What Are Christmas Casual Pay Rates and Penalty Rates in 2026?

Key facts

The specifics, before the explanation.

• Casual loading is 25% on top of the base hourly rate under modern awards, in place of paid leave entitlements
• The General Retail Industry Award applies to most store casuals; large employers like Woolworths and Coles use enterprise agreements that must leave you at least as well off
• Penalty rates under the retail award commonly cited: Saturday and evening loadings, higher Sunday rates and 250% for casuals on public holidays
• Christmas Day, Boxing Day and New Year's Day are national public holidays; state and territory holidays vary
• Junior rates apply to employees under 21 under the retail award, scaled by age
• The Fair Work Ombudsman pay calculator gives your exact minimum rate by award, age and shift time

What this actually means

Casual pay is base rate plus loading plus penalties, and most underpayment complaints from seasonal workers come from one of those three being missed. The 25% casual loading is paid because casuals get no paid annual leave or sick leave. It should appear on every ordinary hour, not just weekends. If your payslip shows a flat rate with no loading, ask.

Penalty rates depend on which instrument covers you. If you are at a small retailer, it is almost certainly the General Retail Industry Award, which has set loadings for evenings after 6pm, Saturdays, Sundays and public holidays. If you are at a major chain, you are probably on an enterprise agreement with its own rates. Agreements are legally required to leave you better off overall than the award, so the numbers are similar but not identical. Your employer must tell you which applies.

Public holiday rates are where Christmas casuals earn most. Christmas Day, Boxing Day and New Year's Day are public holidays everywhere, and some states add extra days when a holiday falls on a weekend. Work on those days attracts the highest penalty, commonly 250% of the base for award casuals.

You are also entitled to superannuation on ordinary time earnings regardless of how few hours you work, since the old $450 monthly threshold was removed. Check your payslip shows super, and check your rate on the Fair Work Ombudsman calculator rather than taking a figure from a job ad.

What to actually do

Rules and figures move. Confirm anything time-sensitive with the official regulator before you rely on it.

• Ask at interview which award or enterprise agreement covers the role, then look up the exact casual rate before your first shift
• Check your first payslip for the 25% loading, the correct penalty for any weekend hours, and a superannuation line
• Ask for public holiday shifts if you want to maximise earnings; many casuals avoid them, so they are often available
• Rehearse out loud a calm one-line question for your manager if a rate looks wrong, so you raise it confidently rather than letting it slide
• Keep your own record of shifts worked and compare it with your payslip each fortnight

Frequently asked questions

Do Christmas casuals get paid extra on public holidays?

Yes. Under the General Retail Industry Award casuals receive a public holiday penalty commonly cited at 250% of the base rate, and enterprise agreements set comparable rates.

Do Christmas casuals get superannuation?

Yes. Super is payable on ordinary time earnings for all employees regardless of monthly earnings or age over 18, and for under 18s who work more than 30 hours a week.

What is the casual loading in Australia?

A 25% loading on the base hourly rate under modern awards, paid instead of annual leave, personal leave and notice entitlements.

Sources

Referenced for this guide:

• Fair Work Ombudsman pay calculator
• Fair Work Ombudsman: casual employees