Does New Hampshire require employers to provide paid vacation leave?

No. New Hampshire law does not require employers to provide paid or unpaid vacation leave. However, if an employer chooses to offer vacation benefits, they must follow the terms outlined in their company policy or employment agreement.

Are employers required to pay out unused vacation time when an employee leaves?

Yes, if the employer’s written policy or contract states that unused vacation will be paid upon termination, the employer must honor that agreement. If no such policy exists, payout is not legally required.

Does New Hampshire have a paid sick leave law?

No. New Hampshire does not have a statewide paid sick leave law for private-sector employees. Employers may voluntarily offer paid or unpaid sick leave as part of their benefits package.

Does New Hampshire offer paid family or medical leave?

Yes. New Hampshire has a Paid Family and Medical Leave (PFML) program that provides up to six weeks of wage replacement for qualifying family or medical events. This program is voluntary for private employers but mandatory for state employees.

Who is eligible for New Hampshire Paid Family and Medical Leave benefits?

Private-sector employees are eligible if their employer participates in the PFML program or if they purchase an individual plan. Eligible events include caring for a newborn, a seriously ill family member, or the employee’s own health condition.

Is maternity or paternity leave paid in New Hampshire?

Maternity and paternity leave may be paid through the PFML program if the employer participates. Otherwise, employees may take unpaid, job-protected leave under the federal Family and Medical Leave Act (FMLA).

Are employers required to provide bereavement leave in New Hampshire?

No. There is no state law mandating bereavement leave. Employers may offer it voluntarily and must follow their written policy if it exists.

Are employees entitled to jury duty leave in New Hampshire?

Yes. Employers must allow employees to take leave for jury duty. Employees cannot be penalized or terminated for serving. However, New Hampshire law does not require employers to pay employees for jury duty leave.

Are employees entitled to voting leave in New Hampshire?

No. New Hampshire does not have a specific statute requiring employers to provide time off to vote. However, employees are encouraged to plan their voting during non-working hours.

Does Nevada law require employers to provide paid vacation leave?

No. Nevada law does not require private employers to provide paid vacation leave. However, if an employer chooses to offer vacation benefits, they must comply with their written policy or employment agreement.

Are employers required to pay out unused vacation time when an employee leaves?

Yes, if the employer’s policy or contract states that unused vacation must be paid upon termination, the employer is legally obligated to do so. If the policy does not specify payout, the employer is not required to pay for unused vacation days.

Does Nevada have a paid leave law?

Yes. Under Nevada Revised Statutes (NRS 608.0197), private employers with 50 or more employees must provide up to 40 hours of paid leave per year. Employees can use this leave for any reason, including illness, family needs, or personal matters.

Who is eligible for paid leave under Nevada’s paid leave law?

Employees who have worked for an employer for at least 90 days are eligible to use accrued paid leave. The law applies to both full-time and part-time employees working for private companies with 50 or more workers.

How does paid leave accrue in Nevada?

Eligible employees earn at least 0.01923 hours of paid leave for every hour worked, which equals approximately 40 hours per year for a full-time employee working 40 hours a week. Employers may choose to offer a more generous policy.

Does Nevada have a paid family and medical leave program?

No. Nevada does not have a state-run paid family and medical leave program. Employees may be eligible for unpaid, job-protected leave under the federal Family and Medical Leave Act (FMLA).

Is maternity or paternity leave paid in Nevada?

Maternity and paternity leave are not required to be paid by Nevada law. However, employees may use their accrued paid leave under the state’s paid leave law or company policy during their absence.

Are employers required to provide bereavement leave in Nevada?

No. Bereavement leave is not mandated by Nevada law. Employers who offer it must adhere to the terms outlined in their company policies or employment contracts.

Are employees entitled to jury duty leave in Nevada?

Yes. Employers must allow employees to take time off for jury duty. Employees cannot be terminated or penalized for serving. However, employers are not required to pay employees during jury service.

How can I request time off for a long weekend in October 2026?

To request time off for one of the long weekends in October 2026, submit your leave request as early as possible. Check your company’s time off policy and use the official system or form to apply. Make sure to communicate your plans with your manager or HR department to ensure proper coverage while you’re away.

Can I use a long weekend to work remotely?

Whether you can work remotely during a long weekend depends on your company’s remote work policy. If permitted, ensure you have the necessary tools, internet access, and security measures to perform your job effectively. Always discuss your plans with your supervisor and confirm that remote work is acceptable for the specific days you’re considering.

How do I manage my workload before taking a long weekend?

To manage your workload efficiently, start by prioritizing essential tasks that must be completed before your time off. Create a checklist of high priority items, delegate responsibilities where possible, and inform your team of your upcoming absence. Schedule meetings or deadlines strategically to ensure a smooth workflow while you’re away.

Is it common for businesses to close on Columbus Day or other October holidays?

Business closures on Columbus Day or other October holidays vary by industry and location. Government offices, banks, and schools often close for federal holidays, while many private businesses particularly in retail, hospitality, and healthcare remain open. Always check with your employer to confirm your company’s holiday schedule.

How should I prepare for returning to work after a long weekend?

Before your break, organize your tasks and priorities to make your return easier. When you’re back, review your emails, messages, and project updates to get up to speed. Consider holding a quick catch up meeting with your team to realign on priorities and ensure a productive transition.

What should I do if I’m scheduled to work during a long weekend?

If you’re scheduled to work, discuss options with your supervisor such as adjusting your hours, trading shifts, or taking compensatory time off. If working is unavoidable, focus on time management and maintaining a positive attitude to balance your responsibilities with adequate rest.

Are there any legal considerations when working on a public holiday?

If you’re required to work on a public holiday like Columbus Day, check your employment contract and state labor laws to understand your rights. Some states mandate holiday pay (such as time and a half) for hours worked on public holidays. If unsure, contact your HR department for clarification.

How can I ensure work life balance during long weekends?

Maintain work life balance by setting boundaries between work and personal time. Avoid checking emails or doing work tasks unless absolutely necessary. Use the long weekend to rest, pursue hobbies, or spend time with loved ones, ensuring you return to work recharged and motivated.

Can I take an extra day off to extend my long weekend?

Yes if your company’s leave policy allows it, you can request an extra vacation or personal day to extend your long weekend. Submit your request well in advance to improve your chances of approval, especially if your plans involve travel or special events.

Does Nebraska law require employers to provide paid vacation leave?

No. Nebraska law does not require private employers to provide paid or unpaid vacation leave. However, if an employer chooses to offer vacation benefits, they must follow their written policy or employment agreement.

Are employers required to pay out unused vacation time upon termination?

Yes. Nebraska law requires employers to pay out any earned, unused vacation time when an employee leaves the company. This applies regardless of whether the separation is voluntary or involuntary.

Does Nebraska have a paid sick leave law?

No. Nebraska does not currently have a statewide paid sick leave law for private employers. Some cities or individual employers may have their own policies granting sick leave.

Does Nebraska have a paid family or medical leave program?

No. Nebraska does not have a state-administered paid family or medical leave program. However, eligible employees are covered by the federal Family and Medical Leave Act (FMLA), which provides up to 12 weeks of unpaid, job-protected leave.

Is maternity or paternity leave paid in Nebraska?

No. There is no state requirement for paid maternity or paternity leave. Employees may use accrued paid time off during their FMLA leave if allowed by their employer’s policy.

Are employers required to provide bereavement leave in Nebraska?

No. Nebraska law does not mandate bereavement leave. However, many employers voluntarily provide it, and if it is part of company policy, the employer must honor the terms.

Are employees entitled to jury duty leave in Nebraska?

Yes. Employers must allow employees to take leave for jury duty. They cannot terminate, penalize, or coerce employees for serving. Employers are not required to pay employees for this time unless company policy states otherwise.

Are employees entitled to voting leave in Nebraska?

Yes. Nebraska law provides employees up to two consecutive hours of paid leave to vote if their work schedule does not allow sufficient time while polls are open. The employee must request the leave before Election Day.

Are private employers required to provide paid holidays in Nebraska?

No. Private employers are not required to provide paid or unpaid holiday leave. However, many businesses choose to include paid holidays in their benefits packages.

Does Kentucky law require employers to provide paid vacation leave?

No. Kentucky law does not require employers to provide paid or unpaid vacation leave. However, if an employer offers vacation benefits, they must follow their written policy or employment agreement regarding accrual, use, and payout.

Are employers required to pay out unused vacation time when an employee leaves?

Yes, if the employer’s policy or contract specifies that unused vacation will be paid out upon termination, the employer must honor it. If the policy does not mention payout, the employer is not legally obligated to compensate for unused days.

Does Kentucky have a paid sick leave law?

No. Kentucky does not currently have a statewide paid sick leave law for private-sector employees. However, individual employers may choose to offer paid or unpaid sick leave as part of their benefits package.

Does Kentucky have a paid family and medical leave program?

No. Kentucky does not have a state-run paid family and medical leave program. Eligible employees may still take unpaid, job-protected leave under the federal Family and Medical Leave Act (FMLA).

Is maternity or paternity leave paid in Kentucky?

No, Kentucky does not mandate paid maternity or paternity leave. However, employees may use accrued paid time off or vacation days during FMLA leave if allowed by company policy.

Are employers required to provide bereavement leave in Kentucky?

No. Bereavement leave is not required by Kentucky state law. Employers who offer this type of leave must comply with their internal policy or employee handbook terms.

Are employees entitled to jury duty leave in Kentucky?

Yes. Employers must provide employees with time off to serve on a jury. Employers cannot penalize or terminate employees for jury service. However, Kentucky law does not require employers to pay employees during jury duty.

Are employees entitled to voting leave in Kentucky?

Yes. Employees who are registered voters in Kentucky must be given at least four hours of unpaid leave to vote or to serve as election officers. Employers may determine the specific hours the employee can take off.

Are employers required to provide paid holiday leave in Kentucky?

No. Private employers are not legally required to provide paid or unpaid holiday leave. However, many businesses voluntarily offer paid holidays as part of their employee benefits.

Does Kansas require employers to provide paid vacation leave?

No. Kansas law does not require employers to provide paid or unpaid vacation leave. However, if an employer chooses to offer vacation benefits, they must comply with the terms outlined in their company policy or employment contract.

Are employers required to pay out unused vacation time when an employee leaves?

Yes, if an employer’s policy or contract states that unused vacation will be paid upon separation, it must be honored. If the policy does not specify payout, the employer is not obligated to pay for unused vacation days.

Does Kansas have a paid sick leave law?

No. Kansas does not have a statewide paid sick leave law for private employers. However, some employers may choose to offer paid sick leave voluntarily. Public sector employees may have different sick leave benefits determined by state or local government policies.

Does Kansas offer paid family or medical leave?

No. Kansas does not have a state-specific paid family or medical leave program. Eligible employees may still take unpaid, job-protected leave under the federal Family and Medical Leave Act (FMLA).

Is maternity or paternity leave paid in Kansas?

Not at the state level. Maternity and paternity leave are typically unpaid unless the employer provides paid leave benefits. However, employees may use accrued paid time off or vacation days during FMLA leave if permitted by company policy.

Are employers in Kansas required to provide bereavement leave?

No. Kansas law does not require employers to provide bereavement or funeral leave. Employers who choose to offer this type of leave must follow their internal policies or employment contracts.

Category: Holidays

New Hampshire Leave Laws And Holidays
Navigating the landscape of Paid Time Off (PTO) and leave policies can be a complex task, especially with varying regulations across different states. In New Hampshire leave laws, the approach to PTO, sick leave, and other forms of leave is distinct, offering employers significant flexibility in crafting their policies. This guide delves into the specifics of New Hampshire leave laws, shedding light on vacation leave, sick leave, maternity and paternity leave, and other critical aspects like jury duty and military leave. along with the importance of taking a “Day Off” for overall well being. Whether you’re an employer looking to refine your leave policies or an employee seeking to understand your rights, this comprehensive overview provides the essential information you need to navigate New Hampshire’s leave laws effectively.

Paid Time Off (PTO) in New Hampshire

Vacation Leave Quota

In New Hampshire leave laws, employers are not legally required to provide paid or unpaid vacation leave.
New Hampshire does not have federal or state laws mandating that employers must offer vacation time, whether paid or unpaid. As a result, companies in the state have the autonomy to establish their own vacation policies, which may include paid time off, vacation days, sick leave, or paid holidays.
Although many employers do offer these benefits, it is entirely at their discretion. Should an employer choose to provide vacation leave, they are obligated to adhere to any relevant state laws, company policies, or agreements specified in an employment contract.

Accrual

In New Hampshire leave laws, the use of a PTO accrual system is common, though not legally required.
The accrual system often corresponds with the pay period, with the most common pay period in New Hampshire being weekly.

Roll Over (Carry Over, Brought Forward)

State law permits the implementation of a “use it or lose it” policy.
A “use it or lose it” policy requires employees to forfeit any unused vacation time after a specified date, such as the end of the year. This policy is allowed under New Hampshire state law, giving employers the right to enforce it.
Additionally, employers may implement a policy that caps the amount of vacation time an employee can accrue to a certain limit.

Statutory Provisions Addressing Vacation Pay

Earned vacation time is considered wages if the employer has an established policy or practice of paying employees for that time.
When an employer offers vacation pay or other benefits, these are regarded as part of the employee’s wages when due for payment.
Employers that provide vacation pay or additional benefits must inform employees in writing, either through a notice posted at the workplace or within the employee handbook.

Payment of Accrued, Unused Vacation on Termination

Employers must adhere to their established policies.
The decision to pay out unused vacation time upon an employee’s termination is governed by the employer’s policy or the terms of the employee’s contract.
New Hampshire law does not specifically address whether an employer can prevent payment of accumulated vacation time upon termination. Thus, employers are free to establish their own policies regarding this matter.
However, if a policy does not clearly state whether unused vacation time will be paid upon separation, employers are generally required to compensate the employee for this time.
Payout
If there is an obligation to pay for accrued but unused vacation time at termination, the employer must fulfill this obligation.

Sick Leave in New Hampshire

Federal Laws – Leave Quota

Federal law requires up to 12 weeks of unpaid sick leave.
The Family and Medical Leave Act (FMLA) applies to New Hampshire, providing job protected unpaid leave.
Employees are eligible for FMLA benefits if:
They have been employed for at least 12 months (with a minimum of 25 hours per week) or have worked 1,250 hours in the past year.
They work at a location where the employer has at least 50 employees within a 75-mile radius.
Under FMLA, eligible employees can take up to 12 weeks of leave for:
Personal medical reasons, such as illness or injury.
Caring for a close family member (child, spouse, or parent) with a serious health condition.
Maternity or paternity leave.
Employers are permitted to offer additional sick leave benefits beyond the federal minimum requirements.

New Hampshire State Laws

There are no state laws in New Hampshire that provide additional sick leave requirements.
While some states mandate paid sick days, New Hampshire does not require employers to offer either paid or unpaid leave. However, eligible employers must comply with FMLA requirements.
It is important for employers who choose to offer sick leave benefits to ensure they comply with any employment contracts or employee handbooks, as this may create a legal obligation to provide these benefits.
Payout
Sick leave in New Hampshire is generally unpaid.

Maternity, Paternity, FMLA in New Hampshire

Federal Law

FMLA provides up to 12 weeks of unpaid maternity or paternity leave.
The Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid, job protected leave for family or medical reasons, including maternity or paternity leave. Unless the employer agrees otherwise, this leave must be taken continuously.
More details about FMLA eligibility are provided in the Sick Leave section above.
The Pregnancy Discrimination Act (PDA) is another federal law that protects pregnant women. The PDA prohibits discrimination based on pregnancy in all employment aspects, including hiring, firing, pay, job assignments, promotions, benefits, training, leave, and health insurance.

Additional State Laws in New Hampshire

Pregnancy Disability Leave

New Hampshire’s “Law Against Discrimination” requires employers with six or more employees to provide time off for female employees due to pregnancy, childbirth, or related medical conditions. These conditions are considered temporary disabilities, and employees must be treated the same as other employees with temporary disabilities.
If an employer provides paid leave for other illnesses, they must offer the same for pregnancy. If other temporarily disabled employees receive pay, pregnant employees must also be compensated.
Employees are entitled to reinstatement to their previous or a comparable position after the leave.

New Hampshire Paid Family and Medical Leave (NH PFML)

The New Hampshire Granite State Paid Family Leave Plan (NH PFML) launched on January 1, 2023.
This family leave insurance program offers partial wage replacement for up to six weeks for eligible family and medical leave reasons. Participation is optional for private employers. Companies with more than 50 employees that participate in the program will contract directly with the state’s chosen insurance carrier. Workers whose employers do not provide coverage may enroll individually. Private employers may cover part or all of the coverage costs and may be eligible for a 50% tax credit on the premiums paid.

