Public Holidays in NSW 2026: Dates and Employer Obligations

Managing public holidays correctly is one of the most common compliance challenges for New South Wales employers. Between penalty rate calculations, substitute day rules, and understanding when you can and cannot require staff to work, there is a lot to get right — and the consequences of getting it wrong can be significant.

This guide covers every public holiday in NSW for 2026, explains your obligations as an employer, and provides practical tips for managing leave around peak holiday periods.

Disclaimer: This article is for informational purposes only and does not constitute legal advice. Always refer to the Fair Work Ombudsman or consult an employment lawyer for guidance specific to your organisation.

Full List of NSW Public Holidays in 2026

New South Wales observes the standard national public holidays, plus Bank Holiday for certain workers. Here is the complete list of dates for 2026:

Date	Holiday	National or State
Thursday 1 January	New Year’s Day	National
Monday 26 January	Australia Day	National
Friday 3 April	Good Friday	National
Saturday 4 April	Easter Saturday	National
Monday 6 April	Easter Monday	National
Saturday 25 April	Anzac Day	National
Monday 8 June	Queen’s Birthday	State (NSW observes in June)
First Monday in August	Bank Holiday	State (limited applicability)
Thursday 25 December	Christmas Day	National
Friday 26 December	Boxing Day	National

Important note on Bank Holiday: The Bank Holiday applies only to certain workers in NSW, primarily those in banking and financial services. It is not a general public holiday for all employees. Check your applicable modern award or enterprise agreement to determine whether your staff are entitled to this day off.

Important note on Anzac Day 2026: Anzac Day falls on a Saturday in 2026. Under NSW legislation, when Anzac Day falls on a Saturday, there is no substitute public holiday on the following Monday. This is different from other public holidays where a substitute day typically applies.

Which Holidays Are National vs State-Specific?

NSW largely follows the national public holiday calendar. The key state-specific elements are:

• Queen’s Birthday is observed on the second Monday of June in NSW. Other states observe it on different dates (for example, Queensland observes it in October, and Western Australia in September).
• Bank Holiday is unique to NSW and only applies to specific industries.
• Easter Saturday is a public holiday in NSW, which is not the case in every state.

NSW does not have any additional unique public holidays beyond these. States like Victoria (Melbourne Cup, AFL Grand Final Friday) and South Australia (Adelaide Cup, Proclamation Day) have more state-specific holidays.

Substitute Days: When Holidays Fall on Weekends

When a public holiday falls on a weekend, substitute day rules determine whether employees get an additional day off during the week. In NSW, the general rules are:

• Christmas Day on a Saturday: The following Monday becomes a substitute public holiday.
• Christmas Day on a Sunday: The following Tuesday becomes a substitute public holiday.
• Boxing Day on a Saturday: The following Monday becomes a substitute public holiday.
• Boxing Day on a Sunday: The following Monday becomes a substitute public holiday.
• New Year’s Day on a Saturday: The following Monday becomes a substitute public holiday.
• Australia Day on a Saturday: The following Monday becomes a substitute public holiday.

For 2026, most holidays fall on weekdays, so substitute days are less of a concern. However, Anzac Day falls on a Saturday, and as noted above, NSW does not provide a substitute day for Anzac Day when it falls on a Saturday. Employers should be aware that employees who normally work Saturdays may still be entitled to public holiday penalty rates for working on Anzac Day itself.

Penalty Rates on Public Holidays

Under most modern awards, employees who work on a public holiday are entitled to penalty rates. The exact rate depends on the employee’s classification and the applicable award, but typical penalty rates include:

• Full-time and part-time employees: 200% to 250% of the ordinary rate (double time to double time and a half)
• Casual employees: 250% of the ordinary rate (including casual loading) under many awards
• Some awards: Provide for 150% with a minimum engagement period

Common Award Examples for NSW

Award	Penalty Rate (Public Holiday)
General Retail Industry Award	225% (full-time/part-time), 250% (casual)
Hospitality Industry (General) Award	225% (full-time/part-time), 250% (casual)
Clerks — Private Sector Award	250% (full-time/part-time), 275% (casual)
Building and Construction General On-site Award	250% (full-time/part-time)

Always check your specific award or enterprise agreement — these rates can vary significantly between industries and individual agreements.

Can You Require Employees to Work on Public Holidays?

