Employers open to workers swapping Australia Day for other religious or cultural days

As Australia Day fast approaches, some employers across the country are open to allowing their employees to swap the somewhat controversial holiday with a different one that holds more cultural or religious significance to them.

With awareness growing around Australia Day and the importance of workplace inclusivity, some employers are beginning to enable the option of choice for their employees if they want the public holiday off or instead want to swap it with a date that holds more significance.

According to research by Robert Half, almost two-thirds (65 per cent) of workers have stated that their employer allows them to swap a “gazetted” public holiday for a day that is either culturally or religiously significant.

Although only 47 per cent of employees take up this offer, the overall policy bodes well for organisational morale, according to workers (62 per cent).

In terms of the 65 per cent of workers whose employer allows them to swap a gazetted public holiday for a day that poses more cultural or religious significance to them, 15 per cent always take an alternative public holiday, while 32 per cent may take an alternative public holiday depending on the day the public holiday falls on.

However, of the 65 per cent, 19 per cent do not take an alternative public holiday despite being able to do so.

On the other hand, of the 35 per cent of workers who said their employer does not allow them to swap public holidays, 18 per cent would, in fact, take an alternative public holiday if they had the option, while 17 per cent wouldn’t.

“There is a growing recognition that a one-size-fits-all approach to public holidays doesn’t work in today’s diverse workforce,” said Nicole Gorton, director at Robert Half.

“The modern workplace has people from many different backgrounds, cultures and religions, so allowing employees to choose when they take time off work to mark their particular days of significance does not only reflect this diversity but also acknowledges an employee’s needs and promotes a sense of belonging and inclusivity.”

The data reinforces this, showing that 64 per cent of workers claim that it is important for them to have the option to swap a gazetted public holiday with another day for cultural and religious reasons, whereas only 36 per cent say it poses no importance.

Gorton believes that allowing employees to have this element of flexibility and choice when it comes to certain public holidays can ultimately boost commitment to an organisation.

“Even if an employee does not choose to swap any or all of their public holidays, giving employees the option can be a powerful tool to attract and retain top talent. In a competitive job market, offering this kind of flexibility gives employers a distinct edge, particularly among younger generations who highly value strong DEI policies,” said Gorton.

“Implementing this policy requires careful planning and communication to ensure operational needs are met and fairness is maintained across the workforce. While generally positive, this approach may require adjustments to team workflows and scheduling, especially for businesses with strict operational requirements.”