Thanksgiving is traditionally a time for rest and family gatherings, but the demands of a 24/7 economy require constant operation across multiple sectors. A significant portion of the workforce must work on this holiday, shifting the nature of a day off for many into a scheduled workday for others. Examining who works on Thanksgiving, why they work, and how they are compensated provides a clear picture of the ongoing evolution of the American workplace.
The Prevalence of Working on Thanksgiving
A substantial segment of the American labor force is scheduled to work on major holidays, including Thanksgiving. Approximately one-quarter of employed Americans are required to work on at least one of the three major winter holidays: Thanksgiving, Christmas, or New Year’s Day. This figure highlights the scope of continuous operations necessary to maintain public services and economic activity. Surveys indicate that between 33% and 37% of organizations require at least some employees to report for duty on Thanksgiving Day.
The need for holiday staffing is not evenly distributed across the economy. Workers in service occupations, such as retail and food service, are statistically less likely to receive the day off compared to those in management, professional, or administrative positions.
Essential Industries Requiring Holiday Staffing
Healthcare and Emergency Services
Hospitals and emergency services operate under continuous demand, making staffing non-negotiable. Patient acuity determines the necessary nurse-to-patient ratios in critical areas. Clinical staff, including physicians, nurses, and technicians, must be on shift to manage emergencies, provide critical care, and cover basic hospital functions.
Healthcare facilities often rely on strategic staffing mechanisms to cover Thanksgiving shifts, such as mandatory rotation schedules, cross-training personnel, or using agency staff. Emergency medical services, law enforcement, and fire departments also maintain full operational readiness, as public safety needs do not decrease with the holiday. These essential workers must be present to respond to transportation accidents, household emergencies, and other time-sensitive crises.
Retail and Hospitality
The start of the holiday shopping season historically dictates the need for staffing in the retail sector. Although some large retailers have moved away from mandatory early openings, many stores and restaurants remain open to capitalize on early holiday sales or to serve customers who are traveling or dining out. Hospitality workers staff hotels to accommodate travelers and restaurants that host traditional holiday meals for families who prefer not to cook.
Transportation and Logistics
Thanksgiving is consistently one of the busiest travel periods of the year, placing high demand on the transportation and logistics sectors. Air traffic controllers and Transportation Security Administration (TSA) agents are required to work to manage the surge in passenger volume and ensure the safety of the national airspace.
The rise of e-commerce has also turned the holiday into a major operational day for logistics companies. Delivery drivers, warehouse workers, and package sorters are crucial for handling the massive volume of online orders that begin flowing in before the traditional Black Friday sales rush.
Manufacturing and Utilities
Certain manufacturing and utility operations must run 24 hours a day, seven days a week, regardless of national holidays. Power plants require constant staffing for control room operators and security personnel to maintain grid reliability and respond to equipment malfunctions.
On Thanksgiving, residential electricity demand often shifts, creating a large midday peak as millions of people simultaneously use ovens and stoves for cooking. This unique demand profile necessitates a skilled, on-site workforce to monitor and manage the electrical load.
Understanding Holiday Pay and Compensation
Thanksgiving Day is recognized as a federal holiday, but the Fair Labor Standards Act (FLSA) does not require private employers to provide the day off or offer premium pay for working the holiday. Compensation practices are primarily determined by company policy, employment contracts, or state and local laws. This means that for many private-sector workers, any extra compensation is an employer-provided benefit rather than a legal mandate.
Common practices include receiving “time-and-a-half” (1.5 times the regular hourly rate) or “double pay.” A significant percentage of employers who require holiday duty provide extra pay or compensatory time off. For non-exempt employees, the standard FLSA rule still applies: any hours worked over 40 in the workweek must be paid at an overtime rate of at least 1.5 times the regular rate, separate from any voluntary holiday premium.
Changing Trends in Thanksgiving Work
The nature of holiday work is evolving due to shifts in consumer behavior and technology. In the retail sector, there has been a notable decline in brick-and-mortar stores requiring employees to work late Thanksgiving evening to kick off Black Friday sales, partly in response to consumer preference.
This shift away from in-store sales is balanced by a growing demand for e-commerce fulfillment and delivery staff. As shopping moves online, the operational focus shifts to warehouses and distribution centers, requiring a surge in logistics workers. The gig economy also allows ride-share drivers and food delivery couriers to work flexible hours and earn premium rates during peak holiday periods.
Navigating Working on a Holiday
Employees scheduled to work on Thanksgiving can balance their personal and professional obligations using several strategies. Understanding the company’s policy on shift-swapping and flexible scheduling is important, as many organizations allow workers to trade shifts with colleagues. This flexibility ensures an employee can still participate in family activities before or after their shift.
Setting clear time boundaries is another strategy, particularly for remote workers who may feel pressure to log in and check emails. Employees should communicate their shift hours to family and colleagues and utilize technology to streamline tasks before the holiday to reduce the need for unscheduled work. Maximizing the time available before or after the shift, such as scheduling a separate, smaller celebration, helps preserve the spirit of the holiday despite the work requirement.