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In determining whether an employer's request or an employee's refusal to work on a public holiday is reasonable, the following must be taken into account:

•  the nature of the employer's workplace (including its operational requirements) and the nature of the work performed by the employee
•  the employee's personal circumstances, including family responsibilities
•  whether the employee could reasonably expect that the employer might request work on the public holiday
•  whether the employee is entitled to receive overtime payments, penalty rates or other extra payments
•  the type of employment (for example, fulltime, part-time, casual or shiftworker)
•  the amount of notice in advance of the public holiday given by the employer when making the request
•  the amount of notice in advance of the public holiday given by the employee in refusing the request
•  any other relevant matter.