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Home > Payroll > What Holidays Does LWG Observe?
What Holidays Does LWG Observe?
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Quick Answer

Leeds West Groups observes specific holidays for shop teams. All holiday closures and pay status are listed in the Dayforce calendar. Some holidays are paid, while others are unpaid, depending on the holiday and applicable policy conditions.

 

2026 Operations/Shop Observed Holidays

The following holidays are observed for operations and shop locations in 2026:

Holiday Work Locations Observing Date Observed Closed & Paid/Unpaid (Subject to Policy Conditions)
New Year’s Day All Thursday, January 1, 2026 Paid
Easter All** Sunday, April 5, 2026 Unpaid
Mother’s Day All** Sunday, May 10, 2026 Unpaid
Memorial Day Midas Central Division ONLY Monday, May 25, 2026 Paid
Father’s Day All** Sunday, June 21, 2026 Unpaid
Independence Day All Saturday, July 4, 2026 Paid
Labor Day Midas MT-East Division ONLY Monday, September 7, 2026 Paid
Thanksgiving All Thursday, November 26, 2026 Paid
Christmas All Friday, December 25, 2026 Paid
New Year’s Day (2027) All Friday, January 1, 2027 Paid

* Sunday holidays apply only to stores that are regularly open on Sundays.

 

Important Things to Know

  • Holiday pay eligibility is subject to policy conditions, including employment status and attendance requirements. See LWG Paid Holidays policy for terms and conditions.

  • Not all locations observe the same holidays. Some holidays apply only to specific regions or brands.

  • Holiday schedules and any location-specific guidance will be communicated in advance when applicable.

  • Dayforce should always be referenced for the most accurate and current holiday information.

 

Helpful Reminder

If you are unsure whether your location is open or whether a holiday is paid, check the Dayforce calendar, ask your supervisor, or submit a question through the HR Help Center.

 

Why This Matters

Clear holiday schedules help team members plan ahead, ensure payroll accuracy, and support consistent operations across all LWG locations.

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Disclaimer:
This article provides general information and guidance and may not address every situation or state-specific requirement. It does not create a contract, guarantee, or promise of any specific outcome. Company policies, practices, and legal requirements may vary by state and may change over time. This article does not replace or supersede applicable laws or official Company policies, handbooks, manuals, or training materials.

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