Time Off & Leave

The State of Colorado currently offers employees a comprehensive leave program that includes, but is not limited to annual, sick, holiday, family medical, short-term disability and military leave. Employees earn annual and sick leave at varying accrual rates, based on years of service. Full-time employees begin earning annual leave at an accrual rate of 8 hours per month and sick leave at 6.66 hours per month. Leave for a part-time employee is earned on a pro-rated basis.

Holiday Schedules

Fiscal Year 2021-22
Date Holiday
Monday, July 5, 2021 Independence Day
Monday, September 6, 2021 Labor Day
Monday, October 4, 2021 Frances Xavier Cabrini Day
Thursday, November 11, 2021 Veterans Day
Thursday, November 25, 2021 Thanksgiving Day
Friday, December 24, 2021 Christmas Day
Friday, December 31, 2021 New Year's Day
Monday, January 17, 2022 Martin Luther King, Jr. Day
Monday, February 21, 2022 President's Day
Monday, May 30, 2022 Memorial Day

Printable PDF Holiday Schedules

 

Governor's Holiday FAQ

These frequently asked questions have been developed to support state employees in understanding administrative leave days granted by the Governor.

Governor's Holiday

Q: What is a Governor’s Holiday?

A: It is administrative leave the Governor grants to state employees during the holidays. The intent is to reward all permanent, full-time and part-time state employees with time off in the spirit of the holidays and to show appreciation for state service.

Q: What day off is the Governor granting for the 2021 holiday season?

A:

Legal Holidays Observed Every Year

Additional Day Granted for 2021

Thanksgiving Day - Nov. 25 Friday after Thanksgiving - Nov. 26

Christmas Day Observed - Dec. 24

Thursday, Dec. 23 early release and State office closure at 1:00 p.m. (four hours of administrative leave) 

Q: Why is the Governor’s Holiday granted in the form of administrative leave?

A: Pursuant to C.R.S. 24-11-101(1) ten legal holidays are observed and "...any day appointed or recommended by the governor of this state or the president of the United States as a day of fasting or prayer or Thanksgiving, are hereby declared to be legal holidays..."  

Given that the aforementioned day off declared by the Governor are not holidays as defined by statute, administrative leave is granted pursuant to rule because an appointing authority can release employees from their official duties for the good of the state and recognize employees for their special accomplishments.

Calculation of Administrative Leave

Q: How should employees request the Governor’s Holiday in their agency’s manual or automated time and leave tracking systems?

A: The Governor’s Holiday is administrative leave and should be tracked as administrative leave. Please adhere to the directions provided by your human resources or payroll office.

Q: Do employees receive the entire eight hours (prorated for part-time employees) of administrative leave on November 26 if they started working in November? 

A: Employees hired and working when the administrative leave is observed are granted eight hours (prorated for part-time employees) of paid administrative leave.

Q: How is the administrative leave applied if it falls on a day an employee is not scheduled to work?

A: Employees must be granted another day (eight hours administrative leave, prorated for part-time) off at a time determined  by the appointing authority prior to the end of the fiscal year.

Q:  If an employee is terminated during November do they receive the entire eight hours (prorated for part-time employees) of administrative leave for November 26?

A:  Employees who terminate before the administrative leave day is observed are not granted eight hours of administrative leave. Employees who terminate after the administrative leave day is observed will receive the full eight hours (prorated for part-time employees) of administrative leave.

Q:  If an employee is terminated before they can take an alternate day off, is the administrative leave paid out?

A:  Administrative leave is not paid out at termination so employees need to take an alternate day off as soon as practicable before the end of the fiscal year.

Early Release

Q:  How should the four hours (prorated for part-time employees) for the early release office closure be coded in our manual or automated time and leave tracking systems?

A:  The four hours (based on standard work hours) should be granted and tracked as administrative leave. If an employee works from 7 a.m. to 4 p.m., three hours of administrative leave is granted with one hour of administrative leave remaining to be used before the end of the fiscal year.  If business needs allow, the appointing authority can allow and/or ask the employee to take the full four hours the day of the early release.

Q:  How should the four hours (prorated for part-time employees) of administrative leave be applied to those who are out sick or have requested annual leave?

A:  Employees out on annual leave or sick leave use four hours of administrative leave and the remaining number of hours of annual leave or sick leave is requested accordingly.

