--- title: "Weekend and Holiday Scheduling: A Manager's Guide" description: Learn how to handle holiday scheduling fairly and consistently. 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[Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [All about COVID-19 in the Workplace](https://blog.axcethr.com/topic/covid19) - [Kansas & Missouri HR News](https://blog.axcethr.com/topic/kansas-and-missouri-hr-news) - [Kansas City Interest News](https://blog.axcethr.com/topic/kansas-city-interest-news) - [PEO/HRO](https://blog.axcethr.com/topic/peo) - Choose Topic: - [Human Resources](https://blog.axcethr.com/topic/human-resources) - Payroll Administrations - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [PEO](https://blog.axcethr.com/topic/peo) Play Audio Weekend and Holiday Scheduling: A Manager's Guide 10:21 # Fair Weekend and Holiday Scheduling: Strategies That Work By [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) on [Nov 08, 2025](https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays) 7 min read [0 comment(s)](https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays](whatsapp://send?text=https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays) - [mailto:?subject=Weekend%20and%20Holiday%20Scheduling:%20A%20Manager's%20Guide&body=https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays](mailto:?subject=Weekend%20and%20Holiday%20Scheduling:%20A%20Manager's%20Guide&body=https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays) ![how to schedule employees fairly on weekends and holidays](https://blog.axcethr.com/hs-fs/hubfs/how%20to%20schedule%20employees%20fairly%20on%20weekends%20and%20holidays_optimized.jpg?width=1000&name=how%20to%20schedule%20employees%20fairly%20on%20weekends%20and%20holidays_optimized.jpg) Managing weekend and holiday scheduling can be a challenge for small and mid-sized businesses, especially as holidays approach and employees naturally want time off to spend with family and friends. At the same time, many workplaces must continue operating through weekends and holidays, leaving managers responsible for determining who works and who gets the break. A thoughtful weekend and holiday scheduling strategy can make all the difference. Clear communication, transparent expectations, and consistent scheduling practices help prevent frustration and reduce the perception of favoritism. When employees understand *how* scheduling decisions are made, they’re much more likely to view the process as fair—even when they don’t receive their preferred days off. Below, we’ll walk you through fair holiday scheduling, including how to create a rotating weekend schedule, so business needs are met and employees feel respected.   [![HR Outsourcing Companies options, models and comparison](https://no-cache.hubspot.com/cta/default/2652187/9c0b268e-ff51-49f3-977b-eb203a9d7fe5.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/9c0b268e-ff51-49f3-977b-eb203a9d7fe5) ## Establishing a Rotating Weekend Schedule A rotating weekend schedule helps distribute weekend work more evenly and predictably. Whether your business requires weekend coverage every week or only during busy periods, the goal is to balance your operations with employees’ need for rest and personal time. Here are four strategies: ### **1. Predictability for personal planning**  For businesses needing staff every weekend, consistency in the rotating weekend schedule is crucial. This allows employees to plan personal appointments and tasks with certainty. For instance, if staffing is required every weekend, ensuring that those who worked over the weekend receive two consecutive days off during the week not only facilitates better planning but also allows employees ample downtime for relaxation. ### **2. Balancing weekend work among staff** In scenarios where small businesses have sufficient staff to distribute weekend work, a well-structured rotating weekend schedule is vital. Consider a company with four employees rotating weekend duties; assigning each to work the same weekend each month enhances their ability to plan for family and leisure activities. Additionally, it's important to account for months with five weekends, ensuring fair distribution of workloads. ### **3. Prioritizing fairness and seniority** Fairness in planning a rotating weekend schedule is key. Offering senior employees the first choice for weekend work can be an equitable approach, while also communicating to newer employees the benefits of seniority over time. Implementing incentives like weekend premium pay can also make weekend shifts more attractive, helping to balance the schedule fairly. ### **4. Reviewing and adapting the schedule** Continuously review and adjust the rotating weekend schedule. This approach demonstrates a commitment to fairness and considers the evolving needs of both the business and its employees. Regular adjustments and feedback can lead to a more effective and satisfactory scheduling system for everyone involved. [![How to effectively manage vacation requests](https://no-cache.hubspot.com/cta/default/2652187/3b759850-0797-44b0-bf75-4006c9feb7ec.