We get plenty of calls at this time of year about ANZAC Day. This year there’s an added layer of confusion — because 25 April falls on a Saturday, Mondayisation rules apply. Here’s a quick guide to ANZAC Day 2026.
The basic rule
Under the Holidays Act 2003, when ANZAC Day falls on a Saturday, the public holiday falls on that date. However, for employees who do not normally work Saturdays, the observance of the holiday transfers to the following Monday.. For employees who wouldn’t normally work on a Saturday, the public holiday shifts to the following Monday (27 April).
An employee is only entitled to observe the public holiday on one day — not both.
2026 Mondayisation in practice
Bob works Saturdays but not Mondays. ANZAC Day is observed on Saturday 25 April. If Bob works that day, they’re entitled to time and a half, plus an alternative holiday. Monday 27 April is not a public holiday for Bob, so no public holiday entitlements apply.
Tash works Mondays but not Saturdays. Saturday 25 April is not otherwise a working day for them, so the public holiday transfers to Monday 27 April. If Monday would otherwise have been a working day and they don’t work it, they’re entitled to a paid day off. If they do work it, they’re entitled to time and a half plus an alternative holiday.
CeeCee is on a variable roster and has worked some Saturdays. Whether ANZAC Day is a public holiday for them on Saturday, or Monday, depends on whether Saturday would otherwise have been a working day. If they are regularly rostered on Saturdays, this may indicate that Saturday is an otherwise working day. A full assessment is still required against their work patterns, employment agreement, and roster history. This is where the otherwise working day test becomes important.
The ‘otherwise working day’ test
Whether an employee is entitled to public holiday pay — on the Saturday or the Monday — depends on whether that day would otherwise have been a working day for them. This isn’t always straightforward, particularly for staff on variable rosters or casual arrangements. You’ll need to look at their work patterns, their employment agreement, roster history, and the reasonable expectations of both parties. Our Otherwise Working Day guide steps through the full assessment process.
Closed over ANZAC Day?
If you’re closing and your team is taking leave, any public holidays that fall within that period must still be paid as public holidays. They can’t be deducted from an employee’s annual leave entitlement. This applies where the public holiday would otherwise have been a working day for the employee.
Public Holiday surcharges
For ANZAC Day and other Mondayised holidays, a practical approach to public holiday surcharges is recommended. While increased wage costs may arise across both the actual public holiday (e.g. Saturday, 25 April) and the Mondayised day, these costs are often shared rather than duplicated in full. In line with guidance from the Commerce Commission, any surcharge should reflect the genuine additional costs of operating on a public holiday, be reasonable and proportionate, and be clearly communicated to customers in advance.
In many cases, businesses choose to apply a surcharge on the actual calendar date of the public holiday. However, a surcharge may also be applied on other days where public holiday entitlements result in increased costs, provided there is a clear and justifiable basis for doing so. That said, from a practical and customer-relations perspective, applying a surcharge across both days can sometimes lead to customer dissatisfaction or confusion. For this reason, many businesses choose to limit the surcharge to one day only, unless the additional costs across both days can be clearly justified and communicated.
Alcohol sales on ANZAC Day — the rules have changed
One more thing worth noting for this ANZAC Day: the old restrictions on selling alcohol on restricted trading days no longer apply to on-licensed premises. The Sale and Supply of Alcohol (Sales on Anzac Day Morning, Good Friday, Easter Sunday, and Christmas Day) Amendment Act 2026 came into force on 3 April 2026. If you hold an on-licence, you can now sell alcohol under your normal licence conditions. You no longer need to limit service to by using the old “substantial meal” requirement. Any licence condition restricting alcohol sales on restricted trading days no longer applies.
Note that all other licence conditions still stand, including any Local Alcohol Plan (LAP) requirements. Your obligations under the Sale and Supply of Alcohol Act 2012 — around minors, intoxication, and responsible service — remain in full effect. The changes do not apply to off-licences; bottle shops and supermarkets remain restricted on ANZAC Day. Note that these remain restricted trading days under retail trading laws — this change only affects alcohol sales for on-licensed premises.
If you’re unsure how any of this applies to your team, call the Restaurant Association Helpline on 0800 737 827.