Announcements
Johor Declares July 13 as Hari Cuti Peristiwa Following the Johor State Election
Posted on July 12, 2026 by Dzulfadhli Bin Lamin
“Hari Cuti Peristiwa is not automatically a paid holiday — entitlement depends on company policy and practice.”
We refer to the announcement by the Johor State Government that Monday, 13 July 2026, has been declared a Hari Cuti Peristiwa Negeri Johor following the Johor State Election.
Based on the information presently available, the holiday is understood to be a State public holiday declared pursuant to Section 9(1) of the Holidays Act 1951. It is therefore distinguishable from an additional public holiday declared by the Federal Government under Section 8 of the same Act. Section 9(1) permits the State Authority to appoint a day to be observed as a State public holiday.
For private-sector employers, the following should be considered:
1. Companies observing the statutory minimum public holidays
Companies that observe only the 11 paid public holidays prescribed or selected under Section 60D of the Employment Act 1955 are generally not automatically required to observe this additional State holiday, unless it has already been selected as one of the company’s gazetted public holidays.
Such companies may continue operations as usual on 13 July 2026. However, employees should be informed promptly that Monday remains a normal working day.
2. Companies observing all gazetted or State public holidays
Where the employment contract, handbook, collective agreement, company policy or established practice states that the company observes all gazetted public holidays or all public holidays declared in Johor, the company should observe 13 July 2026 as a paid public holiday.
Employers should avoid departing from an existing contractual entitlement or consistent past practice without first considering the potential employee relations and contractual implications.
3. Employees required to work
Where the company observes the holiday but requires certain employees to work due to operational requirements, the applicable public holiday payment or replacement holiday arrangements should be implemented in accordance with the Employment Act 1955 and the employees’ contractual terms.
For employees entitled to the statutory public holiday payment provisions, work performed on a paid public holiday attracts the applicable public holiday rate. Overtime exceeding normal working hours is payable at the prescribed rate.
4. Location of employment
The declaration applies to employees who wholly or mainly work in the State of Johor. It does not automatically apply merely because an employee resides in Johor while being principally employed in another State.
5. Attendance immediately before or after the holiday
Where the holiday is recognised as a paid public holiday by the Employer, employees who are absent without prior approval or reasonable excuse on the working day immediately before or after the holiday may forfeit their entitlement to holiday pay pursuant to Section 60D(2) of the Employment Act 1955, and may be subject to disciplinary action.
To assist employers in communicating with employees, we have prepared draft templates for your use:
Employer Recognising the Public Holiday Download draft communication for companies observing 13 July 2026 as a paid public holiday.
Employer Not Recognising the Public Holiday Download draft communication for companies continuing operations on 13 July 2026.
Best Regards,
DZULFADHLI LAMIN
Senior Consultant
Employment
Act 1955 Decoded
Compliance Without Confusion
This 2‑day online program provides HR professionals, managers, and business leaders with practical knowledge of Malaysia’s labour laws. Participants will explore contracts, wages, hours of work, leave entitlements, maternity and paternity provisions, and termination procedures. The training simplifies complex legislation into clear strategies, helping organisations strengthen compliance, reduce disputes, and build workplace integrity.
Online Public Course | August 3-4, 2026 | 9:00 AM – 1:00 PM
.png)
If the company selects only 11 paid public holidays as required under Section 60D of the Employment Act 1955, can the remaining gazetted public holidays be treated as normal working days for our salaried employees, without additional public holiday pay?
Hi, we'd like to seek your advice regarding public holidays.
We are a small property agency based in Johor. We have 3 admin staff and 1 driver who are monthly salaried employees, while we manage and support approximately 70 commission-based property agents.
As a small organization, our business operates on a "no work, no income" basis. Although we have only four salaried employees, our office supports around 70 agents, so we need to ensure business continuity while remaining compliant with employment laws.
Could you please advise:
What is the minimum number of paid public holidays that employers must provide under Malaysian law?
Can the company designate certain public holidays as normal working days, provided we comply with the legal requirements?
Which public holidays are mandatory for employers in Johor, and which ones can the company choose not to observe?
Based on our business nature, what would you recommend as the best HR practice for managing public holidays?
We would appreciate your guidance so that we can establish a compliant and practical public holiday policy. Thank you.