Working overtime on a public holiday in Australia often comes with a simple expectation: double time. In practice, the rate is usually higher. For many employees, overtime on a public holiday is paid at 250% of the base rate — double time and a half — rather than 200%. The exact amount depends on the award or agreement covering the job, whether the hours are ordinary hours or overtime hours, and whether the employee is full-time, part-time or casual.
This guide explains how public holiday overtime rates work, why overtime and penalty rates are generally not stacked, what the common award rates look like, and how to check a payslip line by line. For a quick estimate, try the overtime calculator and the shift penalty calculator, then compare the result with your award.
What counts as overtime on a public holiday?
Overtime means hours worked beyond ordinary hours, or outside the agreed roster or daily limit set by the award. That definition matters on a public holiday because two things can happen at once. A public holiday penalty rate applies because of when the work happens. Overtime applies because of how many hours are worked.
For example, an employee rostered for eight hours on a public holiday who stays back for two extra hours may receive the public holiday penalty rate for the first eight hours and the public holiday overtime rate for the extra two. The distinction between ordinary and overtime hours is therefore the first thing to get right, and it is set by the award, not by a general rule applying to every job.
A call-in is different again. Some awards set a minimum engagement of three to four hours for a call-in on a public holiday, so even a one-hour call-out is paid for the minimum period. That can make a short job considerably more valuable than the time actually spent on site suggests.
Overtime or penalty: usually the higher rate, not both stacked
A common misunderstanding is that the overtime rate is added to the public holiday penalty rate. Under most awards, that is not how it works. Most awards pay the higher of the two rates for the same hours, not both stacked together. Overtime rates are in substitution for, not cumulative upon, weekend and public holiday penalties under most awards.
This is why “double time on a public holiday” can be misleading. A worker may already be entitled to a high public holiday penalty rate for ordinary hours. When those hours become overtime hours, the award often replaces that penalty rate with the public holiday overtime rate, rather than adding a second loading on top. The result is still generous — commonly 250% — but it is not one rate plus another.
Always check the specific award. Awards differ in their wording, in how they define ordinary hours, and in the rates they set. An enterprise agreement may set different rates again. The general principle is a useful starting point, but the award or agreement covering the particular job decides the final rate.
Common public holiday rates by award
The table below sets out common public holiday rates for full-time and part-time employees, as a percentage of the base rate. These are common rates, not a substitute for checking the award applying to a specific role.
| Award | Common public holiday rate |
|---|---|
| Hospitality | 225% |
| General Retail | 225% for ordinary hours; 250% for overtime |
| Fast Food | 250% |
| SCHADS | 250% |
| Clerks | 250% |
| Building and Construction | 250% |
Casual rates are typically 25 percentage points higher than the full-time and part-time rate for the same work. For example, retail casual public holiday overtime is commonly 275%, compared with 250% for a full-time or part-time employee doing overtime on a public holiday under the same award. That extra loading is one reason casual payslips on public holidays can look strikingly high compared with an ordinary weekday.
How overtime rates usually build up across the week
Public holiday overtime rates make more sense alongside the standard overtime pattern in most awards. On an ordinary weekday, overtime is commonly paid at 150% — time and a half — for the first two to three hours, then at 200% — double time — after that. Sunday overtime is typically 200%. Public holiday overtime is usually 250%, or double time and a half.
| When overtime is worked | Typical rate |
|---|---|
| Weekday, first 2–3 hours | 150% (time and a half) |
| Weekday, after the first 2–3 hours | 200% (double time) |
| Sunday | 200% (double time) |
| Public holiday | 250% (double time and a half) |
Note that the first two to three hours at 150% is a common pattern, not a universal rule, and some awards use a different threshold.
Worked examples: what the rates mean in dollars
Example 1: Four hours of overtime at 250%
An employee with a base rate of $32 per hour works four hours of overtime on a public holiday at 250%. The hourly rate is $80 per hour, because 250% of $32 is $80. Four hours at $80 equals $320, compared with $128 at the ordinary rate.
Example 2: An eight-hour Hospitality shift at 225%
An employee with a base rate of $28 per hour works an eight-hour public holiday shift at 225% under the Hospitality Award. The hourly rate is $63 per hour, because 225% of $28 is $63. Eight hours at $63 equals $504. These are ordinary public holiday hours rather than overtime hours, which is why the rate is 225% rather than 250%.
