Whether you have a day off for Presidents’ Day depends on your specific employer and the industry in which you work. The observance of this holiday is not mandated for all businesses, creating a difference in work schedules across the country. Understanding the distinction between federal requirements and private sector discretion is necessary to determine your personal obligation.
Presidents’ Day as a Federal Holiday
Presidents’ Day is officially recognized in federal law as Washington’s Birthday (codified under 5 U.S.C. § 6103). This designation ensures that non-essential federal offices and agencies close for the day, which falls on the third Monday in February. The holiday guarantees a paid day off for all federal employees.
The federal status establishes a baseline for closure, but this rule applies only to the government workforce. This legal framework does not extend its requirements to the vast majority of private sector businesses. For federal workers, observance is a matter of law, but for everyone else, it is a voluntary benefit.
Presidents’ Day in the Private Sector
The vast majority of the American workforce is employed by private companies, and the law does not require these employers to observe Presidents’ Day. Observance is purely a matter of company policy, often dictated by business needs and industry practice. While many white-collar offices choose to give employees a paid holiday, this is a discretionary benefit, not a legal entitlement.
Presidents’ Day is one of the less commonly observed paid holidays in the private sector. Only about 19% of private industry workers receive it as a paid holiday, compared to the over 90% who receive Christmas or Thanksgiving. Industries like manufacturing, retail, and hospitality frequently remain open, prioritizing continuous operation and customer service. Companies that do close often align their schedules with financial markets or public institutions.
Common Sector Closures and Exceptions
Financial Institutions and the Stock Market
Financial services typically align their schedules with federal holidays, leading to widespread closures. The major U.S. stock exchanges, including the New York Stock Exchange (NYSE) and NASDAQ, do not operate on Presidents’ Day. Most commercial banks and credit unions also close their physical branches, as do the major bond markets.
Public Schools and Universities
Public education systems, including K-12 schools and state universities, generally observe Presidents’ Day, often following the local government’s holiday calendar. This closure provides a three-day weekend for students and staff, though some districts use the day for teacher professional development or in-service training. Private schools and smaller colleges may vary in their observance, depending on their individual operational calendars.
Mail and Delivery Services
The U.S. Postal Service (USPS) suspends all regular mail delivery and closes its post office locations because it is a federal agency. Conversely, private shipping companies like FedEx and UPS typically maintain normal or slightly modified service schedules. While most delivery services remain operational, certain specialized or lower-priority services, such as UPS SurePost, may be subject to an extra day’s delay.
Understanding Holiday Pay and Premium Wages
The Fair Labor Standards Act (FLSA) governs minimum wage and overtime, but it does not require employers to provide premium pay for work performed on a holiday. Extra compensation, such as time-and-a-half or double pay, is determined by the employer or governed by a union contract. Without a company policy stating otherwise, a non-exempt, hourly employee working on Presidents’ Day is only legally entitled to their regular rate of pay.
The FLSA also does not mandate that private employers pay employees for time not worked, meaning there is no federal requirement for paid time off. Salaried employees classified as exempt must receive their full week’s salary if they work any hours during that week, even if the office closes. For non-exempt employees, paid time off is an employer-provided benefit, not a requirement of federal law.
Confirming Your Personal Work Schedule
To determine your work obligation, you must consult your direct employer’s official resources. The general trends of your industry are less significant than the specific policies adopted by your company. You should first check your employee handbook or company intranet, as the holiday schedule is typically outlined there.
If the information is not readily available, contact your Human Resources department or your immediate supervisor. These sources provide the most accurate details regarding whether your location is open and what your schedule is. Relying on the closure of banks or the post office is not a substitute for confirming your company’s specific operating status.