Bereavement Leave in New Hampshire

Employers are not obligated to provide bereavement leave.
In New Hampshire, there is no legal requirement for employers to offer paid or unpaid bereavement leave or time off for a family member’s funeral. However, most employers offer at least two days of bereavement leave. Employers who choose to provide this leave must follow their established bereavement policies or practices.
Payout
Bereavement leave in New Hampshire is generally unpaid.

Jury Duty Leave in New Hampshire

Employers must provide unpaid time off for jury duty.
New Hampshire employers are required to provide unpaid, job protected leave for employees summoned for jury selection or jury duty. Employees may need to provide their jury summons within a reasonable time frame to be granted leave.
Employers cannot force employees to use other leave types, such as vacation or sick leave, for jury duty. Additionally, employers are prohibited from penalizing, firing, or threatening employees due to jury service.
Payout
The court pays: Employees who serve as jurors in New Hampshire are paid $10.00 per day.
The employer pays: Employers in New Hampshire are not required to compensate employees for jury duty leave.

Crime Victim Leave in New Hampshire

Crime victim leave is unpaid.
Companies with 25 or more employees must allow crime victims (or their immediate family members) to take unpaid time off to attend court proceedings related to the crime.
Employees may use accumulated vacation, personal, or sick leave, or the employer can require them to do so. Notice and documentation are required, and leave can only be restricted if it causes significant hardship for the employer. Employers cannot take negative action against employees for taking crime victim leave.
Payout
Crime victim leave in New Hampshire is unpaid.

Military Leave in New Hampshire

All U.S. employers must comply with USERRA; no additional state laws apply.
Federal Law The Uniformed Services Employment and Reemployment Rights Act (USERRA) applies to all U.S. employers and protects employees called to active duty. USERRA provides rights such as reinstatement, protection from discrimination, continuation of group health benefits for up to 24 months, and up to five years of unpaid military leave.
New Hampshire State Law Employees who are members of the New Hampshire National Guard or militia and are called to active duty by the governor are entitled to the same leave and benefits as under USERRA. Employers cannot discriminate against or discourage employees from serving in the National Guard or militia.
Payout
Military leave in New Hampshire is unpaid.

Voting Leave in New Hampshire

Voting leave is not required by state law.
New Hampshire law does not require employers to provide time off to vote. If an employer allows voting time, they have the discretion to decide whether it is paid or unpaid.
While many states offer time off for voting, New Hampshire does not mandate it.
Payout
Voting leave in New Hampshire is unpaid.

New Hampshire State Holidays in 2026

Private employers in New Hampshire are not required to provide paid or unpaid holiday leave.
Similar to most states, New Hampshire law does not require private employers to provide holiday leave. Private employers can require employees to work on holidays. However, many employers offer paid holidays.
New Hampshire officially recognizes 10 state holidays.
FAQ

Does New Hampshire require employers to provide paid vacation leave?
No. New Hampshire law does not require employers to provide paid or unpaid vacation leave. However, if an employer chooses to offer vacation benefits, they must follow the terms outlined in their company policy or employment agreement.
Are employers required to pay out unused vacation time when an employee leaves?
Yes, if the employer’s written policy or contract states that unused vacation will be paid upon termination, the employer must honor that agreement. If no such policy exists, payout is not legally required.
Does New Hampshire have a paid sick leave law?
No. New Hampshire does not have a statewide paid sick leave law for private sector employees. Employers may voluntarily offer paid or unpaid sick leave as part of their benefits package.
Does New Hampshire offer paid family or medical leave?
Yes. New Hampshire has a Paid Family and Medical Leave (PFML) program that provides up to six weeks of wage replacement for qualifying family or medical events. This program is voluntary for private employers but mandatory for state employees.
Who is eligible for New Hampshire Paid Family and Medical Leave benefits?
Private sector employees are eligible if their employer participates in the PFML program or if they purchase an individual plan. Eligible events include caring for a newborn, a seriously ill family member, or the employee’s own health condition.
Is maternity or paternity leave paid in New Hampshire?
Maternity and paternity leave may be paid through the PFML program if the employer participates. Otherwise, employees may take unpaid, job protected leave under the federal Family and Medical Leave Act (FMLA).
Are employers required to provide bereavement leave in New Hampshire?
No. There is no state law mandating bereavement leave. Employers may offer it voluntarily and must follow their written policy if it exists.
Are employees entitled to jury duty leave in New Hampshire?
Yes. Employers must allow employees to take leave for jury duty. Employees cannot be penalized or terminated for serving. However, New Hampshire law does not require employers to pay employees for jury duty leave.
Are employees entitled to voting leave in New Hampshire?
No. New Hampshire does not have a specific statute requiring employers to provide time off to vote. However, employees are encouraged to plan their voting during non working hours.
Are private employers required to provide paid holiday leave in New Hampshire?
No. Private employers are not legally required to provide paid or unpaid holiday leave. However, many companies choose to do so as part of their benefits policy.
What public holidays are observed in New Hampshire?
New Hampshire observes the following state and federal holidays:
New Year’s Day
Martin Luther King Jr. / Civil Rights Day
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Does New Hampshire have any unique state holidays?
Yes. Civil Rights Day, observed in place of Martin Luther King Jr. Day, is a distinctive state holiday honoring civil rights and equality.
How can the Day Off app help New Hampshire businesses manage leave and holidays?
The Day Off app helps New Hampshire employers streamline leave tracking, manage PTO, and monitor compliance with policies. It automates time off requests, approvals, and reporting while integrating with tools like Google Calendar for improved visibility and efficiency.
August 14, 2024
Nevada Leave Laws And Holidays
Understanding Nevada leave laws is essential for both employers and employees, particularly regarding Paid Time Off (PTO), Day Off policies, and other types of leave. Nevada leave laws has specific regulations, especially for employers with 50 or more employees, covering paid leave, sick leave, and maternity leave. This article offers a clear overview of these laws, outlining employer obligations and employee rights, helping you navigate Nevada’s PTO policies, Day Off guidelines, and related leave requirements.

Paid Time Off (PTO) in Nevada

In Nevada leave laws, employers with 50 or more employees are required to provide paid leave at a rate of at least 0.01923 hours for each hour worked. Nevada became the second state after Maine to require large employers to offer paid leave for any reason.
Overview
Nevada and Maine were the first states to mandate that employers offer paid leave for any purpose, including non medical personal reasons. This legislation, known as Senate Bill (SB) No. 312, was passed in 2019 and took effect on January 1, 2020. As of 2024, Illinois also adopted similar legislation.
Under this law, Nevada employers with 50 or more employees must provide paid leave in proportion to the number of hours worked.

Eligible and Exempted Employers

Employers in Nevada with 50 or more employees are required to offer paid leave to all employees, with exceptions for temporary, seasonal, and on call workers. Part time employees are also eligible for this leave.
However, new businesses are exempt from this requirement for the first two years of operation. Additionally, employers who already provide at least 40 hours of paid time off annually under the same conditions as the paid leave law are exempt. The exact details of this exemption can be unclear, so employers are advised to consult legal counsel if they plan to use this exemption.

Accrual Rate and Limits

Private employers must provide a minimum of 0.01923 hours of paid leave for each hour worked during a “benefit year,” defined as any 365-day period used by the employer to calculate leave accrual. For example, an employee working 40 hours per week throughout the year would accrue about 40 hours of leave annually. This calculation applies uniformly to employees working fewer or more hours.
Employers have two options for granting leave: they can either allocate it in a lump sum at the beginning of the benefit year (frontloading) or allow it to accrue throughout the year. Although the law doesn’t explicitly cap the amount of leave an employee can accrue, it does permit employers to limit the use of paid leave to 40 hours within a benefit year.
Employers may also require that employees use their paid leave in minimum increments, not exceeding four hours. Furthermore, the law allows employers to offer more generous leave policies than the statutory requirements.

Waiting Period

While employees start accruing leave immediately upon employment, employers can enforce a 90 day waiting period before the employee is eligible to use the accrued leave.

Roll Over

For those employers who choose an accrual based system, the law permits them to limit the amount of accrued leave that can be carried over from one year to the next to a maximum of 40 hours per benefit year. Employers who frontload leave at the beginning of the year may adopt a “use it or lose it” policy since the law does not specifically address the rollover of leave in such cases.

Payment of Accrued, Unused Vacation on Termination

Employers are not obligated to pay out unused paid leave upon termination. However, if an employee is rehired within 90 days of separation, any previously unused leave must be reinstated unless the employee voluntarily resigned.

Notice Requirements, Reporting, Posting, and Recordkeeping

Employees are not required to give a reason for using their leave but must notify their employer as soon as possible. Employers are required to keep records of the accrual and use of paid leave for at least one year and must provide employees with an accounting of their available leave. Additionally, employers must display a bulletin informing employees of their rights under this law in a conspicuous place in the workplace.
Retaliation against employees for using their accrued paid leave is prohibited.
Payout
Employers are required to compensate employees for used paid leave at the same rate and on the same day as if the employee had worked those hours.
Employers with Less Than 50 Employees
Employers with fewer than 50 employees are not required to provide paid leave for any reason.

Vacation Leave Quota

There is no federal or state mandate requiring Nevada employers with fewer than 50 employees to offer paid or unpaid vacation time. Any paid leave, such as PTO, vacation days, or sick leave, is at the employer’s discretion.

Accrual

Although not mandatory, many Nevada employers with fewer than 50 employees use a PTO accrual system based on the pay period. Employers must pay most employees on a regular payday, at least semimonthly or monthly.
Employers can also cap the amount of vacation time employees can accrue.

Roll Over

Employers may implement a “use it or lose it” policy, which requires employees to forfeit unused vacation time after a specified date, such as the end of the year. Nevada law does not specifically address this policy, allowing employers the flexibility to apply it.
Statutory Provisions Addressing Vacation Pay
Nevada does not have a statute governing the payment of vacation time.

Payment of Accrued, Unused Vacation on Termination

Employers are not required to pay employees for accrued, unused vacation time upon termination. Employers can establish policies or contracts that prevent employees from receiving payment for unused vacation time at the end of employment. Employers are also not obligated to pay accrued vacation if the policy or contract is silent on the matter.
However, if a policy or contract stipulates it, employers must reimburse employees for accrued vacation time upon separation.

Sick Leave in Nevada

Federal Laws – Leave Quota

Federal law, under the Family and Medical Leave Act (FMLA), provides 12 weeks of unpaid, job protected sick leave. This law applies nationwide, including in Nevada, and covers employees who have worked for their employer for at least 12 months (at least 25 hours per week) or 1,250 hours in the previous year. FMLA benefits are available to employees who work in locations with at least 50 employees within a 75 mile radius.
FMLA allows qualified employees to take up to 12 weeks off for personal medical reasons, to care for a close family member with a serious illness, or for maternity/paternity leave. Employers may offer more generous sick leave benefits beyond the federal minimum.

Nevada Paid Sick Leave Laws

Only employers with 50 or more employees are required to provide paid sick leave, which can be used for any reason, not just illness. As mentioned earlier, Nevada law (SB No. 312) mandates that these employers provide at least 0.01923 hours of leave per hour worked.
Additionally, until December 31, 2023, Nevada requires employers with 50 or more employees to provide up to four hours of paid leave for employees receiving a COVID-19 vaccination.
Employers with fewer than 50 employees are not required to provide paid sick leave, but they must comply with the FMLA if eligible.

Maternity, Paternity, and FMLA Leave in Nevada

Federal Law

The FMLA provides 12 weeks of unpaid, job protected leave for maternity or paternity reasons. This leave must be taken continuously unless otherwise authorized by the employer. More details about FMLA eligibility can be found in the “Sick Leave in Nevada: Federal Laws Leave Quota” section.
The Pregnancy Discrimination Act (PDA) is another federal law that prohibits discrimination against pregnant individuals in all aspects of employment, including hiring, firing, pay, job assignments, promotions, and benefits.

Additional State Laws in Nevada

In addition to FMLA and PDA, Nevada has the Pregnant Workers’ Fairness Act, which requires employers with 15 or more employees to provide reasonable accommodations or leave for conditions related to pregnancy or childbirth. This law applies to each working day in 20 or more calendar weeks in the current or preceding year.
The Nevada Fair Employment Practices Act also protects against sex based discrimination. It mandates that if an employer provides leave for medical conditions, they must extend the same benefits to female employees for pregnancy related conditions.
Payout
Maternity leave in Nevada is unpaid.

Bereavement Leave in Nevada (Funeral Leave)

Employers in Nevada are not legally required to provide bereavement leave, either paid or unpaid leave. However, many employers (85%) offer this benefit, with 66% of them providing three to five days of leave. Employers who choose to provide bereavement leave must adhere to their established policy.
Payout
Bereavement leave in Nevada is typically unpaid.

Jury Duty Leave in Nevada

Employers must provide unpaid leave for employees serving jury duty. Employees must present their jury summons at least three days before their scheduled appearance to receive the necessary leave. Employers cannot require employees to use sick or vacation time for jury duty and cannot mandate that they work within eight hours before or after their jury appearance.
Additionally, an employer cannot penalize an employee for serving on a jury.
Payout
Jurors in Nevada are paid $40.00 per day by the court, though this is a nominal amount. Employers are not required to pay employees during jury duty leave.

Military Leave in Nevada

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that protects employees called to active duty in the U.S. military. USERRA ensures reinstatement rights, protection from discrimination, and the right to continue group health benefits for up to 24 months. It also provides up to five years of unpaid leave for military service.

Nevada State Law

Nevada leave laws extends the same rights and benefits under USERRA to members of the Nevada National Guard (or the national guard of any other state) called to active state duty. State law applies if it offers greater benefits, protections, or rights than federal law.
Payout
Military leave in Nevada is unpaid.

Voting Leave in Nevada

Employers are required to provide one, two, or three hours of paid leave for employees to vote, depending on the distance between their workplace and the polling station. Employees must apply for this leave before election day.
Payout
Voting leave in Nevada must be paid, and employers cannot deduct this time from the employee’s salary or wages.

Nevada State Holidays for 2026

Nevada law does not require private employers to offer paid or unpaid holiday leave. However, most employers in Nevada do provide some paid holidays. The state officially observes 12 holidays each year.
FAQ

Does Nevada law require employers to provide paid vacation leave?
No. Nevada law does not require private employers to provide paid vacation leave. However, if an employer chooses to offer vacation benefits, they must comply with their written policy or employment agreement.
Are employers required to pay out unused vacation time when an employee leaves?
Yes, if the employer’s policy or contract states that unused vacation must be paid upon termination, the employer is legally obligated to do so. If the policy does not specify payout, the employer is not required to pay for unused vacation days.
Does Nevada have a paid leave law?
Yes. Under Nevada Revised Statutes (NRS 608.0197), private employers with 50 or more employees must provide up to 40 hours of paid leave per year. Employees can use this leave for any reason including illness, family needs, or personal matters.
Who is eligible for paid leave under Nevada’s paid leave law?
Employees who have worked for an employer for at least 90 days are eligible to use accrued paid leave. The law applies to both full time and part time employees working for private companies with 50 or more workers.
How does paid leave accrue in Nevada?
Eligible employees earn at least 0.01923 hours of paid leave for every hour worked, which equals approximately 40 hours per year for a full time employee working 40 hours a week. Employers may choose to offer a more generous policy.
Does Nevada have a paid family and medical leave program?
No. Nevada does not currently have a state-run paid family and medical leave program. Employees may be eligible for unpaid, job protected leave under the federal Family and Medical Leave Act (FMLA).
Is maternity or paternity leave paid in Nevada?
Maternity and paternity leave are not required to be paid by Nevada law. However, employees may use their accrued paid leave under the state’s paid leave law or company policy during their absence.
Are employers required to provide bereavement leave in Nevada?
No. Bereavement leave is not mandated by Nevada law. Employers who offer it must adhere to the terms outlined in their company policies or employment contracts.
Are employees entitled to jury duty leave in Nevada?
Yes. Employers must allow employees to take time off for jury duty. Employees cannot be terminated or penalized for serving. However, employers are not required to pay employees during jury service.
Are employees entitled to voting leave in Nevada?
Yes. Nevada law grants employees up to three hours of paid time off to vote, depending on the distance between the workplace and polling location. Employees must request the leave before Election Day.
Are private employers required to provide paid holidays in Nevada?
No. Private employers are not required by law to offer paid or unpaid holiday leave. Many companies choose to provide paid holidays as part of their benefits package.
What public holidays are recognized in Nevada?
Nevada observes the following public holidays:
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Juneteenth National Independence Day
Independence Day
Labor Day
Nevada Day (last Friday in October)
Veterans Day
Thanksgiving Day and Family Day (Friday after Thanksgiving)
Christmas Day
Does Nevada have any unique state holidays?
Yes. Nevada Day, celebrated on the last Friday in October, is a state holiday commemorating Nevada’s admission to the Union. State offices and schools are typically closed.
How can the Day Off app help Nevada businesses manage leave and holidays?
The Day Off app helps Nevada employers automate and simplify leave management. It tracks PTO, paid leave, and holidays; ensures compliance with state laws; and streamlines approvals improving accuracy, transparency, and employee satisfaction.
August 13, 2024
Long Weekends in November 2025: A Global Perspective

November is a month that often brings a mix of cooler weather, festive anticipation, and, in many parts of the world, long weekends. These extended breaks offer a much needed pause as the year draws to a close, providing time for rest, travel, or simply catching up with loved ones. For HR professionals and employers, understanding these long weekends is crucial for planning workloads, staffing, and employee benefits. Here’s a global overview of the long weekends in November 2024.

