In today’s “always on” work culture, the line between work and personal time has become increasingly blurred. Emails pinging outside business hours, after-hours calls and the expectation to be “always available” can take a toll on employee wellbeing and productivity.
Recognising this, Australia has formalised the Right To Disconnect laws that are designed to protect workers from having to engage in work communications outside their agreed hours.
Simply put, the Right To Disconnect gives employees the legal protection to switch off from work related communications when they are not working. This means no emails, calls, or messages that require an immediate response outside of normal work hours.
The goal is to help workers maintain a healthy boundary between work and life, which is crucial for managing psychosocial hazards like stress, burnout, and poor mental health. By respecting this right, businesses can foster a safer, more supportive workplace environment.
The Australian government’s growing focus on psychosocial hazards means compliance with the Right To Disconnect isn’t just a “nice to have.” It’s increasingly becoming a legal and moral obligation. Failure to respect these boundaries can lead to:
Increased employee stress and burnout
Reduced engagement and productivity
Higher turnover and recruitment costs
Potential legal risks related to workplace safety and mental health obligations
For business leaders, understanding and implementing the Right To Disconnect is an essential part of risk management and regulatory compliance.
Review your current policies: Check if your workplace communications policies address after-hours work and the expectations placed on employees.
Communicate clearly: Let employees know their rights and encourage them to disconnect after hours without fear of negative consequences.
Lead by example: Managers and leaders should model this behaviour, respecting after-hours boundaries themselves.
Provide practical tools: Use technology settings that limit after-hours notifications or delay email sending, and offer flexible work arrangements where possible.
Monitor and adjust: Regularly check in with employees to see how the policies are working and make improvements as needed.
Establish “quiet hours” during which work communications are discouraged or blocked.
Train managers to recognise signs of psychosocial hazards and encourage healthy work habits.
Use employee surveys (like those from Readiness) to assess the impact of work hours on mental safety and make data-driven decisions.
Promote a workplace culture that values wellbeing and balance as much as productivity.
Readiness is proudly 100% Australian owned and built.
