As international companies establish and grow their American workforce through Foothold America’s support, they quickly discover that US holiday practices differ significantly from those in many other countries. While Easter represents a significant holiday period in numerous nations worldwide—with many European countries observing Good Friday and Easter Monday as national holidays—the American approach is considerably more nuanced and varies across sectors, regions, and company policies.

According to recent data from the Society for Human Resource Management (SHRM), approximately 30% of US employers provide Good Friday as a paid holiday, and only 6% offer Easter Monday as a company holiday. This contrasts with countries like the United Kingdom, Germany, and Australia, where both days are typically observed as national holidays with mandatory time off. For international employers building their US teams, this distinction represents one of many cultural differences that must be navigated when establishing American operations.

At Foothold America, we guide our clients daily through these cultural nuances. The variation in Easter holiday observance across the United States stems from America’s approach to federal holidays, which excludes explicitly religious observances from its official calendar. While Christmas has been secularized sufficiently to remain a federal holiday, Easter’s explicitly religious nature places holiday decisions firmly in the hands of individual employers. This creates flexibility and complexity for international businesses seeking to establish appropriate policies for their US workforce.

Federal Holiday Status

The US government recognizes 11 official federal holidays. These are:

• New Year’s Day

• Martin Luther King Jr. Day

• Presidents’ Day

• Memorial Day

• Juneteenth National Independence Day

• Independence Day

• Labor Day

• Columbus Day/Indigenous Peoples’ Day

• Veterans Day

• Thanksgiving Day

• Christmas Day

Good Friday and Easter Monday are absent from this list, which means federal agencies, post offices, and banks technically remain open on these days (when they don’t fall on weekends). This federal approach creates the foundation for how private employers typically handle Easter holidays—as optional rather than mandatory observances.

State Variations in Easter Holiday Recognition

While the federal government doesn’t recognize Easter holidays, some states have established their approaches:

• Connecticut, Delaware, Florida (partial), Hawaii, Indiana (partial), Kentucky, Louisiana, New Jersey, North Carolina, North Dakota, and Tennessee recognize Good Friday as a state holiday or observance.

• No states officially designate Easter Monday as a holiday, though some local jurisdictions may observe it.

For international companies with employees across multiple states, these variations require careful policy consideration to ensure compliance and employee satisfaction. Companies may need to develop flexible policies that acknowledge these regional differences while maintaining operational consistency.

“The US approach requires employers to navigate a patchwork of state and local practices,” notes Joanne Farquharson, President and CEO of Foothold America. “This presents both challenges and opportunities for international businesses seeking to create culturally appropriate policies for their American workforce.“

It’s also important to recognize that America’s religious diversity extends beyond Christianity. Many companies now offer flexible time-off policies that accommodate various religious observances occurring around Easter time, such as Passover (April 12-20, 2025, while Easter falls on April 20, 2025). Judaism represents the second-largest religious affiliation in the United States after Christianity. Some organizations also acknowledge Orthodox Easter, which often falls on a different date than Western Christian observances.

This religious diversity further underscores the value of adaptable holiday policies that respect various traditions while maintaining business continuity. International companies can leverage this approach to create inclusive workplace cultures that honor employees’ diverse religious observances.

Employer Obligations vs. Discretionary Benefits

From a legal perspective, it’s essential to understand that private employers generally have no obligation to provide paid time off or premium pay for Easter holidays in the absence of federal or state mandates. This stands in contrast to many countries where Easter holidays come with statutory payment requirements and restrictions on business operations.

This discretionary approach is unusual for international businesses accustomed to mandatory holiday provisions. However, it creates an opportunity to design holiday policies that align with company values and competitive market practices rather than follow rigid statutory requirements.

The Non-Compulsory Nature of Paid Time Off in the US

One of the most striking differences international businesses encounter when expanding to the United States is the entirely different approach to paid time off (PTO). Unlike most developed nations, the US has no federal requirement for employers to provide paid holidays, vacation time, or sick leave to their employees. This fundamental difference shapes how American companies approach holidays like Easter and represents a significant adjustment for international companies accustomed to mandatory leave provisions.