United States: Thanksgiving Weekend

In the United States, November is synonymous with Thanksgiving. In 2024, Thanksgiving falls on Thursday, November 28th, creating one of the most anticipated long weekends of the year. Many employees take Friday off, extending the break from Thursday to Sunday. This four day weekend is a prime time for family gatherings, travel, and holiday shopping, with Black Friday (November 29th) marking the start of the Christmas shopping season. HR departments should plan for a significant number of requests for leave around this period and consider offering flexible work arrangements to accommodate travel and family commitments.

Canada: Remembrance Day

Canada observes Remembrance Day on November 11th, honoring the armed forces who have served the country. In 2024, Remembrance Day falls on a Monday, creating a three day weekend for many Canadians. While this holiday is observed nationwide, it is a statutory holiday in some provinces, meaning employees in these regions will have the day off. Employers in Canada should be aware of regional differences in holiday observance and ensure that staffing levels are adequate for both those working and those taking the day off.

India: Diwali and Guru Nanak Jayanti

In India, November 2024 features two significant holidays: Diwali and Guru Nanak Jayanti. Diwali, the Festival of Lights, is one of the most important festivals in India, and in 2024 it is celebrated on Thursday, November 7th. Many workplaces close for at least two days, allowing for a long weekend. Additionally, Guru Nanak Jayanti, which falls on Wednesday, November 20th, could lead to another extended break if combined with leave. HR professionals in India should anticipate requests for time off around these dates and consider the cultural significance of these holidays in their planning.

Australia: Melbourne Cup and Queen’s Birthday (Western Australia)

Australia offers regional public holiday in November, including the Melbourne Cup on Tuesday, November 5th, celebrated primarily in Victoria. Many workers in Victoria take Monday off, creating a four day weekend. In Western Australia, the Queen’s Birthday is observed on Monday, November 4th, offering a three day weekend. For HR managers, especially those in multinational companies with offices across different states, understanding these regional holidays is key to ensuring smooth operations and equitable holiday policies.

France: Armistice Day

France commemorates Armistice Day on November 11th, marking the end of World War I. In 2024, this holiday falls on a Monday, providing a long weekend for the French workforce. It is a national public holiday, and many businesses close, allowing employees to enjoy a three day break. HR teams in France should prepare for a slowdown in business operations during this period and may consider offering additional time off or flexible work arrangements to accommodate travel plans.

Germany: All Saints’ Day

In Germany, All Saints’ Day on November 1st is a public holiday in several regions, including Bavaria and Baden Württemberg. In 2024, it falls on a Friday, creating a three day weekend for those regions. Additionally, November 11th is St. Martin’s Day, a less formal holiday but still culturally significant in some parts of the country. Employers in Germany should be mindful of these regional holidays when planning staffing and operations.

United Kingdom: No National Long Weekend

November 2024 in the United Kingdom does not feature a national public holiday that creates a long weekend. However, the anticipation of the upcoming Christmas season often leads to an increase in leave requests. HR departments should be prepared for employees planning to take time off towards the end of November, especially as the Christmas shopping season kicks off with Black Friday, which has gained popularity in the UK in recent years.

Japan: Culture Day and Labor Thanksgiving Day

Japan celebrates Culture Day on Sunday, November 3rd, 2024, with the following Monday, November 4th, designated as a substitute holiday, creating a long weekend. Later in the month, Labor Thanksgiving Day on Saturday, November 23rd, is a public holiday, but since it falls on a weekend, it does not extend the break. However, companies might consider offering a day off on the preceding Friday or following Monday to provide employees with a long weekend. HR professionals in Japan should plan for these holidays and consider employee preferences for time off around these dates.

Mexico: Día de los Muertos and Revolution Day

In Mexico, November begins with Día de los Muertos (Day of the Dead), celebrated on November 1st and 2nd. While these dates are not official public holidays, they are culturally significant, and many employees may request time off. Additionally, Mexico observes Revolution Day on Monday, November 18th, creating a three day weekend. Employers in Mexico should anticipate and accommodate the cultural importance of these holidays by offering flexible leave options.

FAQ: Additional Considerations for Long Weekends in November 2025

How do long weekends affect employee productivity?
Long weekends can have both positive and negative impacts on productivity. On one hand, they provide employees with a chance to rest and recharge, which can lead to increased motivation and focus when they return to work. On the other hand, the days leading up to and following a long weekend can sometimes see a drop in productivity as employees anticipate time off or adjust back to their work routines. To mitigate any negative effects, HR can encourage clear goal setting and prioritize tasks before and after the break.
Should companies offer additional benefits or perks during long weekends?
Offering perks during long weekends can enhance employee satisfaction and morale. Some companies may choose to provide extra leave days, bonus pay for those who work during long weekends, or vouchers for travel or leisure activities. These benefits can serve as incentives for maintaining high performance and as a way to show appreciation for employees’ hard work throughout the year.
How can companies manage the increased demand for leave around long weekends?
Effective leave management is crucial during periods of high demand. HR departments can implement strategies such as a staggered leave system, where not all employees take time off at the same time, or a cap on the number of employees allowed to take leave simultaneously. Utilizing leave management software can also help streamline the process and ensure that staffing levels remain sufficient to maintain business operations.
What are some creative ways to keep employees engaged during a long weekend?
Engagement can be fostered through various activities, such as hosting a virtual or in person event before the weekend, organizing a team challenge, or offering wellness initiatives like mindfulness sessions or fitness classes. These activities can help maintain a sense of connection and community among employees, even as they enjoy their time off.
How should companies communicate with clients and customers about long weekends?
Clear communication with clients and customers is essential to manage expectations during long weekends. Companies should proactively inform clients about any changes in business hours, potential delays in service, or alternative contact methods during the break. Automated email responses, updated website notices, and pre-recorded phone messages can all be used to keep customers informed and ensure continuity of service.
Can long weekends lead to increased absenteeism?
There is a possibility of increased absenteeism following a long weekend, especially if employees feel tempted to extend their time off unofficially. To address this, HR can implement clear attendance policies, monitor patterns of absenteeism, and provide support for employees who might be struggling with returning to work. Offering flexible work arrangements, such as remote work or adjusted hours, can also help ease the transition back to regular workdays.
How do long weekends impact international teams working across different time zones?
International teams may face challenges coordinating work across different time zones during long weekends. HR should facilitate communication between teams in different regions, ensuring that all members are aware of each other’s holidays and potential availability issues. It may be helpful to schedule critical meetings and deadlines outside of long weekends to avoid disruptions.
Are there any legal considerations for granting leave during long weekends?
Yes, legal considerations vary by country and region. HR must ensure that leave policies comply with local labor laws and regulations. This includes understanding statutory holiday entitlements, overtime pay requirements for employees who work during holidays, and any mandated rest periods. It’s also important to apply these policies consistently to avoid any potential disputes or claims of unfair treatment.
How can companies ensure that operations remain smooth during long weekends?
Planning is key to maintaining smooth operations. HR should coordinate with department heads to ensure that critical tasks are covered and that there are contingency plans in place for unexpected issues. This might involve cross-training employees, temporarily redistributing workloads, or arranging for temporary staffing solutions.
What should HR do if a long weekend coincides with an important deadline?
HR should work closely with management and teams to plan around the long weekend. If possible, deadlines can be adjusted or planned in advance to ensure completion before the break. If the deadline cannot be moved, it may be necessary to offer incentives for working during the weekend or arranging a rotational schedule to ensure that the work is completed without overburdening any single employee.

Conclusion

Long weekends in November 2025 offers a variety across the globe, each shaped by the unique cultural and historical contexts of the respective countries. For HR professionals, understanding these long weekends is essential for effective workforce planning, ensuring that operations run smoothly while respecting employees’ need for rest and cultural observances. By anticipating these breaks and accommodating employee requests, companies can maintain productivity while fostering a supportive and considerate workplace environment.

August 12, 2024
Long Weekends in October 2026
October 2026 offers several opportunities for well deserved breaks, with a few long weekends scattered throughout the month. Whether you’re planning to unwind at home, travel to a new destination, or spend quality time with family and friends, these extended weekends are perfect for recharging before the busy end of year season. Here’s a guide to the long weekends in October 2026 and some ideas on how to make the most of them both personally and professionally, including ways to optimize your leave management for maximum rest and productivity.

Nationwide Long Weekend: Columbus Day
Dates: October 10th – 12th, 2026 (Saturday – Monday)
Observed: Nationwide (except in some states where Indigenous Peoples’ Day is celebrated instead)
Columbus Day is a federal holiday in the United States observed on the second Monday of October, creating a long weekend for many Americans. While it remains a national holiday, several states now recognize or celebrate Indigenous Peoples’ Day instead, honoring the history and cultures of Native American communities. Regardless of which observance applies locally, the weekend offers a great opportunity for a three day break ideal for traveling, relaxing, or participating in cultural and community events.
Nevada Day (Nevada)
Dates: October 30th – November 1st, 2026 (Friday – Sunday)
Observed: Nevada
Nevada Day is celebrated on the last Friday of October, commemorating Nevada’s admission to the Union in 1864. It’s a state public holiday that gives residents a long weekend to celebrate their heritage and history. The festivities are especially vibrant in Carson City, where parades, cultural events, and community gatherings take center stage. For Nevadans, this extended weekend is the perfect opportunity to explore local attractions, participate in statewide celebrations, or simply relax and enjoy the autumn weekend.
Indigenous Peoples’ Day (Various States)
Dates: October 10th – 12th, 2026 (Saturday – Monday)
Observed: Alaska, Hawaii, Maine, New Mexico, Oregon, South Dakota, Vermont, and others
In many U.S. states, Indigenous Peoples’ Day is celebrated on the second Monday of October, coinciding with the federal observance of Columbus Day. This holiday honors the rich history, culture, and contributions of Indigenous communities across the Americas. In 2026, it provides a long weekend in states that officially recognize it. The celebrations often include cultural festivals, educational programs, traditional performances, and community gatherings, offering a meaningful and reflective way to spend the weekend while promoting awareness and appreciation of Indigenous heritage.
Alaska Day (Alaska)
Dates: October 16th – 18th, 2026 (Friday – Sunday)
Observed: Alaska
Alaska Day is celebrated annually on October 18th, marking the anniversary of the 1867 transfer of Alaska from Russia to the United States. This state holiday offers Alaskans a long weekend to reflect on and celebrate their unique history, culture, and identity. Festivities across the state especially in Sitka, where the original transfer took place include parades, historical reenactments, cultural performances, and community gatherings. It’s a perfect weekend for residents and visitors alike to explore Alaska’s rich heritage and enjoy the spirit of local pride.
Halloween Weekend
Dates: October 30th – November 2nd, 2026 (Friday – Monday)
Observed: Nationwide (unofficial holiday)
While not an official public holiday, Halloween (October 31st) falls on a Saturday in 2026, creating a naturally extended weekend perfect for festivities and travel. Many people take advantage of this timing to plan Halloween getaways, themed parties, or local events, making it one of the most anticipated weekends of the fall season. Across the United States, towns and cities come alive with haunted houses, costume parades, trick or treating, and community celebrations, offering fun for both kids and adults alike.
Halloween is, of course, inseparable from the theme dress up activities. Let Custom Patches help you dress up for Halloween.
Cultural and Regional Holidays
State Specific Observations: Some states have unique holidays or observances in October that might create long weekends or special events. These can include:
Although not an official public holiday, Cabrillo Day is observed in parts of California, particularly in San Diego, to commemorate the landing of Juan Rodríguez Cabrillo in 1542 the first European to set foot on what is now the U.S. West Coast. The day is marked with historical reenactments, parades, and cultural events at Cabrillo National Monument, celebrating California’s early exploration history.
Discoverers’ Day (Hawaii) October 12th, 2026
While no longer an official state holiday, Discoverers’ Day is still informally observed in Hawaii on the same day as Columbus Day. Instead of honoring European exploration, the day focuses on the Polynesian navigators who first discovered and settled the Hawaiian Islands. Events often include educational programs, cultural performances, and storytelling, highlighting the rich heritage and seafaring traditions of the Hawaiian people.

Travel Ideas for October Long Weekends

If you’re looking to make the most of these long weekends, consider these travel ideas:
Fall Foliage Tours:
October is one of the best months to witness the beauty of fall foliage. Consider visiting regions known for their vibrant autumn colors, such as New England in the U.S., the Canadian Rockies, or parts of Europe like the Black Forest in Germany.
City Breaks:
If you prefer the hustle and bustle of city life, a long weekend is perfect for exploring a new city. Destinations like New York, Paris, or Tokyo offer a mix of culture, history, and entertainment that can be thoroughly enjoyed over a few days.
Nature Escapes:
For those who love the outdoors, consider spending your long weekend in nature. National parks, such as Yellowstone or Banff, offer breathtaking landscapes and outdoor activities like hiking, kayaking, and wildlife watching.
Cultural Festivals:
October is also a month filled with cultural events and festivals. You might plan your weekend around an event like Oktoberfest in Munich, Germany, or a local arts and music festival in your region.
FAQ: Work Related Questions About October Long Weekends

How can I request time off for a long weekend in October 2026?
To request time off for one of the long weekends in October 2026, submit your leave request as early as possible. Check your company’s time off policy and use the official system or form to apply. Make sure to communicate your plans with your manager or HR department to ensure proper coverage while you’re away.
Can I use a long weekend to work remotely?
Whether you can work remotely during a long weekend depends on your company’s remote work policy. If permitted, ensure you have the necessary tools, internet access, and security measures to perform your job effectively. Always discuss your plans with your supervisor and confirm that remote work is acceptable for the specific days you’re considering.
How do I manage my workload before taking a long weekend?
To manage your workload efficiently, start by prioritizing essential tasks that must be completed before your time off. Create a checklist of high priority items, delegate responsibilities where possible, and inform your team of your upcoming absence. Schedule meetings or deadlines strategically to ensure a smooth workflow while you’re away.
Is it common for businesses to close on Columbus Day or other October holidays?
Business closures on Columbus Day or other October holidays vary by industry and location. Government offices, banks, and schools often close for federal holidays, while many private businesses particularly in retail, hospitality, and healthcare remain open. Always check with your employer to confirm your company’s holiday schedule.
How should I prepare for returning to work after a long weekend?
Before your break, organize your tasks and priorities to make your return easier. When you’re back, review your emails, messages, and project updates to get up to speed. Consider holding a quick catch up meeting with your team to realign on priorities and ensure a productive transition.
What should I do if I’m scheduled to work during a long weekend?
If you’re scheduled to work, discuss options with your supervisor such as adjusting your hours, trading shifts, or taking compensatory time off. If working is unavoidable, focus on time management and maintaining a positive attitude to balance your responsibilities with adequate rest.
Are there any legal considerations when working on a public holiday?
If you’re required to work on a public holiday like Columbus Day, check your employment contract and state labor laws to understand your rights. Some states mandate holiday pay (such as time and a half) for hours worked on public holidays. If unsure, contact your HR department for clarification.
How can I ensure work life balance during long weekends?
Maintain work life balance by setting boundaries between work and personal time. Avoid checking emails or doing work tasks unless absolutely necessary. Use the long weekend to rest, pursue hobbies, or spend time with loved ones, ensuring you return to work recharged and motivated.
Can I take an extra day off to extend my long weekend?
Yes if your company’s leave policy allows it, you can request an extra vacation or personal day to extend your long weekend. Submit your request well in advance to improve your chances of approval, especially if your plans involve travel or special events.
How do I handle client communications during a long weekend?
Before your time off, notify clients of your absence and provide an alternative contact for urgent matters. Set up an out of office email reply with your return date and contact details for backup support. Handle any critical tasks beforehand to maintain professionalism and client satisfaction.