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/3b759850-0797-44b0-bf75-4006c9feb7ec) ## **Set Clear Expectations for Holiday Scheduling** Holiday scheduling is easiest on everyone when expectations are communicated **early and clearly**. Employees don’t need every detail finalized months ahead of time—but they do need to understand *how* holiday work decisions are made and *what factors the business must consider.* This transparency helps maintain trust, even when not everyone gets the exact schedule they prefer. ### **Acknowledge Business-Critical Coverage Days** Some days simply require staffing due to operational needs, customer demand, safety protocols or year-end responsibilities. Instead of framing these dates as *“you can’t take time off”*, communicate the **why**: - How service levels, production capacity or safety requirements would be affected - How the organization will work to rotate those responsibilities fairly each year - What flexibility employees *do* have before or after those dates This shows respect for employees’ time while being honest about business reality. ### **Start with Volunteers First** Before assigning any holiday shifts, ask who is willing to work. Some employees may: - Prefer overtime or differential pay - Observe different holidays - Want time off during less busy seasons instead Often, this step resolves several conflicts before they begin. ### **Use a Rotation to Maintain Fairness** If holiday coverage is still needed after volunteer sign-ups, a **rotation system** helps ensure: - No one works the same major holiday every year - Coverage is shared consistently across the team - The decision-making process is visible and fair The structure can be simple—alternate holidays, rotate annually, or rotate in teams. What matters most is consistency. ### **Allow Manager-Approved Shift Swaps** A structured shift swap system gives employees flexibility without weakening coverage. A simple framework works: 1. Employees find their own swap partner 2. Manager confirms coverage + approves the change 3. Updated schedule is posted in writing This reduces friction and encourages collaboration, not competition. ### **Consider Practical Incentives When Coverage Is Tight** While not required, some employers find success offering: - A future comp day - A floating holiday - Or additional schedule prioritization later in the year Small adjustments can have a meaningful impact on morale. **With these expectations and systems in place, assigning the actual holiday rotation becomes clearer and more predictable for everyone.** [![sample holiday work policy downloadable guide](https://no-cache.hubspot.com/cta/default/2652187/3e8adf01-70fb-4b22-a923-69abd70b05ff.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/3e8adf01-70fb-4b22-a923-69abd70b05ff) ## How to Schedule Holiday Rotations Holiday scheduling often feels more personal and emotional than regular scheduling. Employees may have family traditions, religious observances, travel plans, or childcare considerations. Transparent communication and early planning are key. Here are steps employers can take to keep workplace holiday scheduling as fair as possible: ### 1. Provide open dialogue and a deadline Openly discuss weekend and holiday scheduling needs with employees. Provide a deadline for time off requests around the holidays and stick to it. Be transparent and empathetic. Work to understand which holidays are most important to each employee and whether some employees will voluntarily work on popular holidays. Keeping the lines of communication open and trying to approve as many requests as possible are the best steps toward fair scheduling. ### 2. Clarify company holidays vs personal days Let employees know which days are company holidays and which days they will need to use personal days, well in advance. Be sure to include any days that the office will close early, such as Christmas Eve or New Year’s Eve. If company holidays aren't covered in your employee handbook, be sure to [check out this expert-written sample holiday work policy that can be tweaked and used at your organization >>](https://info.axcethr.com/en/sample-holiday-work-policy) ### 3. Balance holiday coverage throughout the year Consider dividing the holidays into two groups – spring/summer and fall/winter. Balance each employee’s holiday scheduling coverage within each season. For example, if an employee works Memorial Day (a spring/summer holiday in May), consider giving them time off for Labor Day (a fall/winter holiday in September). Similar approaches can be taken to balance holiday scheduling when major holidays are close together, such as Christmas and New Year’s. Some companies also rely on seniority when scheduling holiday coverage. Employers that go this route should explain that the same