NZ Public Holiday Pay Rules Explained
Understanding NZ Public Holiday Pay
New Zealand has some of the most generous public holiday entitlements in the world — but the rules can be confusing. Whether you're an employee wondering what you're owed, or an employer trying to get it right, this guide explains New Zealand's public holiday pay rules clearly.
The key legislation is the Holidays Act 2003. All 11 national public holidays (plus regional anniversary days) are covered by this Act, and employees cannot contract out of their minimum entitlements.
New Zealand has 11 national public holidays each year. Knowing your rights around these days is important for both workers and employers.
The Core Rule: "Otherwise Working Day"
The most important concept in NZ public holiday law is the "otherwise working day" test.
A public holiday only applies to you if it falls on a day you would otherwise be working — that is, if there was no public holiday, you would normally work on that day.
Examples:
- You work Monday to Friday. Labour Day falls on a Monday → it IS a public holiday for you
- You work Tuesday to Saturday. Labour Day falls on a Monday → it is NOT a public holiday for you (you'd have the Monday off anyway)
- You work variable hours and sometimes work Mondays → the test is more complex (see below)
This rule applies to all public holidays, including ANZAC Day, Christmas Day, Good Friday, Waitangi Day, and all others.
If You Don't Work on the Public Holiday
If a public holiday falls on an otherwise working day and you don't work: → You are entitled to a paid day off — your normal daily pay for that day
If a public holiday falls on a day you would NOT otherwise work: → No entitlement. The holiday simply passes as a regular day off.
If You Work on a Public Holiday
If you work on a public holiday (that is an otherwise working day for you), you are entitled to:
- At least time and a half (1.5x your normal pay rate) for the hours you work, PLUS
- An alternative holiday — a paid day off to be taken at a later date (sometimes called a "day in lieu")
So in effect, you receive double compensation: extra pay on the day AND a future day off.
Important: Your employer cannot substitute the alternative holiday for extra money unless you mutually agree. The alternative holiday must be taken within 12 months, at a time agreed with your employer.
Mondayisation and Public Holiday Dates
When a public holiday falls on a Saturday or Sunday, some holidays are "Mondayised" — moved to the following Monday (or Tuesday if Monday is also a public holiday).
The rules for Mondayised holidays work as follows:
| Scenario | Who Gets the Public Holiday? | |---|---| | Holiday falls on Saturday; you normally work Saturdays | You get Saturday as the public holiday | | Holiday falls on Saturday; you DON'T work Saturdays | You get the Mondayised Monday as the public holiday | | Holiday falls on Sunday; you normally work Sundays | You get Sunday as the public holiday | | Holiday falls on Sunday; you DON'T work Sundays | You get the Mondayised Monday as the public holiday |
2026 examples:
- ANZAC Day falls on Saturday 25 April → observed on Monday 27 April. If you work Saturdays, your public holiday is Saturday. If you don't work Saturdays, your public holiday is Monday.
- Boxing Day falls on Saturday 26 December → observed on Monday 28 December. Same logic applies.
Christmas and New Year 2026
The Christmas/New Year period in 2026 has multiple Mondayised holidays:
| Holiday | Actual Date | Observed Date (2026) | |---|---|---| | Christmas Day | Friday 25 Dec | Friday 25 Dec (no change) | | Boxing Day | Saturday 26 Dec | Monday 28 Dec (Mondayised) | | New Year's Day | Thursday 1 Jan 2027 | Thursday 1 Jan 2027 (no change) | | Day after New Year's Day | Friday 2 Jan 2027 | Friday 2 Jan 2027 (no change) |
What is "Relevant Daily Pay"?
Your public holiday pay is based on your "relevant daily pay" — what you would have earned if you had worked that day.
This includes:
- Regular salary or wages
- Regular allowances that would normally be paid
- Productivity or incentive-based pay (if it would have been earned that day)
It does not include occasional or one-off payments, or overtime rates (unless those would normally be paid on that type of day).