Conclusion

To make the most of the long weekends in October 2026, it’s wise to plan ahead especially if you’re considering travel or attending popular events. Booking accommodations, transportation, or festival tickets early can help you avoid last minute stress and secure the best options. Whether you’re planning to explore a new destination, attend a cultural celebration, or simply enjoy some downtime, these extended weekends offer the perfect opportunity to recharge. Don’t forget to check local event calendars for regional festivals or observances that may coincide with your break you might discover something new and memorable right in your area.
August 11, 2024
Nebraska Leave Laws And Holidays
Navigating the complexities of Paid Time Off (PTO), including Day Off, and leave policies can be a challenge, especially when it comes to understanding the specific regulations in different states. In Nebraska leave laws, the rules surrounding PTO, vacation leave, sick leave, and other types of employee leave are distinct, with both federal and state laws playing a crucial role. Whether you’re an employer trying to stay compliant or an employee looking to understand your rights, this comprehensive guide will walk you through everything you need to know about PTO and Nebraska leave laws. From vacation accrual to military leave and jury duty, we break down the essential legal requirements and provide clarity on what is required, what is optional, and how to navigate the nuances of Nebraska’s leave laws.

Paid Time Off (PTO) in Nebraska

Vacation Leave Quota

Nebraska leave laws does not require employers to provide vacation days.
In Nebraska, there is no federal or state law that mandates employers to offer paid or unpaid vacation leave to employees. While employers in the state are not obligated to provide such benefits, many choose to do so as vacation time is a highly valued perk among employees. If an employer opts to offer vacation leave, whether paid or unpaid, they must adhere to applicable state laws, established company policies, or employment contracts.
Additionally, employers in Nebraska have the discretion to offer vacation benefits to certain employees while excluding others, provided the decisions are not based on discriminatory factors such as age, race, or gender.

Accrual

Nebraska leave laws does not require a PTO accrual system, but many companies use one.
The accrual system, which is commonly used by companies in Nebraska, is usually based on the pay period. Employers in the state can set their payday schedules, with monthly pay periods being the most common. Employers may establish specific criteria that employees must meet before they start accruing vacation leave. They can also impose limits on the amount of vacation time employees can accrue or receive.

Roll Over

Nebraska law prohibits “Use It or Lose It” policies.
A “use it or lose it” policy, which requires employees to forfeit unused vacation time after a set date (e.g., at the end of the year), is not allowed in Nebraska. Nebraska is one of the few states, alongside California and Montana, that explicitly prohibit this type of policy.
However, employers in Nebraska may implement policies that cap the amount of vacation time employees can earn. Once an employee’s earned vacation time falls below this cap, their ability to accrue additional vacation time can be reinstated.

Statutory Provisions Addressing Vacation Pay

Earned vacation time is regarded as wages.
In Nebraska, paid vacation is considered a fringe benefit and is classified as wages.

Payment of Accrued, Unused Vacation on Termination

Employers cannot deny payment for unused vacation.
When an employee leaves a company, whether voluntarily or involuntarily, they must be compensated for any earned and unused vacation time. This rule applies unless there is a specific agreement to the contrary between the employer and the employee or a collective bargaining representative.

Sick Leave in Nebraska

Federal Laws – Leave Quota

Federal law provides for 12 weeks of unpaid sick leave.
The Family and Medical Leave Act (FMLA) is a federal law that applies across all U.S. states, including Nebraska. It offers job protected leave for qualifying employees. To be eligible, employees must have worked for their employer for at least 12 months (at least 25 hours per week) or have accumulated 1,250 hours of work in the previous year. Additionally, the employer must have at least 50 employees within a 75-mile radius.
FMLA allows employees to take up to 12 weeks of unpaid leave for personal medical reasons, to care for a close family member with a serious illness, or for maternity or paternity leave. Employers may offer sick leave benefits beyond the federal minimum requirements.

Nebraska State Laws

Nebraska does not have additional state mandated sick leave laws.
While some states require employers to provide a set number of paid sick days, Nebraska law does not impose such requirements. However, employers in Nebraska who choose to offer sick leave benefits must comply with the terms outlined in employment contracts or employee handbooks, which may create a legal obligation to provide sick leave.

Maternity, Paternity, and FMLA in Nebraska

Federal Law

FMLA provides for 12 weeks of unpaid maternity/paternity leave.
The Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid, job protected leave per year for family or medical reasons, including maternity or paternity leave. Unless otherwise authorized by the employer, this leave must be taken consecutively. More information about FMLA eligibility is detailed in the Sick Leave in Nebraska section.
The Pregnancy Discrimination Act (PDA) is another federal law that offers protections for pregnant employees, prohibiting discrimination based on pregnancy in all aspects of employment, including hiring, firing, pay, job assignments, promotions, fringe benefits, training, leave, and health insurance.

Additional State Laws in Nebraska

Nebraska Adoption Leave
Employers in Nebraska that offer parental leave following the birth of a child must extend the same leave to parents who adopt a child under nine years old, or under 19 if the child has special needs. This law does not apply to stepparent or foster parent adoptions.
Payout
Maternity leave in Nebraska is unpaid.

Bereavement Leave in Nebraska

Employers are not required to provide bereavement leave.
Nebraska law does not mandate that employers offer paid or unpaid bereavement leave for employees to attend the funeral of an immediate family member. Nevertheless, many employers voluntarily offer at least two days of bereavement leave. Employers who do provide this benefit must follow their established bereavement policies or practices.
Payout
Bereavement leave in Nebraska is unpaid.

Jury Duty Leave in Nebraska

Employers must provide paid time off for jury duty.
In Nebraska, employers are legally obligated to grant employees leave for jury duty and to pay them for the time spent on jury selection or serving as jurors. This is a rare provision, as most states only require unpaid leave for jury duty. Employees must give reasonable notice of their jury service requirements, and employers are prohibited from firing, threatening, or coercing employees because of their jury service.
Payout
The court pays:
Jurors in Nebraska receive $35.00 per day as compensation, though this amount is nominal.
The employer pays:
Employers in Nebraska are required to pay employees their usual wages during jury duty but may reduce the pay by the amount received from the court.

Military Leave in Nebraska

All employers must comply with USERRA and Nebraska’s additional state military leave laws.
Federal Regulations
The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that applies to all employers in the U.S. It protects employees who are called to active duty in the military, including the U.S. Armed Forces, Reserves, and National Guard. USERRA guarantees reinstatement rights, protection from discrimination, the right to continue group health care benefits for up to 24 months during their leave, and up to five years of unpaid leave for military service (with certain exceptions).

Nebraska State Law

Members of the Nebraska National Guard (or any other state’s national guard) called to active state duty are entitled to the same leave and reinstatement rights as those under USERRA.

Nebraska Family Military Leave Act

Nebraska law provides additional protections for family members of military service members.
Employers with 15 or more employees must provide unpaid leave to an employee who is the spouse or parent of a military service member called to active duty. The leave duration varies based on the size of the employer: up to 15 days for employers with 15 to 50 employees and up to 30 days for employers with more than 50 employees. The active duty must last at least 179 days for the employee to be eligible.
To qualify, employees must meet the same eligibility criteria as for FMLA. If leave is requested for more than five days, the employer may require at least 14 days’ notice and documentation to verify the request. Employees on leave may continue their benefits at their own expense, and employers must offer the same or an equivalent position upon the employee’s return.
Payout
Military leave in Nebraska is unpaid.

Voting Leave in Nebraska

Employees are entitled to 2 hours of paid time off to vote.
Nebraska law entitles employees who are registered to vote to up to two consecutive hours of paid leave to vote in any municipal, county, state, or federal election. However, employers are not required to provide voting leave if the employee has at least two consecutive hours of non working time while the polls are open. Employers may specify when the leave can be taken, and advance notice is required.
Payout
Employers must pay regular wages during this absence if the employee gives notice before election day.

Nebraska State Holidays in 2026

Nebraska law does not require private employers to provide holiday leave.
Private employers in Nebraska are not obligated to offer paid or unpaid leave for holidays. They may also require employees to work on holidays. Despite this, most employers in Nebraska do provide at least some paid holidays. The state officially observes 12 holidays.
FAQ

Does Nebraska law require employers to provide paid vacation leave?
No. Nebraska law does not require private employers to provide paid or unpaid vacation leave. However, if an employer chooses to offer vacation benefits, they must follow their written policy or employment agreement.
Are employers required to pay out unused vacation time upon termination?
Yes. Nebraska law requires employers to pay out any earned, unused vacation time when an employee leaves the company. This applies regardless of whether the separation is voluntary or involuntary.
Does Nebraska have a paid sick leave law?
No. Nebraska does not currently have a statewide paid sick leave law for private employers. Some cities or individual employers may have their own policies granting sick leave.
Does Nebraska have a paid family or medical leave program?
No. Nebraska does not have a state administered paid family or medical leave program. However, eligible employees are covered by the federal Family and Medical Leave Act (FMLA), which provides up to 12 weeks of unpaid, job-protected leave.
Is maternity or paternity leave paid in Nebraska?
No. There is no state requirement for paid maternity or paternity leave. Employees may use accrued paid time off during their FMLA leave if allowed by their employer’s policy.
Are employers required to provide bereavement leave in Nebraska?
No. Nebraska law does not mandate bereavement leave. However, many employers voluntarily provide it, and if it is part of company policy, the employer must honor the terms.
Are employees entitled to jury duty leave in Nebraska?
Yes. Employers must allow employees to take leave for jury duty. They cannot terminate, penalize, or coerce employees for serving. Employers are not required to pay employees for this time unless company policy states otherwise.
Are employees entitled to voting leave in Nebraska?
Yes. Nebraska law provides employees up to two consecutive hours of paid leave to vote if their work schedule does not allow sufficient time while polls are open. The employee must request the leave before Election Day.
Are private employers required to provide paid holidays in Nebraska?
No. Private employers are not required to provide paid or unpaid holiday leave. However, many businesses choose to include paid holidays in their benefits packages.
What public holidays are recognized in Nebraska?
Nebraska observes the following state and federal holidays:
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Arbor Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Does Nebraska have any unique state holidays?
Yes. Nebraska uniquely observes Arbor Day, which originated in the state. It is celebrated on the last Friday in April and is a paid holiday for state employees.
How can the Day Off app help Nebraska businesses manage leave and holidays?
The Day Off app helps Nebraska employers automate leave management, track PTO and holidays, and ensure compliance with company policies. It simplifies leave requests, approvals, and reporting for better organization and transparency across teams.
August 8, 2024
Time Off in Lieu (TOIL): A Comprehensive Guide

Flexibility has become a key factor in maintaining employee satisfaction and productivity. As companies strive to create more accommodating work environments, one of the arrangements that has gained prominence is Time Off in Lieu (TOIL). While TOIL is a common practice in many organizations, it’s a concept that is often misunderstood or not fully appreciated. This article delves deeply into what TOIL is, how it works, the benefits and challenges associated with it, and best practices for both employers and employees.

What is Time Off in Lieu (TOIL)?

Time Off in Lieu, often abbreviated as TOIL, is an arrangement where employees are granted time off work instead of receiving overtime pay for working extra hours. Essentially, when an employee works more hours than their standard contracted hours, instead of being paid extra, they accrue additional time that they can later take off. This arrangement can be beneficial for both employers and employees, providing flexibility in managing workloads and personal time.

How TOIL Works

The basic premise of Time Off in Lieu is simple, but its implementation can vary depending on the organization’s policies and the specific nature of the work involved. Typically, when an employee works extra hours, those hours are recorded, and the employee is entitled to take an equivalent amount of time off at a later date. For example, if an employee works two hours beyond their regular shift on Monday, they may be entitled to take two hours off later in the week or month.

The accumulation and use of TOIL hours must be agreed upon between the employer and the employee. Some organizations may have specific policies that dictate how TOIL can be accrued and when it must be used. For instance, there may be limits on how much TOIL an employee can accumulate or deadlines by which the accrued time must be used.

In many cases, TOIL is calculated on a one-to-one basis, meaning one hour of overtime worked equals one hour of time off. However, this can vary depending on the organization and the nature of the work. In some industries or roles where overtime work is particularly demanding, an employer might offer a more generous TOIL arrangement, such as one and a half hours of time off for every hour of overtime worked.

The Benefits of Time Off in Lieu

TOIL offers a range of benefits for both employees and employers. It is a system that can lead to improved work-life balance, increased employee satisfaction, and more efficient management of workloads. Here’s a closer look at some of the key advantages:
Enhanced Work-Life Balance for Employees
One of the most significant benefits of Time Off in Lieu is its contribution to better work-life balance. In today’s fast-paced work environment, employees often find themselves working beyond their regular hours to meet deadlines, attend meetings, or handle unexpected tasks. While overtime pay is one form of compensation, it doesn’t necessarily address the fatigue or burnout that can result from working extra hours.

With TOIL, employees have the option to take time off to rest and recuperate after periods of intense work. This flexibility allows employees to manage their personal lives more effectively, reducing stress and preventing burnout. For example, an employee who has worked several late nights to complete a project might use their accrued TOIL to take a day off to recharge, attend to personal matters, or spend time with family. This ability to balance work demands with personal needs can lead to greater job satisfaction and long-term employee retention.
Increased Flexibility for Employers
From the employer’s perspective, TOIL provides a flexible alternative to paying overtime. In industries where budgets are tight, or where the volume of work fluctuates throughout the year, offering TOIL instead of overtime pay can help manage labor costs more effectively. Employers can use TOIL as a tool to balance the workload across busy and less busy periods.

For instance, during peak periods when the demand for extra work is high, employees can accrue TOIL, which they can then use during quieter periods. This approach not only helps in managing staffing levels but also ensures that employees are not overworked during peak times. Additionally, offering TOIL can be a way for employers to attract and retain talent, especially in sectors where work-life balance is highly valued by employees.
Improved Employee Morale and Productivity
When employees feel that their extra efforts are recognized and that they have the flexibility to take time off when needed, it can lead to improved morale and productivity. TOIL allows employees to feel more in control of their time, which can increase their motivation and engagement at work. Knowing that they can take time off after a period of hard work can make employees more willing to go the extra mile when needed.

Furthermore, TOIL can reduce absenteeism. Employees who have the option to take time off in lieu are less likely to take unscheduled sick days or other forms of leave. This is because they can plan their time off in advance, reducing the likelihood of burnout or stress-related illnesses. In the long term, this can contribute to a healthier, more engaged workforce.
Cost Savings for Employers
Another benefit of TOIL is the potential for cost savings. Overtime pay can be expensive, particularly if employees are entitled to time-and-a-half or double-time rates. By offering TOIL instead of overtime pay, employers can reduce their payroll expenses while still compensating employees for their extra work. This is particularly beneficial in industries with tight profit margins or fluctuating workloads.

Additionally, TOIL can help employers manage their staffing needs more efficiently. During busy periods, employees can work extra hours and then take time off during quieter times, reducing the need for temporary staff or contractors. This not only saves money but also ensures that the work is done by experienced employees who are familiar with the company’s operations.

Legal Concerns About Time Off in Lieu (TOIL)

Time Off in Lieu (TOIL) can be a beneficial arrangement for both employers and employees, providing flexibility and potentially improving work-life balance. However, TOIL also comes with a range of legal considerations that employers must carefully manage to ensure compliance with labor laws and to avoid potential legal disputes. Below are some of the key legal concerns related to TOIL:
Compliance with Maximum Working Hours
One of the primary legal concerns with TOIL is ensuring compliance with laws governing maximum working hours. In many jurisdictions, labor laws specify the maximum number of hours an employee can work within a day or week, and exceeding these limits can lead to legal penalties. Even if employees agree to work extra hours in exchange for TOIL, employers must still adhere to these regulations.

For example, the European Union’s Working Time Directive stipulates that employees should not work more than 48 hours per week on average, including overtime. If an employee works additional hours and accrues TOIL, the total number of hours worked must not exceed the legal maximum unless the employee has explicitly opted out of the regulation, where applicable.

Employers need to track all hours worked meticulously to ensure that employees are not working beyond the legally permitted limits, even when TOIL is factored in. Failure to comply with these regulations can result in fines, legal action, and damage to the company’s reputation.
Ensuring Adequate Rest Periods
Labor laws often require that employees receive adequate rest periods between shifts and during the workday. For example, regulations might mandate a minimum number of hours between the end of one workday and the start of the next or require breaks during long shifts. Time Off in Lieu arrangements must not interfere with these mandatory rest periods.

For instance, if an employee works late into the evening to accrue TOIL and is scheduled to start early the next morning, the employer must ensure that the employee still receives the legally required rest period. Failure to provide these rest periods can not only result in legal penalties but also lead to employee fatigue, increased risk of accidents, and reduced productivity.

Employers should implement policies that ensure TOIL does not infringe on rest period requirements, and they should educate managers and employees on these policies to prevent inadvertent violations.
Fair Compensation and TOIL Conversion
In some jurisdictions, employees who work overtime are legally entitled to receive a higher rate of pay, such as time-and-a-half or double-time. Offering TOIL as an alternative to overtime pay can be a complex legal issue, as it must comply with minimum wage laws and any statutory requirements for overtime compensation.

Employers must ensure that when TOIL is offered instead of overtime pay, it is done so in a legally compliant way. This might involve offering TOIL on a time-and-a-half or double-time basis, depending on the local laws. Additionally, if employees are unable to use their accrued TOIL within a certain period, employers may be required to convert the unused TOIL into paid overtime, again ensuring that this is done at the correct rate.