employees cannot request the same holidays off multiple years in a row, regardless of seniority. RELATED: [How to Deny an Employee Vacation Request >>](https://blog.axcethr.com/time-off-how-to-deny-an-employee-vacation-request) ### 4. **Accommodate religious and cultural observances** Some employees may celebrate holidays such as Diwali (a Hindu festival of lights celebrating prosperity), Yom Kippur (a holy day for those practicing Judaism) and many others. Keep in mind that small business owners with more than 15 employees are subject to [Title VII of the Civil Rights Act of 1964](https://www.eeoc.gov/laws/guidance/what-you-should-know-workplace-religious-accommodation), which prohibits employment discrimination based on religion. Religious discrimination includes refusing to accommodate employees’ sincerely held religious beliefs or practices – including holiday celebrations – unless the accommodation would impose an undue hardship (more than a minimal burden on operation of the business). Again, through open dialogue and appropriate conversations, managers can create a holiday work schedule that is inclusive of the entire workforce. RELATED: [How to Handle Holiday Vacation Requests >>](https://blog.axcethr.com/how-to-handle-holiday-vacation-requests) ### 5. Consider reducing hours or adjusting workload A good holiday scheduling policy begins with understanding the minimum number of employees who must work on a holiday. Small businesses should operate as efficiently as possible on holidays. In some cases, it may even be possible for the business to operate with reduced hours. This will allow for scheduling that accommodates as many requests as possible for time off on the holiday. [![Axcet HR Solutions Employee Relations Solutions helping small businesses in kansas city and across the country](https://no-cache.hubspot.com/cta/default/2652187/interactive-189259369129.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLLeZuqX6RjBe4VL0FDWGspY1gKUVw5EaSLOPivHgyU%2FTabHhBioGfp1X1i80jnG7W3LOcTX9K%2BCNiAkoMGWJgxcPfxZ6VCuk9%2Fer50AaFYc7zS8BcCW8lE0XEZk9Ins3PdOn2iuigjgyYmGSCjagcLFK2ay5ucCXWPFyg99YEaCH2smuaZy1j4b%2BmOeV8vO%2FYF4ujtrkq9RW3ZzF91tklllKAQu9Dn%2Bcp%2B28owhyGh9C4s8nUCcouiDqekG4IZjuwUfeXH6kWEhoWYnSm9023iSaIzLDNBsAvin1oN4hXRDCg%3D%3D&webInteractiveContentId=189259369129&portalId=2652187) ## Flexible Scheduling May Improve Holiday Scheduling Problems Employees with the [option for flexible scheduling](https://blog.axcethr.com/good-bye-9-to-5-hello-flexible-schedules-and-improved-productivity) overall are often more willing to return the favor when the employer requires flexibility around holiday scheduling. When juggling time off requests becomes too problematic, the company might consider incentives such as offering extra pay for delaying time off plans until a slower or less in-demand time of the year. It is especially important for employers to send the message that they [support time away from work](https://blog.axcethr.com/why-employers-should-support-time-away-from-work) and to place restrictions on when people can use the time off they have earned only when necessary. When it comes to scheduling employees in unique situations such as holidays and weekends, Axcet HR Solutions is your go-to source for expert advice and best practices. As a [professional employer organization](https://www.axcethr.com/services/) (PEO), we boast a team of certified HR consultants who possess the experience and knowledge you can trust from an [HR outsourcing company](https://www.axcethr.com/services/human-resources/). Count on us to provide you with the guidance and support you need to efficiently manage employee schedules, ensuring optimal outcomes in any challenging scenario. If employee issues are cropping up, it may be time to outsource your business' HR. [Find out if it's time to outsource HR and what your options are >>](https://www.axcethr.com/why-axcet/outsourcing-options/)  [![See if a PEO makes sense for your business](https://no-cache.hubspot.com/cta/default/2652187/18caba7b-fa27-458e-b41c-5af2422700be.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/18caba7b-fa27-458e-b41c-5af2422700be) [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents #### [Do Holidays Count Towards FMLA? FMLA and Holiday Pay Explained ![Axcet HR Consultant explains the question: Do holidays count towards FMLA?](https://blog.axcethr.com/hubfs/fmla-and-holidays-_1200-x-628-px_%20(1).webp)](https://blog.axcethr.com/ask-the-expert-how-does-fmla-work-during-the-holidays) #### [![how to handle holiday PTO requests fairly](https://blog.axcethr.com/hubfs/how-to-handle-holiday-vacation-requests-_1200-%C3%97-628-px_%20(2).webp) How to Handle Holiday PTO Without Hurting Morale](https://blog.axcethr.com/how-to-handle-holiday-vacation-requests) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2025-11-09T22:49:17.748Z", "datePublished" : "2025-11-08T17:00:00.000Z", "headline" : "Weekend and Holiday Scheduling: A Manager's