Columbus Day has been part of the U.S. holiday calendar since 1937, but its observance has always been complicated. While it commemorates Christopher Columbus’s landing in the Americas in 1492, it has become a holiday with very different meanings for different groups of people.
For employees, the most common questions are simple: Do I get the day off? Do I get paid if I work? Employers, meanwhile, face the challenge of balancing legal requirements, company policies, and cultural sensitivity.
This detailed guide explains the history of Columbus Day, whether it counts as a public holiday, and the rules around pay, overtime, and time off policies.
A Brief History of Columbus Day
Columbus Day has roots going back more than two centuries:
Early Community Celebrations: Italian American communities were among the first to celebrate Columbus Day, using it as a way to honor their heritage and contribution to U.S. society. The holiday was promoted as a symbol of cultural pride and unity.
National Recognition: In 1937, President Franklin D. Roosevelt officially proclaimed Columbus Day a federal holiday. This recognition placed it among a small group of days when government offices and banks would close.
Modern Shifts in Meaning: Over the last few decades, however, the holiday has been questioned due to Columbus’s role in colonization and its impact on Indigenous peoples. Many U.S. states and cities have shifted their focus to Indigenous Peoples’ Day, celebrating Native American history, resilience, and contributions.
This dual meaning makes Columbus Day unique: it is both a federal holiday and a culturally debated observance.
Is Columbus Day a Federal Holiday?
Yes, Columbus Day is officially a federal holiday. That means:
Federal Government Offices: Departments such as the IRS, Social Security Administration, and immigration offices close their doors.
Postal Services and Banks: The U.S. Postal Service halts mail delivery, and most banks close in observance of the holiday.
Federal Courts: Cases are postponed, and courtrooms are closed.
However, federal designation does not guarantee universal observance. While federal workers always benefit, state governments and private companies decide for themselves whether to treat it as a holiday. This results in inconsistent practices across the country.
Which States Observe Columbus Day?
Not all states treat Columbus Day equally. Here’s how it breaks down:
States That Recognize Columbus Day as an Official Holiday: States such as New York, New Jersey, Illinois, and Connecticut continue to fully observe Columbus Day. Government offices close, and many state workers receive a paid holiday.
States That Replace It with Indigenous Peoples’ Day: Maine, New Mexico, South Dakota, and Vermont have officially replaced Columbus Day with Indigenous Peoples’ Day, sending a strong cultural message about recognition of Native American history.
States That Do Not Recognize Columbus Day at All: Hawaii and Alaska, for example, do not observe the holiday in any official capacity. In some states, it is treated as an ordinary workday.
Because of this variation, employees moving from one state to another or working for a company with offices nationwide may find that holiday schedules differ significantly depending on their location.
Do Employees Get Columbus Day Off?
This depends almost entirely on employer type and workplace policies:
Federal Employees: Always receive the day off as a paid holiday. This applies to all workers employed by the federal government, from postal workers to federal law enforcement officers.
State Employees: Policies vary. In states that officially recognize Columbus Day, public offices and schools often close, giving employees a paid day off. In states that do not, workers are expected to report as usual.
Private Sector Employees: This group experiences the most variation. While some companies list Columbus Day among their official holidays, others treat it as a normal business day. In retail, hospitality, and healthcare industries that require constant staffing employees almost always work as scheduled.
Example: A bank employee in New York may enjoy a long weekend, while a grocery store cashier in Texas will likely be on the job as usual.
Do Employers Have to Pay for Columbus Day?
There is no federal law requiring private employers to provide paid time off for Columbus Day or for any holiday. Payment depends on:
Company Holiday Calendar: Most companies offer between 6 and 12 paid holidays per year. Columbus Day may or may not be on that list. Larger corporations are more likely to include it, while smaller businesses often do not.
Union Contracts: If a workplace is unionized, the union contract may specify that Columbus Day is a paid holiday. In this case, employers must honor that agreement.
Industry Standards: Banking and government adjacent industries often observe the holiday, while customer facing sectors such as retail and healthcare rarely provide paid leave on Columbus Day.
Example: A unionized construction worker may receive Columbus Day off with pay under the union contract, but a private sector IT worker might have to use PTO if they want the day off.
Holiday Pay vs. Regular Pay
A common misconception is that employees working on Columbus Day automatically receive “time and a half.” That is not the case unless the employer chooses to provide it.
Federal Law (FLSA): The Fair Labor Standards Act does not require employers to pay a premium for holiday work.
Employer Discretion: Some businesses choose to reward employees who work on holidays with holiday pay bonuses (such as 1.5x or 2x their regular rate). This is often used in industries with long hours, such as healthcare.
Overtime Still Applies: If an employee’s total hours for the week exceed 40, overtime pay applies regardless of whether the hours were worked on Columbus Day. In states like California, daily overtime rules may also trigger additional pay.
Example: If an employee works 42 hours in a week that includes Columbus Day, they are entitled to 2 hours of overtime even if the employer does not provide holiday pay.
Columbus Day and PTO Policies
Even if an employer does not officially recognize Columbus Day, employees may still request time off using vacation days or Paid Time Off (PTO).
For employees:
PTO can be used to take Columbus Day off for personal or cultural reasons.
Requests should be made early, especially in workplaces where many employees may want the day off.
