Paid Holiday on a Sunday: Does Your Company Owe You an Extra Day's Pay?

Hi,

Can anybody tell me if a paid holiday falls on a Sunday, for example, the 15th of August, will the company be responsible for paying an extra day's salary? What does labor law say about this?

Hi,

If you are asking an employee to work on National Holidays, either we need to pay extra one-day salary or need to give a comp off, sometimes both based on state act.

Regards,
Prakash

15th August is a national holiday. Giving them a holiday is compulsory. If your business requires people to work, then one day of extra pay or overtime has to be paid, or compensatory time off has to be provided.

As per the law, you need to give them a leave on that day. However, if you ask them to work based on business or company requirements, you need to provide them with a compensation amount or a comp-off within the next 30 days.

Hi,

If the national holiday falls on a working day, the company should pay holiday salary for that day. However, in this instance, the upcoming 15th falls on a Sunday, so the company will not be responsible for paying extra salary for that day.

We don't need to pay any extra money as the holiday falls on a Sunday. If employees are working only on Sunday, then we need to pay.

Dear all,

In my company, we observe 12 National Holidays every year. If some of the national holidays fall on a weekend, then they provide one optional holiday to compensate for that. You can take this optional holiday based on your preference among all the other occasions for which the company does not provide an official holiday, such as Ganesh Puja, Holi, etc.

Regards, Gayatri

Hi,

I am asking this question again. Actually, I am not clear about the compensatory holiday. Does it mean that a person who rests on Sunday every week but for some exigencies of work, he has to work on Sunday, but he can take rest any day in the week except Sunday because of his work performed on Sunday? Or do companies on holidays like 2nd October, Diwali, and Holi run their company on a weekly off like Sunday? Please clarify with an example. Also, please tell me the maximum paid periods for the compensatory holiday, which means if an employee does not take any leave for any day, the compensatory holiday may lapse for such. I am attaching a compensatory holiday register. Please fill it and attach it with an example. I shall be very thankful to you all.

Thanks

No company is responsible for August 15th being on a Sunday, and there is no legal government policy regarding extra salary. The condition is that if a company requires employees to work on this day, then the company must pay overtime (OT) or compensate with a compensatory day off (C-Off) for that day's work.

Regards,
Sukhpal

Dear Friend,

If your company's weekly off is on Sunday, then there is no need to pay extra salary for August 15, 2010, as it falls on a Sunday.

Bye,
Venkatesh.

I completely agree with Vani. Extra pay will only be required if you ask employees to work on that day. Otherwise, there is no need to pay extra money whether it is a Sunday or any other day, including national holidays.

Amit

Dear All,

This time, 15th Aug has fallen on Sunday, and since it's a paid holiday, apart from the weekly off salary, one is eligible for ONE DAY extra pay in accordance with the NFH enactment.

Good day!
Manju

Dear Kumar Shivander and all others,

According to me, it is mandatory for an employer to give one day off to their employees after having worked for six days. This means that in a cycle of seven days, every employee must get an off day. This off day is generally on Sunday, but it could be any day of the week and it should not be taken collectively. The spirit of this rule is that an employee must get an off day in a cycle of seven days.

In industries like Security, BPO, Journalism, etc., which work 24x7, it is not possible to give an off to all employees together on Sunday. Such industries, therefore, have a system of duty roster wherein they cater for an off for all employees in a cycle of seven days. It could be on any day of the week as long as there is an off day. It is also not taken collectively. Hope this clarifies the doubt on the Weekly off.

As regards Working on the three National Holidays, it is very clear that these are compulsory holidays and if anyone works on these days, he or she should be paid double salary for that day or be given TWO compensatory offs in lieu, irrespective of whether the national holiday falls on a Sunday or a weekday. I hope this sets to rest any doubts on the subject.

Regards,

Security Expert

Dear All,

If a national holiday falls on a Sunday, then the company must declare an additional day as a paid holiday in their holiday list. However, there is no need to provide any cash compensation.

If business requirements necessitate that staff or workmen work on the declared holiday or national holidays, then they should be paid double the wage for that day.

Sundaram

I also agree with the view that if someone comes to work on National Holidays for company-related tasks, then only compensatory time off or overtime pay is applicable. In the present instance, nothing like that has occurred.