Guide", "image" : [ "https://blog.axcethr.com/hubfs/how%20to%20schedule%20employees%20fairly%20on%20weekends%20and%20holidays-1.png" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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At the same time, many workplaces must continue operating through weekends and holidays, leaving managers responsible for determining who works and who gets the break. A thoughtful weekend and holiday scheduling strategy can make all the difference. Clear communication, transparent expectations, and consistent scheduling practices help prevent frustration and reduce the perception of favoritism. When employees understand how scheduling decisions are made, they’re much more likely to view the process as fair—even when they don’t receive their preferred days off. Below, we’ll walk you through fair holiday scheduling, including how to create a rotating weekend schedule, so business needs are met and employees feel respected. Establishing a Rotating Weekend Schedule A rotating weekend schedule helps distribute weekend work more evenly and predictably. Whether your business requires weekend coverage every week or only during busy periods, the goal is to balance your operations with employees’ need for rest and personal time. Here are four strategies: 1. Predictability for personal planning For businesses needing staff every weekend, consistency in the rotating weekend schedule is crucial. This allows employees to plan personal appointments and tasks with certainty. For instance, if staffing is required every weekend, ensuring that those who worked over the weekend receive two consecutive days off during the week not only facilitates better planning but also allows employees ample downtime for relaxation. 2. Balancing weekend work among staff In scenarios where small businesses have sufficient staff to distribute weekend work, a well-structured rotating weekend schedule is vital. Consider a company with four employees rotating weekend duties; assigning each to work the same weekend each month enhances their ability to plan for family and leisure activities. Additionally, it's important to account for months with five weekends, ensuring fair distribution of workloads. 3. Prioritizing fairness and seniority Fairness in planning a rotating weekend schedule is key. Offering senior employees the first choice for weekend work can be an equitable approach, while also communicating to newer employees the benefits of seniority over time. Implementing incentives like weekend premium pay can also make weekend shifts more attractive, helping to balance the schedule fairly. 4. Reviewing and adapting the schedule Continuously review and adjust the rotating weekend schedule. This approach demonstrates a commitment to fairness and considers the evolving needs of both the business and its employees. Regular adjustments and feedback can lead to a more effective and satisfactory scheduling system for everyone involved. Set Clear Expectations for Holiday Scheduling Holiday scheduling is easiest on everyone when expectations are communicated early and clearly. Employees don’t need every detail finalized months ahead of time—but they do need to understand how holiday work decisions are made and what factors the business must consider. This transparency helps maintain trust, even when not everyone gets the exact schedule they prefer. Acknowledge Business-Critical Coverage Days Some days simply require staffing due to operational needs, customer demand, safety protocols or year-end responsibilities. Instead of framing these dates as “you can’t take time off”, communicate the why: How service levels, production capacity or safety requirements would be affected How the organization will work to rotate those responsibilities fairly each year What flexibility employees do have before or after those dates This shows respect for employees’ time while being honest about business reality. Start with Volunteers First Before assigning any holiday shifts, ask who is willing to work. Some employees may: Prefer overtime or differential pay Observe different holidays Want time off during less busy seasons instead Often, this step resolves several conflicts before they begin. Use a Rotation to Maintain Fairness If holiday coverage is still needed after volunteer sign-ups, a rotation system helps ensure: No one works the same major holiday every year Coverage is shared consistently across the team The decision-making process is visible and fair The structure can be simple—alternate holidays, rotate annually, or rotate in teams. What matters most is consistency. Allow Manager-Approved Shift Swaps A structured shift swap system gives employees flexibility without weakening coverage. A simple framework works: Employees find their own swap partner Manager confirms coverage + approves the change Updated schedule is posted in writing This reduces friction and encourages collaboration, not competition. Consider