Indonesia Public Holidays 2026: 17 Dates, 8 Cuti Bersama Days

Key Takeaways

• Indonesia has 17 national public holidays in 2026: January 1 and 16; February 17; March 19, 21, and 22; April 3 and 5; May 1, 14, 27, and 31; June 1 and 16; August 17 and 25; and December 25. Employees are not obliged to work on any of them.
• The same decree sets 8 collective leave days (cuti bersama): February 16; March 18, 20, 23, and 24; May 15 and 28; and December 24. They are optional for private employers, and each day taken comes out of the employee’s annual leave unless company rules grant it as extra paid leave.
• Every hour worked on a public holiday is overtime. On a five-day week, the first 8 hours pay 2 times the hourly wage, the 9th hour pays 3 times, and the 10th to 12th hours pay 4 times, with the hourly wage set at 1/173 of the monthly wage.
• Tunjangan Hari Raya (THR), the religious holiday allowance, is one month’s wage after 12 months of continuous service and is due no later than 7 days before the employee’s religious holiday. For Christian employees whose THR follows Christmas, that is Friday, December 18, 2026.
• No national holiday or collective leave day falls between Prophet Muhammad’s Birthday on Tuesday, August 25, and Thursday, December 24, a collective leave day that runs into Christmas Day on Friday, December 25.

Updated: September 2026

Indonesia Public Holidays in 2026: The Short Answer

Indonesia has 17 national public holidays in 2026 and 8 collective leave days, 25 dates in all. Every one of them comes from a single joint decree, signed on September 19, 2025, by the Minister of Religious Affairs, the Minister of Manpower, and the Minister of State Apparatus Empowerment and Bureaucratic Reform.

The two kinds of day carry different obligations. On a national holiday, employees are not obliged to work, and an employer that needs them pays overtime for every hour. Collective leave is optional for a private employer: a collective leave day taken comes out of annual leave, and a collective leave day worked is an ordinary working day at ordinary pay.

The dates are set in Joint Decree No. 1497, No. 2, and No. 5 of 2025, known as the SKB (Surat Keputusan Bersama). The decree left the dates of Eid al-Fitr and Eid al-Adha to the Minister of Religious Affairs, and both were confirmed on the scheduled days: Eid al-Fitr on March 21 and Eid al-Adha on May 27. The Ministry of Manpower’s legal database lists the decree as in force and records no amendment to it.

We act as the legal employer for companies hiring in Indonesia and run their payroll. Every date, rate, and deadline on this page comes from, or is counted from, the official source cited beside it.

The Full 2026 Indonesia Holiday Calendar

National Public Holidays 2026 (17 dates)

National public holidays apply across the whole country. Under Article 85 of the Manpower Law, Law No. 13 of 2003, employees are not obliged to work on them. An employer may require work only where the job has to run continuously, or in other circumstances agreed with the employee, and must then pay overtime.

Source: Annex A of Joint Decree No. 1497, No. 2, and No. 5 of 2025, signed September 19, 2025. Eid al-Fitr was confirmed at the Ministry of Religious Affairs’ isbat session, its formal ruling on the start of the Islamic month, on March 19, 2026, and Eid al-Adha at the isbat session of May 17, 2026. The weekdays are the ones the decree prints, checked by calendar arithmetic.

Collective Leave (Cuti Bersama) 2026 (8 dates)

Collective leave days turn a single holiday into a longer break. The decree lists them separately from the national holidays because they are a form of leave: a collective leave day taken reduces annual leave, and a collective leave day worked is an ordinary working day.

Source: Annex B of Joint Decree No. 1497, No. 2, and No. 5 of 2025.

Four national holidays fall on a weekend: Eid al-Fitr on Saturday, March 21, and Sunday, March 22; Easter on Sunday, April 5; and Vesak on Sunday, May 31. The decree lists them on those days and adds no substitute weekday for any of them.

Cuti Bersama in 2026: What Private Employers Decide

Cuti bersama, usually translated as collective leave or joint leave, is a set of leave days the government publishes in the same decree as the national holidays. Each of the eight 2026 dates is a bridge day that extends a holiday into a longer break.

