The United States is an incredibly diverse place, which is why it’s important to deal with taking time off for non-federal religious holidays. While some holidays are widely recognized, others that are equally as significant may not be officially observed in the workplace.

This can make it challenging for employees of certain beliefs to take the time they want or need. In this article, we’ll share a few tips on how to deal with non-federal religious holidays with your employer.

Holidays Recognized by the U.S. Federal Government

At the moment, the U.S. observes 11 official holidays. These include:

• New Year’s Day: January 1st
• Martin Luther King’s Birthday: 3rd Monday in January
• Washington’s Birthday: 3rd Monday in February
• Memorial Day: last Monday in May
• Juneteenth National Independence Day: June 19
• Independence Day: July 4th
• Labor Day: 1st Monday in September
• Columbus Day: 2nd Monday in October
• Veterans’ Day: November 11th
• Thanksgiving Day: 4th Thursday in November
• Christmas Day: December 25th

Tips on Taking Time Off for Non-Federal Religious Holidays

Know Your Legal Rights

The most important thing to remember is that you have rights while working for an American company. Under Title VII of the Civil Rights Act of 1964, U.S. companies are required to accommodate employees of various religious beliefs. 

Of course, there are limitations, and allowance is always determined on a case-by-case basis. It’s very possible that your request may be refused if it causes hardships for the company. For example, your time off could be refused if it’s too difficult, expensive, or if there is a lack of other resources.

However, this law clearly states that it’s your right to request time off for a religious holiday, even if it’s not observed federally.

Plan Ahead

As with any scheduled time off, it’s important to tell your manager and HR of your absence far in advance. This allows them to prepare and make adjustments to your projects and to minimize disruptions.

Since holidays are scheduled years in advance, you can plan your days off well ahead of time. Doing so at the start of the year (or months before) is a considerate proactive approach for your employer and your fellow teammates.

Provide Context

Being transparent about your need to take time off can be beneficial when talking with your manager or HR. While it’s not necessary, open communication can create an environment of more respect and understanding of other religions and beliefs. Providing context can also help your manager understand the importance of your request for taking time off. This is especially true if they are unfamiliar with the holiday.

Take Personal Time Off

If for some reason your employer is not able to grant you leave for religious reasons, you can still use paid time off. These are generally the vacation days you’ve accrued as an employee. 

While many employees use PTO for vacations, birthdays, or other events, you may still be able to use them for religious holidays. However, it’s important that you talk with HR or PTO policy to understand specific procedures related to religious leave.

Be Flexible

Unlike federal holidays, non-federal holidays are more difficult for companies to plan around. If your planned time off falls during a busy work period, it can help to be flexible with dates. It’s best to sit down with your manager to go over the team schedule.

For example, you can offer to work extra hours before or after your day off. Or you can suggest working from home if you’d like to celebrate in private but still finish work in between. Either way, being open to adjusting your schedule can make your employer more likely to agree to the day off.

What to Do If Your Religious Rights Have Been Violated?

As mentioned, employers are required by U.S. law to provide reasonable accommodations for employees with religious holiday needs. And while your taking time off request may not be approved due to hardships, you should never be discriminated against.

So how do you know if your rights have been violated? Here are some signs to look out for:

• Flat out refusal to accommodate
• Retaliation (ex: demotion, termination, harassment)
• Inconsistent policies
• Claiming hardship without justification

If any of the above have occurred, then you might be the victim of religious discrimination. In these situations, you may be able to take further action against the company. Here is what to do if you feel your rights have been violated:

• Document everything: Make sure you have records of time off requests, emails, or conversations with your employer.
• Speak with HR: If you feel uncomfortable speaking with your manager, take the issue to HR. They have a better understanding of labor laws and company compliance policies.
• File a complaint with the Equal Employment Opportunity Commission (EEOQ): They can help find a resolution if a complaint is filed within 180 days of the violation.
• Speak with a lawyer: If legal action is necessary, you’ll want to discuss our situation with a lawyer who specializes in employment law.
• Find a new job: While this may not be the ideal situation, nobody should work for a company that doesn’t respect them. 

Enjoy Your Holiday

Taking time off for non-federal religious holidays can be tricker than officially recognized ones. But as an employee, it’s your legal right to speak with your employer about making accommodations for your religious needs. If you do get the time off, don’t forget to complete any necessary work you’ve agreed upon with your manager. Consult this office checklist for the holidays to make sure you have everything organized ahead of time!