How Does Holiday Pay Work in Washington State? Everything You Need to Know

Hello everyone, I am your dedicated public holiday assistant. Recently, a little friend consulted me about how holiday pay is paid in Washington state. Now I will summarize the relevant problems, hoping to help the little friends who want to know.

So you’re working in Washington state and wondering how holiday pay works? Maybe you’re a new hire, or your employer just changed the policy, or you’re trying to figure out if you’re getting what you’re owed. I get it – holiday pay can be confusing, especially when every state has its own rules. Washington is no exception. Let’s break it down in plain English so you know exactly what to expect when a holiday rolls around.

First off, here’s the big one: Washington state law does not require private employers to give you paid holidays off. Wait, what? That’s right. Under state law, private sector bosses aren’t forced to give you time off for things like Christmas, Thanksgiving, or New Year’s. But that doesn’t mean you won’t get anything. Many companies choose to offer paid holidays as a benefit, either through company policy, an employment contract, or a union agreement. So if you’re getting holiday pay, it’s because your employer decided to make it a thing, not because the state says so. Public sector workers – like state employees – do get certain paid holidays under state law, but that’s a different ballgame.

Now, if your employer does offer holiday pay, how is it paid? The most common setup is that if you work a full-time schedule (usually 40 hours a week), you get paid for the holiday even if you don’t come in. So if Christmas falls on a Wednesday, you get your regular pay for that day without lifting a finger. But what if you actually have to work on that holiday? Then the rules start to get interesting. Some employers pay a premium rate – like time-and-a-half or double time – for hours worked on a holiday. Others just give you your regular rate, and you might get a “floating holiday” to take later instead. Washington doesn’t have a law that says you must get extra pay for working on a holiday, so it’s all up to your company’s policy or your employment contract.

Here’s a curveball: overtime calculations. In Washington, overtime kicks in after 40 hours in a workweek. But what if a holiday falls in that week and you get paid for the holiday (without working)? Does that count toward your 40 hours? Generally, no. Only hours actually worked count toward overtime. So if you work 40 hours plus a paid holiday, you’re still at 40 hours worked – you just got extra pay for the holiday too. But if you actually work on the holiday, those hours count toward your 40 total. So if you work 8 hours on the holiday and 32 other hours in the same week, you have 40 hours worked – no overtime. Work 9 hours on the holiday and 40 other hours? That’s 49 hours worked, so you get overtime for the extra 9 hours beyond 40. But the holiday pay premium (if any) is separate from overtime – you might get both.

Another common scenario: part-time workers. Part-timers often don’t get paid holidays unless they work on them. Some employers offer a pro-rated holiday pay based on hours worked. For example, if you work 20 hours a week, you might get 4 hours of holiday pay instead of 8. Again, not required by law, just common practice. Also, many companies have a waiting period – like you have to be employed for 90 days before you’re eligible for paid holidays. Check your employee handbook.

Now, what about the “right to refuse” working on a holiday? Washington doesn’t give you a right to refuse work on a holiday unless your employer says you can choose. If you’re scheduled and you don’t show up, you might not get holiday pay – and you might even get disciplined. Some companies have a “use it or lose it” policy for holidays – if you don’t work the day before or after the holiday, you forfeit the holiday pay. That’s legal in Washington unless it violates something else, like a union contract. So be careful about taking long weekends without checking the policy.

Let’s talk about the list of paid holidays employers typically offer. The most common ones in Washington are: New Year’s Day, Memorial Day, Independence Day (July 4), Labor Day, Thanksgiving, and Christmas. Some also include Martin Luther King Jr. Day, Presidents’ Day, Veterans Day, or the day after Thanksgiving. But again, state law doesn’t force any of these on private employers. If you work for a federal contractor or a company that has a contract with the state, the rules might be different.

One more thing: Washington’s paid sick leave law might interact with holidays. If you’re supposed to get a holiday off paid, but you call in sick the day before, your employer might deny holiday pay. Use your sick leave wisely. Also, if you’re on approved vacation leave, your holiday pay might still be due – depending on the policy.

Questions related to how holiday pay is paid in Washington state

Can my employer require me to work on a holiday and only pay regular time? Yes, as long as they don’t violate overtime rules or your contract. Most employers pay a premium to encourage volunteers, but it’s not a law. If you’re a non-exempt employee working over 40 hours, you’ll get overtime for the extra hours, but the first 40 are just regular pay regardless of being a holiday.

What if my employer doesn’t pay me for a holiday that was promised in my offer letter? That could be a breach of contract. Check your written agreement. If the policy is in the employee handbook, the employer must follow it. If they change it without notice, you may have a claim. Start by talking to HR.

Are there any cities in Washington with different rules? Seattle and other cities might have specific ordinances. For example, Seattle has a “Secure Scheduling” law that affects shift scheduling, but not directly holiday pay. Always check local rules if you’re in a larger city.

How do I calculate my holiday pay if I’m paid hourly? Take your regular hourly rate multiplied by the number of hours you normally work on that day. If you work on the holiday, you might get that plus the premium rate if offered. For overtime, calculate all hours worked that week, including holiday hours, over 40.

Do independent contractors get holiday pay? No, independent contractors don’t get benefits like holiday pay. They negotiate their own rates. If you’re misclassified as a contractor when you’re really an employee, that’s a different issue – contact the Washington Department of Labor & Industries.

To wrap it up: Holiday pay in Washington state is mostly a matter of your employer’s policy, not state law. The state doesn’t require private companies to give you paid holidays off or extra pay for working them. But many do, either because they want to be competitive or because of union agreements. The key is to check your employee handbook, your contract, or ask your HR department directly. And always keep an eye on overtime rules – holiday hours count toward your 40-hour workweek. If you have more questions, don’t hesitate to reach out.

public holiday calendar.COM Thank you for reading, I hope this article can help you fully understand how holiday pay is paid in Washington state, if you have more questions, please contact us.