JobKeeper, Public Holidays and more...

Deborah Peppard - HR Director

With JobKeeper still in place for many employers add in a range of upcoming public holidays and mix with reduced work hours for some and it can be a confusing time when working out who to pay what.  Here's a quick reference that should make it easier for you.

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​Under the Fair Work legislation if you stand an employee down without pay under the Work Stoppage provision, you still have to pay them for Public Holidays that fall within the stand down period.

Based on that:
 

1. A person is stood down and not performing any work, and receiving JobKeeper - no extra pay for any Public Holiday.
   
2. A person’s hours have been reduced to 3 days per week, they are receiving JobKeeper for those 3 days, and they don’t usually work Friday or Monday - they should receive JobKeeper for their usual 3 reduced days plus payment for any Public Holiday falling on a day they would usually work, but for having their hours reduced…. So they would get JobKeeper for their 3 days PLUS the Public Holiday pay.
   
3. An employer is a legacy employer who has reduced someone to part-time 3 days, and they are not working Monday or Friday  – they should receive their normal 3 days plus the public holiday as per the above.
   
4. An employee who has been reduced to three days per week and is receiving JobKeeper, and usually works Thursday, Friday and Monday each week - they receive JobKeeper only and are not required to work on the public holidays or receive any additional pay, but they get the day off (so this week in Victoria on 23 October)  they would work Monday and Thursday and have Friday off and receive their usual pay).

Making sure you pay your people correctly is a key priority so if you are unsure in anyway as to your obligations, call the HR Staff n' Stuff team and we can help you navigate through the confusion. 

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