Public Holidays and Rest Days on Board: How They Are Regulated and Applied in Practice

Why This Topic Matters

For most shore-based jobs, a public holiday or weekend means rest and time off work.
At sea, the situation is different — ships operate 24/7, and navigation, safety, and maintenance cannot be paused for a calendar date.
Nevertheless, international maritime labour law requires that seafarers receive fair compensation and proper rest, even when working on holidays or weekends.

Legal Framework

The concept of public holidays and rest days for seafarers is governed by several key international instruments:

1. Maritime Labour Convention (MLC 2006)

• Regulation 2.2 (Wages) — Work performed beyond normal hours must be paid at not less than 1.25 times the basic hourly rate.

• Regulation 2.3 (Hours of Work and Hours of Rest) — Maximum limits: 14 hours in any 24-hour period and 72 hours in any seven-day period; minimum rest: 10 hours in 24 hours.

• Work on public holidays is regarded as overtime work and should be compensated accordingly.

2. ILO Convention C180 (Seafarers’ Hours of Work and Manning of Ships, 1996)

Confirms similar limits on working hours and requires proper documentation of hours of work and rest.

3. STCW Code (Section A-VIII/1)

Requires accurate records of hours of rest.
If work performed on a public holiday reduces the required minimum rest, compensatory rest must be granted.

4. Collective Bargaining Agreements (CBA)

Union-negotiated CBAs (such as ITF or IBF agreements) usually include:

• a fixed list of public holidays (typically 10–12 days per year);

• a clause that work performed on these days is paid at the overtime rate;

• guaranteed minimum overtime hours for ratings;

• consolidated wages for officers (including public holiday compensation).

Public Holidays vs. Rest Days

The terms “public holiday” and “rest day” are not the same in maritime service.

• Public Holiday — a specific date defined by the flag state, CBA, or company policy. Work performed on that date is paid at the overtime rate.

• Rest Day (Weekly Day of Rest) — not a fixed day of the week, but compliance with the minimum rest requirements set by MLC and STCW.
  Rest may be split into several periods, but must total at least 77 hours per week.

In practice, a public holiday does not mean a non-working day, but a day with a special compensation rule.

Defining the List of Holidays

1. Collective Bargaining Agreement (CBA)
   Usually defines 10–12 international holidays (e.g., New Year, Christmas, Labour Day).

2. Flag State Law
   If no CBA applies, the law of the ship’s flag determines official holidays.

3. Company or Manager Policy
   Some companies may include additional dates but cannot reduce the minimum rights established by international conventions.

For multinational crews, one unified list applies — the one listed in the Seafarer’s Employment Agreement (SEA) or CBA.
National holidays of individual crew members are normally not recognised as paid holidays on board.

How Work on Holidays Is Paid

Two main payment systems exist in maritime practice:

1. Separate Overtime System (Ratings)

• All work exceeding 48 hours per week is paid as overtime (at least 1.25× the basic rate).

• Work on public holidays is paid at the overtime rate, in addition to any guaranteed overtime (typically 85–103 hours per month).

• Every hour worked on a public holiday must be properly recorded.

2. Consolidated Wage System (Officers)

• The monthly salary already includes payment for overtime, work on public holidays, weekends, and night shifts.

• There is no separate “holiday pay” line in payslips.

• However, the work/rest limits still apply, and compensatory rest must be provided if these are exceeded.

Recording and Compliance

According to MLC and STCW requirements:

• All hours of work and rest must be recorded in a Work/Rest Hours Record.

• Records must be signed by both the seafarer and the Master (or Chief Officer) weekly.

• MLC inspections check not only documentation but also whether the records reflect actual working conditions.

Persistent violations or false records may result in deficiencies or non-conformities during Port State or MLC inspections.

How It Works in Practice

Shipping companies apply these rules with some flexibility depending on operations:

• If the ship is in port, non-essential work may be postponed to allow rest.

• During voyages or cargo operations, work continues as normal, and compensation is made through overtime pay or rest in lieu.

• Some companies’ internal policies specify that public holiday work is always paid at overtime rate, even for officers with consolidated pay.

Examples of Common Scenarios

The Role of Trade Unions

Trade unions and CBAs play a central role in protecting seafarers’ rights by ensuring:

• a clear list of recognised holidays;

• higher pay for work performed on those days;

• transparent recording and verification of hours;

• a balance between fair pay and safety on board.

On ITF/IBF-covered vessels, failure to comply with these provisions can lead to an official observation or non-conformity, but in most cases, unions focus on ensuring that both company and crew adhere to international standards rather than penalising isolated cases.

Conclusion

Working on public holidays and weekends is an inevitable part of seafaring life.
International law does not prohibit it — but it strictly requires:

• fair payment for actual hours worked;

• compliance with mandatory rest limits;

• transparent and verifiable recordkeeping.

In practice, this is achieved through two systems:

• Separate overtime pay for ratings;

• Consolidated wages for officers.

Both models are valid under the MLC, provided that hours of work, rest, and compensation are correctly recorded.
Ultimately, these rules ensure that even under continuous operation, seafarers are treated fairly, protected from fatigue, and compensated in accordance with international maritime law.