How public holiday pay works in Australia

Public holiday pay in Australia is governed by the National Employment Standards (NES) in the Fair Work Act 2009 and topped up by penalty rates set in your modern award or enterprise agreement. The NES sets the floor — you cannot be paid less than the standard. Most modern awards then add a penalty rate for working on a public holiday, typically double time and a half (2.5x base) for full-time and part-time employees, or 2.75x base for casuals (which includes the 25% casual loading).

The exact rate depends on which award covers your role. The calculator above uses the most common rates; the sections below explain how to verify yours and what happens in the edge cases.

Common public holiday penalty rates (2025-26)

Rates above apply to most modern awards (Retail, Hospitality, Clerks, Restaurant, Manufacturing). A small number of awards differ — see "Award variations" below.

When you don't work the public holiday

This is the bit most people get wrong. If you are full-time or part-time and a public holiday falls on a day you would normally work, you are paid your ordinary day's pay at base rate — not double — for that day. You don't have to use leave and you don't lose anything. The NES (s.116) protects this.

If the public holiday falls on a day you wouldn't normally work (e.g. you're part-time Mon-Wed and the holiday is Friday), you generally receive no extra pay. There's no NES entitlement to a substitute day off, though some awards or workplace agreements provide one.

Casuals don't get paid public holiday absence pay, full stop. The 25% casual loading is the trade-off — you get the loading on every hour you work, but you carry the risk on days you don't.

Public holidays in Australia

National public holidays apply everywhere in Australia: New Year's Day, Australia Day, Good Friday, Easter Monday, ANZAC Day, Christmas Day, and Boxing Day. Each state and territory adds further days.

When a national or state public holiday falls on a weekend, most states substitute the following Monday (and sometimes Tuesday for Boxing Day). Always check your state's official gazette for confirmed dates.

Award variations to watch for

A handful of modern awards depart from the 2.5x / 2.75x default. Always read your specific award before assuming the standard rates apply:

• Banking, Finance and Insurance Award: public holiday work is typically paid at the ordinary rate plus a substitute day off (TOIL), not 2.5x cash.
• Some health and aged care awards: use 2x (double time) rather than 2.5x, with day-in-lieu provisions.
• Enterprise agreements: can override award rates as long as the overall package satisfies the Better Off Overall Test (BOOT). Some agreements pay above 2.5x; some swap penalty rates for higher base pay.
• Salaried employees: if you're on an annualised salary, your contract usually says it covers public holiday work — but the salary must equal or exceed what the award would have paid at penalty rates over the year.

Right to refuse public holiday work

Section 114 of the Fair Work Act 2009 lets your employer request you work on a public holiday — but only if the request is reasonable. You can refuse if your refusal is also reasonable. Reasonableness is judged on:

• The nature of the workplace (hospitals, hospitality, and emergency services routinely operate on PHs)
• Your personal circumstances, including family responsibilities
• The amount of notice you were given
• The penalty rate or other compensation offered
• Whether the work is reasonably expected as part of your role
• Your type of employment (full-time, part-time, casual)

An employer cannot punish you for reasonably refusing — that would be a workplace rights breach. If pressured, document the request and consider raising it with the Fair Work Ombudsman.

Worked examples

If you're paid the wrong rate

Most underpayments are honest mistakes — payroll software not configured for the right award, or a manager who didn't know the rules. Step one is always to raise it in writing with your employer, attaching a calculation. Most companies fix this immediately.

If the employer refuses or stalls, you can lodge a complaint with the Fair Work Ombudsman, who can investigate, recover unpaid wages, and impose penalties on serial offenders. Underpayment claims can usually be made for up to six years back. Keep your payslips, rosters, and any correspondence.

For your specific award and confirmed rates, search the Pay and Conditions Tool at fairwork.gov.au. This calculator is a directional estimate, not legal or financial advice.