What Days Does Target Pay Time And A Half

Target's holiday pay policy isn't as straightforward as you'd hope. I know — I've been there, scrolling through Reddit threads and the team member handbook at 11 PM before a holiday shift, trying to figure out if I'm actually getting paid extra or just getting scheduled It's one of those things that adds up..

The short answer: Target pays time and a half on six specific holidays per year. A lot of it. But there's nuance. And if you're picking up shifts around Thanksgiving or Christmas, the details matter But it adds up..

What Is Holiday Pay at Target

Target's holiday pay — what most people mean when they say "time and a half" — applies to six designated holidays each calendar year. These are company-wide, not store-specific. Day to day, if you work on one of these days, you earn 1. 5x your base hourly rate for every hour worked That's the part that actually makes a difference. Which is the point..

The six holidays are:

• New Year's Day
• Memorial Day
• Independence Day (July 4th)
• Labor Day
• Thanksgiving Day
• Christmas Day

That's it. Which means no New Year's Eve. No Easter. No Christmas Eve. No Black Friday — though I'll get to that in a minute Easy to understand, harder to ignore..

How It Differs from Overtime

At its core, where people get confused. Holiday pay and overtime are two separate things.

• Holiday pay = 1.5x for hours worked on one of the six designated holidays, regardless of how many hours you've worked that week.
• Overtime = 1.5x for any hours worked over 40 in a single workweek (Sunday–Saturday), regardless of whether it's a holiday.

They can stack. If you work 42 hours in a week that includes Thanksgiving, those 2 overtime hours are paid at 1.And 5x on top of your holiday rate? No — they don't pyramid. You get the higher of the two rates, not both. Federal law (FLSA) doesn't require pyramiding, and Target follows that standard Simple as that..

So if your base pay is $18/hr:

• Regular hour on a Tuesday: $18
• Hour on Thanksgiving: $27
• Overtime hour (hour 41) on a regular week: $27
• Overtime hour on Thanksgiving: still $27 (not $40.50)

Worth knowing before you pick up that extra shift Nothing fancy..

Why It Matters / Why People Care

Money. Obviously. But also scheduling fairness.

Holiday shifts are competitive. Some people want them for the extra pay. Others need the day off for family. Target's policy tries to balance both — but in practice, it often comes down to seniority, availability, and how desperate your store is for coverage.

I've seen team leads pull double shifts on Christmas because no one else volunteered. I've also seen new hires scheduled for Thanksgiving without realizing they'd get premium pay — and then getting frustrated when their paycheck didn't match what they expected because they didn't hit 40 hours that week It's one of those things that adds up. That's the whole idea..

Understanding the policy helps you:

• Advocate for yourself when the schedule drops
• Plan your finances around peak seasons
• Know when to say yes (or no) to VTO (voluntary time off) offers

And if you're in a state with stricter labor laws — California, Massachusetts, Rhode Island — the rules can be more generous. We'll cover that Easy to understand, harder to ignore..

How It Works (or How to Do It)

The Six Holidays — Confirmed Dates for 2024–2025

Target's fiscal calendar doesn't always align with the calendar everyone else uses. Here are the observed dates for the current cycle:

If a holiday falls on a weekend, Target typically observes it on the closest weekday — but holiday pay only applies to the observed day, not the actual calendar date. So if July 4th is a Saturday and Target observes it Friday the 3rd, you get holiday pay on the 3rd. Not the 4th.

Check the current year's holiday calendar on Workday or ask your HR lead. It changes slightly each year.

Eligibility: Who Actually Gets It

Not everyone qualifies. Here's the breakdown:

Eligible:

• Full-time team members
• Part-time team members
• Seasonal team members (hired before the holiday)
• Team leads and above (salaried exempt roles don't get hourly holiday pay — they get the day off or a floating holiday)

Not eligible:

• Team members on an unpaid leave of absence
• Anyone who called out without approval on the holiday (see "attendance policy" below)
• Seasonal hires brought on after the holiday — obviously

There's no "90-day probation" wait for holiday pay. If you're active and scheduled, you're eligible from day one Which is the point..

The Attendance Catch

This is the part that burns people.

To receive holiday pay, you must work your scheduled shift before AND after the holiday — unless you have an approved absence (PTO, sick time with documentation, bereavement, etc.).

