Public Holiday Pay Rates in Australia 2026: What Employers and Employees Must Know
If you’re working — or rostering staff — on a public holiday in 2026, the pay rules aren’t the same for everyone. Permanent employees get a paid day off even if they don’t work. Casuals only get paid if they actually work, but at a much higher rate. Get it wrong and it’s an underpayment claim waiting to happen.
Here’s the short version, then the detail.
Quick Answer: Who Gets Paid What
| Employment type | Doesn’t work the holiday | Works the holiday |
|---|---|---|
| Full-time / part-time | Paid base rate for ordinary hours (no loss of pay) | Base rate plus penalty rate set by their award (commonly 250%) |
| Casual | Not paid — no shift, no pay | Penalty rate set by their award (commonly 275%, includes casual loading) |
| Shiftworker | Depends on award — check shiftwork clauses | Often an additional loading on top of the standard penalty rate |
These percentages are typical, not universal — the Fair Work Act 2009 sets the floor, but the actual multiplier comes from the modern award or enterprise agreement covering the role. Always confirm the exact rate using the Fair Work Ombudsman’s Pay and Conditions Tool before processing payroll.
The Legal Basis: National Employment Standards
Public holiday entitlements sit inside the National Employment Standards (NES), the 11 minimum entitlements that apply to almost every employee in Australia regardless of industry. Two NES provisions matter here:
- Section 114 – the right to be absent from work on a public holiday
- Section 116 – the right to be paid for that absence (permanent employees only)
How Much Do You Actually Get Paid?
If you don’t work the public holiday
Full-time and part-time employees are paid their base rate for the ordinary hours they would have worked that day. Base rate excludes bonuses, allowances, loadings and penalty rates — it’s just your standard hourly or salaried rate. According to the Fair Work Ombudsman’s public holidays fact sheet, if a part-time employee’s rostered hours simply don’t fall on the day the public holiday lands, they aren’t entitled to payment for it at all.
Casual employees are different: no rostered shift on the holiday means no pay, full stop. There’s no “casual public holiday leave loading” sitting in the background.
If you do work the public holiday
This is where the penalty rate kicks in, and it’s calculated on top of the base rate — not instead of it. The exact figure depends entirely on the award. As a general guide:
- Full-time and part-time employees: commonly 250% of the minimum hourly rate
- Casual employees: commonly 275%, which already factors in casual loading
Some awards (Retail, Hospitality, Clerks) set different figures again, and some specify a minimum shift payment — meaning even a short 2-hour public holiday shift might be paid as if it were 3 or 4 hours. Never assume; check the specific award.
⚠️ Employer risk: the Fair Work Ombudsman actively pursues public holiday underpayment claims, and “I assumed the rate” is not a defence. Misapplying casual loading on top of the penalty rate (double-dipping) is one of the most common payroll errors.
Can Your Employer Force You to Work?
No — but they can make a reasonable request. You can refuse if your refusal is also reasonable. The Fair Work Ombudsman lists the factors that decide “reasonable,” including:
- The nature of your job and the business (e.g. hospitality vs office admin)
- Whether you’re entitled to penalty rates for working that day
- Your employment type — full-time, part-time, casual or shiftwork
- How much notice your employer gave you
- How much notice you gave them in refusing
A 2023 Federal Court decision (CFMMEU v OS MCAP Pty Ltd) confirmed employers can’t just roster someone onto a public holiday by default or rely on a blanket contract clause — an actual request has to be made, and it has to be reasonable. Full details are on the Fair Work Ombudsman’s “Not working on public holidays” page.
What If the Public Holiday Falls on My Day Off, or During Annual Leave?
- Normal day off: if the public holiday lands on a day you don’t usually work, you generally aren’t entitled to extra pay for it.
- During annual leave: if a public holiday falls inside a period of approved annual leave on a day you’d normally work, it’s paid as a public holiday, not deducted from your annual leave balance.
- Falls on a weekend: several states declare a substitute public holiday (usually the following Monday). Substitution rules differ by state — check your relevant page below before assuming you get the Monday off.
State-by-State: Confirm Your Exact Dates First
Penalty rates are federal (via your award), but the dates themselves are state-based — and that changes which day actually triggers the pay rules above.
- NSW Public Holidays →
- Victoria Public Holidays →
- Queensland Public Holidays →
- WA Public Holidays →
- SA Public Holidays →
- ACT Public Holidays →
- NT Public Holidays →
- Tasmania Public Holidays →
See the full 2026 public holiday calendar for every date nationally, or check how many days are left until the next one before you plan rosters or leave.
How to Calculate It Yourself (Worked Example)
Say a full-time retail worker on $30/hour works an 8-hour shift on a public holiday, and their award sets a 250% penalty rate:
Base rate: $30/hour
Penalty rate: 250% × $30 = $75/hour
Shift length: 8 hours
Total for the day: $75 × 8 = $600
Compare that to a casual on the same base rate at 275%:
Penalty rate: 275% × $30 = $82.50/hour
Total for the day: $82.50 × 8 = $660
These figures are illustrative only — your actual award may set a different percentage, add allowances, or apply a minimum shift payment. Run the exact numbers through the Fair Work Ombudsman’s free Pay and Conditions Tool before processing pay.
FAQs
Do casual employees get paid public holidays in Australia? Only if they actually work that day. Casuals aren’t entitled to a paid day off — there’s no ordinary hours to be paid for — but if rostered and working, they’re paid the casual public holiday penalty rate (commonly 275%, inclusive of casual loading).
Is public holiday pay double time or double time and a half? It depends on the award. “Double time and a half” (250%) is common for many awards, but some specify different multipliers, plus minimum shift payments. Always check the specific modern award.
What happens if a public holiday falls during my annual leave? It’s paid as a public holiday, not deducted from your annual leave balance — assuming it falls on a day you’d normally work.
Can my employer make me work on a public holiday? They can make a reasonable request. You can refuse if your refusal is also reasonable, based on factors like notice given, your role, and your entitlement to penalty rates.
Where can I check the exact penalty rate for my job? Use the Fair Work Ombudsman’s Pay and Conditions Tool or look up your specific modern award — rates vary by industry.
This article is general information, not legal or payroll advice. For your specific entitlements, contact the Fair Work Ombudsman on 13 13 94 or check your relevant award.
Keep planning ahead: see the full 2026 public holiday calendar, find your state’s exact dates, or check upcoming long weekends to plan leave around them.
