Holiday and premium pay

Last updated: August 27, 2026

Applies to: US W-2 employees. Whether any holiday or premium pay applies is set by your work location and by your assignment terms, so check both. Independent contractors are paid the rate in their own agreement and are not covered by these rules.

Summary: There is no federal law requiring extra pay for working holidays. A few states require premium pay in certain situations, and some assignments offer it by agreement. Here is what to expect and how to check your stub.

Holiday pay practices can vary based on the laws in your work location and the specific terms of your assignment. While additional holiday or premium pay is not automatic, your assignment details will outline any holiday pay that may apply.

The federal rule: holidays are not automatically extra

The federal Fair Labor Standards Act (FLSA) does not require employers to pay extra for working on a holiday, a weekend, or a day of rest — and it does not require paid time off for holidays you do not work. Authoritative source: Holidays and other leave (U.S. Department of Labor). Holiday pay is generally a matter of agreement between you and your employer.

This means that, under federal law alone, working on Thanksgiving or the Fourth of July is paid at your normal rate unless your assignment agreement says otherwise (or unless your hours that week trigger overtime — see How overtime and double-time pay work).

State rules vary — a few require premium pay

Holiday Premium pay rules vary by state, and your state's labor agency sets the rule. Most states follow the federal approach and do not require holiday or weekend premium pay. A small number of states require premium pay in specific situations — for example, for certain retail employees or for work performed on a seventh consecutive day in a workweek. The specific days, industries, and rates differ by state.

Because these rules are narrow and state-specific, the best way to know what applies to you is to check with your state labor or workforce agency. You can find yours through the Department of Labor's state labor offices directory.

Premium pay from your assignment or agreement

Even where the law does not require it, your employer or the assignment may offer holiday pay or a premium rate for certain days as a benefit. If it applies to you, it comes from the terms of your assignment, not from a universal rule. If you are not sure whether your assignment includes holiday pay, ask your Staffing Partner or contact Ascen at support@ascen.com.

How holiday and premium pay show up on your stub

When premium or holiday pay applies, it generally appears as its own line in the Earnings section of your pay stub, separate from your regular hours. To check:

  1. Log in at app.ascen.com and open your Paystub under Paychecks.

  2. Look for a Holiday earnings line for the relevant period.

  3. Confirm the hours and rate match what you expect for that day.

A note on the "day of rest"

Separately from pay, a few states require that employees get at least one day of rest in a seven-day period. This is about your schedule, not your pay rate, and the rules vary by state. If you have concerns about being scheduled without a day off, raise it with your Staffing Partner or by contacting Ascen at support@ascen.com. You can also check your state labor agency for the specific rule.

If your holiday pay looks wrong

If you expected holiday or premium pay and do not see it, first confirm your assignment actually provides it (the law may not require it). If it should be there, pay corrections are handled by your Staffing Partner or your EOR (Ascen) — see My paycheck is short or missing hours — what to do for how to report it.

  • How overtime and double-time pay work

  • Understanding your pay stub: earnings, taxes, and deductions

  • My paycheck is short or missing hours — what to do