The central component of the query is the noun "pay." While Memorial Day is officially designated as a federal holiday, there is no federal law that requires private-sector employers to provide paid time off for this day. Compensation for holidays is generally a matter of agreement between an employer and an employee. For federal employees, Memorial Day is a paid day off from work.
The Fair Labor Standards Act (FLSA), which establishes minimum wage, overtime pay, recordkeeping, and youth employment standards, does not mandate payment for time not worked, including holidays. Therefore, private employers are not legally obligated to pay non-exempt employees for unworked time on Memorial Day. Any compensation, such as premium pay for working on a holiday or paid time off, is governed by the specific policies of the company or the terms of an employment contract or collective bargaining agreement.
In practice, paid holidays are a common employee benefit offered by many private-sector employers to remain competitive in the labor market. An employee's eligibility for holiday compensation, the rate of pay for working on the holiday, and other related terms are typically outlined in the company's employee handbook or policy manual. Consequently, an individual's entitlement to compensation for Memorial Day is determined by their employer's specific policies rather than by federal statute.
