As the year 2025 draws to a close, a significant update regarding the festive calendar has sparked relief and excitement for many. According to the latest executive directives issued this week, December 24 and December 26 have been officially declared as holidays for the 2025 calendar year. This decision aims to provide a much-needed bridge for families to celebrate the Christmas season more comprehensively, extending the traditional mid-week break into a substantial holiday period. For employees and business owners alike, understanding the pay and leave guidelines attached to these dates is essential for planning both travel and payroll budgets.
Understanding the Holiday Classification
The specific classification of these holidays often dictates how much an employee earns and whether a company is legally required to close. For 2025, December 24 (Christmas Eve) is widely recognized as a Special Non-Working Day. This means that while government offices and many private institutions pause operations, the “no work, no pay” principle generally applies unless a favorable company policy or collective bargaining agreement is in place. On the other hand, December 26 has been designated as a special holiday through executive order in various regions to allow for post-Christmas recovery and travel.
Pay Guidelines for Working on These Dates
If you are required to report for duty on December 24 or December 26, your compensation should reflect the premium rates set by labor authorities. For most jurisdictions, working on a special non-working day entitles a worker to an additional 30% of their basic wage for the first eight hours of service. If the holiday also happens to fall on your scheduled rest day, that premium typically jumps to 50%. It is important to note that these rates are separate from the 200% “double pay” usually reserved for Regular Holidays like December 25 (Christmas Day).
Breakdown of Holiday Pay and Leave Benefits
To help you visualize the impact on your upcoming paycheck, the table below outlines the standard compensation formulas for the year-end holidays. Please note that these figures are based on standard labor regulations for the private sector.
| Date | Type of Holiday | Pay if Unworked | Pay if Worked (First 8 Hours) |
| December 24 | Special Non-Working Day | No Pay (Generally) | Basic Wage + 30% |
| December 25 | Regular Holiday | 100% of Basic Wage | 200% of Basic Wage |
| December 26 | Special Holiday | No Pay (Generally) | Basic Wage + 30% |
| Holiday on Rest Day | Combined Status | No Pay | Basic Wage + 50% |
Leave and Absence Policies
For those planning to take the entire week off, it is vital to check your company’s “bridging” rules. Many HR departments require employees to be present or on a paid leave the day immediately preceding a holiday to qualify for holiday pay. For example, to receive pay for the December 25 regular holiday without working, you must ensure you are not on an “unauthorized” or “unpaid” leave on December 23 or December 24. If you have already filed for vacation leave on December 26, some companies may allow you to “reclaim” that leave credit since the day has now been declared an official holiday.
Impact on Government and Essential Services
While many office-based employees will enjoy the extended break, those in essential services—such as healthcare, security, and emergency response—will likely remain on duty. These workers are the primary beneficiaries of the holiday premium pay. Furthermore, government agencies have clarified that while the public-facing offices will be closed on December 24 and 26, certain units responsible for national security and disaster response will maintain a skeletal force. For the general public, this means that any pending transactions with the local registry, licensing offices, or tax bureaus should be settled before the December 24 shutdown.
Strategic Planning for Employers
Business owners and HR managers should act quickly to adjust their December payroll schedules. It is recommended to issue a formal internal memo clarifying which days the office will be closed and how the “in-lieu-of” holiday rules will be applied for staff on unconventional shifts. For instance, if a staff member’s rest day falls on December 24, they do not necessarily get another day off, but they must be paid the higher rest-day-plus-holiday premium if they are called in to work. Clear communication now prevents disputes when the January pay envelopes are distributed.
Preparing for the Long Weekend
With December 24 falling on a Wednesday and December 26 on a Friday, the 2025 holiday season creates a unique “sandwich” effect. By declaring these dates as holidays, the government has essentially created a five-day window for celebration. Whether you are a worker looking forward to a break or an employer managing a busy retail season, staying informed on these guidelines ensures that the focus remains on the spirit of the season rather than administrative confusion.
FAQs
1. Is December 26 a holiday for everyone?
In most regions, the December 26 holiday applies to government employees and serves as a strong recommendation for the private sector. You should check your specific local government or company announcement to confirm if your office will be closed.
2. What happens if I am on “Leave Without Pay” before the holiday?
Generally, if you are on an unpaid leave on the workday immediately preceding a regular holiday (like Dec 25), you might not be entitled to the 100% holiday pay for that day unless you report for work on the holiday itself.
3. Do part-time workers get holiday pay for these dates?
Yes, part-time employees are typically entitled to holiday pay, but it is usually prorated based on the number of hours they normally work or their average daily earnings.
Disclaimer
The content is intended for informational purposes only. You can check the official sources; our aim is to provide accurate information to all users.
