The new regime on 8 May and 15 September 2026: what it means for employers and employees

Following legislative changes regarding public holidays, a guideline was issued regulating the status of two important dates – May 8 (Victory over Fascism Day) and September 15 (Feast of the Seven Sorrows).

These days continue to retain their status as public holidays, but since 2026 there has been a fundamental change – these are not non-working days. This has significant impacts on the organization of work, wage claims, and attendance records.

Public holiday without time off

If an employee is scheduled to work a shift on these two holidays, they will be required to report to work. These days are also included in the monthly working fund just like other working days. From the practical point of view, this is a special mode – the day has the character of a holiday, but there is no automatic leave.

Taking leave during these days

If the employee wants to keep the leave during 8 May or 15 September, she/he must apply for regular leave.

Since it is not a non-working day, the day will normally be deducted from her/his holiday entitlement.

Section 112(3) of the Labor Code does not apply, as it pertains exclusively to public holidays that are also non-working days.

The wage benefit for working on a holiday remains

Even though these are working days, the status of a public holiday remains. It follows that an employee who works on these days is entitled to a wage benefit for work on a holiday according to Section 122 of the Labor Code.

In practice, this means:

• Current wage for the work performed,
• Surcharge for work during holidays in the amount stipulated by law.

This solution therefore allows companies to continue operating while compensating employees for working on a public holiday.

Attendance and working time fund

From the point of view of working time records, these days will be kept as normal working days.

That means:

• Standard scheduling of shifts without the holiday mode,
• The record as a normal working day,
• Inclusion in the monthly working fund without adjustments typical for non-working days.

Thus, the year 2026 will bring a new model of the functioning of two public holidays. For employees, this means a possible work obligation on days that were traditionally free. Employers, on the other hand, need to correctly apply the new regime in attendance, wages, and operational planning.