Depending on the country you live in, there are some national holidays that are implemented country wide. While in some places private employers may not be legally bound to accede to these holidays, there are great social and ethical pressures to recognize them like the independence day. In the United States, all state run organizations and most private enterprises observe official holidays on New Year’s Day, Martin Luther King Day, President’s Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veteran’s Day, Thanksgiving Day and Christmas Day. The decision of observing depends on the legal restrictions and the business philosophy of the company.
Many companies allocate a certain number of holidays for each employee annually. These can range from one week to up to four week. These leaves are paid for and the dates are agreed upon by mutual consent of the employee and the organization depending on work load and preference. An employee who does not avail these leaves is either asked to forcibly take them before year end or is paid for at the time of termination. Companies who give such holidays believe that rest and break from work is necessary to keep up the productivity levels. A discussion with your Human Resource department and higher management is going to help you set policies regarding these holidays.
Sick, accidental and personal holidays:
You also have to decide the company policy for the holidays that are inevitable when an employer falls sick, meets an accident or going through any personal tragedy. Paid number of days can be allocated for it. If an employee crosses them, you can treat the rest as unpaid holidays so that they do not cost the company. These kind of holidays are also dealt on case to case basis.