Non-working holiday on March 23: what it means and how it impacts your salary

Starting this Tuesday, March 24, Argentina commemorates the National Day of Memory for Truth and Justice. Although it is a fixed national holiday, the Executive Branch has considered Monday the 23rd a non-working holiday for tourism purposes. This measure allows thousands of workers in specific sectors to connect four consecutive days off. Understanding the differences between these two types of time off is essential to know your labor rights and how your work should be compensated during these dates.

Monday the 23rd: between a fixed national holiday and a non-working holiday

The legal framework governing time off in Argentina is Law No. 27,399, Establishment of Holidays and Long Weekends. According to this regulation, March 24 is an unmovable national holiday, meaning it cannot be moved to create an extended weekend.

However, recognizing that this year it falls on a Tuesday, the Executive Branch has made an exceptional decision: declare March 23 a non-working holiday for tourism purposes. This designation allows certain sectors—mainly public administration, banking institutions, and the education sector—to give their employees the days off on Saturday the 21st, Sunday the 22nd, Monday the 23rd, and Tuesday the 24th as continuous rest days.

Key differences: non-working holiday versus national holiday

This is a crucial point that directly affects your paycheck. The Labor Contract Law (Law No. 20,744) makes precise distinctions between these categories.

A national holiday is mandatory by law. Employers are prohibited from requiring employees to work and must respect Sunday rest. In contrast, a non-working holiday is optional for the company: the employer decides whether you need to work or if you are granted rest without the obligation to pay double your usual wage.

This difference is decisive. While a national holiday guarantees full protection for the worker, a non-working holiday leaves the decision to the employer to require services or allow rest.

How your pay is calculated during these dates

On Tuesday, March 24, being an unmovable national holiday, a clear rule applies: if you work, you must receive double your usual daily salary. This is an unavoidable obligation for the employer under current legislation. Even if the holiday falls on a Sunday, you are entitled to receive your regular salary plus an additional compensation equivalent to a workday.

The situation on Monday the 23rd is different. As a non-working holiday, if your company decides you should work, you will receive your regular pay without double compensation. Payment is at the employer’s discretion, unlike the protective regime that applies to national holidays.

For most workers in the public sector, banking, and education, however, Monday the 23rd is a true day off, allowing them to enjoy a four-day break without additional negotiations.

Benefited sectors and the 2026 holiday calendar

The extended weekend in March mainly benefits public administration, banking institutions, and the education sector. Although the actual scope depends on the specific guidelines of each institution or private company, these sectors traditionally adopt the full time off.

For the rest of 2026, the holiday calendar is as follows:

April: Thursday 2 (Veterans and Fallen in the Falklands War Day, unmovable holiday; also Holy Thursday, non-working day) | Friday 3 (Good Friday, unmovable holiday)

May: Friday 1 (Labor Day, unmovable holiday) | Monday 25 (May Revolution Day, unmovable holiday)

June: Monday 15 (Martín Miguel de Güemes Day of Immortality, movable holiday from the 17th) | Saturday 20 (Manuel Belgrano Day of Immortality, unmovable holiday)

July: Thursday 9 (Independence Day, unmovable holiday) | Friday 10 (non-working day for tourism purposes)

August: Monday 17 (José de San Martín Day of Immortality, movable holiday)

October: Monday 12 (Respect for Cultural Diversity Day)

November: Monday 23 (Sovereignty Day, movable holiday from the 20th)

December: Monday 7 (non-working day for tourism purposes) | Tuesday 8 (Immaculate Conception of Mary, unmovable holiday) | Friday 25 (Christmas, unmovable holiday)

Understanding these categories allows you to properly assert your rights. Non-working holidays offer fewer guarantees than national holidays, but both are official recognitions that protect your right to rest. If your employer attempts to violate these provisions, knowing the law is your best defense.