Working on Saudi National Day? Learn how overtime pay is calculated under Saudi Labor Law Article 107, with simple salary examples for OFWs.
Saudi National Day Overtime Pay
If you are working in Saudi Arabia on Saudi National Day, September 23, you may be wondering:
“If I report for duty on National Day, how much overtime pay should I receive?”
For private-sector workers covered by the Saudi Labor Law, the rule is important to understand because work performed during an official holiday is not treated like an ordinary working day.
Under Article 107 of the Saudi Labor Law, all working hours performed during holidays and official vacations are considered overtime hours.
For 2026, Saudi National Day falls on Wednesday, September 23, 2026. HRSD guidance lists National Day as a one-day official holiday on September 23.
This guide explains how National Day overtime works, how the overtime rate is calculated, and what Filipino workers in Saudi Arabia should check if their holiday work is not properly compensated.
Quick Answer: Is Working on Saudi National Day Overtime?
Yes, if you are covered by the Saudi Labor Law and you actually work during the official National Day holiday, those working hours are considered overtime hours.
Article 107 states that all hours worked during holidays and official vacations are overtime hours.
This means that even if National Day falls on what would normally have been one of your regular scheduled working days, the hours actually worked during the official holiday are treated as overtime for purposes of Article 107.
Is Saudi National Day a Paid Holiday?
Saudi National Day is an official paid holiday for covered workers.
HRSD's current worker-awareness guidance lists:
- Eid Al-Fitr — four days
- Eid Al-Adha — four days
- Saudi National Day — one day on September 23
- Saudi Founding Day — one day on February 22
The same HRSD guidance specifically states that working during official holidays is considered overtime and is eligible for compensation.
For monthly paid workers, the regular monthly salary normally continues as usual. If the employee is required to actually work during the official holiday, the applicable overtime compensation is then calculated for those hours.
How Is National Day Overtime Pay Calculated?
This is where many workers become confused.
You may have heard:
«“Overtime is simply basic salary × 1.5.”»
That can be an oversimplification.
HRSD's current overtime guidance explains that the overtime rate is calculated using:
Hourly wage based on the actual wage + 50% of the basic hourly wage
The Ministry's own example calculates the ordinary hourly component using the worker's actual wage, while the additional 50% portion is calculated from the basic wage.
Basic Formula
For a standard eight-hour calculation:
Actual hourly wage
Actual monthly wage ÷ 30 ÷ 8
Then:
Basic hourly wage
Basic monthly wage ÷ 30 ÷ 8
Then:
Overtime hourly rate
Actual hourly wage + 50% of basic hourly wage
Example 1: Basic Salary and Actual Salary Are the Same
Suppose your salary is:
Basic salary: SAR 2,000
And assume there are no additional allowances included in your actual wage.
Step 1: Calculate your hourly wage
SAR 2,000 ÷ 30 ÷ 8
= approximately SAR 8.33 per hour
Step 2: Calculate 50% of the basic hourly wage
SAR 8.33 × 50%
= approximately SAR 4.17
Step 3: Calculate the overtime hourly rate
SAR 8.33 + SAR 4.17
= approximately SAR 12.50 per overtime hour
If you actually work 8 hours on National Day:
SAR 12.50 × 8
= approximately SAR 100 in overtime compensation
This is the overtime amount for the holiday work based on this simplified example.
Example 2: You Have a Basic Salary Plus Allowances
Now suppose your compensation is:
Basic salary: SAR 2,000
Actual monthly wage: SAR 2,600
The actual wage may include qualifying allowances or other wage components.
Actual hourly wage
SAR 2,600 ÷ 30 ÷ 8
= approximately SAR 10.83
Basic hourly wage
SAR 2,000 ÷ 30 ÷ 8
= approximately SAR 8.33
50% of basic hourly wage
SAR 8.33 × 50%
= approximately SAR 4.17
Overtime hourly rate
SAR 10.83 + SAR 4.17
= approximately SAR 15.00 per hour
If you worked eight actual hours during National Day:
SAR 15 × 8
= approximately SAR 120 overtime compensation
This illustrates why using only “basic salary × 1.5” may not always produce the same figure as the HRSD calculation where the worker's actual wage differs from the basic wage.
