Holy Spirit Day is not considered a mandatory public holiday for all private sector businesses. Whether a company remains closed or operates on that day depends on the framework applicable to each business.
More specifically, the day may be treated as a holiday when this is provided for by:
- a Regional Governor’s decision,
- a Collective Labour Agreement,
- the company’s Internal Work Regulation,
- or established business practice and custom, where the company traditionally remains closed on that day.
In such cases, employees who do not work are entitled to receive their normal remuneration. Employees paid on a monthly salary basis receive their regular salary, while employees paid on a daily wage basis are entitled to their daily wage.
Particular attention should also be given to rest days (days off), as it is not legally permitted to offset a scheduled rest day against Holy Spirit Day when the latter is recognised as a holiday for the company.
If a company operates exceptionally on Holy Spirit Day despite the day being recognised as a holiday, employees working on that day are entitled to a 75% salary premium. This premium is calculated:
- on the daily wage for employees paid on a daily basis,
- or on 1/25 of the monthly salary for employees paid on a monthly basis.
In addition, more favourable terms regarding compensation or work premiums may apply through collective labour agreements, enterprise agreements, or internal company regulations.
For this reason, both employers and employees should always review the provisions specifically applicable to their company or sector.
Eurofast’s Take
The treatment of Holy Spirit Day can vary significantly depending on collective labour agreements, company policies and established business practice. Employers should review the framework applicable to their organisation in advance and ensure that payroll calculations, working time arrangements and employee communications are handled correctly. Eurofast supports businesses in interpreting employment law requirements, reviewing internal policies and ensuring compliant payroll administration in relation to public holidays and employee compensation.
For more information, please contact us at [email protected]