Do Overtime And Holiday Pay Stack? A Detailed Look

The question of whether overtime pay and holiday pay stack is a common one for many hourly employees. If you’ve ever wondered if working overtime on a holiday means you get paid extra, you’re not alone.

The short answer is: it depends on your employer’s policies and applicable labor laws. In many cases, overtime and holiday pay do stack, meaning you earn 1.5x or 2x your regular rate for overtime in addition to holiday pay. However, the details vary based on your employer, location, and job status.

In this comprehensive guide, we’ll take an in-depth look at how overtime and holiday pay interact. We’ll cover factors like federal vs. state laws, exempt vs. non-exempt status, and employer policies. We’ll also provide examples to illustrate when you can expect to receive stacked holiday overtime pay.

Understanding Overtime Pay

When it comes to employment, understanding overtime pay is crucial. Overtime pay refers to the additional compensation an employee receives for working more than the standard working hours. In many countries, labor laws specify the maximum number of hours an employee can work in a day or week before they become eligible for overtime pay.

Let’s take a closer look at what overtime pay entails.

What is overtime?

Overtime is the term used to describe the additional hours an employee works beyond their regular working hours. These additional hours are usually compensated at a higher rate than the employee’s regular pay rate.

Overtime pay is aimed at ensuring that employees are fairly compensated for their extra effort and time spent on the job.

Who qualifies for overtime?

The eligibility for overtime pay varies depending on the country’s labor laws and the type of employment contract. In general, non-exempt employees are eligible for overtime pay, while exempt employees are not.

Non-exempt employees are typically those who are paid on an hourly basis, while exempt employees are usually salaried and hold managerial or professional positions. However, it’s important to consult the labor laws specific to your country to determine the exact criteria for overtime eligibility.

How is overtime calculated?

Overtime is usually calculated based on the number of hours an employee works beyond the standard working hours. The exact calculation may vary, but a common practice is to pay employees 1.5 times their regular hourly rate for each hour of overtime worked.

For example, if an employee’s regular hourly rate is $20, they would earn $30 per hour for overtime work.

It’s worth mentioning that some industries or job positions may have different rules for calculating overtime pay. For instance, certain professions may require a higher multiplier for overtime hours. Additionally, some companies may offer alternative compensation options for overtime, such as time off in lieu or additional vacation days.

For more detailed information on overtime pay calculations, it’s advisable to refer to labor law resources or consult with an employment lawyer. Websites like provide valuable information and resources related to labor laws and overtime pay.

Holiday Pay Laws and Employer Policies

When it comes to holiday pay, it’s important to understand the laws and policies that govern this area. Both federal and state governments have regulations in place to ensure that employees receive fair compensation for working on holidays.

Additionally, individual employers may have their own policies regarding holiday pay. Let’s take a closer look at each of these aspects:

Federal holiday pay laws

The Fair Labor Standards Act (FLSA) is a federal law that establishes minimum wage, overtime pay, and other employment standards. However, it does not require employers to provide paid holidays. The FLSA only requires employers to pay their non-exempt employees for the hours they work, including any overtime pay if applicable.

Therefore, whether an employee receives holiday pay is entirely up to the employer’s discretion.

State holiday pay requirements

While federal law does not mandate holiday pay, some states have their own regulations in place. These laws may require employers to provide holiday pay or establish specific guidelines regarding compensation for working on holidays.

It’s important for both employers and employees to familiarize themselves with the laws of their respective states to ensure compliance.

Employer holiday pay policies

Aside from any legal requirements, many employers choose to offer holiday pay as a benefit to their employees. Employer policies regarding holiday pay can vary widely. Some companies may offer additional compensation, such as double pay or time-and-a-half, for employees who work on holidays.

Others may provide a day off with pay or offer extra vacation time as a form of holiday compensation. It’s important for employees to review their employer’s policy to understand what they are entitled to.

For more detailed information on federal and state holiday pay laws, you can visit the U.S. Department of Labor’s website. Additionally, it’s always a good idea to consult with an employment attorney or human resources professional to ensure compliance with all applicable laws and regulations.

When Overtime and Holiday Pay Stack

For non-exempt employees

Non-exempt employees, those who are eligible for overtime pay, may wonder if overtime and holiday pay stack. The answer is generally yes. When a non-exempt employee works overtime hours during a holiday, they are entitled to both overtime pay and holiday pay.