## What Does “Actual Wage” Mean?
HRSD's overtime awareness guide distinguishes the actual wage from the basic wage.
In the Ministry's example, the actual wage includes the basic wage plus applicable allowances and bonuses, while the additional 50% part of overtime is calculated based on the basic wage.
Workers should therefore check their:
- Qiwa employment contract
- basic salary
- documented allowances
- payroll records
- payslips
- employment regulations
before assuming what their exact overtime rate should be.
Related PinoyTalks Guide:
Overtime Pay in Saudi Arabia: Rights of OFWs Under Saudi Labor Law
What If I Work 10 Hours on National Day?
Article 107 states that all working hours performed during holidays and official vacations are overtime hours.
Therefore, if you actually perform ten working hours during the official holiday, the calculation should examine those ten actual working hours.
For example, using an overtime rate of SAR 12.50:
SAR 12.50 × 10 hours
= SAR 125
However, be careful when counting your hours.
A scheduled ten-hour period does not necessarily mean ten actual working hours if part of the schedule consists of genuine meal, prayer or rest periods that are not counted as working time under the applicable rules.
Keep your actual time records whenever possible.
Can the Company Give Compensatory Leave Instead of Paying Overtime?
Saudi Labor Law now allows an employer, with the worker's consent, to provide paid compensatory leave instead of overtime wages.
HRSD's current guidance says the compensatory leave arrangement should provide at least 1.5 hours of leave for every overtime hour, according to the agreement between the parties.
The guidance also states that the leave should normally be used within 60 days from the overtime work unless the parties agree otherwise, and compensatory leave should not exceed 30 days in a year.
The important point is:
The worker's consent matters.
An employer should not simply assume that unpaid time off automatically replaces overtime compensation without the applicable agreement.
Can My Employer Require Me to Work on National Day?
Some businesses need to continue operating during holidays.
Hotels, restaurants, factories, hospitals, logistics operations, maintenance services, retail establishments and other businesses may continue operating depending on operational requirements.
The important employment issue is therefore not simply whether a business is open.
For workers covered by Article 107, the key question is:
Were you actually required to work during the official holiday, and was that work properly treated as overtime?
Working during the holiday does not automatically mean that the employer has violated the law. The compensation for those hours is the important issue.
“My Company Says National Day Is Just a Normal Working Day.”
For workers covered by the Saudi Labor Law, National Day should not simply be treated as an ordinary workday without considering the official-holiday and overtime rules.
HRSD's worker-awareness guidance identifies National Day as an official holiday, while Article 107 treats working hours during official holidays as overtime.
If your employer has a different explanation, ask for clarification professionally and, where possible, in writing.
Do not immediately stop reporting for work or leave the workplace without authorization, because unauthorized absence or work stoppage can create a separate employment problem.
Instead, document the issue first.
What Evidence Should You Keep?
If you worked during National Day and believe the overtime was not properly recorded or paid, save evidence such as:
- Qiwa employment contract
- payslips
- bank salary records
- time-in and time-out records
- biometric attendance
- duty roster
- timesheets
- site attendance records
- supervisor instructions
- WhatsApp messages
- emails
- photographs of official schedules
- previous overtime records
The stronger your records are, the easier it is to explain exactly how many hours you actually worked.
Related PinoyTalks Discussion:
8 Hours in the Contract but 10 Hours Actual Duty
What If My National Day Overtime Is Not Paid?
Start by checking whether the overtime appears in the next applicable payroll or overtime cycle.
If it does not appear, workers can first raise the issue through the company's HR or payroll department and request clarification.
A simple written request could say:
«I worked during the official Saudi National Day holiday on September 23. Please confirm how my holiday overtime hours will be recorded and compensated under the applicable company and Saudi Labor Law requirements.»
Keep a copy of the response.
