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Private employers don't have to give any "legal" holidays. but if an employer has a holiday policy, they need to follow it. Private employers determine which holidays to observe, and whether they will be paid or unpaid.
Typically, employees receive Friday as a holiday if the designated holiday falls on Saturday, and Monday as a holiday if the designated holiday falls on a Sunday. Employers who must have staff working during the holidays — and who want to recognize any or all of the designated holidays — may choose to give extra pay to employees who work during the holiday, or they may give another day off later, in lieu of the holiday.
Employees should be notified well in advance, if possible, if any written holiday policies or practices are to be changed. There is no legal requirement for advance notice, but advance notice will give employees a chance to make plans accordingly.
Alternate workweek schedules permit employers to designate, in advance, a change in the schedule. For example, employees who are on a four-day, 10-hour work schedule, Monday through Thursday, may be scheduled to work a different schedule during Thanksgiving week. During this week, employers could designate the workweek as Sunday through Wednesday, or Monday, Tuesday, Wednesday and Friday. In this schedule, the employee would still work four days, but would have time off for Thanksgiving.
Read more about Vacation in the HR Library.