{"id":1983,"date":"2020-08-07T15:24:46","date_gmt":"2020-08-07T19:24:46","guid":{"rendered":"https:\/\/www.attendancebot.com\/blog\/?p=1983"},"modified":"2025-06-17T14:23:58","modified_gmt":"2025-06-17T18:23:58","slug":"holiday-pay","status":"publish","type":"post","link":"https:\/\/www.attendancebot.com\/blog\/holiday-pay\/","title":{"rendered":"Complete Guide to Holiday Pay Policy"},"content":{"rendered":"

The approaching holiday season calls for a lot of time off. But there are instances when you may have to work or ask your subordinates to pitch in. Asking someone to contribute when the employee would rather be with the family and celebrate can be rather difficult. Sometimes it feels wrong and other times there\u2019s too much ambiguity around whether or not it is a holiday, or you can ask them to work. That\u2019s where having some holiday laws in your employee handbook comes into play.<\/p>\n

If you or your employees are often asking the following questions or talking about it amongst themselves, it\u2019s time for you to define some holiday laws:<\/p>\n

Do people work on Labor Day?<\/em>
\nWhat is the deal with working on Thanksgiving?<\/em>
\nDo people work on Memorial Day?<\/em><\/p>\n

Now the answers to the aforementioned are, yes, but on a case to case basis. And that is where the concept of defining holiday laws as well as the holiday pay rate comes in.<\/p>\n

When your employees are working on a designated off-day, they have the right to get their holiday pay. But when the holiday is not recognized in the organization handbook, you\u2019re not required to pay the employees even if they demand so.<\/p>\n

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