Easter and ANZAC Day can sneak up on even the best‑run businesses, so we’ve put together a summary of how these dates impact pay, trading and rostering under the Holidays Act 2003 – so you can be confident you’ve got it right.
This year, Good Friday (3 April) and Easter Monday (6 April) are observed on the days they fall, but ANZAC Day falls on a Saturday and is ‘Monday-ised’ to Monday 27 April for all employees other than those who normally work on Saturdays. Summary at a glance:
- Good Friday: Friday 3 April
- Easter Monday: Monday 6 April
- Anzac Day: Saturday 25 April – ‘Mondayised’ to Monday 27 April
Public holidays and ‘Mondayisation’ – a quick orientation
When Christmas, New Year’s Day, Waitangi Day or ANZAC day fall on a Saturday or Sunday, the public holiday is treated as falling on Monday instead for all employees, other than those who normally work on the weekend day. This is the “Mondayisation” rule.
Paying staff – who gets what on the day
If an employee ordinarily works on the weekend day when the public holiday falls:
- the employer must pay the employee at least time‑and‑a‑half for any hours worked
- the employer must provide the employee with an alternative holiday (often called a “day in lieu”)
- if the employee does not work, the employee must pay them their relevant daily pay or average daily pay for the day.
If an employee does not ordinarily work on the weekend day when the public holiday falls, but does ordinarily work on Mondays:
2026 examples:
- The employer must pay the employee time-and-a-half for any hours worked on the Monday.
- The employer must provide an alternative holiday.
- If the employee does not work, the employee must pay them their relevant daily pay or average daily pay for the day.
If the Employee does not ordinarily work on the weekend day or on Mondays, and does not work on either Saturday 25 or Monday 27 April this year, the Employer does not need to do anything.
Trading on Easter Sunday
A perennial trap: Easter Sunday is not a public holiday under the Holidays Act, so the public holiday pay rules do not apply to it. That said, Easter Sunday is a restricted trading day, meaning many shops must close unless an exemption applies, and employees have a protected right to refuse to work on Easter Sunday even if the business is allowed to open.
Employers must follow specific notice processes and cannot treat employees adversely for declining (Shop Trading Hours Act 1990, including the “right to refuse” provisions introduced in 2016).
Morning trading on ANZAC Day – watch the 1pm line
There is a half‑day trading restriction on ANZAC Day morning. Most shops must stay closed until 1pm on 25 April unless an exemption applies. This is a trading rule rather than a pay rule. The public holiday entitlements still follow the Holidays Act as above, and Mondayisation does not shift the 1pm restriction.
Serving alcohol – closed days still apply
If you’re in hospitality or events, remember the “closed days” for alcohol sales: Good Friday and Easter Sunday are closed days, and Anzac Day is restricted before 1pm, subject to the usual exceptions (for example, on‑licence service with meals). These are separate obligations under the Sale and Supply of Alcohol Act 2012. Check your on‑licence and house policies align with the Act.
Rostering and notice – tidy up now, not in the week before
Settle rosters and confirm “otherwise working day” patterns. The Holidays Act focuses on the real pattern of work, not just what the employment agreement says, so look at recent weeks, usual rosters, and any agreed variations when assessing whether a day is “otherwise working” for a particular employee.
If you might trade on Easter Sunday (where permitted), issue the statutory notice to affected employees in good time and make it clear that they can decline without repercussions.
Payroll checkpoints – avoid the classic headaches
Run a quick audit with payroll before April to confirm:
- who is likely to have an “otherwise working day” on 3, 6, 25 (Saturday) and/or 27 April (Monday)
- that time‑and‑a‑half and alternative holiday accruals are configured correctly for each of those dates
- that Easter Sunday hours are coded as ordinary (not public holiday) where applicable.
If you have any questions in respect of the above or any other employment matters, please contact a member of our experienced Employment Law Team.
