What are public holidays in Australia?
Public holidays in Australia are designated days set by legislation, where most employees are entitled to take the day off and be paid their base rate of pay for the ordinary hours they would have worked. If employees are required to work on a public holiday, they are typically entitled to penalty rates, time off in lieu or an alternative benefit. This depends on their award, enterprise agreement or employment contract and also supports their overall work-life balance.
In some cases, businesses that operate seven days a week may need to make additional staffing and pay arrangements to accommodate trading needs on public holidays.
National public holidays
The following public holidays are observed across all states and territories in Australia, although the substitute days and observance rules can vary slightly depending on local legislation:
- New Year’s Day – 1 January
- Australia Day – 26 January
- Good Friday – Date varies each year (Friday before Easter Sunday)
- Easter Monday – Date varies each year (Monday after Easter Sunday)
- Anzac Day – 25 April
- Christmas Day – 25 December
- Boxing Day – 26 December
If a public holiday such as Christmas Day or Boxing Day falls on a weekend, most states and territories provide a substitute public holiday on the following weekday (often Monday or Tuesday). Employers always need to confirm which holidays apply to their organisation by checking their local public holiday schedule.
State and territory public holidays
In addition to the national holidays, each state and territory in Australia designates its own additional public holidays. These often commemorate historical events, cultural festivals or regional occasions such as Show Days.
The following is a general overview of the main public holidays by state or territory.
New South Wales
- Queen’s Birthday – Second Monday in June
- Labour Day – First Monday in October
Victoria
- Labour Day – Second Monday in March
- Melbourne Cup Day – First Tuesday in November (Melbourne metro area only)
Queensland
- Labour Day – First Monday in May
- Royal Queensland Show (Ekka Wednesday) – Mid-August (Brisbane metro only, date varies)
Western Australia
- Labour Day – First Monday in March
- Western Australia Day – First Monday in June
- Queen’s Birthday – Varies by region
South Australia
- Adelaide Cup Day – Second Monday in March
- Queen’s Birthday – Second Monday in June
- Proclamation Day – 26 December (observed alongside Boxing Day)
Tasmania
- Eight Hours Day – Second Monday in March
- Recreation Day – First Monday in November (Northern Tasmania only)
Australian Capital Territory
- Canberra Day – Second Monday in March
- Reconciliation Day – Last Monday in May
- Queen’s Birthday – Second Monday in June
Northern Territory
- May Day – First Monday in May
- Picnic Day – First Monday in August
As some regions within each state may observe additional local holidays, employers need to refer to their relevant state or territory government website for an up-to-date list each year.
Substitute and additional holidays
When an Australian public holiday falls on a weekend, many states provide a substitute holiday on the next weekday. For example, if Christmas Day falls on a Saturday, the corresponding public holiday may be observed on the following Monday.
Some jurisdictions also add extra holidays in such cases. For example, both 25 and 27 December may be public holidays if Christmas Day falls on a weekend. This can affect rostering and payroll decisions, especially in sectors like retail, hospitality or healthcare.
Employer obligations and considerations
Employers have a range of responsibilities when it comes to public holidays. These are governed by the Fair Work Act 2009, state legislation and relevant awards or enterprise agreements.
Here are some important considerations for employers:
- Pay entitlements: Employees who work on a public holiday may be entitled to penalty rates. This varies depending on the award or agreement that applies to their role.
- Requesting work on a holiday: Employers may request an employee work on a public holiday, but the employee can refuse if the request is not reasonable, or they have valid personal reasons.
- Leave planning: Public holidays often create long weekends. Employers need to prepare for an increased number of leave requests around these dates and ensure that their staffing levels are still adequate.
- Advance notice and communication: Clear communication with employees about any upcoming public holidays, expected shifts and pay arrangements is a must. To meet this expectation, many employers share a public holiday calendar or send out roster reminders in advance.
- Award conditions: Awards may include specific provisions about what entitlements apply when a public holiday falls during an employee’s annual leave or on a non-working day. Understanding these conditions can prevent payroll errors and disputes.
Planning ahead for public holidays
Forward planning can help employers manage their staffing needs and budget appropriately for public holiday obligations. Some strategies to consider may include:
- Reviewing public holiday calendars for their state or territory at the start of each financial year
- Building flexibility into staff rosters during periods with multiple public holidays
- Budgeting for penalty rates and increased payroll costs in months with several holidays
- Setting clear expectations with casual and part-time staff regarding their availability
- Offering employees the option to work on public holidays with time off in lieu where appropriate
Being proactive helps companies stay compliant, keep things running smoothly and support staff mental health and wellbeing during busy periods.
Public holidays play an important role in workplace planning. By understanding which holidays apply in their area and what obligations they bring, employers can build better rosters, stay compliant and foster a fair, well-managed workplace. It is important to keep internal calendars up to date, check the relevant award or agreement, and ensure that all staff are clear on what to expect regarding public holidays.
Frequently asked questions
Are casual employees entitled to public holiday pay?
Casual employees are generally not entitled to be paid for a public holiday if they do not work on that day. However, if they are rostered to work and do so, they may be entitled to public holiday penalty rates.
Can an employee refuse to work on a public holiday?
Yes. An employer may ask an employee to work on a public holiday, but the employee can refuse if the request is not reasonable or if they have reasonable grounds for refusal, such as family or religious obligations.
Are employers required to provide an extra day off if a public holiday falls on a weekend?
Only if the relevant state or territory legislation provides for a substitute day. Many jurisdictions do offer a weekday substitute, but employers need to verify this through their respective state or territory’s official
