For many workers, Memorial Day means more than barbecues and beach trips—it’s a regular workday. But it raises a common question: Should I get paid time and a half for working on a federal holiday like Memorial Day?
What the Law Says About Holiday Pay
Memorial Day is a federal holiday, but there is no federal law requiring private employers to:
- Give employees the day off, or
- Pay time and a half for working it.
In fact, federal law only requires overtime pay (1.5x your regular rate) after 40 hours in a workweek—regardless of whether a holiday is involved.
So unless you hit 40+ hours that week or your employer has a written holiday pay policy, you might not see anything extra in your paycheck.
When You May Be Entitled to Extra Pay
You may qualify for time and a half on Memorial Day if:
- You Work Overtime
If working on Memorial Day pushes you over 40 hours for the week, you must be paid 1.5x your regular hourly rate for those overtime hours. - Your Employer Offers Holiday Pay
Some employers voluntarily provide time and a half or double time for working holidays. If this is included in your employee handbook, offer letter, or union contract, they’re legally obligated to honor it.
What If Your Employer Promises Holiday Pay?
If your employer says you’ll get time and a half for holidays—or it’s in your employee materials—they’re likely legally bound to deliver. It's always a good idea to check your pay stub and document any discrepancies.
Think you’ve been shorted holiday pay or unpaid overtime?
Call or text (800) 483-0998 to start a free case evaluation.
We're here to help you understand—and fight for—what you’re owed.