For employers:
Allowing PTO flexibility prevents frustration among employees who value the holiday.
Clear communication ensures everyone knows whether Columbus Day is a paid holiday or must be taken as PTO.
Using a leave management tool like Day Off makes it easier to approve requests fairly, track balances, and prevent scheduling gaps.
Example: A marketing agency may not list Columbus Day as a paid holiday, but employees can use PTO to enjoy a long weekend if they wish.
Alternative Approaches Employers Take
Because Columbus Day is controversial, many organizations adopt flexible or creative solutions:
Floating Holiday: Instead of recognizing Columbus Day specifically, some employers provide a floating holiday employees can use for any cultural or personal occasion.
Indigenous Peoples’ Day Recognition: Companies focused on diversity and inclusion may use this day to educate staff, hold awareness events, or replace Columbus Day with Indigenous Peoples’ Day in their calendars.
Hybrid Approach: Some organizations offer employees the choice to take off either Columbus Day or Indigenous Peoples’ Day, depending on their preference.
No Holiday at All: Businesses in industries like retail, healthcare, and food service often stay open as usual, with workers using PTO if they want the day off.
Industries Most Affected by Columbus Day
Government & Banking: These sectors observe the holiday fully, providing paid time off for employees. Banks close, and government offices remain shuttered.
Retail & Food Service: Typically stay open, with businesses sometimes using the holiday to run sales promotions. Employees often work regular shifts.
Healthcare & Emergency Services: Hospitals, clinics, and emergency response services cannot close, so employees are scheduled as normal. Some employers provide additional pay or time off later.
Schools: The decision varies by state and district. Some public schools close in states that officially recognize the holiday, while others remain open and continue classes.
Employer Best Practices for Columbus Day
Employers can avoid confusion and employee dissatisfaction by:
Publishing a Clear Holiday Calendar: Letting employees know at the beginning of the year which holidays are recognized prevents misunderstandings.
Clarifying Pay Policies: Clearly outline whether holiday work qualifies for additional pay or if Columbus Day is treated like a normal workday.
Allowing Flexibility with PTO: Giving employees the option to use personal days fosters goodwill and shows respect for diverse cultural observances.
Ensuring Consistency: Applying policies fairly across all departments avoids feelings of favoritism.
Using Digital Leave Management Systems: Tools like Day Off streamline leave requests, track public holidays, and prevent staffing shortages.
Key Takeaways
Columbus Day is a federal holiday, but not all states or employers observe it.
Federal employees always receive the day off, but private sector policies vary widely.
There is no legal requirement for private employers to offer paid time off or premium pay for Columbus Day.
Employers who provide holiday pay or floating holidays often see better employee morale.
Employees can typically use PTO or vacation time if they want to take Columbus Day off.
Many organizations are replacing Columbus Day with Indigenous Peoples’ Day as part of diversity and inclusion efforts.
FAQ
Is Columbus Day a federal holiday?
Yes. Columbus Day is officially a federal holiday in the United States, which means federal government offices, courts, banks, and the U.S. Postal Service close. However, observance varies at the state and employer level, so not everyone receives the day off.
Do all employees get Columbus Day off work?
No. Federal employees always receive Columbus Day off as a paid holiday, but private sector workers only do if their employer lists it in their holiday calendar. Some states don’t recognize it at all, while others replace it with Indigenous Peoples’ Day.
Do employers have to pay employees for Columbus Day?
Private employers are not legally required to provide paid time off for Columbus Day. Whether employees are paid depends on company policy, union agreements, or employment contracts. Some businesses offer it as a paid holiday, while others treat it as a normal workday.
Do employees get extra pay for working on Columbus Day?
Not automatically. U.S. federal law does not require overtime or premium pay for working on Columbus Day. Extra pay (such as time and a half) is up to the employer unless required by a union contract or state law. Overtime rules still apply if employees exceed 40 hours in a week.
Can employees use PTO for Columbus Day?
Yes. If an employer does not recognize Columbus Day as a paid holiday, employees can typically request the day off using Paid Time Off (PTO), vacation days, or personal leave. Many businesses allow this to accommodate diverse employee preferences.
Which states do not recognize Columbus Day?
Hawaii, Alaska, South Dakota, and Vermont are among the states that do not officially celebrate Columbus Day. Instead, many of these states observe Indigenous Peoples’ Day, honoring Native American history and culture.
Do schools close on Columbus Day?
It depends on the state and school district. Some schools close if their state recognizes Columbus Day as an official holiday, while others stay open or shift observance to Indigenous Peoples’ Day. Parents should check with local school calendars.
Why do some employers replace Columbus Day with Indigenous Peoples’ Day?
Many organizations and states have shifted away from Columbus Day due to its controversial history. Recognizing Indigenous Peoples’ Day allows employers to acknowledge Native American culture and promote inclusivity in the workplace.
Final Thoughts
Columbus Day is not just another date on the calendar it highlights how history, culture, and workplace policies intersect. For employees, whether it’s a day of rest or another workday depends on employer policies and state recognition. For employers, the key is clarity and fairness.
By maintaining clear policies and using modern leave management tools like Day Off, businesses can reduce confusion, ensure fairness, and respect the diverse ways employees may wish to observe the day.