Practical Incentives When Coverage Is Tight While not required, some employers find success offering: A future comp day A floating holiday Or additional schedule prioritization later in the year Small adjustments can have a meaningful impact on morale. With these expectations and systems in place, assigning the actual holiday rotation becomes clearer and more predictable for everyone. How to Schedule Holiday Rotations Holiday scheduling often feels more personal and emotional than regular scheduling. Employees may have family traditions, religious observances, travel plans, or childcare considerations. Transparent communication and early planning are key. Here are steps employers can take to keep workplace holiday scheduling as fair as possible: 1. Provide open dialogue and a deadline Openly discuss weekend and holiday scheduling needs with employees. Provide a deadline for time off requests around the holidays and stick to it. Be transparent and empathetic. Work to understand which holidays are most important to each employee and whether some employees will voluntarily work on popular holidays. Keeping the lines of communication open and trying to approve as many requests as possible are the best steps toward fair scheduling. 2. Clarify company holidays vs personal days Let employees know which days are company holidays and which days they will need to use personal days, well in advance. Be sure to include any days that the office will close early, such as Christmas Eve or New Year’s Eve. If company holidays aren't covered in your employee handbook, be sure to check out this expert-written sample holiday work policy that can be tweaked and used at your organization >> 3. Balance holiday coverage throughout the year Consider dividing the holidays into two groups – spring/summer and fall/winter. Balance each employee’s holiday scheduling coverage within each season. For example, if an employee works Memorial Day (a spring/summer holiday in May), consider giving them time off for Labor Day (a fall/winter holiday in September). Similar approaches can be taken to balance holiday scheduling when major holidays are close together, such as Christmas and New Year’s. Some companies also rely on seniority when scheduling holiday coverage. Employers that go this route should explain that the same employees cannot request the same holidays off multiple years in a row, regardless of seniority. RELATED: How to Deny an Employee Vacation Request >> 4. Accommodate religious and cultural observances Some employees may celebrate holidays such as Diwali (a Hindu festival of lights celebrating prosperity), Yom Kippur (a holy day for those practicing Judaism) and many others. Keep in mind that small business owners with more than 15 employees are subject to Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on religion. Religious discrimination includes refusing to accommodate employees’ sincerely held religious beliefs or practices – including holiday celebrations – unless the accommodation would impose an undue hardship (more than a minimal burden on operation of the business). Again, through open dialogue and appropriate conversations, managers can create a holiday work schedule that is inclusive of the entire workforce. RELATED: How to Handle Holiday Vacation Requests >> 5. Consider reducing hours or adjusting workload A good holiday scheduling policy begins with understanding the minimum number of employees who must work on a holiday. Small businesses should operate as efficiently as possible on holidays. In some cases, it may even be possible for the business to operate with reduced hours. This will allow for scheduling that accommodates as many requests as possible for time off on the holiday. Flexible Scheduling May Improve Holiday Scheduling Problems Employees with the option for flexible scheduling overall are often more willing to return the favor when the employer requires flexibility around holiday scheduling. When juggling time off requests becomes too problematic, the company might consider incentives such as offering extra pay for delaying time off plans until a slower or less in-demand time of the year. It is especially important for employers to send the message that they support time away from work and to place restrictions on when people can use the time off they have earned only when necessary. When it comes to scheduling employees in unique situations such as holidays and weekends, Axcet HR Solutions is your go-to source for expert advice and best practices. As a professional employer organization (PEO), we boast a team of certified HR consultants who possess the experience and knowledge you can trust from an HR outsourcing company. Count on us to provide you with the guidance and support you need to efficiently manage employee schedules, ensuring optimal outcomes in any challenging scenario. If employee issues are cropping up, it may be time to outsource your business' HR. Find out if it's time