{"id":376636,"date":"2016-03-31T21:36:52","date_gmt":"2016-04-01T02:36:52","guid":{"rendered":"https:\/\/content.findlaw-admin.com\/ability-law\/state\/texas-law\/texas-legal-holidays-laws.html"},"modified":"2026-06-15T10:14:51","modified_gmt":"2026-06-15T15:14:51","slug":"texas-legal-holidays-laws","status":"publish","type":"page","link":"https:\/\/www.findlaw.com\/state\/texas-law\/texas-legal-holidays-laws.html","title":{"rendered":"Texas Holiday Pay and Legal Holiday Laws"},"content":{"rendered":"\n
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Texas Holiday Pay and Legal Holiday Laws<\/h1>\n\n
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\n By Balrina Ahluwalia, Esq.<\/a> | Legally reviewed by Catherine Hodder, Esq.<\/a>\n | Last updated\n
\n \n <\/i>\n Legally Reviewed\n <\/summary>\n\n
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This article has been written and reviewed for legal accuracy, clarity, and style by FindLaw\u2019s team of legal writers and attorneys<\/a> and in accordance with our editorial standards<\/a>.<\/em><\/p>\n\n <\/div>\n <\/details>\n\n

\n \n <\/i>\n Fact-Checked\n <\/summary>\n\n
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The last updated date refers to the last time this article was reviewed by FindLaw or one of our contributing authors<\/a>. We make every effort to keep our articles updated. For information regarding a specific legal issue affecting you, please contact an attorney in your area<\/a>.<\/em><\/p>\n\n <\/div>\n <\/details>\n<\/section>\n\n\n

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Texas legal holiday<\/span> laws govern time off and compensation for employees working in Texas during recognized calendar events. Under the Texas Labor Code and the federal Fair Labor Standards Act (FLSA<\/span>), private employers<\/span> are not legally required to provide paid holidays<\/span>, premium wages, or guaranteed time off. Public sector workers, including exempt and nonexempt state and federal employees, are granted mandatory paid leave or compensatory time<\/span> in accordance with statutory skeleton crew and official holiday schedules<\/span>.<\/p>\n\n <\/div>\n\n\n\n

Holiday rules in Texas can be confusing because the state gives private employers<\/span> so much flexibility. Workers might assume that holidays automatically come with extra pay or guaranteed time off, but it\u2019s often more complicated.<\/p>\n

Texas has its own laws <\/a>regarding\u00a0legal holidays<\/span><\/a>, and those rules affect public and\u00a0private employers<\/span>\u00a0differently. Understanding how state and federal leave laws<\/span> work can help Texans navigate their rights and identify potential violations.<\/p>\n

This guide looks at how Texas law<\/span><\/a> treats holiday pay<\/span>, which holidays the state recognizes, and how federal and state rules interact. We examine the impact of these rules in the public and private sectors. We also answer common questions Texas workers have about federal holidays<\/span> and the state <\/span>holiday<\/span> schedule<\/span>.<\/p>\n

If you\u2019re facing a situation where you suspect you\u2019ve been denied holiday time or pay unlawfully, consider touching base with a Texas employment lawyer<\/a>. This area is rife with issues stemming from unclear company policies, conflicts over medical leave<\/span>, and misclassification of employees. Find out what you need to know about your options so you can make informed decisions about how to proceed.<\/p>\n

Holiday Pay<\/span> Under Texas State Laws<\/span><\/h2>\n

Texas does not require private employers<\/span> to offer holiday pay<\/span>. No state statute forces an organization to give workers a paid day off<\/span> on Christmas, Thanksgiving, New Year\u2019s Day<\/span>, or any other holiday. Texas also doesn\u2019t require extra pay for working on a holiday. If a private <\/span>employer<\/span> chooses to offer a paid holiday<\/span><\/a>, it is because the company has decided to do so, not because the law demands it.<\/p>\n

This means that holiday benefits for private-sector workers are determined by the employer\u2019s policies, employee handbooks, or the terms of an employment contract<\/span><\/a>. If a company promises paid holidays<\/span>, it must follow its own rules. The state does not force the company to offer them. This is true even for major national observances like Memorial Day<\/span>, Labor Day<\/span>, and Veterans Day<\/span>.<\/p>\n

Public employers operate differently. As we will see later, the law dictates their holiday schedules<\/span>.<\/p>\n

Exempt and Nonexempt Employees<\/span><\/h2>\n

Holiday rules can feel different depending on whether a worker is classified as an exempt or nonexempt employee<\/span> under the federal Fair Labor Standards Act (FLSA<\/span>)<\/a>. The FLSA<\/span> applies to almost all public and private employers<\/span> in the United States. It sets national standards for overtime, minimum wage, and pay practices<\/a>. The FLSA<\/span> also categorizes employees as either exempt or nonexempt. This classification affects eligibility for overtime and other pay protections.<\/p>\n