The decree sets two rules for employers. Its fourth operative clause says collective leave taken reduces the employee’s annual leave entitlement, in line with the regulations and each company’s own rules. Its sixth says that for private institutions, how collective leave is applied is decided by the leadership of each organization.

What the Ministry of Manpower Says

The Ministry of Manpower’s guidance to provincial governors, letter No. B.70/M.NAKER/PHIJSK-SES/V/2018 of May 8, 2018, which the ministry’s legal database lists as in force, adds four points:

• Collective leave is part of annual leave.
  
  
• Observing it is optional. It follows the agreement between the employer and the employees or their union, the employment contract, the company regulation, or the collective agreement, with the company’s operating needs taken into account.
  
  
• An employee who takes a collective leave day has it deducted from annual leave.
  
  
• An employee who works on a collective leave day keeps the annual leave and is paid as on an ordinary working day.
  
  

Annual leave under Article 79 of the Manpower Law, as amended by Law No. 6 of 2023 on Job Creation, is at least 12 working days after 12 months of continuous service. A company that closes on all eight collective leave days therefore uses eight of those 12 days for every eligible employee. Neither the decree nor the ministry’s letter says how to treat an employee who has not yet completed 12 months, so settle that in your company regulation before the dates arrive.

Workforce Planning Around Indonesia’s 2026 Holidays

Indonesia’s holidays come in clusters, and collective leave stretches them. For a Monday to Friday team that observes the collective leave, 2026 has four breaks of four days or more:

• March 18 to 24: seven days in a row, covering Nyepi, both days of Eid al-Fitr, and four collective leave days.
• February 14 to 17: four days for Chinese New Year, with collective leave on Monday, February 16.
• May 14 to 17: four days for Ascension Day, with collective leave on Friday, May 15.
• December 24 to 27: four days for Christmas, with collective leave on Thursday, December 24. This is the one still ahead.

• Holiday clusters and payroll timing: Move payroll cutoffs, approvals, and transfer dates ahead of each cluster, so salaries settle before bank systems close.
  
  
• Business continuity: For roles that cannot stop, such as manufacturing, retail, logistics, and customer support, publish the holiday roster early and collect each employee’s written or digital agreement to work, as the overtime rules require.
  
  
• Remote team coordination: Share one coverage calendar, name an owner for each handoff, and apply the same holiday and leave rules to remote and on-site staff.
  
  
• Shift work and payslips: Make sure timesheets and payslips show holiday hours separately, because holiday hours follow their own multipliers, separate from ordinary overtime.
  
  

Employer Obligations in Indonesia

In Indonesia, the Manpower Law, Law No. 13 of 2003, as amended by the Job Creation Law, Law No. 6 of 2023, sets the entitlements. Government Regulation No. 35 of 2021 (PP 35/2021) sets working time and the overtime rates, and Minister of Manpower Regulation (Permenaker) No. 6 of 2016 sets the religious holiday allowance.

Working on a Public Holiday

• Employees are not obliged to work on an official holiday. An employer may require it only where the job has to run continuously, or in other circumstances agreed with the employee (Manpower Law, Article 85).
  
  
• Every hour worked on a weekly rest day or an official holiday counts as overtime, from the first hour (PP 35/2021, Article 1). The employee must agree in writing or through a digital channel, and the employer must keep a list of who worked and for how long (Article 28).
  
  
• The ordinary cap of 4 overtime hours a day and 18 a week does not count hours worked on a weekly rest day or an official holiday (Article 26).
  
  
• “Official holiday” is wider than the national list. The official elucidation of Article 26 defines it as a national holiday, a day declared a holiday nationally, or a holiday set by a regional government.
  
  

Holiday Overtime Rates in 2026

The rate depends on the employer’s working-time pattern: six 7-hour days or five 8-hour days a week, 40 hours either way. The same rates apply to work on the weekly rest day.

Source: PP 35/2021, Article 31(2) and (3), and Article 21(2) for the two working-time patterns. In force since February 2, 2021.

The hourly wage is 1/173 of the monthly wage (Article 32). Where pay is made up of basic wage and fixed allowances, overtime is calculated on 100% of it. Where variable allowances are added and basic wage plus fixed allowances comes to less than 75% of the total, overtime is calculated on 75% of the total. For an employee paid by the day, the monthly wage is the daily wage times 25 on a six-day week, or times 21 on a five-day week (Article 33).

