With the Easter long weekend approaching, many businesses will be finalising rosters and confirming trading arrangements. Getting public holiday obligations right is critical, not only for compliance, but for maintaining positive employee relations during a peak trading period. 

When are the Easter Public Holidays in 2026? 

• Good Friday – Friday, 3 April 
• The day after Good Friday (Easter Saturday) – Saturday, 4 April 
• Easter Sunday – Sunday, 5 April 
• Easter Monday – Monday, 6 April 

What are the payment obligations for businesses on Easter public holidays? 

For permanent employees (full-time and part-time), the general rule remains: 

If an employee would have ordinarily worked on a day that falls on a public holiday, they are entitled to be paid their base rate of pay for their ordinary hours – even if they don’t work. 

Casual employees are not entitled to paid public holidays unless they work on the day. 

Example 

Matt is a full-time employee who works Tuesday to Saturday each week. His employer remains open on Easter Saturday but closes on Good Friday and Easter Monday. 

• Matt would normally work on Good Friday (Friday), so he is entitled to be paid his base rate of pay for that day, even though he does not work. 
• He works as usual on Easter Saturday and is entitled to any applicable public holiday penalty rates under his award or agreement. 
• Matt does not normally work Mondays, so he is not entitled to payment for Easter Monday. 

What are the rules for rostering employees on public holidays? 

If your business intends to operate over Easter, you can request employees to work on a public holiday – but the key word is request. 

Under the Fair Work Act, employees have the right to refuse to work on a public holiday if: 

• the request is unreasonable, or 
• their refusal is reasonable. 

This means employers need to take a considered and documented approach when rostering staff. 

What makes a request ‘reasonable’? 

When deciding whether a request (or refusal) is reasonable, employers should consider: 

• The nature of the business and operational requirements 
• The employee’s role and responsibilities 
• The employee’s personal circumstances (e.g. caring responsibilities) 
• The employee’s employment type (full-time, part-time, casual) 
• Whether there is a reasonable expectation they may be required to work public holidays 
• Applicable penalty rates, overtime or other entitlements 
• How much notice has been provided 
• Any other relevant factors 

A blanket or last-minute direction to work is far more likely to be challenged. 

For more information on the process for requesting employees work on public holidays, read our recent blog.

What are the penalties for getting it wrong? 

Failing to follow the correct process can expose employers to significant penalties under the Fair Work Act. 

Currently, penalties can exceed: 

• $18,000+ for individuals 
• $90,000+ for companies 

Serious contraventions can attract substantially higher penalties. 

Practical steps for employers when rostering during the Easter period: 

To reduce risk and ensure a smooth Easter period, employers should: 

• Plan early – prepare and communicate draft rosters well in advance 
• Make genuine requests – don’t treat public holiday work as automatic 
• Explain the ‘why’ – provide clear, operational reasons for requesting work 
• Give employees a real choice – allow them to accept or refuse the request 
• Document decisions – particularly where a refusal is assessed as unreasonable 
• Check awards and agreements – confirm penalty rates and any additional requirements 

A proactive, transparent approach will not only help with compliance but also improve employee engagement during peak periods. 

How Business Chamber Queensland can help 

If you have any concerns about rostering employees over this coming Easter period, members with a Business Evolve and or Business Essentials membership can contact the Workplace Relations Team on 1300 731 988 or email [email protected].