Q:  How should the four hours (prorated for part-time employees) of administrative leave be granted for those employees required to work during the early release/office closure?

A:  Employees should be given four hours of administrative leave to use on another day by the end of the fiscal year.

Q:  What about essential employees who will not be able to leave work for the early release office closure?

A:  Employees in essential positions who cannot leave work are granted four hours of administrative leave to use by the end of the fiscal year. 

Q:  Are temporary employees eligible for the four hours administrative leave? 

A:  Temporary employees are not eligible for holiday pay, leave or benefits pursuant to statute and do not work when offices are closed.

Q:  How is the four hours (prorated for part-time employees) of administrative leave applied when it falls on the day the employee is not scheduled to work (e.g. flex day)?

A:  The employee must be granted the four hours of administrative leave to be used at a time determined by the appointing authority by the end of the fiscal year.

Q:  Do employees out on FMLA, state family medical leave, PHEL or injury leave receive the administrative leave?

A:  Yes, four hours of administrative leave is applied on the day it is to be observed.

Q:  Do employees out on military or bereavement leave use four hours (prorated for part-time employees) of administrative leave or have four hours of administrative leave to use at a later date?

A:  Yes, four hours of administrative leave is applied on the day it is to be observed.

Q:  Do employees out on short-term disability receive the administrative leave?

A:  No, the employees do not receive the four hours of administrative leave because they are paid through the short-term disability benefits.

Essential and Critical Employees

Q: If an employee is essential or critical and scheduled to work Friday, November 26. Will they receive an alternate day off to use the eight hours (prorated for part-time employees) of administrative leave?

A: Employees in essential and critical positions who cannot take Friday, November 26, will be allowed to use the eight hours (prorated for part-time employees) of administrative leave.  The leave must be used by the end of the fiscal year.  

Q: If an employee is essential or critical and their schedule does not allow for them to take an alternate day off before the end of the fiscal year. Will they lose the alternate day off?

A: Employees in essential and critical positions should strive to take the alternate day off as soon as practicable, as the time will be lost if not taken before the end of the fiscal year.

Temporary Employees

Q: Does the administrative leave apply to temporary employees? 

A: Temporary employees are not eligible for holiday pay, leave (including administrative leave) or benefits pursuant to statute and do not report to work when offices are closed.

Flexible Work Schedules

Q: How is the administrative leave applied if it falls on an employee's scheduled work day of more than eight hours a day?

A:  Employees receive the day (eight hours administrative leave) off, but must either be charged annual leave for the hours normally worked that day over eight hours, work the extra time another day of the same week, or revert to a schedule of eight hours a day for the five days of that week.

Q: How is the administrative leave applied if it falls on an employee's flex day they are not scheduled to work?

A: Employees must be granted another day (eight hours administrative leave) off at a time determined by the appointing authority prior to the end of the fiscal year. If the employee works more than eight hours a day, annual leave for the hours normally worked that day over eight hours must be charged, work the extra time another day of the same week, or revert to a schedule of eight hours a day for the five days of the week.

Interaction with Other Leaves

Q:  Do employees with unpaid leave in December receive the eight hours of administrative leave?

A:  Employees who have unpaid leave and are not out on short-term disability receive the eight hours (prorated for part-time employees) of administrative leave.

Q: If an employee is suspended and on leave without pay for a period of time that includes the Governor’s Holiday, am I paid for the administrative leave day?

A: Employees on unpaid disciplinary suspension do not receive administrative leave. This is consistent with the application of holidays for disciplinary suspensions.  

Q: If an employee is out on Family and Medical Leave Act (FMLA) leave, state family medical leave, Families First Coronavirus Act (FFCRA) or injury leave will they receive the administrative leave?

A: Yes, the administrative leave is applied on the day the administrative leave is observed.

Q: If an employee is out on short-term disability, will they receive the administrative leave?

A: No, employees on short term disability do not receive the administrative leave because they are paid through the short-term disability benefits.

Frances Xavier Cabrini Day

Frances Xavier Cabrini Day (first Monday in October) is a legal holiday in Colorado. It replaced Columbus Day (second Monday in October).

The holiday was created by House Bill 20-1031, which was passed by the legislature on March 10, 2020 and signed into law by Governor Polis on March 20, 2020. Cabrini Day is the first State paid legal holiday to recognize a woman in the nation.

For more information, please contact your department's human resources or payroll office.