August 15, 2026: Mandatory Day Off Rules for Saturday Holidays

As the August 15, 2026, public holiday falls on a Saturday, employees on a standard five-day workweek are legally entitled to an additional day off, though specific conditions and scheduling rules apply.

Understanding the Saturday Holiday Rule

When a statutory holiday falls on a Saturday that serves as a non-working day under a five-day workweek schedule, the employer is legally obligated to reduce the total working time by eight hours. This effectively mandates the designation of a different working day as a day off.

This is not a discretionary benefit or a form of leave, but a direct requirement under the Labor Code to ensure the average five-day workweek is maintained.

Eligibility for the Extra Day Off

The right to a day off applies to employees under an employment contract whose work schedule defines Saturday as a non-working day. This applies to both the public and private sectors, regardless of the employee’s specific position.

Individuals working under civil law contracts, such as a mandate contract or a contract for specific work, do not fall under these Labor Code provisions and are not entitled to this compensatory day off.

Scheduling the Compensatory Day

Employers have the authority to set the specific date for the day off, provided it falls within the same settlement period as the holiday. In a one-month settlement period, the day off must be taken in August.

The employer may designate a single date for the entire company or assign different dates for specific groups. In the civil service sector, the Prime Minister has already mandated Friday, August 14, 2026, as the designated day off.

Impact of Leave and Illness

If an employee is already absent due to vacation, medical leave, or maternity leave on the date designated by the employer as the compensatory day off, they cannot claim an additional day. The day is considered “consumed” by the pre-set schedule.

Employees cannot demand a different date if their planned absence overlaps with the company-wide day off, as the working time for the settlement period has already been reduced accordingly.

Exceptions and Penalties

If an employee’s work schedule inherently involves fewer than five days per week, the Saturday holiday does not automatically trigger the requirement for an additional day off, provided the average five-day workweek standard is otherwise met.

Failure to provide this day off constitutes a violation of labor laws. Under Article 281 of the Labor Code, employers face fines ranging from 2,000 PLN to 60,000 PLN for failing to adhere to these working time regulations.