It can also impact holiday-related outcomes. Below, we explore holiday rules for both groups in the private and public sectors in the state of Texas<\/span><\/a>.<\/p>\n

Nonexempt Employees<\/span><\/h3>\n

Nonexempt employees<\/span> are usually paid hourly and must receive overtime<\/a> when they work more than 40 hours in a workweek<\/span>. Working on a holiday does not automatically create overtime. Overtime only applies if the total hours exceed 40.<\/p>\n

Let\u2019s say a nonexempt worker<\/a> puts in 40 hours by Thursday and then works on Good Friday<\/span>. That extra time may count toward overtime, but the holiday itself does not trigger special pay under state or federal law<\/span>.<\/p>\n

Private Sector<\/strong><\/p>\n

For private-sector\u00a0nonexempt employees<\/span>, this means\u00a0holiday pay<\/span>\u00a0is entirely at the employer’s discretion. A private organization may choose to offer premium holiday pay<\/span>, time-and-a-half pay, or a paid day off<\/span><\/a>. Texas law<\/span> doesn\u2019t require it. If a\u00a0private employer<\/span>\u00a0in\u00a0Texas\u00a0offers holiday benefits, they must follow their\u00a0written policies or employment contracts<\/span>.<\/p>\n

Public Sector: State Level<\/strong><\/p>\n

For nonexempt state employees<\/span>, the Texas Government Code<\/span><\/a> sets an official holiday schedule<\/span>. State agencies are usually closed on these dates, with nonexempt employees<\/span> receiving paid time off (PTO). Public colleges and universities follow separate schedules but still provide the same number of holidays.<\/p>\n

If a nonexempt state employee<\/span> must work on a state holiday<\/span>, they may earn compensatory time<\/span> or overtime, depending on agency policy. Compensatory time<\/span> is paid time off<\/a> that public employees can earn instead of overtime for hours worked beyond their scheduled hours.<\/p>\n

Public Sector: Federal Level<\/strong><\/p>\n

Federal agencies in Texas follow the federal <\/span>holiday<\/span> schedule<\/span><\/a> and close on designated federal holidays<\/span>. Nonexempt federal employees generally receive paid time off for these days. If they must work on a federal holiday<\/span>, they receive premium holiday pay<\/span>.<\/p>\n

Exempt Employees<\/h3>\n

Exempt employees are typically paid on a salary basis<\/a>. If an exempt employee works any part of a week, they receive their full salary. They aren\u2019t entitled to overtime<\/a> and tend to earn the same weekly pay regardless of whether there\u2019s an observed holiday. Working on a holiday also doesn\u2019t change an exempt employee\u2019s pay under state or federal law<\/span>.<\/p>\n

Private Sector<\/strong><\/p>\n

For exempt employees in the private sector, holiday pay<\/span> is determined solely by company policy. A private employer<\/span> may choose to offer paid holidays<\/span>, premium holiday pay<\/span>, or additional time off. Texas law<\/span> doesn\u2019t require any of these benefits<\/a>. If a private employer<\/span> does offer holiday benefits, however, it must follow its own written policies<\/a> and terms of any employment contracts<\/span>.<\/p>\n

Public Sector: State Level<\/strong><\/p>\n

Exempt employees who work for the state of Texas<\/span> follow the official holiday schedule<\/span> set by the Texas Government Code<\/span><\/a>. When a state holiday<\/span> occurs, agencies typically close, and exempt employees receive paid time off as part of their regular salary. Public colleges and universities follow separate schedules but still provide the same number of holidays. If an exempt state employee<\/span> must work on a state holiday<\/span>, they may receive compensatory time<\/span>, depending on agency policy.<\/p>\n

Public Sector: Federal Level<\/strong><\/p>\n

Exempt federal employees follow the federal <\/span>holiday<\/span> schedule<\/span> established by Congress<\/a>. Federal agencies close on designated federal holidays<\/span>, and exempt federal employees receive their regular salary for those days.<\/p>\n

If an exempt federal employee must work on a federal holiday<\/span>, they may be entitled to compensatory time<\/span> or other benefits under federal personnel rules<\/a>. These are separate from Texas law<\/span> and are often more generous than private-sector policies.<\/p>\n

Texas <\/span>State <\/span>Holiday<\/span> Schedule<\/span><\/h2>\n

Texas recognizes several state holidays<\/span>, many of which overlap with federal holidays<\/span>. These holidays are listed in the Texas Government Code<\/span>. The State Auditor\u2019s Office issues an official holiday schedule<\/span> <\/a>for state agencies each fiscal year.<\/p>\n

Paid State Holidays<\/span><\/h3>\n

State agencies<\/a> close on the following state holidays<\/span>. If one of them falls on a weekend, Texas doesn\u2019t move it to another weekday.<\/p>\n

Exempt and nonexempt state employees<\/span> receive paid time off for these days:<\/p>\n