New analysis from Unions NSW indicates that workers forgoing just one hour of penalty rates over the Christmas and New Year period could amount to more than $30 million in lost wages.
A statewide compliance push over December and January is underway amid growing concerns employers will test the boundaries on pay and conditions during the Christmas rush.
Assistant Secretary of Unions NSW Thomas Costa said the advice to workers is simple: in a cost of living crisis workers should not just know their rights, but enforce them.
"Every year we see employers try to shave a little off public holiday pay or quietly count shutdown days as annual leave.
"It's essential workers know what they're up against because these 'mistakes' almost always fall one way, which is against them. Don't accept it. Check everything.
"We've seen far too many examples of big businesses underpaying staff by the millions. Wage theft is not an accident and workers should not be footing the bill.
"Sadly, too many people still assume payroll systems are always correct but this has been repeatedly disproven by large, high-profile underpayment scandals across corporate Australia.
"Whether it's supermarkets failing to record overtime, universities misclassifying casuals, or hospitality giants skirting penalty rates, the pattern is clear: wage theft is happening in every corner of the economy, and workers cannot afford to lose a cent."
Mr Costa said a network of organisers, delegates and union leaders are on hand to respond to rip offs in real time.
"Workers are fed up with being taken advantage of during peak season.
"If a business thinks it can cut corners during the busiest trading period of the year, it should think again because we are organised, present, and will be checking.
"Everyone needs a break and while employers can request you work a public holiday, the request must be reasonable and you can refuse if you have reasonable grounds.
"If you're a newer worker you might not have enough annual leave to cover a forced shutdown and that's okay - you may have options like leave in advance, time in lieu or RDOs.
"Enforcing your rights means knowing those options and not being pressured into arrangements that don't stack up under your award," he said.
The best way for workers to check and enforce their entitlements is through their union.
