HOLIDAYS AND PRIVATE EMPLOYMENT
Recently President Biden signed bipartisan legislation that made Juneteenth (June 19th) a federal holiday. Juneteenth is the first new federal holiday in nearly 40 years. It marks the day news of emancipation reached the last remaining slaves in Texas — nearly two months after the end of the Civil War and two years after the Emancipation Proclamation was signed by President Lincoln.
The new holiday went into effect immediately. That left very little time for employers to decide what to do. For some, it meant a last-minute day off from work. However, for many the new federal holiday was just another work day.
But aren’t employees required to get holidays off?
Both the federal government and Nevada have designated certain days as holidays (see chart below). However, that doesn’t mean employees are entitled to a day off for those holidays. That is generally determined by company policy.
Federal Holidays
- New Year’s Day (January 1)
- Martin Luther King Jr. Day (3rd Monday in January)
- President’s Day (3rd Monday in February)
- Memorial Day (last Monday in May)
- Juneteenth (June 19)
- Independence Day (July 4)
- Labor Day (1st Monday in September)
- Columbus Day (2nd Monday in October)
- Veterans’ Day (November 11)
- Thanksgiving Day (4th Thursday in November)
- Christmas Day (December 25)
Nevada Holidays
- New Year’s Day (January 1)
- Martin Luther King Jr. Day (3rd Monday in January)
- President’s Day (3rd Monday in February)
- Memorial Day (last Monday in May)
- Independence Day (July 4)
- Labor Day (1st Monday in September)
- Nevada Day (last Friday in October)
- Veterans’ Day (November 11)
- Thanksgiving Day (4th Thursday in November)
- Family Day (day after Thanksgiving)
- Christmas Day (December 25)
Federal law does not require private employers to provide employees with time off — paid or unpaid — for any holiday. The law in Nevada is the same. The decision to provide time off on a holiday is left up to the employer. Many employers choose to provide for some time off for holidays throughout the year. Often employers who provide time off for holidays provide that time off paid, but there is no requirement that they do so.
Do employees get paid a premium for working a holiday?
Many employees in Nevada work on holidays, including Juneteenth this year. While it is not uncommon for employees to be paid additional compensation for working on a holiday, there is no requirement in state or federal law for employers to provide additional pay. Employees can be paid their normal rate of pay for time worked on a holiday.
Holidays continue to be a wage and hour issue that generate questions for employers. NAE is here to help. Members can reach out to our team of experienced HR and legal professionals for assistance with questions on this and other employment-related issues. Not a member yet? Join NAE today!
HR FORMS
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Workplace compliance and HR administration
Nevada Association of Employers (NAE) has compiled a collection of commonly used HR forms, checklists, policies, and employer guides to help Nevada businesses manage workplace compliance and HR administration.
Whether you are looking for an employment application, employee file checklist, payroll deduction form, performance appraisal form, or FLSA exemption worksheet, NAE provides resources designed to support employers with day-to-day HR operations.
These tools help employers maintain consistent documentation practices and ensure workplace policies align with federal and Nevada employment regulations.
Employers who need additional guidance on HR compliance may also benefit from services such as HR Hotline support or professional HR audits, which help identify potential compliance gaps before they become legal issues.
Access HR Forms Through the Member Portal
NAE members can access these HR resources through the Member Portal (login required). The portal includes downloadable HR forms, customizable policies, and other templates that help employers manage employee documentation and HR procedures efficiently.
These resources are designed to work alongside other NAE compliance tools, including the HR Compliance Checklist and Employee Handbook Review services that help employers maintain legally compliant workplace policies.
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Need a Form or Resource Not Listed?
If you don’t see the HR resource you need, NAE’s HR professionals and employment law attorneys are available to help.
Members can request guidance or customized resources through services such as Legal Hotline or employment legal services, which provide expert advice on workplace compliance and HR documentation.
Contact Nevada Association of Employers to speak with our team about your HR needs.
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📧 Email: info@nevadaemployers.org
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