to outsource HR and what your options are >>", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2025-11-08", "dateModified" : "2025-11-09", "datePublished" : "2025-11-08", "description" : "Managing weekend and holiday scheduling can be a challenge for small and mid-sized businesses, especially as holidays approach and employees naturally want time off to spend with family and friends. At the same time, many workplaces must continue operating through weekends and holidays, leaving managers responsible for determining who ...", "editor" : "Jeanette Coleman, SPHR & SHRM-SCP", "genre" : "Human Resources and Employee Management", "headline" : "Weekend and Holiday Scheduling: A Manager's Guide", "image" : "https://f.hubspotusercontent30.net/hubfs/2652187/how%20to%20schedule%20employees%20fairly%20on%20weekends%20and%20holidays-1.png", "keywords" : "HR Compliance, how to schedule employees fairly on weekends, how to schedule employees fairly, employee scheduling ideas, how to make a schedule for employees, fair holiday rotation, fair vacation scheduling", "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays", "@type" : "WebPage" }, "publisher" : { "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hs-fs/hubfs/axcethr_logo_white.png?width=225&name=axcethr_logo_white.png" }, "name" : "Axcet HR Solutions" }, "url" : "https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays", "wordCount" : "10044" } ``` ```json { "@context" : "https://schema.org", "@type" : "BreadcrumbList", "itemListElement" : [ { "@type" : "ListItem", "item" : "https://www.axcethr.com/", "name" : "Home", "position" : 1 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/", "name" : "Insights", "position" : 2 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/tag/hr-compliance", "name" : "HR Compliance", "position" : 3 }, { "@type" : "ListItem", "item" : "https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays", "name" : "Weekend and Holiday Scheduling: A Manager's Guide", "position" : 4 } ] } ``` ```json { "@context": "https://schema.org", "@type": "Article", "mainEntityOfPage": { "@type": "WebPage", "@id": "https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays" }, "headline": "How to Schedule Employees Fairly on Weekends and Holidays", "description": "Managers of businesses that require staff to work weekends or holidays often have concerns about how to schedule employees fairly. Their concerns are certainly valid. When employees detect even a hint of favoritism surrounding who gets the best schedule, it inevitably leads to upset feelings that impact workplace productivity. The best way to schedule employees fairly is to create a weekly employee schedule that evenly rotates staff for weekend coverage. That said, employers should take employee seniority into account when creating the weekend schedule, allowing those staff members with the most seniority to have first pick. Here's what to consider when creating a fair weekend, holiday and vacation schedule.", "image": "https://blog.axcethr.com/hubfs/how%20to%20schedule%20employees%20fairly%20on%20weekends%20and%20holidays-1.png", "author": { "@type": "Person", "name": "Jeanette Coleman, SPHR & SHRM-SCP" }, "publisher": { "@type": "Organization", "name": "Axcet HR Solutions", "logo": { "@type": "ImageObject", "url": "https://blog.axcethr.com/hs-fs/hubfs/axcethr_logo_white.png?width=225&name=axcethr_logo_white.png" } }, "datePublished": "2021-05-04", "dateModified": "2021-05-12" } ``` ```json { "@context": "https://schema.org", "@type": "BlogPosting", "mainEntityOfPage": { "@type": "WebPage", "@id": "https://blog.axcethr.com/how-to-schedule-employees-fairly-on-weekends-and-holidays" }, "headline": "How to Schedule Employees Fairly on Weekends and Holidays", "description": "Managers of businesses that require staff to work weekends or holidays often have concerns about how to schedule employees fairly. Their concerns are certainly valid. When employees detect even a hint of favoritism surrounding who gets the best schedule, it inevitably leads to upset feelings that impact workplace productivity. The best way to schedule employees fairly is to create a weekly employee schedule that evenly rotates staff for weekend coverage. That said, employers should take employee seniority into account when creating the weekend schedule, allowing those staff members with the most seniority to have first pick. Here's what to consider when creating a fair weekend, holiday and vacation schedule.", "image": "https://blog.axcethr.com/hubfs/how%20to%20schedule%20employees%20fairly%20on%20weekends%20and%20holidays-1.png", "author": { "@type": "Person", "name": "Jeanette Coleman, SPHR & SHRM-SCP" }, "publisher": { "@type": "Organization", "name": "Axcet HR Solutions", "logo": { "@type": "ImageObject", "url": "https://blog.axcethr.com/hs-fs/hubfs/axcethr_logo_white.png?width=225&name=axcethr_logo_white.png" } }, "datePublished": "2021-05-04", "dateModified": "2021-05-12" } ```