Holiday Pay Calculator (2026)
Working a holiday? Enter your hourly rate, holiday hours, and your employer's premium multiplier to see your holiday pay and how much extra the premium adds.
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Holiday premium pay is a policy, not a law
Here's the surprise most workers don't expect: no federal law requires holiday premium pay. The FLSA mandates overtime for hours past 40 in a week — but working Christmas itself at straight time is perfectly legal under federal law unless your employer promised otherwise. Holiday premiums (the familiar time-and-a-half, the rarer double-time) come from employer policy, union contracts, or occasionally state law — which means the rules, the eligible holidays, and even whether part-timers qualify all vary by workplace.
That policy-driven nature is exactly why a calculator helps: the arithmetic is simple, but the inputs are yours to confirm. The multiplier, the recognized holidays, and whether unworked holidays are paid are all in your handbook — get those right and the dollars follow.
How the math works
Holiday pay = holiday hours × hourly rate × premium multiplier Premium extra = holiday hours × hourly rate × (multiplier − 1)
The second line is the useful one: it isolates what the policy actually gives you beyond straight time. Pick your employer's multiplier (1.5×, 2×, or a custom figure like 1.25×), and the calculator shows both the total holiday pay and the premium slice.
Worked example
A retail associate earning $20/hour works an 8-hour Thanksgiving shift at time-and-a-half:
| Step | Calculation | Result |
|---|---|---|
| Holiday pay | 8 × $20.00 × 1.5 | $240.00 |
| Straight-time value | 8 × $20.00 | $160.00 |
| Premium extra | 8 × $20.00 × 0.5 | $80.00 |
The policy's real gift is the $80, not the $240 — framing it that way makes it easy to compare offers ("we pay double-time on six holidays" vs. "time-and-a-half on ten").
When holiday pay meets overtime
This is where two rulebooks collide. Suppose you work that 8-hour holiday Monday, then 36 more hours the rest of the week: 44 total. The holiday premium covers Monday's 8 hours per company policy; FLSA overtime covers the 4 hours past 40 at 1.5× your regular rate. Whether you get both on overlapping hours depends on two policy details: does your employer count holiday hours as "hours worked" toward the 40-hour threshold, and does the holiday premium stack with the overtime premium or replace it? Union contracts usually spell this out; non-union handbooks sometimes don't — ask before the holiday week, not after.
Also note the mirror case: many employers pay 8 hours at straight time for holidays not worked (full-time staff, tenure conditions often apply). That pay typically doesn't count as hours worked for overtime purposes — it's a benefit, not work time.
Data sources: U.S. Department of Labor — FLSA holiday-pay guidance (no federal premium requirement; 2026); employer policy documents control actual multipliers. Estimates only, not legal advice — "estimates only, not legal advice."
Frequently asked questions
Does federal law require holiday pay?
No. The FLSA does not require employers to pay a premium for working holidays — or to give holidays off at all. Holiday premium pay (time-and-a-half, double-time) is entirely a matter of employer policy, union contract, or state law. Always check your employer's written policy; this calculator just does the arithmetic on the multiplier you enter.
What's the difference between holiday pay and overtime pay?
Overtime is statutory: the FLSA requires 1.5× for hours past 40 in a week for non-exempt workers, and some states add daily rules. Holiday premium pay is contractual: your employer chooses to pay extra for holiday shifts. They can stack — a holiday shift can earn the holiday premium per company policy, and if the week's total passes 40 hours, federal overtime may apply on top.
If I work a holiday and my week passes 40 hours, do I get both premiums?
Often, yes — but it depends on policy. The holiday premium applies to the holiday hours under your employer's rules, while FLSA overtime applies to hours past 40 in the workweek. Some employers credit holiday hours toward the 40-hour overtime threshold; others don't. Check whether your employer counts the 8 holiday hours as 'hours worked' for overtime purposes.
What multipliers do employers typically use?
Time-and-a-half (1.5×) is the most common holiday premium in the US; double-time (2×) appears in union contracts and some healthcare, hospitality, and retail policies. Some employers pay a flat bonus instead. Because it's policy-driven, the only authoritative number is in your handbook or contract.
Do I get paid if I don't work the holiday?
Only if your employer offers paid holidays — again, not required by federal law. Many full-time policies pay 8 hours at straight time for recognized holidays not worked, sometimes with tenure or scheduling conditions (like working the shifts before and after). Part-time and probationary workers are often excluded.
Estimates only, not tax or financial advice. Figures reflect the 2026 tax year. Verify important decisions with the IRS or a qualified tax professional.