Employers should clearly communicate how Time Off in Lieu is calculated, how it can be used, and what happens to any unused TOIL to avoid misunderstandings and potential legal disputes.
Non-Discrimination and Equal Access
Legal concerns can also arise if TOIL is not administered fairly across the organization. Labor laws in many jurisdictions prohibit discrimination based on factors such as gender, age, race, or disability. If TOIL is only offered to certain employees or if some employees are given more favorable TOIL arrangements than others, this could lead to claims of discrimination.

For example, if part-time employees or those with certain personal responsibilities (such as caregiving duties) are systematically excluded from accruing TOIL or are unable to use it, this could be seen as discriminatory. Employers must ensure that TOIL policies are applied consistently and equitably to all employees, regardless of their status or personal circumstances.

Clear, written TOIL policies that outline eligibility, accrual, and usage are essential to ensuring that all employees have equal access to TOIL and that the system is free from discrimination.
Documentation and Record-Keeping
Proper documentation and record-keeping are critical components of legal compliance when it comes to TOIL. Employers are typically required to keep accurate records of all hours worked, including any overtime and TOIL accrued and used. These records may be subject to inspection by labor authorities and can be used as evidence in the event of a dispute.

Employers must ensure that they have robust systems in place for tracking TOIL, including when it is earned, when it is taken, and how it is compensated. This may involve using time-tracking software or maintaining detailed logs that are regularly reviewed by HR or management. Inadequate record-keeping can lead to disputes over hours worked, accusations of unfair practices, and potential legal penalties.

Employers should regularly audit their TOIL records to ensure accuracy and compliance with legal requirements, and they should be prepared to provide these records in the event of an investigation or legal challenge.
Contractual Agreements and Collective Bargaining
In some cases, TOIL arrangements may be subject to the terms of employment contracts or collective bargaining agreements. If TOIL is covered by a contract, employers must ensure that they are adhering to the specific terms and conditions outlined in the agreement. This might include how TOIL is accrued, when it can be taken, and how it is compensated.

Collective bargaining agreements (CBAs) negotiated by unions may also include specific provisions regarding TOIL. Employers must be careful to comply with these provisions and to negotiate any changes with the relevant union representatives. Failure to honor the terms of a CBA or employment contract can lead to grievances, legal disputes, and potential industrial action.

Employers should review any contractual or CBA obligations related to TOIL and ensure that their policies are consistent with these agreements. Any changes to Time Off in Lieu arrangements should be discussed with the relevant parties and documented in writing.
Termination of Employment and TOIL
Another legal concern arises when an employee leaves the company with unused TOIL. Employers must decide how to handle accrued but unused TOIL in the event of termination, whether voluntary or involuntary. In some jurisdictions, employees may be entitled to payment for any unused TOIL upon leaving the company.

The legal requirement for paying out unused TOIL can vary depending on the jurisdiction and the specific terms of the employee’s contract. In some cases, employers may be required to pay the employee at their regular rate of pay, or at an enhanced rate if the TOIL was accrued as overtime.

Employers should have a clear policy in place regarding the treatment of unused TOIL at termination and ensure that this policy is consistent with local laws and the terms of employment contracts. This policy should be communicated to employees so that they understand their entitlements.

Best Practices for Implementing TOIL

To maximize the benefits of Time Off in Lieu and minimize the challenges, organizations should follow best practices when implementing TOIL policies. Here are some key considerations:
Develop Clear TOIL Policies
A successful TOIL system starts with clear, well-documented policies. These policies should outline how TOIL is accrued, how and when it can be used, any limits on accumulation, and the process for requesting and approving TOIL. The policies should also specify any conditions under which TOIL might be converted to overtime pay.

These policies must be communicated clearly to all employees. This can be done through employee handbooks, intranet portals, or regular training sessions. Employees should have easy access to the TOIL policy and understand how it applies to their role.
Monitor TOIL Usage
Effective monitoring of TOIL usage is essential to prevent issues such as excessive accumulation or work overload. Employers should regularly review TOIL balances and work with employees to ensure that they are taking their accrued time off in a timely manner. This might involve setting reminders for employees to use their TOIL before it expires or offering flexible scheduling options to accommodate time off.

Monitoring should also involve checking that TOIL is being used fairly across the organization. Employers should ensure that all employees have equal opportunities to accrue and use TOIL and that the system is not being abused.
Encourage a Balanced Approach
TOIL should be used as a tool to support work-life balance, not to increase workloads. Employers should encourage employees to take their accrued time off and should avoid creating a culture where working extra hours is expected or rewarded more than taking time off.

Promoting a balanced approach might involve setting limits on the amount of TOIL that can be accrued or providing additional support during peak periods to reduce the need for overtime. Employers should also consider offering other forms of flexibility, such as remote working or flexible hours, alongside TOIL to give employees more control over their work schedules.
Ensure Legal Compliance
Finally, employers must ensure that their TOIL policies comply with all relevant legal and regulatory requirements. This might involve consulting with legal experts to review the policies and make any necessary adjustments. Employers should also stay informed about any changes to labor laws that might affect TOIL.

Legal compliance also involves ensuring that employees are aware of their rights and that TOIL policies do not violate any of these rights. For example, employees should not be required to take TOIL during periods when they are entitled to statutory leave, such as holidays or sick leave.

FAQ: Additional Questions About Time Off in Lieu (TOIL)

While the article covered many aspects of Time Off in Lieu (TOIL), there are still some common questions that might arise. Here’s a list of frequently asked questions (FAQs) that address other important aspects of TOIL:
Can TOIL be used for part-time employees?
Yes, part-time employees can accrue and use TOIL just like full-time employees. However, the accrual of TOIL should be based on the hours worked beyond their contracted hours. It’s important that the TOIL policy clearly outlines how TOIL applies to part-time staff, including any differences in accrual rates or maximum allowable TOIL.
Is there a maximum amount of TOIL an employee can accrue?
The maximum amount of TOIL an employee can accrue is typically determined by the employer’s policy or the terms of a collective bargaining agreement. Some organizations set limits to prevent excessive accumulation of TOIL, ensuring that employees regularly use their accrued time off. Employers should communicate any limits clearly to employees and ensure that they have opportunities to use their TOIL before reaching the cap.
Can TOIL be used in conjunction with other types of leave?
Yes, TOIL can often be used in conjunction with other types of leave, such as annual leave, sick leave, or unpaid leave. However, this depends on the employer’s policy. Some organizations may allow employees to extend their leave by combining TOIL with other leave types, while others may have restrictions. It’s important to check with HR or consult the company’s leave policy to understand how TOIL can be used alongside other leave entitlements.
What happens if an employee is on probation, can they still accrue and use TOIL?
This depends on the specific policies of the organization. In some cases, employees on probation may be allowed to accrue TOIL but may not be permitted to use it until they have completed their probation period. Other organizations might allow probationary employees to use TOIL immediately. Employers should clearly outline their policies regarding TOIL for probationary employees in their employee handbooks or contracts.
How is TOIL treated during public holidays?
TOIL typically does not apply to public holidays unless the employee works on the holiday. If an employee works on a public holiday, they may accrue TOIL in addition to any other compensatory entitlements, such as additional pay. The specific treatment of TOIL on public holidays will depend on the employer’s policy and local labor laws. Employers should ensure that their TOIL policy addresses how public holidays are treated.
Can TOIL be taken in partial days or must it be taken as full days off?
TOIL can usually be taken in partial days, such as taking an hour or two off at a time, rather than having to take a full day. This flexibility allows employees to use TOIL for shorter breaks or appointments without needing to take a full day off. However, this depends on the employer’s policy. Some organizations may require TOIL to be used in larger blocks of time. Employers should clarify how TOIL can be used in terms of partial or full days.
What should employees do if they feel pressured to work extra hours to accrue TOIL?
If employees feel pressured to work extra hours to accrue TOIL, they should address the issue with their supervisor or HR department. TOIL should not be used to create an environment where employees feel obligated to work beyond their contracted hours. Employers must ensure that TOIL is voluntary and not a requirement for employees. If the issue persists, employees may consider seeking advice from labor unions or legal counsel.
How does TOIL affect an employee’s entitlements during maternity or paternity leave?
TOIL typically remains separate from statutory entitlements like maternity or paternity leave. Employees on maternity or paternity leave may still retain any accrued TOIL, which they can use upon returning to work. However, TOIL policies may vary, so employees need to review their organization’s leave policies or speak with HR to understand how TOIL is handled during these periods.
What happens to TOIL if the company goes through a merger or acquisition?
In the event of a merger or acquisition, the treatment of accrued TOIL will depend on the terms of the acquisition agreement and the policies of the new employer. Typically, accrued TOIL should be honored by the new entity, but there may be changes to how TOIL is managed going forward. Employees should seek clarification from HR during any transition period to understand how their TOIL will be handled.
Can an employer refuse a TOIL request?
Yes, an employer can refuse a TOIL request if it conflicts with business needs or operational requirements. However, refusals should be reasonable and not arbitrary. Employers should ensure that employees are given fair opportunities to use their TOIL, and any refusals should be accompanied by a clear explanation and, where possible, alternative options for using the TOIL at a later date.

Conclusion

Time Off in Lieu (TOIL) is a flexible arrangement that can provide significant benefits for both employers and employees. When implemented effectively, TOIL can improve work-life balance, increase employee satisfaction, and offer a cost-effective alternative to overtime pay. However, TOIL also comes with challenges, including the need for careful management, fairness, and legal compliance.

By developing clear policies, monitoring usage, encouraging a balanced approach, and ensuring compliance with legal requirements, organizations can create a TOIL system that supports both business needs and employee well-being. As the workplace continues to evolve, TOIL will likely play an increasingly important role in helping companies manage workloads and maintain a happy, productive workforce.

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August 7, 2024
Kentucky Leave Laws And Holidays
Understanding Paid Time Off (PTO) and leave policies under Kentucky Leave Laws is essential for both employers and employees. Kentucky Leave Laws provides flexibility in managing vacation, sick leave, and other types of leave, including “Day Off,” allowing companies to customize their policies. This guide covers key aspects of PTO, including vacation accrual, sick leave, maternity and paternity leave, and other time off, helping you navigate leave entitlements in Kentucky. Whether you’re crafting company policies or understanding your rights as an employee, this article provides the essential insights you need.

Paid Time Off (PTO) in Kentucky

Vacation Leave Quota

In Kentucky, there are no legally mandated vacation days. The state law does not require employers to provide vacation time or compensation for unused vacation days. This means that private sector employers in Kentucky are not obligated to offer paid or unpaid vacation leave to their employees. The decision to offer vacation leave is entirely at the discretion of each individual company. However, if an employer decides to provide vacation leave, they must adhere to relevant state laws, established company policies, and the terms of employment contracts.

Accrual

While vacation accrual is not mandatory in Kentucky, it is a common practice among employers. Companies are generally free to create their own vacation accrual systems, which can be based on weekly, semi monthly, or monthly increments, typically aligned with the pay period.
Employers may also impose caps on the amount of leave an employee can accrue, limiting the total number of vacation hours an employee can accumulate. There is no federal or state law in Kentucky that requires employers to pay out an employee’s accrued vacation or other PTO upon termination of employment.

Roll Over

In Kentucky, a Use It or Lose It policy is not prohibited by law, which means that employers are not required to allow employees to carry over unused vacation leave into the next year. This policy means that employees could potentially lose their remaining vacation days if they do not use them by the end of the year. Despite this, employers must ensure that employees have the opportunity to take their vacation time and be informed of the Use It or Lose It policy.

Statutory Provisions Addressing Vacation Pay

Vacation benefits in Kentucky are governed by the employment contract between the employer and employee. If an employer offers “vested vacation pay,” it is considered regular wages.

Payment of Accrued, Unused Vacation on Termination

Kentucky leave laws does not require employers to pay out accrued vacation time upon an employee’s termination. However, if an employer’s policy includes “vested vacation pay,” the employer is obligated to compensate the departing employee for any unused vacation time, regardless of whether the employee was terminated or resigned voluntarily. The terms of when and how vacation time vests depend on the company’s policies or any written agreements between the employer and the employee.
Payout
Employers are required to pay for accrued, unused vacation time upon termination only if their company policy explicitly promises this payout.

Sick Leave in Kentucky

Federal Law – Leave Quota

Under federal law, specifically the Family and Medical Leave Act (FMLA), eligible employees are entitled to up to 12 weeks of unpaid, job-protected sick leave. This leave can be used for personal medical reasons, to care for a close family member with a serious health condition, or for maternity or paternity leave.
Employees are eligible for FMLA leave if they have worked for their employer for at least 12 months, with a minimum of 25 hours per week or 1,250 hours in the past year, and work at a location with at least 50 employees within a 75-mile radius.

Kentucky State Laws

Kentucky does not require private employers to provide paid or unpaid sick leave. However, many employers, particularly larger companies, do offer sick leave as an important employee benefit. While Kentucky adheres to the FMLA, there are no additional state laws mandating sick leave. If an employer chooses to provide sick leave benefits, they must comply with the terms outlined in employment contracts or employee handbooks, potentially creating a legal obligation to provide such leave.

Maternity, Paternity, and FMLA in Kentucky

Federal Law

The FMLA also provides up to 12 weeks of unpaid leave for maternity or paternity purposes following the birth or adoption of a child. Unless otherwise specified by the employer, this leave must be taken in a continuous block. Eligibility requirements for FMLA leave include having worked for the employer for at least 12 months and at a location with at least 50 employees within a 75-mile radius.
The Pregnancy Discrimination Act (PDA) further protects pregnant employees from discrimination in all aspects of employment, including hiring, firing, pay, job assignments, promotions, and leave policies.

Additional State Laws in Kentucky

Kentucky has specific laws regarding adoption leave. Employers in the state are required to provide employees with six weeks of personal leave following the adoption of a child under 10 years of age. If an employer offers more than six weeks of leave for the birth of a biological child, they must extend the same amount of leave to adoptive parents. Additionally, adoptive parents must receive the same type, amount, and length of paid leave and benefits as biological parents. Employees must submit a written request to their employer to be granted adoption leave.
The Kentucky Civil Rights Act (KCRA) mandates that employers with at least 15 employees provide reasonable accommodations for workers affected by pregnancy or childbirth. These accommodations may include more frequent breaks, modified work schedules, and a private space for expressing breast milk.
Payout
Maternity leave in Kentucky is generally unpaid.

Bereavement Leave in Kentucky (Funeral Leave)

Kentucky does not require employers to provide bereavement leave. Bereavement leave allows employees to take time off following the death of a close family member. Although no federal or state law mandates paid or unpaid bereavement leave, employers who offer it must adhere to any established bereavement policies.
Payout
Bereavement leave in Kentucky is typically unpaid.

Jury Duty Leave in Kentucky

Employers in Kentucky are required to excuse employees from work to serve on a jury. This leave is job protected but unpaid. Employees may be required to provide their employer with a jury summons to be granted the necessary leave. Employers cannot penalize employees for missing work due to jury duty.
Payout
Jurors in Kentucky receive a daily stipend of $12.50 from the court for their service. Employers are not required to pay employees during jury duty leave, although many choose to do so due to the importance of civic duty.

Military Leave in Kentucky

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that provides leave rights to public and private employees with military obligations. It applies to all employers in the United States and protects National Guard and reserve members. USERRA ensures that employees can return to their previous or an equivalent position after military leave, with their seniority and benefits intact.

Kentucky State Law

Kentucky law may offer additional protections, benefits, and rights beyond those provided by USERRA. Members of the Kentucky National Guard, or the National Guard of any other state, are entitled to unlimited leave for training or active duty, with the right to return to their previous position with the same seniority, status, pay, and benefits. Employers are prohibited from discriminating against employees for their military service.
Payout
Military leave in Kentucky is unpaid.

Voting Leave in Kentucky

Kentucky law requires employers to provide employees with at least four hours of unpaid leave to vote in any election. Employers may specify the hours during which employees may take this leave. However, employees must apply for leave one day before the election. Employers cannot penalize employees for taking time off to vote, but they may take disciplinary action if the employee fails to vote without a valid reason.
Payout
Voting leave in Kentucky is unpaid.

