There are four public holidays in March and
Under s 114 of the Fair Work Act 2009 (Cth) (Fair Work Act), an employee is entitled to be absent from work on a public holiday.
An employer may request an employee to work on a public holiday if the request is reasonable.
Making a request
In
Requiring an employee to work a public holiday instead of making a request (in respect of which they may exercise a choice) will contravene s 114 (and therefore, s 44) of the Fair Work Act, for which penalties may be imposed.
An employer seeking to engage employee(s) to work on a public holiday must ensure that there is a request, and not a direction, to work and that the request is reasonable.
Practically, this may be done, for example, by:
- circulating a draft roster to relevant employees whom the employer is requesting to work on a public holiday, along with an explanation as to why that request is reasonable; and
- requesting that those employees either confirm that they will work that public holiday, or provide their reasons for refusing to work.
Whether a request is reasonable
In determining whether a request, or a refusal of a request, is reasonable the following factors under s 114(4) of the Fair Work Act must be taken into account:
(a) the nature of the employer's workplace or enterprise (including its operational requirements), and the nature of the work performed by the employee;
(b) the employee's personal circumstances, including family responsibilities;
(c) whether the employee could reasonably expect that the employer might request work on the public holiday;
(d) whether the employee is entitled to receive overtime payments, penalty rates or other compensation for, or a level of remuneration that reflects an expectation of, work on the public holiday;
(e) the type of employment of the employee (for example, whether full-time, part-time, casual or shiftwork);
(f) the amount of notice in advance of the public holiday given by the employer when making the request;
(g) in relation to the refusal of a request—the amount of notice in advance of the public holiday given by the employee when refusing the request;
(h) any other relevant matter.
Each of the factors and the weight to be given will vary according to the circumstances. In some cases, one factor will be of greater importance and outweigh the others.
In the recent decision of
Aurizon had made a request for certain employees to work a public holiday by providing the employees with a provisional roster, and providing employees with an opportunity to explain why they did not wish to work on the public holiday;-
the nature of
Aurizon's workplace and the nature of the work the relevant employees performed meant that work on public holidays was required to continue operations; -
the relevant employees were engaged on shiftwork and allocated work through a roster and given that
Aurizon operated continuously, it was foreseeable that public holiday work would be required; - under the relevant enterprise agreement, employees working on public holidays would be paid a penalty rate, plus any applicable shift loading or weekend work penalty; and
- the relevant employees were provided the provisional roster six weeks in advance of the public holiday, and were provided with a response to their refusal four weeks before the public holiday.
Two employees refused the request, on the following grounds (at [17]-[18]):
"I would like to request to be rostered off on
"...please make arrangements to have me rostered off duty on Xmas day the 25th of
Deputy
Next steps
When considering public holiday work, employers should:
- ensure that any request for employees to work on public holidays is, exactly that - a request (and not a direction);
- consider the reasonableness of the request against the s 114 factors and couple any request with an explanation as to why the request is a reasonable request;
- ensure requests are made well in advance of public holidays to enable proper consideration of any reasons for an employee's refusal of the request, and to resolve any dispute prior to the relevant public holiday;
- if employees are working on a public holiday, ensure compliance with any requirement to pay penalty rates under any Modern Award, Enterprise Agreement, employment contract or workplace policy; and
- avoid taking any adverse action against an employee who exercises their workplace right to reasonably refuse a request to work a public holiday (or to make enquiries in this regard).
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
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