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Public holidays around Easter and ANZAC Day can present challenges for employers, particularly for retail and hospitality businesses affected by shop trading restrictions. With Easter and ANZAC Day right around the corner, now is a good time to remind businesses what they should be aware of when planning for Easter and ANZAC public holidays, with the key dates being:
Whether an employee is entitled to payment or leave depends on whether the day is an “otherwise working day” for them.
These rules apply across all employment types, including part-time, casual, and fixed-term employees.
'Mondayisation' is the mechanism under the Holidays Act 2003 that transfers certain public holidays to the following Monday when they fall on weekend days that are not otherwise working days for the employee. The purpose is to ensure employees do not miss out on public holiday entitlements simply because the calendar date falls on a day they would not normally work.
For ANZAC Day 2026:
Key points to keep in mind:
Easter Sunday is not a public holiday, so it is treated the same as any other Sunday when it comes to paying staff. However, it is subject to shop trading restrictions, with only limited categories of business permitted to open. Where a business normally operates on Sundays but cannot (or chooses not to) trade on Easter Sunday, employers must carefully consider how Easter Sunday will be managed, including discussing their approach with staff in advance. Any such arrangements must comply with the Holidays Act 2003 and the individual terms of employment.
On the other hand, businesses that elect to trade on Easter Sunday must have complied with the statutory notice requirements, and must equally bear in mind that employees have the right to refuse work under the Shop Trading Hours Act 1990. Employers cannot treat employees adversely for exercising this right.
For businesses in thehospitality industry, they are prohibited from selling alcohol on Good Fridayand Easter Sunday, with similar restrictions imposed on Anzac Day before 1 pm(except on‑licence restaurants and bars that serve meals with alcohol). Theserestrictions are separate obligations under the Sale and Supply of Alcohol Act2012.
To minimise risk and disruption:
Easter and ANZAC Day raise recurring compliance issues, particularly where public holidays, trading restrictions, and employee rights intersect. A proactive approach to rostering and clear communication can help avoid disputes and ensure your business remains compliant.
If you need advice on holiday entitlements, rostering, or trading restrictions, our employment law team is here to help.
Public holidays around Easter and ANZAC Day can present challenges for employers, particularly for retail and hospitality businesses affected by shop trading restrictions. With Easter and ANZAC Day right around the corner, now is a good time to remind businesses what they should be aware of when planning for Easter and ANZAC public holidays, with the key dates being:
Whether an employee is entitled to payment or leave depends on whether the day is an “otherwise working day” for them.
These rules apply across all employment types, including part-time, casual, and fixed-term employees.
'Mondayisation' is the mechanism under the Holidays Act 2003 that transfers certain public holidays to the following Monday when they fall on weekend days that are not otherwise working days for the employee. The purpose is to ensure employees do not miss out on public holiday entitlements simply because the calendar date falls on a day they would not normally work.
For ANZAC Day 2026:
Key points to keep in mind:
Easter Sunday is not a public holiday, so it is treated the same as any other Sunday when it comes to paying staff. However, it is subject to shop trading restrictions, with only limited categories of business permitted to open. Where a business normally operates on Sundays but cannot (or chooses not to) trade on Easter Sunday, employers must carefully consider how Easter Sunday will be managed, including discussing their approach with staff in advance. Any such arrangements must comply with the Holidays Act 2003 and the individual terms of employment.
On the other hand, businesses that elect to trade on Easter Sunday must have complied with the statutory notice requirements, and must equally bear in mind that employees have the right to refuse work under the Shop Trading Hours Act 1990. Employers cannot treat employees adversely for exercising this right.
For businesses in thehospitality industry, they are prohibited from selling alcohol on Good Fridayand Easter Sunday, with similar restrictions imposed on Anzac Day before 1 pm(except on‑licence restaurants and bars that serve meals with alcohol). Theserestrictions are separate obligations under the Sale and Supply of Alcohol Act2012.
To minimise risk and disruption:
Easter and ANZAC Day raise recurring compliance issues, particularly where public holidays, trading restrictions, and employee rights intersect. A proactive approach to rostering and clear communication can help avoid disputes and ensure your business remains compliant.
If you need advice on holiday entitlements, rostering, or trading restrictions, our employment law team is here to help.