Kentucky State Holidays in 2026

Kentucky law does not require private employers to provide paid or unpaid holiday leave. While many employers offer at least seven paid holidays, there is no legal obligation to do so. Private employers may require employees to work on holidays without providing premium pay unless the employee qualifies for overtime under standard overtime laws.
Kentucky officially observes 13 state holidays.
FAQ

Does Kentucky law require employers to provide paid vacation leave?
No. Kentucky law does not require employers to provide paid or unpaid vacation leave. However, if an employer offers vacation benefits, they must follow their written policy or employment agreement regarding accrual, use, and payout.
Are employers required to pay out unused vacation time when an employee leaves?
Yes, if the employer’s policy or contract specifies that unused vacation will be paid out upon termination, the employer must honor it. If the policy does not mention payout, the employer is not legally obligated to compensate for unused days.
Does Kentucky have a paid sick leave law?
No. Kentucky does not currently have a statewide paid sick leave law for private sector employees. However, individual employers may choose to offer paid or unpaid sick leave as part of their benefits package.
Does Kentucky have a paid family and medical leave program?
No. Kentucky does not have a state run paid family and medical leave program. Eligible employees may still take unpaid, job protected leave under the federal Family and Medical Leave Act (FMLA).
Is maternity or paternity leave paid in Kentucky?
No, Kentucky does not mandate paid maternity or paternity leave. However, employees may use accrued paid time off or vacation days during FMLA leave if allowed by company policy.
Are employers required to provide bereavement leave in Kentucky?
No. Bereavement leave is not required by Kentucky state law. Employers who offer this type of leave must comply with their internal policy or employee handbook terms.
Are employees entitled to jury duty leave in Kentucky?
Yes. Employers must provide employees with time off to serve on a jury. Employers cannot penalize or terminate employees for jury service. However, Kentucky law does not require employers to pay employees during jury duty.
Are employees entitled to voting leave in Kentucky?
Yes. Employees who are registered voters in Kentucky must be given at least four hours of unpaid leave to vote or to serve as election officers. Employers may determine the specific hours the employee can take off.
Are employers required to provide paid holiday leave in Kentucky?
No. Private employers are not legally required to provide paid or unpaid holiday leave. However, many businesses voluntarily offer paid holidays as part of their employee benefits.
What public holidays are observed in Kentucky?
Kentucky recognizes the following holidays for state employees:
New Year’s Day
Martin Luther King Jr. Day
Good Friday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day and the following Friday
Christmas Eve and Christmas Day
Do state employees in Kentucky get additional holidays?
Yes. State employees may receive additional days off as declared by the Governor, such as the Friday after Thanksgiving or extra time during the Christmas holiday season.
How can the Day Off app help Kentucky businesses manage leave and holidays?
The Day Off app simplifies leave and absence management for Kentucky employers by tracking PTO, vacation, sick days, and holidays in one centralized platform. It automates requests, approvals, and reporting while ensuring compliance with company policies and improving team transparency.
August 7, 2024
Kansas Leave Laws And Holidays
Understanding Kansas Leave Laws and Paid Time Off (PTO) policies, including how to effectively use tools like Day Off, is essential for employers and employees alike. Kansas leave laws provides significant flexibility in managing vacation, sick leave, and other time off, but with that comes the responsibility to follow company policies and employment contracts. This article offers a concise overview of Kansas’s PTO and leave regulations, covering vacation accrual, roll over policies, sick leave, jury duty, and military leave, to help you navigate time off management in the state.

Paid Time Off (PTO) in Kansas

Kansas leave laws does not mandate specific vacation days or payment requirements, leaving it to companies to adhere to their own policies or employment contracts. Employers in Kansas are not legally obligated to provide vacation leave, either paid or unpaid. However, if an employer chooses to offer vacation leave, they must follow relevant state laws, company policies, and employment contracts.
Employers have significant flexibility in crafting vacation leave policies that align with their business needs and employee preferences. Nonetheless, it is crucial for employers to recognize that if their practices or policies create a perceived “promise” of vacation time, they may be legally bound to honor that promise, even in the absence of a state requirement.

Accrual of Vacation Days

Kansas law does not mandate vacation accrual, but it is a common practice among employers. Employers have the liberty to design their own vacation accrual systems, whether on a weekly, semi monthly, or monthly basis, typically corresponding with pay periods. Employers may also impose caps on accrued leave to prevent employees from accumulating vacation beyond a certain limit.
There are no federal or state laws that require employers to offer accrued time off.

Roll Over of Unused Vacation Days

Kansas law permits the implementation of a “Use It or Lose It” policy, meaning employers are not required to allow employees to roll over unused vacation days into the following year. Under this policy, employees forfeit any unused vacation days at the end of the year without compensation. However, employers must ensure that employees are both aware of and given the opportunity to use their vacation time.

Statutory Provisions for Vacation Pay

Kansas law does not mandate vacation time. Employers must provide written or posted information about vacation policies or practices if requested by employees.

Payment of Accrued, Unused Vacation upon Termination

Kansas law does not require employers to pay out accrued, unused vacation time when an employee’s employment ends unless there is a policy or practice in place that dictates such payment. Employers must adhere to their own policies regarding the payment of unused vacation time at termination.
Employers may create policies where vacation pay is only earned upon reaching an anniversary date, allowing them to withhold payment if an employee leaves before that date.

Sick Leave in Kansas

Federal law mandates up to 12 weeks of unpaid sick leave, with no additional state laws in Kansas. The federal Family and Medical Leave Act (FMLA) entitles eligible employees to up to 12 weeks of unpaid leave for personal medical reasons, to care for a close family member with a serious health condition, or for maternity or paternity leave.
To qualify for FMLA benefits, employees must have worked for their employer for at least 12 months, clocking at least 1,250 hours during the previous year, and must be employed at a location with 50 or more employees within a 75-mile radius.
While Kansas employers are required to comply with FMLA, they are not required to provide additional sick leave. However, if an employer chooses to implement a sick leave policy, they must adhere to the guidelines outlined in their employee handbook.

Maternity, Paternity, and FMLA in Kansas

The federal Family and Medical Leave Act (FMLA) provides 12 weeks of unpaid leave for maternity or paternity purposes. Employers are required to offer at least 12 weeks of unpaid family leave following the birth or adoption of a child. Unless specified otherwise by the employer, the leave must be taken in one continuous period.
FMLA eligibility is the same as for sick leave. Additionally, the Pregnancy Discrimination Act (PDA) protects pregnant employees from discrimination in various aspects of employment, including hiring, firing, pay, and promotions. The PDA applies to employers with more than 15 employees.
In Kansas, the Kansas Act Against Discrimination (KAAD) mandates that employers with four or more employees provide reasonable leave for pregnancy related temporary disabilities. This act also protects employees from sex and pregnancy discrimination. Pregnancy-related disabilities must be treated the same as any other temporary disability, with employees being allowed to use accrued vacation, sick, or PTO days during their leave.

Bereavement Leave in Kansas

Kansas law does not require employers to provide bereavement leave. Bereavement leave is granted to employees who have lost a close family member, such as a parent, child, or spouse. Employers may establish their own bereavement leave policies, but they are not legally required to offer paid or unpaid leave for this purpose.

Jury Duty Leave in Kansas

Employers in Kansas must allow employees to take unpaid, job protected leave for jury duty. Employees must be reinstated to their previous position, with the same seniority and benefits, after completing their jury service. Employers cannot retaliate against employees for serving on a jury.
While the court pays jurors a nominal fee of $10.00 per day, Kansas employers are not required to pay employees for jury duty leave, although many choose to do so.

Military Leave in Kansas

Federal law, through the Uniformed Services Employment and Reemployment Rights Act (USERRA), requires employers to provide unpaid leave for military duties. USERRA protects members of the Army and Air National Guard, granting them reinstatement rights, protection from discrimination, and the continuation of group health insurance for up to 24 months during active duty.
Kansas state law provides additional protections, including unlimited leave and reinstatement rights to the same or comparable position after military service. Employers are also required to grant up to 10 days of unpaid leave every 12 months for National Guard members to attend training camps. Public employees may receive limited paid leave and retention of benefits.

Voting Leave in Kansas

Kansas law requires employers to provide up to two consecutive hours of paid leave for employees to vote in elections. If the polls are open outside of an employee’s working hours, the employer must provide enough leave to ensure the employee has at least two consecutive hours to vote.
Employers cannot penalize or discharge employees for taking time off to vote. Any obstruction of voting rights is classified as a misdemeanor.

Kansas State Holidays in 2026

Kansas law does not require private employers to provide paid or unpaid leave for holidays. While private employers in Kansas are not mandated to offer holiday leave, many do, typically offering at least seven paid holidays. Employers are not required to pay employees extra for working on holidays, unless it benefits the employee under standard overtime laws.
Kansas officially recognizes 10 state holidays.
FAQ

Does Kansas require employers to provide paid vacation leave?
No. Kansas law does not require employers to provide paid or unpaid vacation leave. However, if an employer chooses to offer vacation benefits, they must comply with the terms outlined in their company policy or employment contract.
Are employers required to pay out unused vacation time when an employee leaves?
Yes, if an employer’s policy or contract states that unused vacation will be paid upon separation, it must be honored. If the policy does not specify payout, the employer is not obligated to pay for unused vacation days.
Does Kansas have a paid sick leave law?
No. Kansas does not have a statewide paid sick leave law for private employers. However, some employers may choose to offer paid sick leave voluntarily. Public sector employees may have different sick leave benefits determined by state or local government policies.
Does Kansas offer paid family or medical leave?
No. Kansas does not have a state specific paid family or medical leave program. Eligible employees may still take unpaid, job protected leave under the federal Family and Medical Leave Act (FMLA).
Is maternity or paternity leave paid in Kansas?
Not at the state level. Maternity and paternity leave are typically unpaid unless the employer provides paid leave benefits. However, employees may use accrued paid time off or vacation days during FMLA leave if permitted by company policy.
Are employers in Kansas required to provide bereavement leave?
No. Kansas law does not require employers to provide bereavement or funeral leave. Employers who choose to offer this type of leave must follow their internal policies or employment contracts.
Are employees entitled to jury duty leave in Kansas?
Yes. Employers must allow employees to take time off for jury duty. Employees cannot be disciplined or terminated for serving, but Kansas law does not require employers to pay employees for time spent on jury duty.
Are employees entitled to voting leave in Kansas?
Yes. Kansas law grants employees up to two consecutive hours of paid time off to vote if their work schedule does not allow sufficient time while polls are open. Employers may decide when during the workday the time off can be taken.
Are private employers required to provide paid holidays in Kansas?
No. Private employers are not required by state law to provide paid or unpaid holiday leave. Many companies voluntarily offer paid holidays as part of their employee benefits.
What public holidays are recognized in Kansas?
Kansas observes the following public holidays:
New Year’s Day
Martin Luther King Jr. Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Does Kansas have state holidays for public employees?
Yes. State offices in Kansas follow the official holiday calendar established by the state government, which may include additional holidays such as Presidents’ Day and the day after Thanksgiving.
How can the Day Off app help Kansas businesses manage leave and holidays?
The Day Off app helps Kansas employers manage employee PTO, track vacation and sick leave, and organize holiday schedules with ease. It automates leave requests, approvals, and reporting ensuring accuracy, compliance, and transparency for teams of any size.
August 6, 2024
September Long Weekends 2026

September marks a transitional period as summer gives way to autumn in many parts of the world. It’s a month rich in cultural celebrations and national holidays, offering long weekends that provide the perfect opportunity for relaxation, travel, and immersing oneself in local traditions. In this article, we’ll delve into some of the notable long weekends in September across different countries, each with its own unique traditions and significance.

Labor Day Weekend (United States and Canada) – First Monday in September

One of the most widely recognized long weekends in September is Labor Day weekend, celebrated in both United States and Canada. This holiday is observed on the first Monday of September, with different dates each year (for example, in 2026, it falls on September 7).
United States:
In the U.S., Labor Day is more than just a public holiday; it’s a cultural milestone that symbolizes the unofficial end of summer. For many Americans, this weekend is an opportunity to squeeze in one last summer getaway before the cool autumn weather sets in. Whether it’s a beach trip, a camping adventure, or simply a backyard barbecue, Labor Day is synonymous with outdoor fun. Cities and towns across the country also host parades, fireworks, and community events that celebrate the achievements of the American workforce.
Labor Day weekend is also significant for the retail industry, with stores offering major sales, making it one of the biggest shopping weekends of the year. Sports enthusiasts look forward to the start of the NFL season, college football games, and the final stretch of the Major League Baseball season.
Canada:
In Canada, Labor Day shares a similar spirit, serving as a time to honor the contributions of workers and the labor movement. Canadians often spend the extended weekend relaxing, traveling, or preparing for the new school year, which typically starts immediately after Labor Day. Across the country, various community events, including parades, fairs, and festivals, celebrate the nation’s diverse labor history and the role of workers in building modern Canada.

Mid Autumn Festival (China and Other East Asian Countries) – September 25, 2026

The Mid Autumn Festival, also known as the Moon Festival, is a cherished tradition celebrated across China, Taiwan, Hong Kong, and other East Asian countries. Typically falling in September, this festival brings families together for meaningful reunions and cultural celebrations. In 2026, the Mid Autumn Festival falls on September 25.
China:
In China, the Mid Autumn Festival holds immense cultural importance, second only to the Lunar New Year. Families gather to share mooncakes symbolizing unity and completeness and to admire the full moon, a representation of harmony and reunion. The day is marked by a public holiday, giving people time to travel home and celebrate with loved ones. Traditional festivities such as lantern displays, dragon dances, and moon viewing gatherings illuminate the night, showcasing the festival’s deep cultural roots.
Other East Asian Countries:
The Mid Autumn Festival is celebrated with great enthusiasm throughout East Asia. In Vietnam, it is known as Tết Trung Thu, a joyous time when children carry colorful lanterns through the streets. In Korea, the holiday is called Chuseok, during which families honor their ancestors and enjoy traditional dishes. In Japan, the celebration is known as Tsukimi, or “moon viewing,” where people admire the bright autumn moon while offering rice dumplings and sake. Across these regions, the festival symbolizes gratitude, family togetherness, and appreciation for nature’s beauty.

Independence Day (Brazil) – September 7

On September 7th, Brazil celebrates Independence Day, commemorating its independence from Portugal in 1822. This national holiday is a significant event, often leading to a long weekend that is filled with patriotic fervor.
Celebrations: Independence Day in Brazil is marked by vibrant parades, fireworks, and cultural events that take place across the country. The capital city, Brasília, hosts a grand military parade, showcasing the nation’s strength and unity. In other cities, local festivities include music, dance, and street parties that highlight Brazil’s rich cultural heritage. When Independence Day falls close to a weekend, many Brazilians take the opportunity to travel, visit family, or simply enjoy the festive atmosphere.

Heritage Day (South Africa) – September 24

Heritage Day, observed on September 24th, is a public holiday in South Africa that celebrates the country’s diverse cultural heritage. It’s a day for all South Africans to recognize and appreciate the rich tapestry of traditions, languages, and cultures that make up the nation.
Braai Day: One of the most popular ways to celebrate Heritage Day is through a “braai” the South African term for a barbecue. Over time, the day has also become affectionately known as “Braai Day,” symbolizing unity and togetherness. Families and friends gather around the fire to enjoy grilled meats, traditional dishes, and good company. In 2026, Heritage Day falls on Thursday, September 24, making it a perfect opportunity for many to enjoy an extended long weekend relaxing, connecting with loved ones, and celebrating the warmth of South African culture.

September 11 Remembrance (United States) – September 11

September 11th is a solemn day of remembrance in the United States, honoring the lives lost during the terrorist attacks of 2001. While it is not a federal holiday, Americans across the nation commemorate the day with moments of silence, memorial ceremonies, and acts of service. In 2026, September 11th falls on a Friday, providing an opportunity for reflection and community gatherings throughout the weekend. Though it does not create an official long weekend, it remains a deeply meaningful day that unites the country in remembrance, resilience, and hope.