“Many of our international clients are initially surprised by the lack of federal paid time off requirements in the US,” explains Joanne Farquharson, President and CEO of Foothold America. “While this creates additional considerations during the expansion process, it also provides significant flexibility to design time-off policies that align with company values and competitive positioning.“

Global Easter Holiday Comparison for Businesses

This stark contrast highlights the exceptional nature of the US approach, where religious holidays like Easter remain discretionary for employers rather than mandated by national policy. The global comparison demonstrates that many countries—across various cultural and religious backgrounds—recognize Easter holidays with standardized observances, while the United States leaves these decisions primarily to employer discretion. For international businesses, this represents one of many cultural adaptations required when establishing American operations.

US vs. Global Approaches: Key Differences in Employment Practices

When international businesses expand to the United States, understanding the fundamental differences in employment philosophy provides valuable context for developing appropriate policies. At Foothold America, we regularly guide our clients through these distinctions to ensure successful adaptation to the American market.

Employment Relationship Philosophy

The US embraces an “at-will” employment doctrine that significantly differs from the employment security approach common in most developed nations. This foundational difference extends to how benefits like holiday pay are structured.

In the United States, employment is “at-will” with limited job protection compared to other nations. American employers view benefits as competitive tools rather than entitlements, with discretion in virtually all benefit offerings. This creates an environment where holiday policies emphasize employer flexibility and competitive positioning rather than standardized practices.

By contrast, most other developed nations approach employment with significant job protection measures. Benefits are primarily mandated by national legislation, with statutory minimums establishing baseline entitlements that employers must provide. Holiday policies in these countries reflect national cultural priorities, with religious observances like Easter often protected through national legislation.

Government Role in Employment Standards

The divergent approaches to government intervention create dramatically different landscapes for holiday benefits across global markets.

The American system features minimal federal standards for paid time off, with state-level regulations that vary significantly across regions. Market competition, rather than legislation, primarily drives benefit standards in the US. Additionally, cultural diversity significantly influences holiday observances, creating variations in regional practice.

Most other developed nations operate under comprehensive national labor standards that are consistently applied across regions. Statutory minimums establish baseline requirements, often enhanced through collective bargaining agreements. Cultural homogeneity in holiday observances creates standardized practices throughout these countries, with limited regional variation.

Practical Impact on Businesses

For international companies entering the US market, these philosophical differences translate to practical considerations that affect daily operations and strategy.

American employment practices offer businesses greater freedom to design customized policies that align with corporate values and competitive positioning. Companies bear responsibility for researching competitive standards rather than simply following legislative requirements. Regional adaptation is often necessary due to varying state regulations and cultural expectations. This environment creates opportunities for businesses to differentiate through benefits packages, including holiday policies.

In most other developed nations, businesses typically focus on meeting or exceeding statutory minimums rather than creating entirely custom approaches. Regional consistency in basic entitlements simplifies administration across locations. Industry-specific enhancements to statutory requirements often develop through collective bargaining rather than individual company initiative. The standardized nature of essential benefits creates limited differentiation opportunities through baseline offerings.

Understanding these fundamental differences helps international companies contextualize the distinctive approach to Easter holidays and other benefits in the American marketplace. At Foothold America, we guide our clients through these cultural transitions, helping them leverage the flexibility of the US system while maintaining their corporate values.

Strategic Approaches to Easter Holiday Policies for International Businesses

For international companies establishing or expanding operations in the United States, developing appropriate Easter holiday policies requires balancing multiple considerations, including industry standards, employee expectations, operational requirements, and competitive practices. Here are strategic approaches to consider.

Policy Options for Easter Holidays

1. Designated Holiday Approach

Some companies designate Good Friday (or, less commonly, Easter Monday) as an official company holiday, providing paid time off for all employees. This approach:

• Creates clarity and consistency for your workforce

• Simplifies scheduling and operational planning

• Aligns with practices in many countries outside the US

• May provide a competitive advantage in recruitment and retention

This option is particularly suitable for international companies with European headquarters or significant operations in countries where Easter holidays are the norm. It creates policy alignment across global operations while potentially offering a distinctive benefit in the US market.

2. Floating Holiday System

Many US companies incorporate Easter observances into a broader flexible holiday program:

• Provide employees with a set number of “floating holidays” annually.

