day off if they work in that parish, so you should confirm the correct local day for each work location and reflect it in your internal holiday calendar.

Legal Penalties for Not Providing Paid Holiday Leave

Andorra’s labour authorities can impose administrative sanctions if employers fail to respect mandatory rest days or public holiday entitlements. While the exact fine levels can vary depending on the seriousness and frequency of the breach, non‑compliance may lead to monetary penalties, orders to rectify the situation, and potential back‑pay obligations for affected employees.

Enforcement is typically handled by the Andorran labour inspectorate, which can investigate complaints from employees or trade unions. Inspectors may review time records, payroll data and contracts to confirm that public holidays have been correctly recognised and paid. If your company is found to have systematically denied public holiday pay or required staff to work without appropriate compensation or time off in lieu, the risk of higher fines and closer ongoing scrutiny increases.

Common employer mistakes include treating national holidays as unpaid leave, failing to account for local parish holidays, not adjusting for holidays that fall on Sundays, and inconsistent treatment of part‑time or shift workers. To reduce risk, document your holiday policy clearly, apply it consistently and keep accurate records of hours worked and holiday pay.

How Do Holidays Affect Overtime Thresholds?

Andorran law distinguishes between normal working hours and overtime, and public holidays can affect how you calculate both. When a public holiday is a paid non‑working day, those hours are not usually counted as hours worked for the purpose of reaching weekly overtime thresholds, but they remain paid at the employee’s base rate.

If an employee works on a public holiday, those hours are generally treated as exceptional work and are often compensated at a premium rate or with equivalent paid time off in lieu, depending on the contract or any collective agreement. In practice, many employers choose to pay a higher hourly rate for holiday work to reflect the loss of a rest day, even where the law does not prescribe a specific multiplier.

To stay compliant, your company should define in writing how holiday work is authorised, how it is recorded, and what premium or compensatory rest applies. Make sure your payroll system can distinguish between normal hours, overtime and hours worked on public holidays so that you can demonstrate compliance if audited.

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