How Employers Can Thrive with Australia’s Right to Disconnect
- jss2594
- Nov 21
- 2 min read
In today’s always-connected world, the line between work and personal life is thinner than ever. The new Right to Disconnect laws are here, and they’re not just a compliance requirement — they’re an opportunity to build a healthier, more productive workplace.
What you need to know
From 26 August 2024, employees of non-small businesses (15+ staff) gained the right to refuse to respond to work-related communications outside normal hours. From 26 August 2025, this extends to all small businesses.
It’s important to note: employees can still be contacted after hours, but they are protected if they choose not to respond, unless refusing would be unreasonable.
Why this matters for your organisation
Builds trust: Respecting employees’ downtime signals that you value their wellbeing.
Reduces risk: Clear policies prevent misunderstandings and potential disputes.
Supports hybrid work: Helps maintain productivity without burnout.
Steps employers can take now
Review policies: Define normal working hours and after-hours expectations.
Update contracts and agreements: Reflect the Right to Disconnect where necessary.
Train managers and staff: Ensure everyone understands what’s reasonable and how to communicate boundaries.
Establish dispute-resolution processes: Provide clear guidance if conflicts arise.
Encourage open dialogue: Foster a culture where employees feel safe disconnecting after hours.
The opportunity
Rather than seeing the Right to Disconnect as a limitation, view it as a leadership tool. Encouraging employees to disconnect leads to:
Higher engagement during working hours
Lower burnout and turnover
A stronger employer brand and reputation
The Right to Disconnect is more than a legal requirement, it’s a chance to demonstrate leadership and care. By respecting boundaries and promoting balance, your business will not only comply with the law but thrive as a modern, forward-thinking workplace.
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