This year, the Easter public holiday period will run from 18 April – 22 April 2025. Below is a summary of the public holidays, in each State and Territory:
| States or Territories | Good Friday (18/04) | Easter Saturday (19/04) | Easter Sunday (20/04) | Easter Monday (21/04) | Easter Tuesday (22/04) |
|---|---|---|---|---|---|
| VIC | Y | Y | Y | Y | N |
| NSW | Y | Y | Y | Y | N |
| TAS | Y | N | N | Y | Y* |
| QLD | Y | Y | Y | Y | N |
| ACT | Y | Y | Y | Y | N |
| WA | Y | N | Y** | Y | N |
| SA | Y | Y | Y | Y | N |
| NT | Y | Y | Y | Y | N |
**note that prior to 2022, Easter Sunday was not a recognised public holiday in Western Australia.
On these public holidays, employers may have different obligations to normal days of trade. The below are three important differences that you should consider during this period:
Trading restrictions
Certain States and Territories have restricted trading over the Easter period.
For example, in NSW, Good Friday and Easter Sunday are considered ‘restricted trading days’ under the Retail Trading Act 2008 (NSW). This means that unless the business is exempt from trading restrictions (e.g., book shops, restaurants, newsagencies), they must close on those days. Businesses may apply for an exemption with Fair Trading NSW.
Similarly, in Victoria, Good Friday is a restricted trading day. Unless the business is exempt (e.g., a chemist, petrol station or restaurant, and for certain small businesses), they are required to close.
Employers should therefore plan ahead to determine whether their workplace is required to be closed, and how to notify and manage employees accordingly.
Requesting employees to work on a public holiday
The National Employment Standards contained in Fair Work Act outline that an employee is entitled to be absent from work on a public holiday, unless their employer has made a reasonable request for the employee to work on the public holiday.
Employers are entitled to reasonably request employees to work on a public holiday. Employees, however, can refuse to work on a public holiday on reasonable grounds.
A request should be made for each public holiday with an opportunity to respond. Such requests should be more than just implied (i.e. the request should be more than just rostering the employees to work on the public holidays and not discussing it with them).
To help decide if a request to work on a public holiday is reasonable, there are a number of factors to consider, including, but not limited to:
- the nature of the workplace and the work to be completed;
- whether employees will receive additional pay (e.g. penalty rates);
- personal circumstances, such as family/caring responsibilities of the employee; and
- the amount of notice provided by the employer when making the request.
Public holiday pay for employees
A permanent (full-time or part-time) employee is entitled to be paid their base rate of pay for their ordinary hours of work on a public holiday, if they are absent from work due to the public holiday.
This does not include any loadings, allowances, or overtime payments.
If the employee does not normally work on a day on which the public holiday falls then they are not entitled to any additional payment in respect of the public holiday. Casual employees who do not work on the public holiday are also not entitled to any benefits.
Employees who do work on public holidays are entitled to be paid as usual and may also be entitled to public holiday penalty rates under any applicable award or enterprise agreement.
Please also note that this year Anzac Day will fall shortly after the Easter period in all states and territories.
If you require assistance with your obligations regarding public holidays, contact HR Legal.
