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Many companies wait until the last minute to plan their holiday calendar. This often creates confusion among employees and payroll teams. Some organisations even face legal trouble when they fail to follow Karnataka’s rules on paid holidays. The problem becomes bigger every year as audits get stricter and employees become more aware of their rights.
If you are an employer or HR manager, understanding Karnataka national and festival holidays for 2026 is not just helpful but a legal requirement. The moment the official holiday list is released, organisations must update their internal policies, attendance systems, payroll rules, and shift schedules. Doing this correctly protects your company from fines and employee disputes.
Let us break everything down in a simple and practical way.
| Aspect | What the Law Says | Takeaways for Employers |
|---|---|---|
| National & State Holidays | Five fixed holidays: 26th Jan, 1st May, 15th Aug, 2nd Oct, and 1st Nov | Must grant to all employees without exception |
| Festival Holidays | Five holidays chosen from the official Schedule | Select in consultation with employees or trade union |
| Polling Day Holiday | Paid holiday for registered voters on general election days | Ensure eligible employees get this holiday |
| Holiday Pay Rules | All holidays are paid; work on a holiday = double wages or substitute paid holiday; daily/piece-rate workers paid based on average earnings | Update payroll and communicate rules clearly |
| Holiday List Submission & Display | Annual holiday statement submitted to Labour Inspector; displayed in workplace | Helps employees know entitlements and ensures compliance |
| Penalties for Non-Compliance | Inspectors monitor; failure can lead to fines or legal action | Maintain proper records and follow statutory requirements |
Why it matters:
Following these laws keeps holiday policies fair, avoids disputes, and ensures the organisation stays compliant with Karnataka labour regulations.
And, if any declared holiday falls on a non-working day (Saturday or Sunday), like 15 August 2026, employers must give an alternate holiday from the gazette list. If employees are required to work on such holidays, they must receive compensatory off or overtime wages at twice the normal rate.
Employees in Karnataka are entitled to approximately 11 statutory holidays in 2026 under the Karnataka Industrial Establishments (National and Festival Holidays) Act, 1963. You can check the complete list of government holidays 2026, which includes both national and festival holidays, to plan leaves and work schedules accordingly.
Key Points for Employers :
Context:
The Issue:
Legal Outcome:
Key Takeaways:
Managing Karnataka national and festival holidays may look simple on the surface. But every year, companies face penalties because of mistakes in payroll, attendance, or documentation. Vishaal Consultancy Services helps organisations stay fully compliant by guiding them through every step.
Our team supports you with:
Planning for Karnataka national and festival holidays is not just a routine HR task. It is an important part of legal compliance for every employer in Karnataka. When you prepare early, communicate clearly, and follow the official rules, you create a workplace that is fair, transparent, and legally sound.
If you need help drafting your 2026 holiday plan or updating your compliance documents, Vishaal Consultancy Services is ready to support you. Proper planning today protects your organisation from risks in the future.
Yes, in certain business situations, employees may be required to work. Employers must obtain consent in advance and provide either double wages or a compensatory day off, which helps employees feel respected while keeping the company compliant.
All eligible employees, including contract, part-time, and gig workers, are entitled to mandatory national and festival holidays. Applying policies fairly ensures every employee feels valued and avoids any sense of unequal treatment.
When the government updates the holiday list, employers should promptly revise the internal calendar, notify employees, and adjust payroll or shifts. Acting quickly shows employees that their time and entitlements are taken seriously.
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