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24 B Dick St, Cambridge

Working (or Not) Over Easter

No doubt most of you would have realised by now that taking three days of annual leave over Easter this year will result in a full ten-day holiday because of how Easter and ANZAC day fall this year (the days are the 23rd, the 24th and the 26th of April). I know of one Cambridge company that is planning to have a full company shut down and enjoy a nice autumn break. If you’re an employer however, this sort of thing can get a bit complicated. For example we often notice that people think that Easter Sunday is a public holiday, it is not.

Rules Specific To Easter

Good Friday is a Public Holiday and so is Easter Monday, but the Saturday and Sunday in between are not. Shops are supposed to be closed on the Sunday but can open with permission from the local council, however because it’s not technically a public holiday, working on the Sunday will not garner any additional pay or time in lieu. Shops opening on the Sunday must provide staff the option to refuse to work that day without explanation, and this notification must be in writing and provided to staff between 8 and 4 weeks before the day (that window has already passed).

ANZAC Day

ANZAC day is a public holiday and the standard public holiday rules apply. See below:

Working on Public Holidays (such as Good Friday, Easter Monday and ANZAC Day)

You’re entitled to a paid day off on public holidays that fall on days you’d normally work. You don’t have to take annual leave and it doesn’t matter how long you’ve been with the company or how many hours you work. If you choose to work, you should be paid at least time and a half and get another paid day off later.

If you Choose to Work on a Public Holiday

If you choose to work on a public holiday and it’s a day you’d usually work, you’ll:

  • be paid at least time and a half (1.5 times what you’d usually make for that day’s work – for the time you actually work), and
  • get a paid day off to take later — called a day in lieu — even if you’ve only worked part of a shift.

If it’s not a day you’d usually work but you choose to work it, you’ll just be paid time and a half.

Example 1. Joan works 9 – 5pm Monday to Friday. She does not work on Monday the 22nd. She will be entitled to be paid her normal wage for that day

Example 2. John works 9 – 5pm Monday to Friday. John agrees to work 9 – 1pm on Friday the the 19th. He will be paid 1.5 times his normal rate for the 4 hours, plus be entitled to take a full day off some time in the future

Example 3. Stuart usually works Saturdays and Sundays only. He agrees to work on Friday the 19th and Sunday the 21st. He is entitled to be paid 1.5 times his normal rate for the Friday but is not entitled to a day’s leave at a later date. He does not have to work on Sunday but if he does he will receive his normal pay and no extra entitlements.

For any further advice or assistance contact Kerrin

Happy Holidays!