Easter Public Holidays 2025: What Employers Need to Know
Avoid payroll headaches and manage your team with confidence this Easter.
Easter is a busy time for many businesses, particularly in retail, hospitality, healthcare and other essential services. With multiple public holidays over the Easter break, it's critical to understand your legal obligations as an employer when it comes to public holiday pay, rostering, and leave management.
Not sure where to start? Here's your go-to guide.
Key Easter Public Holiday Dates – 2025
Your Public Holiday Pay Obligations
Check your employee’s applicable Award or Enterprise Agreement
Look for rules about:
Penalty rates
Minimum shift lengths
Substitute days off
Time in lieu arrangements
If there’s no Award or Agreement, refer to the employment contract.
Can I Require Employees to Work a Public Holiday?
Yes, but only if it’s reasonable.
Factors include:
Employee’s personal circumstances
Notice given by employer
Whether the role traditionally requires public holiday work
Compensation offered
Employee’s right to reasonably refuse
Not sure if your request is reasonable? Contact us for advice
Leave & Public Holidays – What Employers Need to Know
Watch Out for 'Short Day' Fridays
If your business has a compressed work week (e.g. short Fridays), employees are only entitled to be paid their ordinary hours for a public holiday — not an automatic 7.6 hours.
Need to clarify? → We can help review your arrangements
Don't Risk Getting It Wrong
Mistakes in public holiday pay can lead to:
Employee disputes
Backpay claims
Breaches of the Fair Work Act
Stay proactive.
Need Help Navigating Easter 2025?
Connected Legal + Commercial helps employers manage public holiday obligations with clarity and confidence.
Work with us:
→ Book a chat with our Employment Law team
→ Download our Easter Public Holiday Checklist for Employers
DISCLAIMER
The content given herein is provided for information purposes only. It is general in nature and does not constitute legal advice and should not be used as such. Formal legal advice should be sought in particular matters.
Connected Legal + Commercial does not accept any liability to any person for the information (or use of such information) which is provided herein or incorporated into it by reference.
The information is provided in good faith on the basis that all persons accessing the content undertake responsibility for assessing its relevance and accuracy and will seek appropriate formal legal advice accordingly.