Beekay

Dear all,

I have one query: where do we record either a National Holiday (NH) in the register or mark it as a weekly off? If we consider it as a NH, then how can we give a weekly off? Conversely, if we give a weekly off, then how can we register a National Holiday?

Thank you.

Dear All,

I have one query: where do we record either a National Holiday (NH) in the register or mark it as a weekly off? If we consider it as a National Holiday, how can we provide a weekly off? Conversely, if we grant a weekly off, how do we note the National Holiday?

Thank you.

There is no such rule that if a national holiday falls on an off day, there is compensation neither in terms of salary nor in terms of compensatory off. No one is responsible for that. If any organization anywhere in India does so, it is at their discretion; they are not bound by any rule or regulation.

Dear All,

I am very sorry to hear all these irrelevant comments by our HR personnel. As per the Act, one cannot alter a National Holiday (26 Jan, 1 May, 15 Aug, & 2 Oct) if it falls on a Sunday or any other day. If it falls on a weekly off day (i.e. Sunday or etc.), you must declare the National Holiday on the same day (e.g. Sunday) and you must pay for the day (i.e. additional/extraday pay). If you have any doubts, please clarify the National and Festival Holidays Act, 1958.

Thanks,
Subash
9840253965

Hi,

I don't know if anyone knows about it or not. No one is trying to solve my query. Sorry to say, but HR personnel are not aware of it, I think. But still, I am asking this question again about the compensatory holiday. Does it mean that a person who rests on Sunday every week but, due to exigencies of work, has to work on Sunday, can take rest any day in the week except Sunday because of the work performed on Sunday? Or do companies on holidays like 2nd October, Diwali, and Holi, run their company on a weekly off like Sunday? Please clarify with an example, and also tell me the maximum paid periods for the compensatory holiday. If an employee does not take any leave for any day, will the compensatory holiday lapse?

Also, I am attaching a compensatory holiday register. Please fill it and attach it with an example. I shall be very thankful to you all.

Thanks

Total 365 Days

52 Sundays

10 days National Holidays

15 days Earned Leave

6 days Casual Leave

6 days Sick Leave

2-3 days for other holidays such as strike, election, death of any political leader, etc.

I believe this amount of leave is sufficient.

Dear PHReady,

I think we are all beating about the bush. The rule is very clear. Every person must get a day off in a cycle of seven days. For example, ABC is an employee in a security company and works eight hours a day on Thursday, Friday, Saturday, Sunday, Monday, and Tuesday. He will get Wednesday off as weekly rest.

Now, the same person, ABC, is entitled to a day off on the three national holidays, i.e., 26 January, 15 August, and 02 October. If he works on these days, he is entitled to double pay for that day or two compensatory offs in lieu. For example, if he worked on 26 January, which was a Tuesday, he is entitled to either double pay for that day or two compensatory offs in lieu.

If a national holiday falls on a Sunday like 15 August this year, and ABC performs duty on that day, he is still entitled to double pay or two compensatory offs in lieu. His weekly off on Wednesday will stand.

A worker who has his weekly off on Sunday will not get any additional off in lieu of 15 August as both the weekly off and national holiday fall on the same day, and he has both his offs on the same day.

A worker who has his weekly off on Sunday but on some Sunday, he performs duty due to exigencies of service, he will be given a compensatory off on any other day in lieu. If that Sunday happens to be a national holiday, then he will be entitled to double pay or two compensatory offs, not three in lieu.

I hope this clarifies your doubt.

Regards,

Security Expert

My dear friend, my above quote was for Amit Insha's question, which is still continuing. I would like to say that if a national holiday falls on your weekly off, the company is neither liable to pay compensatory off nor extra pay. If the company wishes, it can pay either compensatory off or extra pay if it has a leave policy like that, but it is not necessary that all employers will do so.

Now I come to your question. If anybody has to work on his weekly off or any national holiday, as per our company's policy, he can take compensatory off within 30 days. If he does not avail this compensatory off within 30 days, it will lapse.

Best Regards, Modi Ashok Kumar

Hi,

I am confused about the lapse period for compensatory holidays. Someone suggested to me that the compensatory holiday should be taken within 3 months. Could you please clarify this for me?

Please guide me if Saturday is a weekly off and a national holiday like 15th August (Independence Day) falls on a Saturday. What should be done in this case? Please help me.