Eid al-Adha 1448 AH Holiday for the Private Sector
The Eid al-Adha 1448 AH holiday for the private sector is four days from the Day of Arafah, expected from 15 May 2027 to 18 May 2027. The rule, compensation and pay for working on it.
Expected dates on the Umm al-Qura calendar; the Ministry of Human Resources’ announcement is binding.
The Rule
Four days starting from the Day of Arafah (Executive Regulations of the Labor Law, Article 24).
- A fully paid holiday for every private sector worker (Labor Law, Article 112).
- The Day of Arafah is the first day of the holiday.
- If it falls during your annual leave, your leave is extended by its days.
The Days
| Date | Day | Note |
|---|---|---|
| 15 May 2027Dhuʻl-Hijjah 9, 1448 AH | Saturday | |
| 16 May 2027Dhuʻl-Hijjah 10, 1448 AH | Sunday | |
| 17 May 2027Dhuʻl-Hijjah 11, 1448 AH | Monday | |
| 18 May 2027Dhuʻl-Hijjah 12, 1448 AH | Tuesday |
Coming Years
| Year | From | To |
|---|---|---|
| 1448 AH | 15 May 2027 · Saturday | 18 May 2027 · Tuesday |
| 1449 AH | 4 May 2028 · Thursday | 7 May 2028 · Sunday |
| 1450 AH | 23 April 2029 · Monday | 26 April 2029 · Thursday |
| 1451 AH | 12 April 2030 · Friday | 15 April 2030 · Monday |
When the Holiday Overlaps Other Days Off
- With the weekly rest day: the worker is compensated with an equal day before or after the holiday.
- With annual leave: the annual leave is extended by the holiday days.
- With sick leave: the worker receives full pay for the holiday days.
- If National Day or Founding Day falls within an Eid holiday: it is not compensated.
Working During the Holiday
All hours worked on public holidays and Eid days are overtime, paid at the hour’s wage plus 50% of the basic wage (Labor Law, Article 107).
Calculate Overtime PaySource: the Labor Law and its Executive Regulations (Article 24) as published by the Ministry of Human Resources, last checked 1 October 2026. Executive Regulations of the Labor Law
For awareness; the ministry’s announcement is binding on the dates, and in special cases the employment contract and the employer’s policy.
Results are estimates under the Saudi Labor Law and the Social Insurance Law and do not replace reading your contract or professional advice. Better terms in your contract or your employer’s policy take precedence. Calculated with the same rules the Madar platform applies in payroll.