• Allow individual employees to use these floating days for personal religious or cultural observances, including Easter holidays.

• Maintain operations while accommodating diverse employee preferences.

“This approach is increasingly popular among international companies operating in the US,” explains Robert R. Esquijarosa, Head of Service Implementation at Foothold America. “It respects religious diversity while providing flexibility for employees who wish to observe Easter or other important personal holidays not recognized on the federal calendar.”

3. Modified Operations Model

Some organizations maintain operations during the Easter holidays but with accommodations:

• Operate with reduced staffing levels on Good Friday

• Implement voluntary sign-up systems for holiday coverage

• Offer premium pay (typically 1.5x regular wages) for those working on Good Friday

• Allow schedule swapping to accommodate employees’ religious observances

This balanced approach often works well for companies in sectors like healthcare, retail, or hospitality, where continuous operations are necessary, but flexibility can still be incorporated.

4. Local Adaptation Strategy

For companies with multiple US locations, a regionalized approach may be appropriate:

• Align holiday schedules with state recognition where applicable

• Consider local cultural practices and workforce demographics

• Develop location-specific policies while maintaining core principles

This strategy acknowledges the regional variations in Easter observances across the US while creating policies that respect local customs and expectations.

Legal Compliance and Religious Accommodation Requirements

While Easter holidays aren’t federally mandated, international employers must understand important legal considerations regarding religious accommodations in the US workplace.

Title VII Religious Accommodation Obligations

Under Title VII of the Civil Rights Act, employers with 15 or more employees are required to provide reasonable accommodations for employees’ religious practices. These accommodations may include time off for religious observances unless doing so would create an undue hardship.

Key compliance considerations include:

• Employers must reasonably accommodate religious observance requests but aren’t necessarily required to provide paid time off.

• Accommodations might include schedule swapping, flexible scheduling, or allowing the use of PTO.

• Consistent application of policies is crucial to avoid discrimination claims.

Common religious accommodation scenarios that international employers should be prepared to address include:

• Jewish Sabbath observance – Allowing Jewish employees to leave work early on Fridays before sundown (when Sabbath begins) or scheduling shifts to avoid conflicts with Sabbath observance from Friday sundown to Saturday sundown

• Muslim prayer times – Providing short breaks and appropriate spaces for Muslim employees to perform their five daily prayers

• Religious dietary restrictions – Ensuring reasonable access to food options that meet kosher, halal, or other religious dietary requirements during company functions

• Religious attire – Accommodating religious clothing such as hijabs, yarmulkes, turbans, or other religious attire unless doing so presents safety concerns that cannot be otherwise addressed

According to the Equal Employment Opportunity Commission (EEOC), employers must demonstrate that an accommodation would cause “undue hardship” to deny a religious accommodation request. The EEOC defines undue hardship as accommodations that would impose “more than de minimis” cost or burden on business operations.

“International employers should develop clear, flexible policies for handling religious accommodation requests,” advises Angelique Soulet-Bangurah, PHR, Head of EOR Services & Talent Acquisition Lead at Foothold America. “These policies should balance respect for employees’ religious practices with necessary business operations, while documenting both accommodation requests and company responses.”

Avoiding Religious Discrimination Claims

International companies should be careful to implement policies that don’t inadvertently discriminate against any religious group:

• Avoid policies that exclusively accommodate only certain religious holidays

• Establish neutral time-off request procedures applicable to various religious observances

• Document accommodation requests and responses

• Train managers on proper handling of religious accommodation requests

“International employers sometimes face a learning curve regarding US religious accommodation requirements,” notes Angelique Soulet-Bangurah, PHR, Head of EOR Services & Talent Acquisition Lead at Foothold America. “While many countries have nationally recognized religious holidays built into their calendars, the US system emphasizes individual accommodation within a framework of reasonable business needs.”

Communication Best Practices for Easter Holiday Policies

Effective communication about Easter holiday policies is as important as the policies, especially for international companies managing teams across different cultural contexts. At Foothold America, we’ve observed that clear communication prevents misunderstandings and helps set appropriate expectations for employees accustomed to other holiday traditions.

