Is Juneteenth a Paid Holiday?

Juneteenth has gained significant attention as a federally recognized U.S. holiday, sparking global conversations about its historical roots and relevance in the modern workplace.

As organizations adjust to new holidays for time off and employee benefits, many employers now ask: What is Juneteenth’s origin, should it be a paid holiday, and how can companies respectfully acknowledge it?

Here, we explore these questions and offer insights on recognizing Juneteenth, as well as how to foster inclusive cultures that honor history while supporting global teams.

What is Juneteenth?

Juneteenth commemorates the date June 19, 1865, when Union troops announced freedom for enslaved African Americans in Texas, symbolizing slavery’s end in the U.S. and celebrating Black liberation and resilience.

While President Abraham Lincoln issued the Emancipation Proclamation in 1863, its enforcement relied on Union military victories during the Civil War. Many enslaved people in Confederate-controlled areas, including Texas, remained in bondage until federal troops arrived in Galveston two years later. This delay underscores systemic barriers to liberation and the complex path toward justice.

This holiday honors African American perseverance through community gatherings, cultural traditions, and reflections on progress yet to be made. Juneteenth became a federal holiday in 2021, thereby elevating its significance in national conversations about racial equity. For many, it represents a celebration of freedom as well as a call to address ongoing inequities.

Though rooted in U.S. history, Juneteenth’s themes of dignity and human rights resonate globally. Organizations worldwide recognize its significance as part of broader commitments to inclusive workplaces. Acknowledging this day promotes cultural awareness and aligns with efforts to amplify the voices of marginalized individuals across borders.

Is Juneteenth a paid holiday?

Juneteenth is a federal holiday, granting paid time off (PTO) to U.S. government employees, but private-sector adoption remains inconsistent, varying by state and company policies. Some companies offer PTO on Juneteenth as a statutory benefit to employees.

Federal law designates Juneteenth as one of 11 official public holidays, requiring federal agencies and banks to close and ensuring paid leave for government workers. However, private employers are not obligated to follow federal guidelines.

According to Pew Research, 28 states and Washington, D.C., recognize Juneteenth as a paid public holiday for state employees, while others treat it as a ceremonial observance. For example, Texas—where the holiday originated—has recognized it as a paid state holiday since 1980, while states like New Jersey observe it on the third Friday in June when June 19th falls on a weekend.

In the private sector, observance of Juneteenth has grown steadily since 2021, although adoption rates vary by industry and company size. Approximately 41% of large employers (500+ employees) offered Juneteenth as a paid holiday in 2024, up from 9% in 2021. Many companies align the holiday with diversity and inclusion goals, offering educational events, volunteer opportunities, or floating holidays instead of mandatory closures.

Despite progress, Juneteenth’s status as a paid holiday remains uneven. Some states, like Alabama and West Virginia, rely on annual gubernatorial proclamations rather than permanent legislation, creating uncertainty for workers. This patchwork implementation highlights the gap between federal symbolism and equitable workplace practices, underscoring the need for employers to align policies with broader commitments to racial equity.

Who gets Juneteenth off?

Juneteenth is a federal holiday in the U.S., but access to paid time off depends on employment sector, geographic location, and employer priorities.

Federal employees, including postal workers and bank staff, consistently receive Juneteenth as a paid day off due to its federal status. State government workers in roughly half of the U.S. states also benefit from paid leave, though rules vary. For example, Texas mandates a fixed holiday, while Illinois adjusts observance based on the calendar.

Private companies increasingly recognize Juneteenth, but approaches differ. Major corporations like Nike and Google close offices entirely, while retailers like Target remain open but offer premium pay or flexible holiday options. Frontline and gig workers often face uneven access compared to corporate employees, highlighting disparities in how policies are implemented.

How to celebrate Juneteenth in the workplace

Tara Turk-Haynes, VP of DEI and Talent Management at Leaf Group, told Culture Amp, “Many studies show employees need to feel connected to a company’s values and mission—if DEI isn’t in your company’s DNA, these efforts will be challenging.”

“Exactly,” agrees DeMario Bell, Senior Community Manager at Culture Amp. “In those instances, recognizing Juneteenth becomes superficial, lacking genuine commitment and substantive actions. We must move beyond this shallow performance and engage in meaningful actions that promote understanding, education, and equity.”

Performative gestures, like one-time social media posts or mandatory diversity training, often deepen distrust when they are disconnected from broader equity efforts. Companies must align Juneteenth observances with their core values—for example, by pairing paid leave with transparent pay equity audits or tying volunteer events to long-term partnerships with organizations focused on racial justice.

Other creative approaches to meaningful recognition include:

• Interactive storytelling sessions. Host employee-led discussions where team members share family histories, cultural traditions, or reflections on freedom. Pair these with guided workshops on systemic inequities to foster empathy and accountability.
• Collaborative art installations. Invite employees to co-create murals or digital collages inspired by Juneteenth’s themes, using it as a catalyst for ongoing dialogue about inclusion.
• Pro-bono skill-sharing. Partner with Black-led nonprofits to offer free professional services (e.g., marketing, legal, or tech support) year-round, amplifying Juneteenth’s ethos of collective uplift.
• Decentralized celebrations. Provide teams with budgets to design their own observances, whether through film screenings, book clubs, or local Black history tours, ensuring cultural relevance across global offices.

Authenticity requires embedding Juneteenth’s principles into everyday practices. For instance, audit hiring practices for racial bias, fund mentorship programs, or invest in Black-owned suppliers. “Ultimately, Juneteenth serves as a powerful reminder for us to put our words into action and bridge the gap between our values and tangible change,” notes DeMario.

“It’s about creating a path towards a future where equity and freedom are not mere ideals, but a lived experience for every single person,” he adds. By prioritizing action over symbolism, companies can transform Juneteenth from a holiday into a blueprint for equitable change.

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