No, the way you designate holiday closures is largely up to you. No federal law requires you to offer holidays off or offer alternative days off if you’re closed on a holiday (Massachusetts and Rhode Island both have laws that address holidays, however). That said, if you don’t offer an alternative day off when a holiday falls on a day you’re closed, your employees will have fewer days off during the year. That may matter to your current employees and prospective job candidates.
Whatever you decide, we recommend clearly communicating your holiday pay practices and schedule to employees ahead of time. Keep in mind too that pay requirements for exempt and nonexempt employees may differ. You can learn more about these requirements on the platform.
Answer from Emily, MBA, SPHR:
Emily’s robust experience overseeing HR in the non-profit, healthcare, and hospitality industries brings valuable knowledge to clients. She graduated college with degrees in Music and Entrepreneurial Business, and her passion for helping and working alongside people led her to the field of HR. In her free time, Emily enjoys traveling and home brewing.
