Easter is just around the corner, so small business owners need to be across their obligations when it comes to public holiday entitlements, trading hours, and employee rights. To help you stay compliant and avoid headaches, here’s a rundown of the key points from the latest Small Business PEAK Easter Guide by COSBOA.

Public holiday entitlements

Easter weekend includes multiple public holidays, but the specifics vary depending on the state or territory. If an employee would usually work on a public holiday but doesn’t because of the holiday, they are entitled to be paid their base rate of pay for their ordinary hours.

Casual employees generally do not receive payment for public holidays they do not work, but those who do work will likely be entitled to penalty rates.

Here’s a quick breakdown of the Easter public holidays in each state:

• Good Friday (nationwide public holiday)
• Easter Saturday & Easter Sunday: Public holidays in ACT, NSW, QLD, SA, VIC, NT
• Easter Sunday only: WA
• Easter Monday (nationwide public holiday)
• Easter Tuesday: Only for certain government employees in TAS

Working on public holidays

Employees can refuse to work on a public holiday if they have reasonable grounds, such as family responsibilities or prior commitments. However, if they do work, they are generally entitled to penalty rates, which can range from 150% to 250% of their normal pay, depending on the relevant award or agreement.

Some awards also specify:

• Minimum shift lengths on public holidays
• Special provisions for part-time employees
• Time off in lieu as an alternative to penalty payments

Asking employees to work

If you need employees to work over Easter, here’s what you should do:

• Make the request in writing where possible
• Consider their personal circumstances
• Provide reasonable notice
• Keep records of all communications about holiday work arrangements

Trading hour restrictions

Good Friday is subject to specific trading restrictions in many states. Some businesses may be required to close or operate under limited hours. Check with your state or territory’s regulatory body to confirm what applies to your business.

Managing annual leave requests

Easter often falls during school holidays, meaning many employees will be requesting time off. To manage this fairly:

• Implement a clear and transparent process for approving leave
• Communicate minimum staffing requirements in advance
• Require reasonable notice for leave requests

Keep up to date on workplace obligations

For full details on your obligations, check the Small Business PEAK Easter Guide. Staying compliant ensures a smooth Easter trading period while keeping staff happy and operations running efficiently.

For more information, visit smallbusinessPEAK.org.au.

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