Holiday Pay & Bonus Overtime Calculator

No. The Fair Labor Standards Act does not require paid holidays or premium pay for working on a holiday. Employer policy usually controls. Rhode Island has a Sunday and holiday premium-pay law with statutory exemptions, so covered employers should check that rule separately.

A non-discretionary bonus must generally be included in the regular rate for the workweek it covers. If the employee worked overtime, that higher regular rate increases the overtime premium. The bonus mode calculates the additional amount under 29 CFR §§778.209 and 778.211.

A bonus is discretionary only when the employer retains discretion over both whether to pay it and how much to pay until near the end of the period. Bonuses promised in advance or tied to attendance, production, quality, or continued employment are generally non-discretionary.

No. Pay for an occasional holiday when no work is performed is excluded from the federal regular-rate calculation under 29 U.S.C. §207(e)(2). It also does not count as hours worked when determining whether the employee crossed 40 hours.

Under federal law, the premium portion of qualifying holiday pay at 1.5× or more may be excluded from the regular rate and credited toward overtime premium otherwise due for the workweek. The exact result depends on the hours and the employer’s policy.

No. The bonus mode uses the federal weekly overtime framework. Use the State Overtime Calculator for state-specific daily overtime, double-time, or seventh-day rules.