For example, let’s say an employee’s regular hourly rate is $15. If they work 8 hours on a holiday, they would normally receive holiday pay at their regular rate, which would be $15 x 8 = $120. However, if they are also eligible for overtime pay, and those 8 hours put them over 40 hours for the week, they would receive overtime pay at 1.5 times their regular rate for those hours.

So, if their overtime rate is $22.50, they would receive an additional $22.50 x 8 = $180 in overtime pay.

It’s important to note that the specific rules for overtime and holiday pay may vary depending on the country, state, or employer. It’s always a good idea for employees to familiarize themselves with the laws and policies in their specific jurisdiction or consult with their HR department for clarification.

Varies for exempt employees

For exempt employees, those who are not eligible for overtime pay, the rules regarding the stacking of overtime and holiday pay can vary. In some cases, exempt employees may receive additional compensation or time off in lieu of overtime pay for working on holidays.

For example, an exempt employee who works on a holiday may be given a floating holiday to use at a later date or may be granted additional vacation time. Alternatively, some employers may provide a flat bonus or increase in salary for exempt employees who work on holidays.

It’s important for exempt employees to review their employment contracts or consult with their HR department to understand the specific policies and benefits they are entitled to in relation to holiday work.

Exceptions and stipulations

While overtime and holiday pay generally stack for non-exempt employees, and the rules for exempt employees can vary, there may be exceptions and stipulations to consider.

  • In some cases, certain holidays may be designated as “premium” holidays, meaning that employees who work on those specific holidays are entitled to additional compensation or benefits.
  • Some employers may have policies in place that limit the stacking of overtime and holiday pay, or they may have specific rules regarding how overtime and holiday pay should be calculated.
  • It’s also worth noting that the calculation of overtime and holiday pay can differ based on the employee’s regular rate of pay, any applicable bonuses or commissions, and other factors.

To ensure understanding and compliance, employees should review their employment contracts, consult with their HR department, or seek legal advice if they have any specific concerns or questions regarding the stacking of overtime and holiday pay.

For more information on overtime and holiday pay, you can visit websites such as the U.S. Department of Labor’s website ( or consult with a labor law attorney.

Examples of Stacked Overtime + Holiday Pay

Non-exempt employee scenario

When it comes to non-exempt employees, stacking overtime and holiday pay is a common practice. Let’s consider an example to understand it better. John, a non-exempt employee, works 40 hours during a regular workweek and is entitled to time-and-a-half for any hours worked beyond that.

Additionally, he is scheduled to work on a holiday and is eligible for holiday pay, which is double his regular hourly rate.

So, if John works 10 hours on the holiday, his regular pay for those hours would be calculated at twice his hourly rate. However, since those hours also fall into the realm of overtime, he would be entitled to time-and-a-half on top of the double pay.

Therefore, John would receive double pay for the holiday hours plus an additional 50% for the overtime, resulting in a significant boost to his paycheck.

It’s worth noting that the specific rules and regulations regarding overtime and holiday pay may vary depending on the jurisdiction and the company’s policies. Therefore, it’s always essential to consult the employment contract, collective bargaining agreements, or labor laws that apply to your situation.

Exempt employee scenario

For exempt employees, who are typically salaried and not eligible for overtime pay, the concept of stacking overtime and holiday pay works a bit differently. Exempt employees are usually paid a fixed salary regardless of the number of hours they work.

However, some companies may still provide additional compensation for working on holidays.

Let’s consider Sarah, an exempt employee who receives a fixed salary of $2,500 per month. Her company offers an additional day’s pay for working on a holiday. In this scenario, since Sarah’s salary is not affected by the number of hours she works, she would receive her regular monthly salary regardless of whether she works on the holiday or not.

However, she would still be entitled to the additional day’s pay for working on the holiday, which would be added to her regular salary. So, in this case, Sarah would receive her regular salary plus the extra day’s pay, resulting in a higher paycheck for that month.

It’s important to keep in mind that these scenarios are general examples and may not reflect the precise calculations or policies of every employer. Understanding the specific rules and regulations in your jurisdiction is crucial to ensure you receive the correct compensation.

For more detailed information, you can visit the U.S. Department of Labor website or consult with an employment lawyer familiar with the labor laws in your area.


While overtime and holiday pay stacking varies, many hourly non-exempt workers can expect to earn extra overtime pay for hours worked on a holiday. The details depend on federal and state laws, as well as employer policies.

Some key factors that determine stacked holiday overtime pay are your exempt vs. non-exempt status, location, and employer. We hope this guide has helped explain when and how you could earn overtime pay on holidays.

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