What is a Floating Holiday?

What is the Benefit of a Floating Holiday?

As mentioned, employees can choose when their floating holidays occur. Each year, floating holidays move wherever the worker wants them to be. For example, an employee might create a long weekend in October one year to visit family a few states away but then use the holiday the following November for a different purpose.

Most employers give floating holidays in addition to the other expected holidays they provide, such as regional and national holidays. As the popularity of floating holidays increases, more and more companies are offering floating holidays as a way to increase worker enthusiasm. Additionally, many qualified applicants seek out companies that appeal to their interests and passions and offer floating holidays. Workers enjoy the freedom of floating holidays and the sense of autonomy they bring to their work schedules.

Is a Floating Holiday the Same as a Vacation?

According to the Labor Commissioner, California floating holiday is a unique type of vacation for workers since they can choose the time frame and change it from year to year. Floating holidays are also paid, so employees enjoy the fact that they get to travel, relax, or de-stress and still collect their expected paycheck.

What Are Floating Holidays Used For?

Employees all over the country in all different industries use floating holidays for various reasons. Some workers observe holidays that their company does not take off. In contrast, others take an extra day for an important one-time occasion such as a wedding, a bar mitzvah, a baptism, a confirmation, or a graduation or retirement. Floating holidays help diverse employees accommodate their interests, family structures, and priorities.

Do Floating Holidays Have Limitations?

Some companies place limitations on their floating holidays, and that choice is completely up to the business and its owners. For example, some entities allow workers to take floating holidays, but they must choose the holiday from a list that the business offers. Typically, our employment attorney for employers see the list consists of various holidays, be they religious or government holidays, and the individual must make a choice. In some cases, however, the holiday the individual observes is not on the list, and this can create disharmony between the employee and the employer.

Other companies offer employees floating holidays, but these holidays come with blackout dates, which restrict workers from taking time off during a particularly busy season. For example, a ski resort might offer workers floating holidays but restrict certain occasions that normally create a significant uptick in business, such as holiday weekends or traditionally cold and snowy months.

Do Companies Have to Provide Floating Holidays?

Companies in the US are not required to provide floating holidays to employees. There are also no provisions that require US companies to honor traditional holidays such as New Year’s Day or Labor Day. Some labor unions, however, request floating holidays for union members in their contracts.

What Do Businesses’ Floating Holiday Policies Typically Consist of?

Innovative companies and intelligent business owners know that if they want to continue to offer moveable holidays to employees, they need to set policies in place, so there are no questions, issues, or challenges. Without rules, even the best companies run the risk of employees who misunderstand the theory behind these holidays or, worse, attempt to abuse them.

Companies should establish firm, practical policies regarding floating holidays and include the rules in the employee handbook. Human Resource representatives should also go over these policies during the onboarding process.

While these policies are up for debate and should incorporate the needs of each company, here are some suggestions for rules to govern floating holidays:

• Be clear whether the moveable holidays are available to only full-time workers, part-time workers, or both

• Designate a time frame for scheduling flexible holidays

• Designate a submission and approval process for employees

• Figure out what happens if too many workers choose the same date, or have a process in place to prevent, for example, every worker taking the day after Christmas off

• State when new workers must be employed before requesting their floating holiday

• State clearly if the floating holidays are available to workers at the start of the year or if they earn them throughout the year

• Are there other restrictions regarding how or why floating holidays should be used that seem vital to the company’s health?

Can a Floating Holiday Be Carried Over into the Next Year?

Some state laws contain provisions that disallow floating holidays from carrying over. However, no federal laws exist regarding floating holiday continuations.

Most businesses, however, are of the attitude that if employees do not use their flexible holidays by the end of the year, they lose the chance to take some floating time off.

Contact Nakase Wade

At Nakase Wade, our experienced legal team is here to provide expert legal counsel regarding your employment questions and problems. So whether you are a small business owner with questions about floating holidays, or an employee wondering if you have a right to take some time off, contact us for a free consultation today.