Call out sick on Christmas Eve without a doctor's note? You just lost holiday pay for Christmas Day. Even if you show up on the 25th.

I've seen this happen. A team member called out the day before Thanksgiving "sick," came in on Thanksgiving, and got paid straight time. No premium. The system flags it automatically Surprisingly effective..

If you need a day off near a holiday, put in for PTO early. Which means like, months early. Approved PTO protects your holiday pay. Unapproved call-outs don't.

How It Shows Up on Your Paycheck

You won't see a separate line item called "Holiday Pay" on your paystub. Instead, you'll see:

• Regular hours at your base rate
• Holiday hours at 1.5x rate (labeled as "Holiday" or "HOL" in Workday)
• Overtime hours at 1.

Not the most exciting part, but easily the most useful Simple, but easy to overlook. Nothing fancy..

The hours are tracked separately in Kronos/Workday. In practice, if you worked 8 hours on Thanksgiving, you'll see 8 holiday hours. If you worked 10, you'll see 8 holiday + 2 overtime (if you're over 40 for the week) — or 8 holiday + 2 regular (if you're under 40).

Short version: it depends. Long version — keep reading.

Pro tip: Check your timecard in Workday before payday. Fixing a missed holiday code after payroll runs is a nightmare The details matter here..

State-Specific Exceptions

Federal law doesn't require holiday pay. Target offers it voluntarily. But some states do mandate premium pay on certain holidays — and when state law is more generous, Target follows state law.

Massachusetts (Blue Laws): Requires 1.5x pay on Sundays and certain holidays for retail over a certain size. Target complies — so if you're in MA, you might get Sunday premium plus holiday pay on designated days.

Rhode Island: Similar Sunday/

New York: Requires premium pay for holiday work in certain industries, but retail is generally exempt unless you're in NYC or Westchester County. In those areas, if you work on designated holidays, you're entitled to additional premium pay beyond Target's standard policy.

California: No statewide holiday pay requirement, but some local ordinances (like San Francisco) may apply. Target's voluntary policy still governs unless local law says otherwise.

The Floating Holiday Option

Salaried exempt employees (managers and up) don't get hourly holiday pay. Instead, they receive either:

• The actual holiday off, OR
• A floating holiday that can be used anytime within 6 months of the observed holiday

If you're salaried exempt and want the floating holiday, talk to your manager before taking the day off.

What About the Day Before?

Here's where it gets tricky: If the holiday falls on a Tuesday, you might think you get Monday off too. In real terms, you don't. Unless Monday is a floating holiday you've already requested, you work that day and get paid regular rate Most people skip this — try not to..

Same goes for the day after. If the holiday is Wednesday, Thursday is just another workday unless you've got PTO or it's your floating holiday.

The Real Talk About Premium Pay

Holiday pay at Target is time-and-a-half for hours actually worked on the holiday. But here's what the fine print says:

Holiday pay is not considered overtime even if worked beyond 40 hours in a workweek Most people skip this — try not to. Still holds up..

So if you work 10 hours on Thanksgiving and you're already at 45 hours for the week, those 10 hours are still just holiday premium (1.5x), not double time Worth knowing..

Making Sure You Get What You're Owed

1. Check your schedule the week before the holiday. Make sure you're scheduled to work your shifts before and after.
2. Submit PTO early if you need time off around holidays. Don't wait until the last minute.
3. Review your timecard in Workday as soon as payroll posts. Look specifically for the "HOL" codes.
4. Talk to HR if something looks wrong. Most payroll issues can be fixed if caught within 3 business days.

The Bottom Line

Holiday pay isn't automatic — it's earned through proper scheduling, attendance, and following the rules. The system is designed to reward reliability, not just show up-and-take-it mentality.

If you work the required shifts, follow the attendance policy, and know how the pay breaks down, you'll get your holiday premium. If you call out without approval, take unplanned time off, or don't understand how the system works, you might find yourself explaining to a manager why you didn't get paid correctly.

It's not complicated when you know what to expect. It's just annoying when you don't.

Final Thought: The holiday season is busy for everyone — team members, managers, and corporate alike. Systems exist to ensure fairness and consistency across thousands of locations. Understanding how holiday pay works isn't about gaming the system; it's about being a reliable partner in delivering great experiences for our guests while taking care of our team members in return.