Example 3: A six-hour casual shift at 250%
A casual employee with a base rate of $35 per hour works a six-hour shift at 250%. The hourly rate is $87.50 per hour, because 250% of $35 is $87.50. Six hours at $87.50 equals $525. Casual rates can be higher again where the casual loading adds a further 25 percentage points, as in the retail casual overtime example above.
| Example | Base rate | Rate | Hourly pay | Total |
|---|---|---|---|---|
| 4 hours overtime, public holiday | $32/hr | 250% | $80/hr | $320 |
| 8-hour Hospitality shift | $28/hr | 225% | $63/hr | $504 |
| 6-hour casual shift | $35/hr | 250% | $87.50/hr | $525 |
To check your own figures, enter your base rate and hours into the overtime calculator. If your shift also involves weekend or evening penalty hours, the shift penalty calculator can help you separate the parts of the shift before comparing the result with your award.
Minimum engagement and time off instead of pay
Some awards also allow time off instead of overtime pay, by written agreement. Under the Retail Award, for example, two hours of overtime at 150% equals three hours of time off. The time off is calculated at the overtime rate, so it is worth more than the number of hours actually worked. This is not the same as simply taking the hours back later at ordinary time. Employees who prefer time off should make sure the agreement is recorded and reflects the overtime rate that would otherwise have applied.
Superannuation on overtime and public holiday penalties
Superannuation often causes confusion on public holiday payslips, because two different rules apply to two different parts of the pay. As a general rule, the superannuation guarantee (SG) of 12% in 2025–26 is generally not payable on overtime hours beyond ordinary hours. It is generally payable on public holiday penalty rates for ordinary hours worked on the day.
The distinction matters. An employee who works ordinary hours on a public holiday and then additional overtime hours on the same day may find the superannuation does not simply equal 12% of the total gross pay for the day. This should be read as a general rule, with award and contract exceptions. If the superannuation figure looks unexpected, separate ordinary hours from overtime hours on the payslip and check how each part has been treated, rather than applying 12% to the whole amount and assuming an error.
How to check your rate, step by step
- Identify the award. Find the award or enterprise agreement covering the job.
- Find the overtime clause. Look for the clause defining ordinary hours and setting overtime rates, including the rate for overtime on a public holiday, and note whether the higher-rate principle applies.
- Confirm ordinary versus overtime hours. Work out which hours on the day were ordinary and which were overtime, based on the roster, the daily limit and the award definition.
- Apply the correct percentage. Multiply the base rate by the applicable percentage — for example, 225% or 250% — and multiply by the hours at that rate, keeping ordinary and overtime hours separate.
- Check the payslip line by line. Compare each line with your calculation: base rate, hours, rate applied and total for each part of the shift, plus the superannuation treatment of each part.
If a line does not match, the discrepancy is often in step three — hours assumed to be overtime were in fact ordinary hours, or vice versa.
Frequently asked questions
Is overtime on a public holiday always double time and a half?
Usually, but not always. Public holiday overtime is commonly 250% under many awards. Some awards set 225% for public holiday hours, and casual rates are typically 25 percentage points higher again. Always check the specific award.
Do I get both the public holiday penalty and the overtime rate stacked together?
Under most awards, no. Most awards pay the higher of the two rates for the same hours, not both stacked. Overtime rates are in substitution for, not cumulative upon, weekend and public holiday penalties under most awards.
What is the difference between ordinary hours and overtime on a public holiday?
Ordinary hours are within the employee’s ordinary roster or daily limit for that day. Overtime hours are beyond ordinary hours, or outside the agreed roster or daily limit set by the award. That distinction decides whether the ordinary public holiday rate or the overtime rate applies to each hour.
Am I paid for a full minimum period if I am called in for one hour?
Possibly. Some awards set a minimum engagement of three to four hours for a call-in on a public holiday, so even a one-hour call-out is paid for the minimum period. Whether this applies depends on the award.
Can I take time off instead of overtime pay?
Some awards allow time off instead of overtime pay by written agreement. Under the Retail Award, for example, two hours of overtime at 150% equals three hours of time off, and the agreement must be in writing.
Is superannuation paid on public holiday overtime?
As a general rule, SG of 12% in 2025–26 is generally not payable on overtime hours beyond ordinary hours, but is generally payable on public holiday penalty rates for ordinary hours worked on the day. Award and contract exceptions apply.
Conclusion: check the award, then check the payslip
Overtime on a public holiday in Australia is usually paid at 250% — double time and a half — not simply double time. Under most awards it replaces, rather than stacks on top of, the ordinary public holiday penalty rate. Casual employees commonly receive a rate 25 percentage points higher again, and some awards set a minimum engagement for call-ins that can make a short job worth several hours of pay.
The practical steps are straightforward: identify the award, find the overtime clause, confirm which hours are ordinary and which are overtime, apply the correct percentage to each part of the shift, and check the payslip line by line, including the different superannuation treatment of ordinary penalty hours and overtime hours.
For a quick estimate before you check your award, use the overtime calculator and the shift penalty calculator. They will help you turn a percentage into a dollar figure — and give you a clear number to compare with your payslip.