March 25: ACT Adds Monday to Anzac Day 2026—Wage, Trading Impact

The ACT will treat Saturday 25 April and Monday 27 April 2026 as an anzac day public holiday, aligning with NSW and removing cross‑border confusion. For employers, this means two paid public holiday dates to manage. Wage bills may rise due to public holiday penalty rates, and trading hours will need close review. We outline what changed, who is covered, and how to plan payroll, rosters, and operations for Anzac Day 2026 so costs stay controlled and staff entitlements stay compliant.

What the 2026 change means for ACT employers

Saturday 25 April 2026 and Monday 27 April 2026 are both public holidays in the ACT. This alignment with NSW reduces cross‑border complexity for Canberra region employers. Sunday 26 April is not a public holiday. The decision followed community concern and a government revision, as reported by the Canberra Times source and News.com.au source.

Employees who work on 25 or 27 April in 2026 are entitled to public holiday benefits under their award, enterprise agreement, or contract. Staff who are not required to work may have paid absence rights if they would normally work that day. Check the applicable instrument for clauses on ordinary hours, substitution, and public holiday not‑worked pay.

Many ACT businesses have NSW worksites or remote staff. Having the same dates as NSW limits roster confusion, payroll errors, and customer service gaps. Confirm that payroll calendars show both ACT dates for ACT staff and the same dates for NSW staff. Communicate early so managers do not roster staff incorrectly across borders.

Wage and payroll implications to budget now

Public holiday work attracts higher penalty rates under modern awards and enterprise agreements. Model your 25 and 27 April staffing using last year’s sales and foot traffic. Multiply planned hours by base rates and the applicable public holiday multiplier to estimate the uplift. Include on‑costs such as super and allowances. Seek written agreement for any roster changes to avoid disputes.

Some agreements allow time off in lieu for public holiday work if requested and documented. Others require payment at public holiday rates. Confirm minimum engagement periods for public holidays and ensure meal break rules are clear. Keep detailed time records for both days, including start and finish times, to support accurate payslips and audit readiness.

Casual employees who work on a public holiday are usually entitled to public holiday penalties under their award. Casuals who do not work are not paid unless an agreement states otherwise. Independent contractors are paid per contract terms, not award rates, but safety and fatigue controls still apply. Verify classification to avoid sham contracting risk.

Trading and operations over the Anzac weekend

Anzac Day trading can be limited in the morning in several jurisdictions. Check ACT retail trading laws, liquor licensing, and centre‑management rules for 25 April. Confirm whether restrictions apply to 27 April and to your store size or category. Obtain any required exemptions, and update point‑of‑sale and delivery windows so customers get accurate information.

Plan skeleton teams for lower‑demand windows and scale up for midday peaks. Seek volunteers first for public holiday shifts, then allocate fairly. Avoid excessive overtime by using split shifts where lawful. Brief managers on customer expectations around commemorations, queue management, and reduced services during dawn services and morning ceremonies.

Coordinate with suppliers on warehouse closures and line‑haul limits across the weekend. If hosting community events or offering Anzac biscuits promotions, ensure marketing reflects trading rules and respectful conduct. Review fatigue management for early starts and late finishes, and run toolbox talks on safe staffing levels and incident escalation.

Timeline and compliance checklist for 2026

Load both 25 and 27 April 2026 into payroll calendars and rostering tools. Test public holiday pay rules for all affected awards. Review enterprise agreements for public holiday clauses, TOIL options, and substitution rules. Update contractor scopes to reflect expected site closures or reduced access on the two dates.

Publish draft rosters for the Anzac period at least eight weeks out. Confirm staff availability, especially for dawn services and carers needs. Post trading hours on websites, Google Business Profiles, and store signage. Coordinate with landlords and centre management on access, security, and loading docks for the long weekend.

Run a payroll dry‑run covering both public holidays and ordinary Sunday operations. Brief managers on dispute handling and escalation. Confirm contingency plans for absenteeism and supply delays. Rehearse POS messaging for public holiday surcharges where applicable, keeping signage clear and in line with Australian Consumer Law.

Final Thoughts

ACT employers now have certainty for Anzac Day 2026. Saturday 25 April and Monday 27 April are both public holidays, aligning settings with NSW and simplifying cross‑border rosters. The practical task is to load both dates into payroll, confirm award and enterprise agreement clauses, and publish rosters early. Model costs using realistic staffing and the correct public holiday multipliers, and set clear service levels that respect commemorations and legal trading limits. By Q4 2025, communications to staff and customers should be locked. By Q1 2026, complete payroll testing and final compliance checks. Taking these steps will control wage risk and protect compliance while supporting community observance.

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Disclaimer:

The content shared by Meyka AI PTY LTD is solely for research and informational purposes.  Meyka is not a financial advisory service, and the information provided should not be considered investment or trading advice.