Many workers have a lot of questions about holiday pay. While some employers may offer premium rates of pay on holidays such as Christmas, New Year’s Eve, Thanksgiving and other national and religious holidays, these arrangements are not required by state law. Instead, such special holiday pay is offered voluntarily by many employers to help recruit and retain seasonal employees or employees who may not be available for other reasons.

However, employers must follow wage and hour laws regarding salaried exempt and non-exempt employees. This includes ensuring that overtime pay is provided for employees who work on the holiday and that their hours are correctly recorded by managers. This is why it’s important to use an efficient and robust human resources software solution, such as Factorial’s HRIS, to ensure that all workers are being paid properly for their time.

If your employer fails to comply with labor laws, then you may have legal options for resolving the issue. Contact our San Francisco office today to set up a free consultation with a member of our experienced California employment law team.

As the holidays approach, many employers will be preparing for the onslaught of holiday shoppers and employees who are eager to earn some extra cash. But what are the rules on holiday pay in california? Does working on a holiday count as overtime pay or holiday pay, and do employers have to provide either one to their employees? In this article, we’ll explore the rules of holiday pay in california and discuss why some employers choose to provide this benefit.