If the issue remains unresolved, private-sector workers can use official Ministry of Human Resources and Social Development channels.
HRSD provides a service for reporting violations of labor regulations, and its Friendly Settlement for Labor Disputes service is the first stage for certain employment claims between workers and employers. HRSD lists 19911 as its service phone number.
Avoid making threats, abandoning work, or taking unauthorized action before understanding your employment status and available official procedures.
Does This Apply to Every Worker in Saudi Arabia?
This guide focuses on private-sector and other workers covered by the Saudi Labor Law.
Different regulatory frameworks or special rules may apply to certain categories of workers or employment arrangements.
If you are unsure whether Article 107 applies to your employment, check your contract and employment classification before relying on a general calculation.
Frequently Asked Questions
If I work only four hours on National Day, are all four hours overtime?
For workers covered by Article 107, the law states that all working hours performed during holidays and official vacations are overtime hours.
So if you actually work four hours during the official holiday, those four working hours are considered overtime hours.
If I am on monthly salary, do I still get National Day overtime?
Being paid monthly does not by itself remove the Article 107 rule.
If you are covered by the Saudi Labor Law and actually work during the official holiday, the holiday working hours are considered overtime.
Can my employer give me another day off instead of overtime pay?
Paid compensatory leave may be used instead of overtime wages with the worker's consent, subject to the applicable conditions. HRSD's current guide describes at least 1.5 hours of compensatory leave for each overtime hour under the agreed arrangement.
Is National Day September 23 every year?
HRSD's current official-holiday guidance identifies Saudi National Day as a one-day holiday on September 23.
For 2026, the date falls on Wednesday, September 23, 2026.
Is National Day work automatically illegal?
No.
Businesses may continue operating depending on their activities and operational needs.
The relevant worker issue is whether the hours actually worked during the official holiday are handled according to the applicable overtime rules.
Before National Day, Check These Three Things
Before September 23, check:
- Your Qiwa contract
Know your basic salary, actual wage components and working-hours arrangement.
- Your duty schedule
Take a screenshot or keep a copy showing that you were scheduled to work on National Day.
- Your attendance
Keep reliable records of the actual hours you worked.
These records may become important if there is later a disagreement about your overtime.
Final Reminder for OFWs
Kabayan, if you have work on Saudi National Day, don't assume that it is automatically just another ordinary working day.
For private-sector workers covered by the Saudi Labor Law, Article 107 provides that all hours worked during official holidays are overtime hours.
But also don't rely on viral posts saying everyone automatically gets a simple “150% of basic salary.”
The official HRSD calculation distinguishes between the worker's actual hourly wage and the additional 50% of the basic hourly wage.
Check your contract, actual salary components and actual hours worked before calculating your entitlement.
If there is a disagreement with your employer, document the issue first and use the appropriate company and official HRSD channels rather than taking unauthorized action.
Ask the PinoyTalks Community
May pasok ka ba sa Saudi National Day at hindi malinaw kung paano iko-compute ang overtime mo?
Post your case on PinoyTalks.com and include:
- your basic salary
- actual/gross salary
- number of hours worked
- scheduled working hours
- contract working hours
- whether the company offered overtime pay or compensatory leave
This will make it easier for the community to understand your situation.
Disclaimer
PinoyTalks provides general educational information for Filipino workers in Saudi Arabia. This article is based on Saudi Labor Law and official HRSD guidance available as of September 2026. It is not individualized legal representation. Actual entitlement may depend on the worker's employment classification, contract, wage structure, working-time arrangement and other facts.
Related Articles:
Saudi Overtime Pay in Saudi Arabia: Rights of OFWs
Saudi Labor Law for OFWs: Complete Guide 2026
8 Hours in Contract but 10 Hours Actual Duty
Overtime Pay — PinoyTalks Community Discussion
Official Sources:
HRSD — Working Hours and Article 107
HRSD — Rights and Duties: Overtime Guide
HRSD — Reporting Labor Regulation Violations
HRSD — Friendly Settlement for Labor Disputes
Updated: September 2026
