Idaho Holiday Vacation Policy
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FAQ
No federal or state law in Idaho requires employers to pay out an employee's accrued vacation, sick leave, or other paid time off (PTO) at the termination of employment.
The Fair Labor Standards Act (FLSA) does not require payment for time not worked, such as vacations or holidays (federal or otherwise). These benefits are generally a matter of agreement between an employer and an employee (or the employee's representative).
All employees deemed eligible for benefits (contributing to PERSI) are entitled to ten paid holidays:January 1 (New Year's Day)Third Monday in January (Martin Luther King, Jr.Third Monday in February (Washington's Birthday)Last Monday in May (Memorial Day)June 19th (Juneteenth)July 4 (Independence Day)More items...
Idaho is an employment-at-will state, which means that without a written employee contract, employees can be terminated for any reason at any time, provided that the reason is not discriminatory and that the employer is not retaliating against the employee for a rightful action.
In general, all employees who perform work on regular workdays are entitled to receive holiday pay as mandated by the government. However, there are several employees who are exempted from receiving holiday pay benefits, such as: Employees for retail and service companies with less than ten (10) regular employees.
Idaho is a "work at will" state. This means there is no set length for an employment relationship and either the employer or the employee may end it at any time, with or without notice; with or without cause.
Employees who work on a holiday can take an alternative day off; they cannot receive additional compensation (ID Code Sec. 67-5302). Private employers are not obligated under Idaho law to provide any holidays as paid (or unpaid) days off. However, most employers do offer at least six paid holidays.
Neither Idaho law nor the federal Fair Labor Standards Act requires an employer to provide vacation, holiday, severance or sick pay. These items are matters for agreement between the employer and the employee or their authorized representative.
