Judicial principles and studies
Wages for Work on Official Holidays
Decision reference: تمييز حقوق هيئة عامة رقم ١٠٨٨/٢٠٢٥
A concise summary of a worker’s entitlement to pay for the weekly rest day and additional remuneration when working on that day under Article 59/b (150%), and guidance on calculating entitlements when Friday working hours vary.
Work and employment
Judicial principles and studies
Updated: 10 September 2026
Editorial summary of a judicial principle or decision; consult the source below and do not treat the firm as the author of the decision.
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A concise summary of a worker’s entitlement to pay for the weekly rest day and additional remuneration when working on that day under Article 59/b (150%), and guidance on calculating entitlements when Friday working hours vary.
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Subject
The study addresses a worker’s entitlements when proven to work throughout the week, focusing on pay for the weekly rest day (Friday) and the rules governing pay for work on holidays under the Labour Law.
Summary
- Where it is established that a worker works all days of the week, the worker is entitled to the wage for the weekly rest day as part of his remuneration and has the legal right not to work that day. If the worker does work on the rest day, he is entitled to additional pay under Article 59/b of the Labour Law at 150% of his usual hourly wage for each hour worked, in addition to his daily wage. - Demanding full pay for every Friday is inappropriate when the worker’s Friday hours vary (5–6 hours); the correct approach is to determine the average hours worked on Fridays and calculate entitlement for each actual hour at 150% of the usual hourly wage, including amounts due for the last two years. Accordingly, the appellate court’s method of calculating the Friday allowance was inconsistent with the law and should be set aside in light of the cited Court of Cassation decisions. This content is a general educational summary and is not a judicial text or legal advice.
Practical significance
This is a general educational summary based on the points published in the official source. It does not replace the original material or a review by Ashraf Al-Khawaja before relying on it for any action.
Frequently asked questions
Subject?
The study addresses a worker’s entitlements when proven to work throughout the week, focusing on pay for the weekly rest day (Friday) and the rules governing pay for work on holidays under the Labour Law.
Summary?
- Where it is established that a worker works all days of the week, the worker is entitled to the wage for the weekly rest day as part of his remuneration and has the legal right not to work that day. If the worker does work on the rest day, he is entitled to additional pay under Article 59/b of the Labour Law at 150% of his usual hourly wage for each hour worked, in addition to his daily wage. - Demanding full pay for every Friday is inappropriate when the worker’s Friday hours vary (5–6 hours); the correct approach is to determine the average hours worked on Fridays and calculate entitlement for each actual hour at 150% of the usual hourly wage, including amounts due for the last two years. Accordingly, the appellate court’s method of calculating the Friday allowance was inconsistent with the law and should be set aside in light of the cited Court of Cassation decisions. This content is a general educational summary and is not a judicial text or legal advice.
Practical significance?
This is a general educational summary based on the points published in the official source. It does not replace the original material or a review by Ashraf Al-Khawaja before relying on it for any action.
Sources and references
Verify the official text and latest amendments before relying on this material professionally.
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