Transparent Communication From Day One

International companies should address Easter holiday policies during onboarding rather than waiting until the holiday approaches. We recommend incorporating holiday discussions into your initial welcome materials, clearly explaining how your company handles religious observances, including Easter. This early transparency helps prevent disappointment or confusion later, particularly for employees who might be accustomed to Easter holidays being standard practice.

Cultural Context Matters

When communicating Easter holiday policies to your US team, provide context about your company’s global approach. If your European headquarters observes Good Friday and Easter Monday as holidays, but your US operations will follow different practices, explain this distinction thoughtfully. Employees appreciate understanding the reasoning behind policy differences rather than being presented with rules.

Advance Notice Is Essential

Even with established policies, provide calendar reminders about upcoming Easter holidays well in advance—ideally at least 8-12 weeks before the holiday. This allows employees to plan personal observances and request time off if needed. For employees who must work during Easter, advance notice will enable them to make appropriate arrangements while minimizing disappointment.

Address Both Operational and Personal Needs

Effective holiday communications should address both business operational requirements and personal observance needs. Explain how essential business functions will be maintained during Easter while also detailing the processes for requesting time off for religious observances. This balanced approach demonstrates respect for both business necessities and personal beliefs.

Inclusive Language Considerations

Use inclusive language to acknowledge diverse perspectives within your workforce when discussing Easter policies. Consider using phrases like “spring holiday period” alongside specific religious terminology and recognize that employees may observe different traditions during this season. This inclusivity demonstrates respect for workplace diversity while still addressing particular policy needs.

Policy Documentation Best Practices

Beyond verbal and email communications, ensure your employee handbook and policy documentation address Easter and other religious holidays. At Foothold America, we help our clients develop comprehensive policy language that covers religious accommodation procedures, time-off request processes, and clear guidance on holiday pay eligibility for those who work during these periods.

By implementing these communication practices, international companies can successfully navigate the cultural expectations around the Easter holidays while maintaining productive US operations. Clear, thoughtful communication serves as a bridge between different cultural traditions, helping to create a cohesive global team despite varying holiday practices.

Balancing Global Consistency with US Market Practices

Easter holiday policies present a particular challenge for international businesses: balancing consistent global practices with local US market expectations. Companies typically adopt one of several approaches.

1.    Global Standardization Approach

Some international companies implement consistent Easter holiday policies across all global locations, regardless of local practices. This approach:

• Creates equality across the global workforce

• Simplifies policy administration and communication

• Reinforces company culture and values

• May provide competitive advantages in markets with fewer holiday benefits

This strategy works well for companies with strong corporate cultures that transcend geographical boundaries. Many European companies, for example, maintain their traditional Easter holiday observances across global operations, including US locations.

2.    Localization Strategy

The opposite approach involves fully adapting to US market norms, even if they differ significantly from the company’s home country practices. This strategy:

• Aligns with local employee expectations

• Matches competitor practices in the US market

• May optimize operational efficiencies based on customer and partner activities

• Creates clear separation between regional policies

This approach makes sense when US operations function relatively independently or when alignment with local market rhythms is essential for business success.

3.    Hybrid Flexibility Model

Many international companies find success with a balanced approach that preserves some aspects of their global practices while accommodating US market norms:

• Maintain core holiday principles consistent with global values

• Adjust specific practices to accommodate the US legal framework and market expectations

• Provide flexible options that respect both company tradition and individual preferences

• Create equivalency in total benefits while allowing regional variation in specific holidays

“The most successful international companies find ways to honor their corporate identity while respecting the unique characteristics of the US market,” explains Joanne Farquharson, President and CEO of Foothold America. “This balanced approach creates cohesive global teams while acknowledging important regional differences in how holidays like Easter are observed.”

Designing Competitive Benefits Packages for US Employees

Creating an attractive benefits package with thoughtful holiday policies is essential for international companies seeking to build strong teams in the United States. At Foothold America, we’ve guided hundreds of international businesses through this process, helping them balance home country traditions with American market expectations.

Finding the Right Balance

The art of designing effective US benefits packages lies in finding the sweet spot between competitive market practices and your company’s unique culture. While many of our European clients are accustomed to providing extensive paid holidays—including Easter observances—as standard practice, we help them adapt these traditions to the US context without losing their distinctive corporate identity.

