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Every holiday season, the same question pops up in break rooms and Zoom chats across the state: what paid holidays are mandatory in California? The twist is that the answer isn’t what many people expect. For private workplaces, the law doesn’t force employers to offer paid holidays at all. California Business Lawyer & Corporate Lawyer Inc. often gets calls from business owners and employees asking what paid holidays are mandatory in California, and the answer almost always leads to a longer conversation about policy, contracts, and expectations.

Here’s a quick picture to ground it: you might work for a company that gives ten paid holidays and even a floating day or two; your friend at a different company might get none. Both businesses can be following the rules. Nakase Law Firm Inc. has guided many businesses and workers through the confusion, explaining that only some holidays are treated as paid holidays by law, usually under union contracts or for government workers.

The short version

No statewide rule compels private companies to pay for holidays. That choice lives in each employer’s handbook, offer letters, or union agreements. So, if a store opens on Labor Day and pays regular rates, that’s allowed. If an office closes on Christmas and pays everyone, that’s allowed too. Confusing at first glance, sure—but once you realize the policy lives with the employer, the pattern starts to make sense.

Why the confusion sticks around

People see schools and government buildings closed and think the same rule must apply to everyone. Add in stories from friends at different companies, and it’s easy to assume there’s a single statewide standard. There isn’t. That’s why two co-workers from former jobs can share completely different “holiday truths” and both be right.

State-recognized dates vs. private workplaces

California recognizes certain dates for government operations—New Year’s Day, Martin Luther King Jr. Day, Presidents’ Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving (and often the Friday after), and Christmas. Public agencies often treat these as paid days off. Private employers can mirror that calendar or design their own. A small café might stay open on Memorial Day; a software firm might close for a long Thanksgiving weekend. Both approaches fit within the rules.

Federal holidays: what they do and don’t do

The federal government has its own list of holidays, and federal employees usually receive those days with pay. Private California companies aren’t bound by that list. If the post office is closed on Presidents’ Day, your shift at a warehouse or your desk job might still run on its normal schedule. That mismatch is common—and legal.

Public employees live by different rules

If you work for the state, a county, a city, or a school district, your benefits often include paid holidays set by statute or agency policy. That’s one reason a teacher or DMV employee may be off for Veterans Day while a friend at a private logistics firm is loading trucks on the same date. Different employers, different rulebooks.

When a union contract sets the schedule

In unionized workplaces, the contract speaks clearly. A collective bargaining agreement might list the exact holidays that are paid and set premium rates for anyone who works on those dates. Picture a union warehouse: ten named holidays, guaranteed pay, and a higher rate if a shift lands on one of them. Now picture a nonunion warehouse down the street with a lean calendar and no premium pay. Both can be correct under their agreements.

Holiday pay myths that refuse to die

A common belief goes like this: work on a holiday and you get extra pay, no questions asked. That’s not a statewide rule. Extra pay happens only if a contract, policy, or agreement promises it. If you put in long hours on a holiday, normal overtime rules can kick in once you cross daily or weekly limits, but that’s about hour totals—not the date on the calendar.

Religious observances and time off

Employers need to provide reasonable accommodation for religious practices. In real life, that often means schedule adjustments or unpaid time off for days like Yom Kippur, Eid, or other observances. Many companies also let employees tap vacation or personal time to cover these dates. The goal is balance: make room for faith practices without throwing an operation off course.

Floating holidays: a flexible tool

Floating holidays are increasingly common. They give people a paid day to use when it matters to them—Diwali, Lunar New Year, a birthday, or an extra day with family after a big weekend. One team member might take a floating day in spring; another might hold it for December. It’s a simple way to cover a wide mix of traditions without arguing over one master list.

Your handbook is the decider

If you’re trying to figure out your rights at your current job, start with the handbook and any written offer. Look for four things: which dates are listed, whether they’re paid, whether working those days brings a higher rate, and how floating holidays work. If something isn’t clear, ask HR for a plain explanation. A five-minute email can save a lot of frustration later.

Why many employers still pay for holidays

Even without a legal push, plenty of companies still offer paid holidays. People appreciate time to recharge, and managers like seeing teams return with fresh energy. Also, job seekers notice. Put two job postings side by side—one with a solid holiday schedule and one without—and guess which one gets more clicks. So, many employers decide a reasonable holiday package is simply smart business.

Snapshots from real life

Maria works at a midsize office that closes on Thanksgiving and Christmas with pay. Her brother David is a union nurse; he often works holidays, but his contract gives him a higher rate on those days. Their cousin Jasmine makes lattes at a neighborhood café that stays open year-round; she doesn’t get paid for a holiday unless she works that day—and she earns her normal rate. Three relatives, three workable setups, all within California rules.

Another quick example: Devon joined a start-up with a lean budget. The company can’t match big-tech perks, so it offers eight named holidays and two floating days to add flexibility. Across town, a manufacturing plant keeps a 24/7 schedule and offers a smaller holiday list but promises a premium any time a shift lands on a listed date. Each approach fits a different business reality.

Common questions people ask

Do I have to work a holiday if scheduled? If your employer is open and your role is needed, you can be scheduled like any other day. Think of hospitals, first responders, hotels—service never stops.

Can my employer close for a holiday and not pay me? Yes, if the policy says the day isn’t paid for your role or you don’t meet eligibility rules. Some workplaces tie holiday pay to hours worked in the pay period, job classification, or status.

If I work a holiday, do I get extra pay? Only if the policy or a contract says so, or if your hours tip you into overtime under normal rules.

How to advocate for clarity

If you’re an employee, ask for the holiday policy in writing and save a copy. If you’re a manager, publish the calendar early each year and repeat reminders as days approach. Clear expectations prevent last-minute misunderstandings, which keeps teams steady and customers happy.

A few friendly connectors to carry with you

Here’s the headline: the state doesn’t force paid holidays in private workplaces. Here’s the follow-up: your experience depends on your employer’s policy or a union contract. And here’s the closer: check your documents, ask questions, and plan ahead so family time isn’t derailed by guesswork.

Bottom line

If you still find yourself wondering, what paid holidays are mandatory in California, remember this: for private employers, the rulebook doesn’t mandate paid dates on the calendar. Public employees and union workers often have written guarantees; everyone else follows the handbook. Read it, ask about it, and keep a copy. That simple habit turns a murky topic into a predictable one—and helps you plan the days that matter most.