For example, take an employee on a five-day week with a monthly wage of 10,000,000 Indonesian rupiah (IDR) in basic pay and fixed allowances. The hourly wage is IDR 10,000,000 ÷ 173, about IDR 57,803. Eight hours on a public holiday at 2 times the hourly wage come to IDR 10,000,000 × 16 ÷ 173, about IDR 924,855 in overtime.

Two more rules apply on the day. If the overtime runs to 4 hours or more, the employer must provide food and drink of at least 1,400 kilocalories and cannot pay cash instead (Article 29). Staff in certain senior positions, whose working time cannot be limited and who are paid more for it, can be excluded from overtime pay only if the employment contract, company regulation, or collective agreement defines those positions; otherwise overtime is owed (Article 27).

Holiday overtime is one layer of the employer cost. Social insurance through Badan Penyelenggara Jaminan Sosial (BPJS), the national social security agencies, is another, and we break those contributions down in our guide to employer contributions in Indonesia.

Part-Time and Shift Workers

The holiday rates follow the hours worked. Part-time and shift staff fall under the same definition, so any time they work on an official holiday is overtime, and a shift that lands on a public holiday is paid at the holiday rates from its first hour. For daily-paid staff, the monthly wage behind the hourly rate comes from the daily wage, as set out above. The overtime rules cover every company except those in specific sectors, such as mining, upstream oil and gas, and fisheries in certain operating areas, that work under separate working-time rules (PP 35/2021, Articles 23 and 30).

Religious Holiday Allowance (THR)

THR is a mandatory non-wage payment made before each employee’s religious holiday. The rules come from Permenaker No. 6 of 2016, restated for this year in Ministry of Manpower Circular No. M/3/HK.04.00/III/2026 of March 2, 2026:

• Who qualifies: every employee with at least one month of continuous service, on a permanent or a fixed-term contract.
  
  
• How much: one month’s wage after 12 months of continuous service. Below 12 months, it is pro-rated: months of service divided by 12, times one month’s wage. A contract, company regulation, collective agreement, or established practice that promises more takes precedence.
  
  
• Which wage: the clean wage for employees paid without allowances, or basic wage plus fixed allowances.
  
  
• When: once a year, for the employee’s own religious holiday, unless the contract, company regulation, or collective agreement sets another date. It is due no later than 7 days before that holiday, paid in rupiah and in full, with no installments. The 2026 circular also asks companies to pay earlier than the deadline.
  
  
• Leavers: a permanent employee whose employment ends within the 30 days before the holiday is still entitled. An employee on a fixed-term contract that ends before the holiday is not.
  
  
• Late or unpaid: paying late draws a fine of 5% of the total THR due, which goes to employee welfare and does not cancel the THR itself. Not paying at all draws administrative sanctions.
  
  

The religious holiday follows the employee’s faith: Eid al-Fitr for Muslims, Christmas for Catholics and Protestants, Nyepi for Hindus, Vesak for Buddhists, and Chinese New Year for Confucians. The 2026 deadlines are in the payroll section below.

Compliance Risks

• Calculating holiday overtime on basic pay alone underpays it whenever the employee also receives fixed allowances, because Article 32 of PP 35/2021 includes them in the base.
  
  
• Deducting collective leave from annual leave without a documented rule, or applying different rules to different groups of staff, invites disputes. Put the policy in the company regulation or collective agreement.
  
  
• Not paying overtime for work on an official holiday breaches Article 85(3) of the Manpower Law. Under Article 187, as amended by Law No. 6 of 2023, it is a criminal misdemeanor carrying one to 12 months of confinement (kurungan), a fine of IDR 10 million to IDR 100 million, or both.
  
  
• Requiring overtime beyond normal working time without the employee’s consent breaches Article 78(1) of the Manpower Law, which carries a fine of IDR 5 million to IDR 50 million under Article 188, and PP 35/2021 requires the same consent for holiday work (Article 28). Late THR draws the 5% fine and unpaid THR draws administrative sanctions, with labor inspectors supervising both.