Frequently Asked Questions (FAQs) Related to Work Life and Vacation During Long Weekends

How should I approach requesting time off for a long weekend?
When planning to take time off for a long weekend, it’s best to request your leave as early as possible. This gives your employer ample time to accommodate your absence and allows you to secure your plans before your colleagues do. Ensure you check your company’s vacation policies and try to coordinate with your team to avoid overlapping absences that might disrupt operations.
Can I extend a long weekend by taking additional vacation days?
Yes, many employees choose to extend their long weekends by taking additional vacation days either before or after the holiday. For example, if Labor Day falls on a Monday, taking the preceding Friday off can give you a four day weekend. Just be sure to plan this in advance and get approval from your employer, keeping in mind any ongoing projects or deadlines.
What if my job requires me to work during the holiday?
If your job requires you to work during a holiday, it’s important to understand your company’s policies regarding holiday pay. In many places, employees who work on a public holiday are entitled to extra compensation, such as overtime pay or a substitute day off (often called a “day in lieu”). Discuss your options with your employer if you’re required to work and try to plan a different time to rest and recharge.
How can I maintain work life balance during a long weekend?
To maintain a healthy work life balance during a long weekend, it’s important to disconnect from work as much as possible. Set boundaries by avoiding checking work emails or taking calls unless absolutely necessary. Use the time to relax, pursue personal interests, or spend quality time with family and friends. Planning your weekend activities ahead of time can help you fully enjoy your time off without the stress of last minute decisions.
What should I do if my workload increases before a long weekend?
It’s common for workloads to spike before a long weekend, as you may need to complete tasks that would otherwise be done during your time off. Prioritize your tasks by focusing on urgent and important work first. If you’re feeling overwhelmed, communicate with your manager or team to delegate or defer non essential tasks. Managing your time effectively in the days leading up to the weekend can help ensure you enjoy your time off without lingering stress.
Is it advisable to check work emails during a long weekend?
While it’s tempting to stay connected, it’s generally advisable to avoid checking work emails during a long weekend unless it’s absolutely necessary. Disconnecting from work allows you to fully relax and recharge, which can improve your productivity and mental health when you return. If you must check in, set specific times to do so and limit the time you spend responding to non urgent matters.
What if I feel guilty about taking time off during a busy period?
It’s natural to feel guilty about taking time off during a busy period, but it’s important to remember that regular breaks are crucial for maintaining long term productivity and well being. Communicate your plans with your team in advance, and ensure that any critical tasks are covered while you’re away. Taking care of your mental and physical health through rest will make you a more effective employee in the long run.
Can my employer deny my request for time off during a long weekend?
Yes, your employer has the right to deny your request for time off, especially if your absence would negatively impact the business or if multiple employees have already requested the same days off. To increase the likelihood of approval, submit your request as early as possible, be flexible with your dates, and consider proposing a plan to ensure your responsibilities are covered while you’re away.
What are some productive ways to spend a long weekend if I choose not to travel?
If you decide to stay home during a long weekend, you can use the time productively by engaging in activities that you typically don’t have time for during a regular workweek. Consider pursuing a hobby, starting a home improvement project, catching up on reading, or learning a new skill. Long weekends are also a great opportunity for self care, such as getting more sleep, exercising, or simply unwinding with a good movie or TV series.
How can I prepare for a smooth return to work after a long weekend?
To ensure a smooth transition back to work after a long weekend, try to wrap up any urgent tasks before your time off and leave detailed notes for yourself or your team. Setting an out of office message on your email can help manage expectations for when you’ll respond to inquiries. On the day you return, ease back into your routine by reviewing your emails, catching up on any missed updates, and gradually re-engaging with your tasks.

Conclusion

September is a month filled with opportunities to enjoy long weekends, whether you’re celebrating Labor Day in North America, the Mid Autumn Festival in East Asia, Independence Day in Brazil, or Heritage Day in South Africa. These holidays not only offer a chance to take a break from the routine but also provide an opportunity to participate in cultural and historical celebrations that are deeply rooted in each country’s identity. Whether you’re planning a trip, spending time with family, or simply enjoying a few days off, September’s long weekends are a perfect time to recharge and reflect.

August 6, 2024
Connecticut Leave Laws And Holidays
Navigating Connecticut Leave Laws can be complex, with both federal and state regulations shaping Paid Time Off (PTO) and other types of leave, including day off policies. This guide simplifies the key aspects of Connecticut’s leave policies, covering vacation, sick leave, family and medical leave, and more. Whether you’re an employer or an employee, this overview will help you understand your rights and obligations regarding PTO, day off, and other leave entitlements in Connecticut.

Paid Time Off (PTO) in Connecticut

Vacation Leave Quota

Connecticut leave laws does not require employers to provide vacation leave, whether paid or unpaid. However, if an employer decides to offer vacation benefits, they must adhere to the terms specified in the employment contract or company policy. In unionized workplaces, vacation leave is a negotiable item and must be defined in a collective bargaining agreement.

Accrual

While Connecticut does not mandate vacation accrual, many companies implement it as part of their benefits package. For certain employers, sick leave accrual is required. Employers may also set a cap on the amount of vacation leave that employees can accumulate, ensuring that vacation hours do not exceed a certain limit.

Roll Over

Connecticut leave laws allows employers to implement a “Use It or Lose It” policy, which means that employees are not entitled to carry over unused vacation leave to the next year unless the employer’s policy explicitly permits it. The state does not have specific laws governing this policy, so it depends on the employer’s terms and conditions.

Statutory Provisions Addressing Vacation Pay

Under Connecticut leave laws, vacation time is not classified as “wages.” The right to vacation leave and the terms under which it is provided are governed by the employment contract or collective bargaining agreement. Therefore, if an employer offers vacation benefits, the specific provisions of the contract or agreement will dictate the amount and conditions of vacation time.

Payment of Accrued, Unused Vacation on Termination

Connecticut law does not require employers to pay employees for accrued, unused vacation time upon termination unless the employment contract or company policy stipulates such a payment. If the employer’s policy or contract includes provisions for paying out accrued vacation time, the employer is obligated to follow them. Failure to comply may result in penalties, including the possibility of paying twice the amount of unpaid wages and facing fines or imprisonment, depending on the amount owed.
Payout
In cases where the employer’s policy or contract requires it, accrued, unused vacation time must be paid out upon termination.

Sick Leave in Connecticut

Federal Laws – Leave Quota

Employers in Connecticut must comply with the Family and Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid, job protected leave each year for specific family and medical reasons. To qualify for FMLA, employees must have worked for the employer for at least one year, completed a minimum of 1,250 hours over the past year, and work at a location where the employer has 50 or more employees within 75 miles.

State Sick Leave Laws in Connecticut

Connecticut has a mandatory sick leave law that requires employers with 50 or more employees to provide paid sick leave to their service workers. These employees earn one hour of paid sick leave for every 40 hours worked, with a cap of 40 hours per year.

Eligible Employers and Employees

The Connecticut Paid Sick Leave Law applies to large employers with 50 or more employees in any quarter of the previous calendar year. The law specifically targets service workers, defined as those employed in certain occupational classifications, paid hourly, and not exempt from minimum wage and overtime requirements under the Fair Labor Standards Act (FLSA). To be eligible, employees must work an average of at least 10 hours per week.

Accrual Rate and Maximum

Employees accrue one hour of paid sick leave for every 40 hours worked, with a maximum accrual of 40 hours per year.

Rollover Rules

Employees may roll over up to 40 hours of unused sick leave to the next year, but they are only entitled to use up to 40 hours of sick leave in a single year.

Paid Sick Leave Use

Employees can use their sick leave for their own or their spouse’s or child’s illness, injury, or medical care. The law also covers time off for domestic violence or sexual assault, including medical and psychological care.
2023 Update
As of October 1, 2023, Connecticut expanded the permissible uses of paid sick leave to include “mental health wellness days” and leave for parents or guardians to care for children affected by family violence or sexual assault.

Waiting Period

Although employees begin accruing sick leave immediately upon employment, they can only use it after working 680 hours. For employees working eight-hour days, this equates to 85 days of employment.
Protection
Employers are prohibited from retaliating against employees who request or use eligible paid sick leave.
Payout
Employers are required to pay for eligible sick leave.

Connecticut Family and Medical Leave (CTFMLA)

Connecticut Family and Medical Leave (CTFMLA)

In addition to FMLA, Connecticut has its own family and medical leave law (CTFMLA), which requires employers with 75 or more employees to provide up to 16 weeks of unpaid, job protected leave every 24 months. Employees are eligible for this leave if they have worked for the employer for at least one year and have completed a minimum of 1,000 hours during that period.

Paid Family and Medical Leave Act (PFMLA)

Connecticut’s Paid Family and Medical Leave Act (PFMLA) became effective on January 1, 2022. This program is funded by employee payroll deductions, which began on January 1, 2021. Employees who meet the eligibility criteria may receive up to 12 weeks of paid leave in a year, with an additional two weeks available for pregnancy related health conditions. Benefits can be as high as 95% of the employee’s regular weekly pay, capped at 60 times the state minimum wage.

Eligibility for PFMLA

To qualify for PFMLA benefits, employees must have earned $2,325 in the highest earning quarter of the previous four quarters and must be currently employed or have been employed within the last 12 weeks.
Covered Reasons
PFMLA covers various reasons, including the birth or adoption of a child, caring for a family member with a serious health condition, the employee’s serious health condition, organ or bone marrow donation, and certain situations related to military service.
Payout
PFMLA is funded through mandatory payroll deductions from employees’ wages.

Maternity, Paternity, and FMLA in Connecticut

Federal Law

The FMLA provides 12 weeks of unpaid maternity/paternity leave for eligible employees working for employers with 50 or more workers. This leave is job-protected and applies to both the birth of a child and adoption.

Connecticut Family and Medical Leave (CTFMLA)

The CTFMLA allows eligible employees to take up to 16 weeks of unpaid leave over a 24 month period for the birth or adoption of a child or the placement of a foster child. The CTFMLA applies only to employers with 75 or more employees, and employees must have worked 1,000 hours in the preceding 12 months to be eligible.

Paid Family and Medical Leave Act (PFMLA)

Under Connecticut’s PFMLA, eligible employees can take up to 12 weeks of paid leave in a 12 month period, with an additional two weeks available for pregnancy related health conditions. This leave is funded through employee payroll deductions.

Pregnancy Discrimination and Accommodation in the Workplace

Connecticut leave laws requires employers with three or more employees to provide unpaid pregnancy leave for disabilities related to pregnancy or childbirth, typically lasting 6 to 8 weeks. The law also protects against discrimination related to pregnancy, childbirth, or related conditions such as breastfeeding and mandates reasonable accommodations, job protection, and reinstatement.

Bereavement Leave in Connecticut

Connecticut law does not require employers to provide paid or unpaid bereavement leave. However, employers who choose to offer such leave must adhere to their established policy or practice.

Jury Duty Leave in Connecticut

Connecticut law requires employers to provide employees with five days of paid leave for jury duty. After the fifth day, the state pays a stipend of $50 per day. Employers must not fire or otherwise penalize employees for serving on a jury.

Military Leave in Connecticut

Employers in Connecticut must allow employees to take unpaid leave for military duty, including meetings or drills. Additionally, employers subject to the Connecticut Family and Medical Leave Act must allow up to 26 workweeks of leave in any 12 month period to care for a family member injured in the line of duty. This leave is unpaid.

Voting Leave in Connecticut

Connecticut law mandates that employers provide two hours of unpaid leave for voting on election day. Employees must request this time off at least two working days in advance. This law is in effect until June 30, 2024.

Connecticut State Holidays for 2026

Private employers in Connecticut are not required by law to provide holiday leave. If an employer does offer paid or unpaid holiday leave, they must follow their established company policy or employment contract. Connecticut officially observes 13 state holidays.
This comprehensive overview of Connecticut’s leave policies highlights the various types of leave employees may be entitled to, along with the corresponding legal requirements for employers.
FAQ

Is paid vacation leave mandatory in Connecticut?
No. Connecticut law does not require employers to provide paid vacation leave. However, if an employer chooses to offer it, they must follow their written policy or employment agreement regarding accrual, usage, and payout upon termination.
Are employers required to pay out unused vacation time when an employee leaves?
Yes, if the employer’s policy or contract states that unused vacation time will be paid out upon termination, they are legally obligated to do so. If there is no such policy, payout is not required.
Does Connecticut have a paid sick leave law?
Yes. Under the Connecticut Paid Sick Leave law, most employers with 50 or more employees must provide up to 40 hours of paid sick leave per year to eligible service workers. Employees accrue one hour of paid sick leave for every 40 hours worked.
What is the Connecticut Paid Leave (CTPL) program?
The Connecticut Paid Leave program provides paid time off for eligible workers who need leave for medical, family, or caregiving reasons. It offers up to 12 weeks of paid leave (plus two additional weeks for pregnancy related complications) funded by employee payroll contributions.
When can employees start using paid family or medical leave?
Employees can apply for Connecticut Paid Leave benefits once they meet the program’s eligibility requirements, including having earned wages in the state and contributed to the Paid Leave Trust Fund.
Is maternity or paternity leave paid in Connecticut?
Yes. Eligible employees can receive paid benefits through the CT Paid Leave program for childbirth, adoption, or bonding with a new child. Additional unpaid, job protected leave may be available under the federal FMLA or Connecticut Family and Medical Leave Act (CTFMLA).
Does Connecticut require employers to provide bereavement leave?
No. There is no state law mandating bereavement leave. Employers may choose to provide it according to their internal policies or employee handbooks.
Are employees entitled to jury duty leave in Connecticut?
Yes. Employers must provide job protected leave for jury duty. Full time employees are entitled to their regular pay for the first five days of jury service. Employers cannot penalize employees for fulfilling jury obligations.
Are employees entitled to time off to vote in Connecticut?
Yes. Connecticut law requires employers to grant employees up to two hours of unpaid time off to vote in state elections, provided the employee requests it at least two working days in advance.
What public holidays are observed in Connecticut?
Connecticut observes the following state and federal holidays:
New Year’s Day
Martin Luther King Jr. Day
Lincoln’s Birthday
Washington’s Birthday (Presidents’ Day)
Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Christmas Day
Are private employers required to provide paid holiday leave?
No. Private employers in Connecticut are not required by law to provide paid or unpaid time off for holidays. However, many choose to do so as part of their company policy or benefits package.
How can the Day Off app help Connecticut businesses manage leave?
The Day Off app simplifies leave tracking and compliance by helping Connecticut employers manage PTO, sick leave, and holidays in one platform. It supports custom leave policies, integrates with tools like Google Calendar, and ensures accurate accrual and reporting.
Smarter time off tracking starts here.

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August 5, 2024
Colorado Leave Laws And Holidays
Understanding Colorado leave laws, including leave management, Paid Time Off (PTO), and Day off policies, is essential for both employers and employees. This article provides a clear overview of key aspects of leave policies in Colorado, covering state and federal regulations, employer obligations, and employee rights. Whether you’re shaping workplace policies or seeking to know your entitlements, this guide will help you navigate Colorado’s Day off and leave laws effectively.

Paid Time Off (PTO) in Colorado

Leave Quota

Colorado leave laws does not mandate vacation days. There is no legal requirement for employers to provide paid or unpaid vacation time. However, if employers opt to offer vacation leave, they must adhere to state laws, established company policies, or employment contracts. Even though providing vacation time isn’t mandatory, any accrued vacation time must be compensated upon an employee’s departure. This is stipulated under Colo. Rev. Stat. § 8-4-101(14)(a)(III).

Company Vacation Policies

Company vacation policies may cover several aspects, such as:
Whether vacation pay is available
The amount of vacation pay provided annually or over a specific period
How vacation pay is accrued whether it’s granted all at once or gradually over time (weekly, monthly, etc.)
Whether there’s a cap on the amount of vacation time that can be accrued annually or beyond
In workplaces governed by a collective bargaining agreement, vacation policies both paid and unpaid are mandatory subjects of negotiation.

Accrual

While accrual of vacation leave is not required by law in Colorado, many employers choose to implement such a system. Employers can set a reasonable cap on vacation accrual, limiting the number of hours employees can accumulate.

Carryover

Colorado leave laws prohibits “Use-It or Lose It” policies for vacation, sick leave, or any other type of accrued paid leave. Colorado is among a select few states, including California, Nebraska, and Montana, where such policies are not permitted. It is illegal for employers to require employees to forfeit unused vacation time after a certain date, such as the end of the year. As a result, employers must allow employees to carry over unused vacation time into the following year.
This prohibition on “Use It or Lose It” policies was established by a Colorado Supreme Court ruling in June 2021. Nevertheless, employers may impose a ceiling on the number of vacation days that can be accrued.

Payment of Accrued, Unused Vacation Upon Termination

Employers are required to compensate employees for any accrued vacation time upon the end of employment. Employers cannot legally enforce a policy or agreement that denies employees payment for accrued vacation leave. However, while vacation leave is considered wages under the law, it is explicitly stated that employers are not required to pay out unused sick leave at termination.
Strict guidelines, including the employer’s past practices, industry standards, and mutual understandings between employer and employee, help determine when vacation time is considered “earned” under a specific policy.
Payout
Employers are responsible for paying out earned vacation leave.

Sick Leave in Colorado

Federal Laws: Leave Quota

Federal law entitles Colorado employees to up to 12 weeks of unpaid Family and Medical Leave Act (FMLA) sick leave annually.
The Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of unpaid, job protected leave each year for specific family and medical reasons, including serious health conditions, maternity or paternity leave, or the need to care for a spouse or child. To qualify for FMLA, employees must have been employed by their employer for at least one year, worked a minimum of 1,250 hours over the past year, and be employed at a location where the company has 50 or more employees within 75 miles.

Colorado State Laws: Paid Sick Leave

Under Colorado’s Healthy Families and Workplaces Act (HFWA), which took effect on January 1, 2021, employers are required to provide 1 hour of paid sick leave for every 30 hours worked. Initially, this law applied to employers with more than 16 employees. As of January 1, 2022, it extends to all employers in both the private and public sectors, regardless of the number of employees.

Accrual Rate and Carry Over

Employees accrue 1 hour of paid sick leave for every 30 hours worked, with a cap of 48 hours (6 days). Unused paid sick leave can be carried over to the next year, up to a maximum of 48 hours.