Through our work with international businesses, we’ve developed expertise in crafting benefits packages that include holiday policies positioned appropriately within the competitive landscape. Some companies differentiate themselves by offering more generous Easter observances than typical American companies, creating a distinctive employer brand in the US market.

Beyond Basic Holiday Policies

A genuinely competitive US benefits package extends beyond holiday policies to encompass health insurance, retirement benefits, and family-friendly policies. These elements combine to create a comprehensive employment value proposition that attracts and retains talented professionals.

The most successful international companies recognize that holiday observances like Easter represent just one component of a holistic approach to employee well-being. By positioning religious holiday policies within a broader work-life balance framework, these companies create an employment experience that resonates with American workers while maintaining global corporate values.

Navigating Implementation Challenges

Even with well-designed benefits packages, international companies often face implementation challenges when establishing US operations. Various state regulations, administrative systems, and cultural expectations create complexity that can be difficult to navigate without specialized expertise.

At Foothold America, we simplify this process by providing comprehensive implementation support, from initial policy design through ongoing administration. Our specialized knowledge of international and US employment practices enables us to bridge cultural differences while ensuring compliance with all applicable regulations.

By partnering with experts who understand both global and American perspectives, international companies can create benefits packages that successfully balance competitive needs with corporate values. Whether through our EOR services or PEO+ support, we help global businesses establish effective benefits programs that include appropriate Easter holiday policies for their US workforce.

How Foothold America Helps International Companies Navigate US Holiday Practices

As a dedicated partner to international businesses expanding to the United States, Foothold America provides comprehensive support in navigating the complexities of American employment practices, including Easter holiday policies. Our specialized services are designed to guide you through every aspect of US workforce management.

When helping international clients establish Easter holiday policies for their US operations, we leverage our deep understanding of American employment practices and global business perspectives. Our support includes:

1. Employer of Record (EOR) Services

For companies without a US legal entity, our EOR service provides a turnkey solution for employing American workers while maintaining compliance with all holiday pay regulations and religious accommodation requirements. Through this service:

• We become the legal employer of your US workforce

• Your company maintains operational control of day-to-day activities

• We handle all compliance aspects of holiday policies and religious accommodations

• You can implement your preferred Easter holiday approach without the administrative burden

“Our EOR service allows international companies to implement their desired Easter holiday policies immediately, without waiting for entity establishment or navigating complex compliance requirements independently,” notes Angelique Soulet-Bangurah. “This enables companies to maintain cultural consistency with their global operations while entering the US market.”

Learn more about our Employer of Record Service

2. PEO+ Cross-Border Support™

For companies with established US entities, our PEO+ service provides comprehensive HR support, including guidance on holiday policy development and implementation:

• Expert consultation on competitive holiday practices

• Administration of payroll, including holiday pay calculations

• Management of time-off tracking systems

• Compliance monitoring for state-specific holiday requirements

“Our PEO+ service helps international companies with US entities navigate the complexities of American employment practices while maintaining their distinctive corporate culture,” explains Robert R. Esquijarosa. “This includes developing Easter holiday policies that balance global consistency with US market expectations.”

Learn more about our PEO+ Cross-Border Support™.

Conclusion: Developing Effective Easter Holiday Strategies for Your US Workforce

Easter holiday policies showcase the unique balance international companies must strike when expanding to the US market. While the absence of federally mandated holiday benefits might surprise global businesses, it presents a strategic opportunity to design distinctive policies that reflect your company values while enhancing your competitive position.

Whether you choose to maintain your European traditions by offering Good Friday as a paid holiday or adopt a flexible approach through personal choice days, the key is making deliberate decisions that support your business objectives and workforce needs. The right policy becomes more than just a time-off decision—it’s a tangible expression of your company’s culture in the American marketplace.

At Foothold America, we’ve helped hundreds of international companies confidently navigate these cultural transitions. Our expertise ensures that your Easter holiday approach not only meets compliance requirements but also strengthens your employer brand in the competitive US landscape.

Ready to develop Easter holiday policies that work for your American team? Contact Foothold America today and discover how our US expansion expertise can transform potential challenges into compelling opportunities for your business.