Public holidays in NZ: what employers need to know about pay and entitlements

Public holiday entitlements can vary depending on whether the day would otherwise be a working day for an employee and whether they work on the public holiday.

For employers, getting this right means checking working patterns, rosters, leave and payroll before the holiday is processed. This guide covers the key public holiday entitlements to be aware of, along with some practical checks that can help avoid payroll corrections or questions afterwards.

Reviewed 1 October 2026Hello Monday consultants5 min read

Labour Day 2026

Monday 26 October

How to determine whether a public holiday is an otherwise working day

One of the first things to establish is whether the public holiday would otherwise be a working day for the employee.

This can affect their public holiday entitlement whether they work on the day or have the day off.

Working arrangements can differ between employees, so it is important to consider the individual employee’s normal working pattern rather than assuming the same entitlement applies across the whole team.

Public holiday pay when an employee works

If an employee works on a public holiday and it would normally have been a working day for them, they receive time-and-a-half pay and an alternative holiday.

If the public holiday would not normally have been a working day for them but they do work, they will generally receive time-and-a-half pay only, without an alternative holiday.

Making sure this is clear before payroll is processed can help avoid corrections later.

Public holiday entitlements at a glance

Scenario	Employee entitlement
Public holiday is an otherwise working day and the employee does not work	Paid day off
Public holiday is an otherwise working day and the employee works	Time-and-a-half pay plus an alternative holiday
Public holiday is not an otherwise working day but the employee works	Time-and-a-half pay only, generally with no alternative holiday

What employers should check before payroll

Ahead of a public holiday, it is worth checking that your employee arrangements and payroll instructions are clear.

Make sure you have confirmed:

who would normally work on the public holiday
who is actually rostered to work
any approved leave around the public holiday
the public holiday entitlements that apply
any alternative holidays that will be earned
that payroll has the correct information before the pay run is processed

A few checks beforehand can help prevent payroll adjustments and employee questions later.

Keep accurate records

Employers should also make sure public holiday arrangements are properly recorded.

Keep accurate records of:

hours worked on the public holiday
public holiday payments made
alternative holidays accrued and taken
employee timesheets and approvals

Records should be readily available if they are required during an audit or employment relations investigation.

Frequently asked questions

What happens if a public holiday falls on an employee’s normal workday and they do not work?

If the public holiday would otherwise be a working day for the employee and they do not work, they are entitled to a paid day off.

What happens if an employee works on a public holiday?

If the public holiday would normally be a working day for them, they receive time-and-a-half pay and an alternative holiday. If it would not normally be a working day, they will generally receive time-and-a-half pay only.

Does every employee who works on a public holiday receive an alternative holiday?

No. Whether an alternative holiday applies depends on whether the public holiday would otherwise have been a working day for that employee.

Do alternative holidays need to be recorded?

Yes. Employers should keep clear records of alternative holidays that are earned and when they are taken, along with the relevant hours worked and public holiday payments.

What if I’m not sure whether the day would normally be a working day?

Working arrangements can vary, particularly where employees have changing rosters or work patterns. If it is not clear how the public holiday rules apply to a particular employee, it is worth getting advice before payroll is processed.

This guide is general information about New Zealand employment law, not legal advice. Employment situations turn on their facts, and the law can change. For advice on your situation, get in touch before you act.