Federal Holiday Pay 2026: How Much You Get Paid & Holiday Pay Calculator

Try Our Free Calculators

Want to crunch the numbers yourself? Use these free tools:

• Are Federal Holidays Paid? Holiday Pay Calculator 2026 — Are Federal Holidays Paid? Holiday Pay Calculator 2026
• When Does Double Time Kick In? Calculator 2026 — When Does Double Time Kick In? Calculator 2026
• Work Day Counter — Work Day Counter

The 11 federal holidays observed in 2026 (OPM)

The U.S. Office of Personnel Management sets the official federal holiday calendar. In 2026, the 11 observed holidays are:

Source: U.S. Office of Personnel Management — Federal Holidays

Note that July 4, 2026 falls on a Saturday, so the observed holiday moves to Friday, July 3. Federal employees get 11 paid holidays a year; private employers are under no federal obligation to match that list.

Federal law does not require employers to pay a premium for hours worked on a federal holiday, but many do, and the math depends on policy, contract, and state law.

What the FLSA actually requires

The Fair Labor Standards Act is silent on holiday pay. There is no federal requirement to:

• Pay time-and-a-half or double time for hours worked on a holiday
• Give employees the day off
• Pay for a holiday that an employee does not work

The only federal overtime trigger is hours worked over 40 in a single workweek, paid at 1.5 times the regular rate. If a non-exempt employee works 8 hours on July 4, 2026 (observed Friday, July 3) and ends the week at 44 hours, the 4 hours over 40 must be paid at 1.5x — but the holiday hours themselves carry no federal premium.

Are Federal Holidays Required to Be Paid by Law?

No. The FLSA does not require private employers to pay a premium for working a federal holiday, nor to pay non-working employees for the day off. Holiday pay premiums — whether 1.5× or 2× — come from employer policy, a union contract, or, for federal workers, 5 U.S.C. 5542. For the official federal position, see the FLSA holiday pay guidance from the DOL.

Common employer holiday pay policies

Most mid-size and large US employers add holiday premiums by policy or contract. Three patterns are common:

• Holiday pay plus hours worked. The employee receives 8 hours of holiday pay at the regular rate for the day off, plus their actual hours worked at the regular rate. This typically applies when an employee works the holiday and takes another day off instead.
• Time-and-a-half (1.5x). Hours worked on the holiday are paid at 1.5x. Retail and hospitality frequently use this model.
• Double time (2x). Hours worked on the holiday are paid at 2x. This is common in union contracts, healthcare, and emergency services.

Premium stacking is also possible. A worker on a 2x policy who pushes weekly hours over 40 may earn 2x for the holiday hours plus 1.5x for the remaining weekly overtime.

Federal employees vs private sector

Federal workers follow a different rulebook. Under 5 U.S.C. § 5546(b), covered employees who are required to work on a federal holiday receive their regular pay plus premium pay at 1.5x for the hours worked, with no requirement that weekly hours exceed 40. Certain shifts can trigger double time under specific conditions.

Private-sector workers only get that treatment if the employer’s policy, a union contract, or state law provides it.

Worked example: $20/hour on July 4, 2026

A non-exempt retail associate earns $20/hour and works 8 hours on July 4, 2026. The week totals 48 hours.

Scenario A — no holiday premium (FLSA-only):

• 40 regular hours × $20 = $800
• 8 overtime hours × $30 (1.5x) = $240
• Total: $1,040

Scenario B — 1.5x holiday premium:

• 8 holiday hours × $30 (1.5x) = $240
• 32 other regular hours × $20 = $640
• 8 overtime hours × $30 = $240
• Total: $1,120

Scenario C — 2x holiday premium:

• 8 holiday hours × $40 (2x) = $320 (vs $160 at the regular rate)
• 32 other regular hours × $20 = $640
• 8 overtime hours × $30 = $240
• Total: $1,200

The same 48-hour week pays $1,040 with no premium and $1,200 with a 2x policy — a $160 difference from the holiday hours alone.

State rules that override

A few states impose their own holiday rules for specific industries. Massachusetts and Rhode Island require premium pay for retail work on certain holidays. California does not mandate holiday premium pay by statute, but state overtime rules on the 7th consecutive day of work can produce a similar effect.

Employers must always apply the rule most favorable to the employee — federal floor, state floor, or company policy, whichever is higher.

Counting hours correctly

To calculate holiday pay correctly you need three numbers: the regular rate, the holiday hours worked, and the total weekly hours. The regular rate must include nondiscretionary bonuses and shift differentials, not just base hourly pay. Misclassifying the regular rate is one of the most common FLSA errors and can void an otherwise correct holiday calculation.

Holiday hours usually count toward the weekly total for overtime purposes. If they do, a 2x policy on a busy holiday week can push a large share of hours into overtime, which is exactly why retail employers watch the Thanksgiving and Christmas weeks closely.

For a fast, accurate calculation across policies, use the US Holiday Work Pay Calculator and the Double Time Pay Calculator to model 1.5x and 2x scenarios side by side.

Frequently Asked Questions

Are federal holidays required to be paid by law?

No. The FLSA does not require private employers to pay a premium for working a federal holiday, nor to pay non-working employees for the day off. Holiday premium pay comes from employer policy, union contract, or — for federal workers — 5 U.S.C. 5542.

Is holiday pay required by federal law?

No. Federal law only requires 1.5× overtime for hours over 40 in a workweek. Any holiday premium (1.5× or 2×) is set by employer policy or contract, not statute.