For employees with variable hours or irregular pay, "average daily pay" may be used instead — calculated over the preceding 4 weeks.
Alternative Holidays: The Key Details
Alternative holidays (days in lieu) are one of the more misunderstood aspects of NZ public holiday law.
Key rules:
- You earn an alternative holiday for every public holiday you work (that is an otherwise working day)
- The alternative day off is a whole day — regardless of how many hours you worked on the public holiday
- The alternative holiday must be taken within 12 months of earning it
- If you and your employer cannot agree on when to take it, the employer may direct you to take it with 14 days' notice
Can you cash out an alternative holiday? Yes — but only after it has been held for 12 months and only with your agreement. You can then receive payment at not less than your ordinary rate of pay on that day.
Part-Time and Casual Workers
Part-time workers have the same rights as full-time workers — the "otherwise working day" test determines whether a public holiday applies to you.
Casual workers (with no regular hours or guaranteed work) have more complex entitlements. The key question is whether there was a reasonable expectation that you would work on that particular day if there was no public holiday. Employment agreements and work history are relevant here.
If you're unsure of your entitlements as a casual worker, consult Employment New Zealand or contact Citizens Advice Bureau.
Shift Workers
Shift workers may straddle midnight on a public holiday. The general rule is:
- If your shift starts on the public holiday, your public holiday entitlements apply for the whole shift
- If your shift starts before the public holiday but continues into it, only the hours worked during the public holiday get the time-and-a-half rate
Employers and employees can enter into a "pay averaging" agreement to simplify this.
Regional Anniversary Days
In addition to the 11 national holidays, New Zealand has regional anniversary days — local public holidays for each province.
The same rules apply: if the regional anniversary day is an "otherwise working day" for you, you get a paid day off (or time-and-a-half if you work). Regional anniversary days vary by location — they apply to employees working in the relevant region.
Summary: What You're Owed
| Situation | Your Entitlement | |---|---| | Public holiday on your normal working day; you don't work | Paid day off (relevant daily pay) | | Public holiday on your normal working day; you work | Time and a half pay + 1 alternative holiday | | Public holiday falls on a day you wouldn't normally work | No entitlement (Mondayised day may apply) | | Mondayised public holiday on your normal Monday; you don't work | Paid day off | | Mondayised public holiday on your normal Monday; you work | Time and a half + 1 alternative holiday |
FAQ: NZ Public Holiday Pay
Q: Can my employer make me work on a public holiday? A: If your employment agreement requires you to work on public holidays, yes. Otherwise, working on a public holiday should be by agreement. If you work, you must receive at least time and a half pay plus an alternative holiday (or another arrangement you both agree to).
Q: What if I'm sick on a public holiday? A: If you're sick on a public holiday that is an otherwise working day, you get the paid day off as a public holiday — you do not need to use a sick day. The public holiday takes priority.
Q: What happens to annual leave I've accrued? A: Public holidays do not use up your annual leave entitlement. They are separate. If a public holiday falls during a period of annual leave, that day doesn't count as annual leave — you effectively get an extra day.
Q: Do I get paid for public holidays during parental leave? A: Generally no — parental leave pay is handled separately from ordinary pay, and public holidays during parental leave are typically not paid by the employer. The primary carer allowance from Inland Revenue is paid instead.
Q: What if my employer pays me incorrectly for a public holiday? A: Contact your employer first. If unresolved, you can raise a personal grievance through Employment New Zealand, use the Employment Relations Authority, or seek advice from the Employment Relations Helpline (0800 20 90 20) or Citizens Advice Bureau.
Q: Are contractors entitled to public holiday pay? A: Generally no. Independent contractors are not employees and the Holidays Act 2003 does not cover them. However, if you are effectively an employee despite being called a contractor, you may have rights — this is worth investigating if you believe you've been misclassified.
For authoritative, up-to-date guidance on your specific situation, always check the Employment New Zealand website or get specific advice.
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