Under Section 114 of the Fair Work Act 2009, employees are entitled to be absent from work on a public holiday. However, an employer can request an employee to work on a public holiday if the request is reasonable.

What Makes a Request Reasonable?

The Fair Work Act outlines several factors to consider:

• The nature of the workplace: Businesses in hospitality, healthcare, retail, and emergency services commonly operate on public holidays.
• The employee’s role: Is the employee’s presence essential to operations?
• The employee’s personal circumstances: Family commitments, caring responsibilities, and cultural or religious significance of the holiday.
• Whether the employee is entitled to penalty rates or other compensation: Adequate compensation strengthens the reasonableness of the request.
• The amount of notice given: Reasonable advance notice is expected.
• The employee’s preferences: Have they previously indicated willingness or unwillingness to work public holidays?

Equally, an employee can refuse a request to work on a public holiday if the refusal is reasonable. The same factors apply in reverse.

Practical Approach

The best practice is to:

1. Identify which public holidays your business needs to operate on well in advance.
2. Consult with employees about their availability and preferences.
3. Provide written rosters at least 7 days before the public holiday (or as required by your award).
4. Ensure penalty rates are correctly calculated and paid.
5. Document all communications regarding public holiday work.

Employer Obligations: A Summary

As an NSW employer, your key obligations around public holidays include:

• Paying employees who are absent: Full-time and part-time employees who would ordinarily work on a public holiday must be paid their ordinary rate for that day, even if they do not work.
• Paying correct penalty rates: If employees work on a public holiday, they must receive the correct penalty rate under their award or agreement.
• Not unreasonably requiring work: You cannot force employees to work on a public holiday if the request is not reasonable.
• Maintaining accurate records: You must keep records of hours worked on public holidays and the rates paid. Failure to keep proper records can result in penalties.
• Communicating clearly: Employees should know well in advance which public holidays the business will operate on and what is expected of them.

Planning Tips for NSW Employers in 2026

Easter and Anzac Day Cluster

In 2026, Good Friday (3 April), Easter Saturday (4 April), Easter Monday (6 April), and Anzac Day (25 April) all fall within the same month. This creates a period of significant disruption for businesses that close on public holidays. Plan staffing levels and project timelines accordingly.

Christmas and New Year Period

Christmas Day (Thursday) and Boxing Day (Friday) in 2026 create a natural four-day weekend when combined with the regular weekend. Many employees will also request leave for the week between Christmas and New Year’s Day. Consider implementing a shutdown period if your business allows it, and communicate expectations early.

Managing Leave Requests Around Public Holidays

Public holidays often create “bridge day” opportunities where employees request a single day of annual leave to create an extended break. For example, if a public holiday falls on a Thursday, employees may request Friday off to get a four-day weekend.

Tips for managing this:

• Set a leave request deadline well in advance of peak periods (e.g., require Christmas leave requests by 1 October).
• Use a first-come, first-served policy or a rotating roster to ensure fairness.
• Track leave balances regularly so employees are not caught short at the end of the year.
• Communicate early about any shutdown periods or restricted leave dates.

Record-Keeping and Compliance

The Fair Work Ombudsman can audit your records at any time. Ensure you maintain:

• Accurate timesheets for all public holiday work
• Payslips that clearly show public holiday penalty rates
• Records of any requests to work on public holidays and employee responses
• Leave balance records that correctly account for public holidays

Key Takeaways for NSW Employers

1. NSW follows the national public holiday calendar with the addition of Bank Holiday (limited applicability) and the June Queen’s Birthday.
2. Anzac Day falls on a Saturday in 2026 with no substitute Monday — but Saturday workers may still attract penalty rates.
3. Penalty rates vary by award, so always check your specific instrument.
4. You can request employees to work on public holidays, but the request must be reasonable, and employees can reasonably refuse.
5. Plan early for the Easter cluster in April and the Christmas–New Year period.
6. Keep accurate records of all public holiday work, payments, and communications.

Getting public holidays right protects your business from compliance risk and shows your employees that you respect their entitlements. With proper planning and the right systems in place, managing public holidays in NSW does not have to be a headache.

Disclaimer: This article is for informational purposes only and does not constitute legal advice. For specific guidance on your obligations, contact the Fair Work Ombudsman or consult a qualified employment lawyer.