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What the right to disconnect means for you and your organisation

In a world that is more connected digitally than ever, Australia is taking a bold step to safeguard the wellbeing of its workforce.

The right to disconnect (read this article by HRD for a great overview), set to become law on August 26, 2024, promises to reshape the relationship between our work and personal lives. But what does it mean for employers?

This amendment to the Fair Work Act 2009 empowers employees to refuse work-related contact outside of their designated working hours, unless such refusal is deemed unreasonable. This extends to all forms of communication—including emails, calls and messages—from employers, colleagues, clients and suppliers.

The law addresses concerns about the erosion of work–life boundaries, and it is important employers understand its nuances. Determining the reasonableness of an employee’s refusal requires a case-by-case assessment, which will consider factors such as the nature of the contact, its disruption, compensation arrangements, the employee’s role and personal circumstances.

Importantly, the right to disconnect is not a blanket ban on after-hours communication, but it does prompt a thoughtful evaluation of each contact.

What it also highlights is a growing awareness of the adverse effects of constant digital connectivity on employee wellbeing. As remote and flexible work arrangements become more prevalent, the risk of burnout looms larger than ever. The right to disconnect aims to mitigate this risk by providing employees with the autonomy to set boundaries between their work and personal lives.

To navigate this new landscape effectively, employers must take proactive measures by reviewing employment contracts, updating policies and communicating expectations. Training for managers and employees can also promote understanding and foster a culture that prioritises employee wellbeing.

While the right to disconnect presents challenges for employers, it also offers an opportunity to redefine workplace norms, prioritise employee wellbeing and foster a culture of work–life balance. Through embracing the principles of the right to disconnect, organisations can cultivate healthier, more productive work environments where employees thrive.