Each year, ANZAC Day is a significant National Day of Remembrance and also a public holiday that carries specific workplace obligations for employers across Australia.
In 2026, ANZAC Day falls on Saturday 25 April, which can create confusion around public holiday pay, substitute days, and rostering; particularly for businesses operating across multiple states.
Understanding how ANZAC Day is treated in each state is essential to avoiding payroll errors, compliance risks, and employee disputes.
Is ANZAC Day Still a Public Holiday if It Falls on a Saturday?
Yes.
ANZAC Day (25 April) is a national public holiday across all states and territories, regardless of whether it falls on a weekday or weekend.
However, when ANZAC Day falls on a Saturday, the way employee entitlements apply differs by state and territory. Some states declare an additional public holiday on the following Monday, while others observe the holiday on the Saturday only.
This is where many employers, particularly those with national workforces, can unintentionally get things wrong.
ANZAC Day 2026: Public Holiday Dates by State & Territory
For 2026, ANZAC Day falls on Saturday 25 April, with the following arrangements applying:
Saturday 25 April only (no substitute public holiday)
- Queensland
- Victoria
- South Australia
- Tasmania
- Northern Territory
Saturday 25 April + an additional public holiday on Monday 27 April
- New South Wales
- Australian Capital Territory
- Western Australia
Importantly, employee entitlements depend on where the employee is based, not where the business head office is located.
What Does This Mean for Employers?
The public holiday treatment of ANZAC Day directly affects:
- Whether employees are entitled to time off
- Whether employees are entitled to base pay or penalty rates
- How rosters should be built
- Payroll calculations and compliance
When public holidays fall on weekends, assumptions such as “everyone gets Monday off” are a common cause of underpayments or payroll corrections later.
Pay Obligations on ANZAC Day
Public holiday pay is governed by the National Employment Standards (NES) and supplemented by applicable modern awards or enterprise agreements.
If an employee works on ANZAC Day (Saturday 25 April):
The employee is working on a public holiday – public holiday penalty rates apply, in line with their award or enterprise agreement (often double time or double time and a half, but always award‑specific).
If an employee does not work on ANZAC Day:
- Full‑time and part‑time employees are entitled to be paid their base rate only if the public holiday falls on a day they would normally work
- Casual employees are paid only if they work the public holiday
In states where there is no substitute Monday, employees who work Monday to Friday and do not normally work Saturdays generally do not receive an additional day off or payment.
Can Employers Ask Employees to Work on ANZAC Day?
Yes, but only under certain conditions.
Under the Fair Work Act, employees have the right to refuse a request to work on a public holiday if the refusal is reasonable. Equally, employers may request employees to work if that request is reasonable.
Factors include:
- The nature of the business and operational requirements
- The employee’s role and responsibilities
- Whether sufficient notice has been given
- Whether appropriate penalty rates will be paid
- The employee’s personal circumstances
Clear communication and planning are essential, particularly for essential services, retail, hospitality, and shift‑based environments.
Why Public Holidays Are a Compliance Risk
Public holidays consistently remain one of the highest‑risk areas for payroll errors and potential underpayments, particularly when:
- Businesses operate across multiple states
- Casual or variable workforces are involved
- Payroll systems rely on assumptions rather than location‑based rules
- Awards or agreements are not checked carefully
Even small misunderstandings such as applying substitute days incorrectly can lead to compliance breaches, back‑payments, and employee dissatisfaction.
Planning Ahead Makes All the Difference
ANZAC Day requires both respectful observance and careful workforce planning.
Employers should:
- Confirm which public holidays apply in each state
- Review award‑specific public holiday provisions
- Communicate expectations clearly with employees
- Ensure payroll systems reflect the correct dates and rates
Taking the time to plan ahead helps protect both your people and your business.
How Integrated HR Can Help
At Integrated HR, we support organisations across Australia with:
- Workforce planning and staffing strategies
- Public holiday and payroll compliance
- Managing complex, multi‑state employment obligations
If you’re unsure how public holidays apply to your workforce or want confidence that your approach is compliant, we can help. Having the right advice early can prevent issues later.
Email: info@humanresourcing.com.au or Phone: (07) 5507 7759.