Waiting Period

The HFWA prohibits employers from imposing a waiting period for paid sick leave. Employees begin accruing paid sick leave as soon as their employment starts, and they may use it as soon as it is accrued. Employers can require documentation from employees who take four or more consecutive paid sick days.

Permitted Uses of Paid Sick Leave

Paid sick leave can be used for the following purposes:
To address a personal illness, injury, or health condition, or to seek medical diagnosis, care, treatment, or preventive care
To care for a family member with a similar health issue or preventive care needs
If the employee or a family member has been a victim of domestic violence, sexual assault, or harassment, necessitating time off for related reasons
When a public health emergency leads to the closure of the employee’s child’s school or place of business, requiring the employee’s absence from work
Payout of Sick Leave
Employers are responsible for paying out sick leave.

Colorado’s New FAMLI Program Started in 2023

In November 2020, Colorado voters passed Proposition 118, paving the way for the Paid Family and Medical Leave Insurance (FAMLI) program. This program provides most Colorado workers with up to 12 weeks of paid time off to care for themselves or their families during significant life events that require them to take a leave of absence from work.
Eligible reasons for taking leave under the FAMLI program include serious health conditions, the birth or adoption of a child, caring for a family member with a serious health condition, managing family member military deployment arrangements, or seeking safe leave due to domestic violence.
Contributions to this program by employers and employees began on January 1, 2023, with benefits becoming available on January 1, 2024. The program is funded by a payroll tax, initially set at 0.9% of an employee’s wages, split evenly between employers and employees. This tax will increase over time. Small employers with fewer than 10 employees are exempt from the employer premium.
Employees who have worked for their employer for at least 180 days and earn a minimum of $2,500 annually are generally eligible for paid family leave.
Employers should plan ahead for the implementation of this new payroll tax, inform their employees about the new policy, and establish procedures for managing the initiative.
Payout
Paid family and medical leave under the FAMLI program is funded by payroll taxes paid equally by employers and employees.

Maternity, Paternity, and FMLA in Colorado

Federal Law

The Family and Medical Leave Act (FMLA) mandates that Colorado employers with 50 or more employees provide up to 12 weeks of unpaid maternity or paternity leave to expectant and new parents. As a federal law, FMLA is the primary regulation in the U.S. for establishing these leave policies. The provisions are generally consistent across the country. For detailed information about FMLA, refer to the “Sick Leave in Colorado => Federal Laws: Leave Quota” section above.
The Pregnancy Discrimination Act (PDA), another federal law, prohibits discrimination based on pregnancy in any employment aspect, including hiring, firing, promotions, and fringe benefits. This law applies to employers with 15 or more employees.

Additional State Laws in Colorado

Colorado leave laws has additional maternity and paternity leave laws, including the Pregnant Workers Fairness Act, which requires employers to provide reasonable accommodations to pregnant employees. These accommodations may include more frequent or longer breaks, light duty work, job restructuring, equipment modifications, or adjusted work schedules.
The Adoptive Parents Leave law mandates that employers who offer parental leave to biological parents must also extend the same leave to adoptive parents, though this requirement does not apply to step parent adoptions. The law does not require employers to provide leave initially but ensures that adoptive parents receive equal treatment as biological parents.
The FAMLI program, mentioned above, also provides paid leave for new parents following the birth or adoption of a child. Employees may receive up to 12 weeks of partial pay, with an additional four weeks available for those experiencing pregnancy or childbirth complications.
Payout
FMLA mandated maternity leave is unpaid, while the FAMLI program is supported by payroll taxes paid equally by employers and employees.

Bereavement Leave in Colorado

There is no federal or state requirement for Colorado employers to provide paid or unpaid bereavement leave. Employers who choose to offer bereavement leave must adhere to the specific policy or practice they have established.
Payout

Bereavement leave is generally unpaid.

Jury Duty Leave in Colorado

Colorado leave laws requires employers to provide paid, job protected leave to employees serving on a jury. Employers must compensate regular employees up to $50 per day for the first three days of trial or grand jury service unless a higher amount has been agreed upon. From the fourth day onwards, the state pays a $50 per diem to regular employees.
Employees called for jury duty must be excused from work, and part time or temporary employees who have worked for the same employer for at least three months are considered “regularly employed” and are eligible for jury duty leave. Colorado law also protects employees from job termination, harassment, or any form of retaliation for fulfilling their jury service obligations.
Employees are not entitled to compensation for time spent testifying, responding to subpoenas, or acting as plaintiffs or defendants in court.
Payout

Employers pay for the first three days of jury service. The state covers payment from the fourth day onward.

Military Leave in Colorado

Federal Law

The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that applies to all employers in the U.S. It protects the employment rights of Army and Air National Guard members called to federal service. Under USERRA, employers are prohibited from discriminating against employees who serve in the military. Additionally, for one year after returning from military service, an employee can only be terminated for good cause.

Colorado State Law

In addition to USERRA, Colorado state law provides additional protections for state and U.S. military service members. Employees called to active service are entitled to unlimited unpaid leave and must be reinstated to their previous positions with all the wages, seniority, and benefits they would have accrued if continuously employed.
Colorado leave laws also grants up to 15 days of unpaid leave per year for National Guard or U.S. armed forces members to attend military exercises. These employees have reinstatement rights to their previous positions if they remain qualified for the job.
Public employees in Colorado are eligible for additional benefits, such as paid annual military leave, additional military leave, reinstatement rights, and retention of benefits.

Voting Leave in Colorado

Colorado law provides registered employees with up to two hours of paid leave to vote in any primary or general election. Employees must request this leave at least one day before the election. Employers can choose the hours during which employees can be absent, although employees may request to take this leave at the start or end of their shifts. If an employee’s shift starts at least three hours after the polls open or ends at least three hours before they close, the employer is not required to provide voting leave.
Employers are prohibited from penalizing or dismissing employees for taking voting leave.
Payout

Employers are responsible for paying employees for voting leave.

Colorado State Holidays in 2026

Colorado law does not require private employers to offer holiday leave. Employers in the private sector are not obligated to provide paid or unpaid time off for holidays and may require employees to work on holidays. Additionally, Colorado wage law neither mandates nor prohibits extra pay for holiday work. When employees are compensated for a non working holiday, those hours do not count toward overtime unless actual work was performed on the holiday.
If private employers choose to provide holiday leave, whether paid or unpaid, they must follow their established company policy or the terms of an employment contract.
Colorado officially recognizes 11 state holidays.

Colorado Leave Laws FAQ

Is vacation leave mandatory in Colorado?
No. Colorado law does not require employers to provide vacation leave. However, if an employer chooses to offer it, they must treat it as earned compensation. This means any unused, accrued vacation must be paid out to the employee when their employment ends.
Can employers enforce “Use It or Lose It” policies in Colorado?
No. Colorado prohibits “Use It or Lose It” vacation policies. Employees must be allowed to carry over any unused, accrued vacation time, and employers cannot require them to forfeit it after a specific date.
Do employees receive paid sick leave in Colorado?
Yes. Under the Healthy Families and Workplaces Act (HFWA), all employees in Colorado accrue paid sick leave at a rate of 1 hour for every 30 hours worked, up to 48 hours per year. Unused sick leave can roll over into the next year, up to the same cap.
When can Colorado employees start using accrued sick leave?
Employees begin accruing paid sick leave from their first day of employment and can use it as soon as it is earned. Employers cannot impose any waiting period.
What is the FAMLI program?
The Family and Medical Leave Insurance (FAMLI) program is a state run initiative that provides eligible Colorado workers with up to 12 weeks of paid leave for qualifying life events. These include serious health conditions, bonding with a new child, or caring for a family member. Funded by payroll taxes, benefits became available in January 2024.
Is maternity or paternity leave paid in Colorado?
Unpaid leave is available through the federal Family and Medical Leave Act (FMLA), which provides up to 12 weeks of job protected leave. In addition, paid leave may be available through the FAMLI program or specific employer policies.
Are employers required to provide bereavement leave?
No. Colorado law does not require employers to offer bereavement leave. However, if a company chooses to offer it, they must adhere to their established policy or employment agreements.
What are the rules for jury duty leave?
Colorado employers must provide job-protected leave for jury duty and pay regular employees up to $50 per day for the first three days of service. From the fourth day onward, the state provides compensation. Retaliation or termination due to jury duty is prohibited.
How does military leave work in Colorado?
Under both state and federal law, employees called to military service are entitled to unpaid leave and must be reinstated to their previous position upon return. Public employees may also receive additional benefits, including paid military leave.
Do employees get paid time off to vote?
Yes. Colorado law grants up to two hours of paid leave to vote in a primary or general election. This applies only if the employee’s work schedule does not otherwise allow three consecutive hours before or after their shift to vote.
Are employers required to provide holiday leave in Colorado?
No. Private employers are not required to offer holiday leave, paid or unpaid, nor are they obligated to provide additional pay for employees who work on holidays. However, if holiday benefits are provided, employers must comply with their own policies or contractual terms.
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Conclusion

Understanding Colorado’s leave laws is vital for both employees and employers. From PTO and sick leave to jury duty and family leave, these regulations ensure fair treatment and clarity in the workplace. By staying informed and adhering to state and federal guidelines, organizations can build a compliant and supportive work environment, while employees can confidently exercise their rights to time off when it matters most.
August 4, 2024
Iowa Leave Laws And Holidays
Iowa leave laws offer employers significant flexibility in managing paid time off (PTO) and other types of leave. Unlike many states, Iowa doesn’t mandate specific leave policies, leaving it up to employers to set their own guidelines. Whether you’re using tools like Day Off to track PTO or simply navigating these policies, this article provides a concise overview of the key regulations and common practices for PTO, sick leave, maternity leave, bereavement leave, and more in Iowa, helping both employers and employees understand their rights and responsibilities.

Paid Time Off (PTO) in Iowa

Leave Quota

In Iowa leave laws, there is no legal requirement for employers to provide vacation days to employees. State law does not mandate vacation leave, leaving the decision to individual employers. This means that companies have the freedom to develop their own vacation policies. While offering vacation benefits is not obligatory, many employers choose to do so as it is a highly valued perk for employees. If a company decides to offer vacation leave, it must adhere to the terms outlined in its own policies or employment contracts.
However, state employees in Iowa are entitled to some form of paid vacation.

Accruals

Although Iowa does not require employers to provide vacation accruals, many businesses opt to implement them. Employers can establish their own systems for accruing vacation time, which can be on a weekly, semimonthly, or monthly basis, often tied to the pay period. Additionally, employers may set a cap on the amount of vacation leave an employee can accrue, preventing accumulation beyond a certain number of hours. For new hires, a waiting period during which no vacation time is accrued is also permissible.

Roll Over

Iowa leave laws does not prohibit the use of a “Use It or Lose It” policy. Employers in Iowa are not required to allow employees to carry over unused vacation time into the next year. Under a Use It or Lose It policy, employers are not obligated to pay employees for any unused vacation days at the end of the year, meaning employees may forfeit their remaining vacation time without compensation. However, employers must ensure that employees have had a reasonable opportunity to take their vacation and must clearly communicate the policy to them.

Statutory Provisions Addressing Vacation Pay

If an employer chooses to provide paid vacation benefits, it must follow the terms of its policy or employment contract. In Iowa, paid vacation benefits are considered part of an employee’s wages.

Payment of Accrued, Unused Vacation on Termination

The issue of whether employees receive payment for accrued, unused vacation upon termination is governed by the employer’s policy or employment contract. Employers in Iowa may establish policies or contracts that prevent employees from receiving payment for accrued vacation leave upon termination. Employers may also include conditions, such as providing two weeks’ notice, that must be met for the employee to receive payment for unused leave. If the policy or contract does not address this issue, the employer is not required to pay out accrued vacation leave when employment ends.

Sick Leave in Iowa

Federal Law – Leave Quota

The federal Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid, job protected leave for personal or family medical reasons. This includes caring for a seriously ill family member, dealing with one’s own medical condition, or maternity and paternity leave.
To qualify for FMLA benefits, an employee must have been employed by the company for at least 12 months, working a minimum of 1,250 hours during that period, and must work at a location where the employer has at least 50 employees within a 75-mile radius. Employers may also offer additional sick leave benefits beyond the federal requirement.

Iowa State Laws

Iowa does not have additional state specific sick leave laws. Employers in Iowa are required to comply with FMLA, but beyond that, they are not required to provide either paid or unpaid sick leave. However, if an employer decides to implement a sick leave policy, they must adhere to the terms outlined in their employee handbook.

Maternity, Paternity, FMLA in Iowa

Federal Law

Under the FMLA, eligible employees in the U.S. are entitled to 12 weeks of unpaid leave for the birth or adoption of a child. Unless the employer specifies otherwise, this leave must be taken consecutively.
The Pregnancy Discrimination Act (PDA) is another federal law that protects pregnant employees, prohibiting discrimination in all aspects of employment, including hiring, pay, job assignments, and benefits. This law applies to employers with 15 or more employees.

Additional State Laws in Iowa

In addition to federal protections, the Iowa Civil Rights Act requires employers with at least four employees to provide up to eight weeks of unpaid leave for temporary disabilities related to pregnancy and childbirth. This law ensures that pregnancy related disabilities are treated the same as other temporary disabilities.
If an employee has a pregnancy related disability and no other leave options are available, or if those options have been exhausted, the employee is entitled to leave. Employees must give the same notice for this leave as they would for any other disability leave.

Bereavement Leave in Iowa (Funeral Leave)

Iowa does not require employers to provide bereavement leave, whether paid or unpaid, for the death of a close relative. Employers may choose to offer this type of leave at their discretion, and if they do, they are expected to follow any policies they have established.

Jury Duty Leave in Iowa

Iowa law mandates that employers provide employees with unpaid time off for jury duty. Employees are entitled to job protected leave when serving on a jury, responding to a subpoena, or participating in a legal proceeding as a witness or party. Employees must provide notice of their jury summons to their employer to qualify for this leave. Employers are prohibited from penalizing employees for fulfilling their jury duty obligations.

Military Leave in Iowa

Employers in Iowa are required to grant unpaid leave to eligible employees called to active duty. This protection extends to members of the National Guard, organized reserves of the armed forces, and the Civil Air Patrol. Upon returning from duty, employees are entitled to be reinstated to their previous position or a comparable one, provided they present evidence of satisfactory service completion and remain qualified to perform their job duties. Temporary employees, however, are not entitled to reinstatement. Military leave does not affect an employee’s rights to vacation, sick leave, or other benefits.

Voting Leave in Iowa

Iowa law requires employers to provide up to three consecutive hours of paid leave to employees for voting if they do not have three consecutive non working hours while the polls are open. Employees must request this leave in writing before the election. Employers can designate the specific hours during which the employee can be absent from work to vote.

Iowa State Holidays in 2026

Iowa law does not require private employers to provide paid or unpaid holiday leave. Although private employers are not obligated to offer holiday leave or premium pay for working on holidays, many do provide at least seven paid holidays. Iowa officially observes nine state holidays, but private employers have discretion over holiday policies for their employees.
FAQ

Does Iowa law require employers to provide paid vacation or sick leave?
No, Iowa state law does not require employers to provide paid vacation or sick leave. However, if an employer offers such benefits, they must follow their established written policy regarding accrual and payout.
Are employers in Iowa required to pay out unused vacation days when an employee leaves?
Yes, if the employer’s policy or contract states that unused vacation will be paid out upon termination, the company must honor that agreement. If there is no such policy, payout is not required.
Does Iowa have a paid family or medical leave law?
Iowa does not currently have a state mandated paid family or medical leave program. However, employees may be eligible for unpaid leave under the federal Family and Medical Leave Act (FMLA).
What public holidays are recognized in Iowa?
Iowa observes several state and federal holidays, including:
New Year’s Day
Martin Luther King Jr. Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Are private employers required to give time off for holidays?
No, private employers in Iowa are not legally required to provide paid or unpaid holiday leave. However, many companies choose to observe major holidays as part of their benefits policy.
Does Iowa law require employers to provide bereavement leave?
No, bereavement leave is not required by Iowa law. Employers may choose to offer it as part of their internal policy.
Are employees entitled to jury duty leave in Iowa?
Yes, employees are entitled to unpaid leave for jury duty. Employers cannot terminate or penalize employees for fulfilling jury service obligations.
Are employees in Iowa entitled to voting leave?
Yes. Employees who do not have three consecutive non working hours while polls are open are entitled to up to three hours of paid time off to vote, provided they request it in advance.
Can employers require employees to use PTO for holidays or closures?
Yes, employers can require employees to use accrued PTO during holidays or business closures, as long as it complies with the company’s written policy.
How can the Day Off app help Iowa businesses manage leave and holidays?
The Day Off app helps Iowa businesses track PTO, sick days, and holidays automatically. It simplifies leave approvals, ensures compliance with company policies, and integrates with tools like Google Calendar for seamless scheduling.
August 1, 2024