Indonesia’s 2027 Public Holidays and Collective Leave: What Employers Need to Know

The Government of Indonesia has officially announced the national holidays and collective leave schedule for 2027. The schedule was established through the Joint Decree of the Minister of Religious Affairs, the Minister of Manpower, and the Minister of Administrative and Bureaucratic Reform: SKB No. 1205 of 2026, No. 3 of 2026 and No. 2 of 2026.

The 2027 calendar provides for 18 national holiday days and eight collective leave (cuti bersama) days. For employers, this is more than a calendar update. It has practical implications for annual leave administration, payroll cut-offs, overtime costs, staffing and business continuity.

Indonesia’s national holidays for 2027

Although the official list contains 17 occasions, Eid al-Fitr covers two dates, bringing the total to 18 national holiday days.

Indonesia’s collective leave dates for 2027

The dates of the beginning of Ramadan, Eid al-Fitr and Eid al-Adha remain subject to formal determination by the Minister of Religious Affairs.

What does the announcement mean for private-sector employers?

1. Collective leave requires a clear company decision

For private-sector organisations, the implementation of collective leave is determined by company management. Employers should decide which collective leave dates will be observed and clearly document their treatment in the company calendar, employment policies and employee communications.

Where collective leave is taken, it generally reduces an employee’s annual leave entitlement, subject to applicable regulations and the company’s employment agreements, company regulations or collective labour agreement.

An employee who continues working on a collective leave day should not have that day deducted from their annual leave balance and should receive their normal wages. Different treatment may apply if the date is also a national holiday or weekly rest day, or if the employee works beyond normal working hours.

2. Working on a national holiday may create overtime obligations

Businesses that must remain operational—such as healthcare, telecommunications, utilities, banking, transportation, security and other essential or public-facing services—should prepare staffing arrangements well in advance.

When eligible employees are required to work on an official national holiday, employers should apply the relevant overtime requirements under Government Regulation No. 35 of 2021. The calculation differs depending on whether the employee follows a five-day or six-day working week.

Employers should also ensure that work instructions, employee consent where required, attendance records and payroll calculations are properly documented.

3. March, May and December require particularly careful planning

The 2027 schedule creates extended periods of leave around major religious holidays:

• March: Nyepi on 8 March is followed by collective leave on 9 March, Eid al-Fitr on 10–11 March, and further collective leave on 12 and 15 March. Depending on the company’s policy and work schedule, this may result in a prolonged period of reduced operations.
• May: Eid al-Adha on 17 May, collective leave on 18 May, collective leave for Vesak on 19 May, and Vesak Day on 20 May create another potential extended break.
• December: Collective leave on Friday, 24 December precedes Christmas Day on Saturday, 25 December.

Employers should assess client commitments, minimum staffing requirements, approval controls and handover arrangements before these periods.

4. Payroll calendars should be adjusted early

Public holidays may affect bank processing, time-sheet approvals, payroll-input deadlines, salary funding and statutory payment workflows. Where a regular payday or internal payroll milestone falls close to a holiday period, employers may need to bring the timetable forward.

HR, finance and payroll teams should confirm:

• revised payroll cut-off and approval dates;
• employee-data submission deadlines;
• bank-file submission and salary-funding dates;
• overtime, attendance and leave-input deadlines;
• the availability of authorised approvers; and
• employee communications if payment timing will be affected.

This is especially important for multi-entity and multinational employers that depend on regional or overseas approvals.

5. Leave balances and payroll configurations should be reviewed

Once the company has approved its 2027 calendar, HR, attendance, leave and payroll systems should be updated consistently. National holidays and collective leave should be coded separately because they may have different consequences for annual leave deductions, attendance records and overtime calculations.

Payroll teams should test holiday-pay and overtime configurations before the first 2027 payroll cycle, particularly where the workforce includes several shift patterns, both five-day and six-day schedules, or employees working at different locations.

Recommended employer action plan

Employers should consider taking the following steps:

1. Approve the company’s national holiday and collective leave calendar.
2. Confirm which collective leave dates will be observed and how they will affect annual leave balances.
3. Review employment agreements, company regulations and collective labour agreements for relevant provisions.
4. Identify critical roles and prepare staffing or shift arrangements for extended holiday periods.
5. Update HRIS, attendance, leave and payroll systems using separate holiday classifications.
6. Revise payroll cut-offs, approval dates and funding deadlines around March, May and December.
7. Validate overtime eligibility and calculations for eligible employees working on national holidays.
8. Communicate the final calendar and leave procedures to employees well in advance.

How Aman HR Consulting Indonesia can help

Aman HR Consulting Indonesia supports local and multinational employers with payroll administration, HR policy reviews, leave and attendance controls, overtime compliance and workforce planning.

We can help your organisation translate the 2027 holiday schedule into a practical and compliant HR and payroll calendar tailored to your operating requirements.

For assistance reviewing your 2027 payroll calendar, collective leave policy or holiday-working arrangements, contact Aman HR Consulting Indonesia.

This article provides general information and does not constitute legal advice. Employers should assess the requirements in light of their employment agreements, company regulations, collective labour agreements, workforce arrangements and any subsequent government guidance.

Sources:

• Secretariat of State of the Republic of Indonesia, “Inilah SKB 3 Menteri Libur Nasional dan Cuti Bersama 2027,” 15 September 2026: https://setneg.go.id/baca/index/inilah_skb_3_menteri_libur_nasional_dan_cuti_bersama_2027
• Government Regulation No. 35 of 2021, Ministry of Manpower Legal Documentation Network: https://jdih.kemnaker.go.id/peraturan/detail/1723/peraturan-pemerintah-nomor-35-tahun-2021