This Anzac Day Falls on a Saturday – and These States Will Be Getting an Extra Public Holiday

Why It Matters

Employers must navigate divergent state holidays to manage staffing costs and legal compliance, while employees need clarity on paid leave and refusal rights.

Key Takeaways

• NSW, WA, ACT get extra holiday Monday April 27, 2026.
• Victoria, QLD, SA, TAS, NT only observe Saturday April 25.
• Employees not rostered on public holiday receive no pay.
• Employers may request work on public holidays only if reasonable.
• Awards or agreements can raise penalty rates, increasing employer costs.

Pulse Analysis

ANZAC Day remains a cornerstone of Australian national identity, commemorating over two million service members. When the observance lands on a weekend, each state decides whether to grant a substitute weekday off, a practice that dates back to the 1970s. In 2026, New South Wales, Western Australia and the ACT have declared Monday 27 April as an additional public holiday, whereas the other five jurisdictions will not. This patchwork creates a logistical puzzle for companies with cross‑border workforces, as payroll systems, staffing rosters and leave accruals must reflect three distinct holiday calendars.

The national Fair Work Act sets a baseline: employees who would normally work on a public holiday are entitled to their ordinary pay and the right to refuse work unless the request is deemed reasonable. Reasonableness hinges on operational necessity, the employee’s role, personal circumstances and whether extra compensation—such as penalty rates or time‑off‑in‑lieu—is offered. Part‑time and casual staff who are not rostered on the holiday receive no pay for that day. Employers who overlook these nuances risk underpayment claims, penalties, and costly litigation.

Proactive planning is the most effective mitigation strategy. Employers should audit award provisions and enterprise agreements early, as many contain higher holiday penalty rates or stricter consultation requirements than the national standard. Clear communication of holiday schedules, advance rostering and documented justification for any required work can reduce disputes. For multi‑state operators, aligning payroll software to handle state‑specific holiday rules and maintaining a central compliance checklist will safeguard against unexpected labor costs and protect brand reputation during a period of heightened public sentiment.