In this episode, Karen Kirton explores the concept of floating public holidays, where employees can swap a gazetted public holiday for a day that holds more personal significance. With Australia’s diverse workforce, many public holidays may not be relevant to all employees. This policy can help create a more inclusive workplace while also addressing practical payroll and operational considerations.

In today’s episode, you will learn:

• Why floating public holidays matter – Australia’s diverse workforce means many employees don’t observe traditional public holidays, such as Australia Day or Easter.
• Key considerations for implementing a floating holiday policy, including which holidays can be swapped, whether a reason is required, and how to track leave.
• Payroll implications and compliance – Public holidays are entitlements under the Fair Work Act, so businesses must ensure accurate leave tracking and pay adjustments.
• How floating public holidays support diversity & inclusion – This policy helps employees feel seen and valued, reinforcing a genuine commitment to workplace inclusion.
• Manager training and process clarity – Leaders must be equipped to approve requests fairly and understand cultural variations in holiday observance.

By implementing a structured, transparent approach, businesses can enhance employee engagement and workplace culture, while ensuring operational efficiency.

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Does your organisation have floating public holidays? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn.

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