Ever wonder about "paid holidays" in California? It's often more complex than you'd think! Many assume certain days automatically come with paid time off, but the reality can be quite different in the Golden State.
Understanding your entitlements as an employee is crucial, and at Freeburg & Granieri APC, we regularly help clients in Pasadena and beyond navigate these very questions.
Let's cut through the confusion and explore what paid holidays are actually mandatory in California, dispelling common myths and shedding light on your rights.
Paid holidays matter. They’re not just about turkey dinners and fireworks—they give employees time to rest, recharge, and reconnect with loved ones. For many, holidays symbolize balance between work and life.
You might assume that working on Thanksgiving means double pay... or that everyone in California must get Christmas off. But here’s the twist—those assumptions don’t always align with California law.
Here’s the burning question we’ve all been waiting for—What paid holidays are mandatory in California? The short answer? None.
That’s right—California law does not require private employers to provide paid holidays or vacation. Sounds surprising? Let’s break it down…
Federal law—specifically the Fair Labor Standards Act (FLSA)—doesn’t mandate holiday pay. And California doesn’t impose additional requirements either. For non-governmental employees, holiday pay is left to your employer’s discretion.
Nope. Private employers aren’t legally required to give paid holidays—or any holidays, really. However, many do so as part of a competitive benefits package to attract and retain talent.
California is an at-will employment state. That means employers can generally set their own policies for time off—so long as they don’t discriminate or break any contract terms.
Union contracts often guarantee paid holidays as part of collective bargaining agreements. If you’re unionized, check your contract—your rights may be far more defined.
Even if they’re not legally required, many employers in California choose to offer paid time off for these holidays:
| Holiday | Typical Observance |
| New Year’s Day | January 1 |
| Memorial Day | Last Monday in May |
| Independence Day | July 4 |
| Labor Day | First Monday in September |
| Thanksgiving Day | Fourth Thursday in November |
| Christmas Day | December 25 |
Now here’s where things change. State and federal employees in California do enjoy a list of statutorily required holidays—with pay.
Unfortunately, private-sector employees don’t enjoy the same guarantees… unless covered by a company policy, union contract, or employment contract.
There’s a critical distinction: employers may be required to allow time off (e.g., for jury duty or voting) but not necessarily pay for it—especially when it comes to holidays.
No provision in the California Labor Code mandates paid holidays. Court rulings have consistently upheld that such benefits must be expressly written into contracts, like employee handbooks.
Most businesses spell out which holidays are paid in their employee handbooks or offer letters. These policies are binding once accepted.
If your employer hasn’t put it in writing, it’s not enforceable. Verbal promises don’t carry much weight in disputes.
Only if you exceed 8 hours in a day or 40 in a week. Working on a holiday alone doesn’t qualify as automatic overtime in California, unless your employer agrees to pay you additional wages for working on a holiday.
Some employers offer double time or time-and-a-half on holidays as a perk—not a legal obligation. Always check your pay stub and policy guide for clarity.
Under California’s Fair Employment and Housing Act (FEHA), employers must reasonably accommodate religious holidays—but they don’t have to pay for the time off.
Unless otherwise stated in your policy, time off for religious observance may be unpaid—though you might be allowed to use accrued vacation or PTO.
These are flexible days off that employees can use at their discretion, often for birthdays, cultural events, or mental health.
Again, they’re not required by law—but are a popular perk among progressive companies and are treated like a vacation day when they are earned.
California does mandate paid sick leave—but that’s a separate benefit from paid holidays. Don't confuse the two.
Only if they’re genuinely ill—and your employer allows it. You can’t retroactively apply sick days just to avoid working a holiday. And lying about being “sick” to not work on a holiday can be legal grounds for termination.
Generally, no. Part-time and temp workers are not guaranteed holiday pay—unless clearly defined in their agreements.
Some companies prorate holiday pay or offer a flat rate for part-timers. Always ask HR what you’re eligible for.
If you believe your rights are violated—such as not receiving pay for a promised holiday—you can file a complaint with California’s Labor Commissioner.
When policies are vague or inconsistently applied, a Freeburg & Granieri APC lawyer can help untangle the confusion—and ensure your rights are protected.
At Freeburg and Granieri APC, we provide exceptional civil litigation services for workers across California. We specialize in wage and hour disputes, including those surrounding holiday pay.
We’re more than attorneys—we’re your advocates. Your case is handled by experienced trial lawyers, not junior staff or case managers. No passing the buck—only focused, expert attention.
Call us!. We’re open Monday to Friday, from 8:00 AM to 5:00 PM.
Don’t let your rights get lost in the shuffle—schedule your consultation today.
So... what paid holidays are mandatory in California? Legally speaking—none for private employers. But that doesn’t mean you’re left unprotected. Your best defense is a solid understanding of your employment policy, California labor law, and your right to fair treatment.
Whether you’re negotiating a contract, exploring your benefits, or disputing a denied holiday, knowledge is your greatest ally.
Unionized roles or government positions may include mandatory holiday pay. Always refer to your collective bargaining agreement or employment contract.
Not unless the company policy specifies payout for accrued or upcoming holidays upon termination.
If they have a written policy, they usually must provide advance notice before making changes. Without a policy, they can alter benefits at their discretion.
Unless your company offers it as a paid day off or accommodates requests, you may be required to work. You can request unpaid time or use PTO.
Yes. If your employer committed (in writing or contractually) to paid holidays and didn’t deliver, you can contact the Labor Commissioner or legal counsel.
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