Right To Disconnect
Here’s what we’ve learned in the first year since Australia’s Right to Disconnect (RTD) legislation came into effect for larger employers (on 26 August 2024):
Key Learnings from Year One
1. Boosted Engagement, Productivity & Well-Being
- A majority of employers (58%) reported improved employee engagement and productivity post-RTD introduction. Only 4% saw either engagement or productivity drop.
- Reduced stress and better work-life balance were also commonly cited—37% of employers observed lower stress, and 39% noted improved balance.
- Employees themselves reported strong positive effects: in 2024, 68% anticipated better work-life balance; by 2025, 77% of employers confirmed this improvement.
2. Practical Adaptation and Cultural Shifts
- Surprisingly, there have been no major legal disputes or test cases—suggesting both employees and employers are navigating the law in good faith, without needing formal adjudication.
- Employers appear more cautious about after-hours communication, and in many cases defer—or rethink—such messages.
- Most disputes are being resolved internally, showing an early cultural shift toward respecting boundaries.
3. Legal Clarity—and Ambiguity—around “Reasonable
- One of the biggest hurdles has been defining what constitutes “unreasonable” after-hours contact. The law deliberately leaves room for interpretation, placing management discretion—and risk—on businesses.
- This vagueness continues to create confusion among employers, especially without legal guidelines or precedents to clarify boundaries.
4. Improved Policies in Practice
- RTD has driven the creation (and revision) of employment contracts, workplace policies, and communication protocols, making disconnection a staple of HR consulting and compliance work.
- Legal advisors highlight that RTD has also sharpened focus on psychological safety and sustainable work cultures.
5. Growing Pains for SMEs Ahead
- From 26 August 2025, RTD extends to small businesses (<15 employees). Many SME owners worry about new compliance burdens, unclear expectations, and distractions from growth-orientated management.
- The Small Business Ombudsman warned that while the law might not be revolutionary, it will require time, communication, and formalization of after-hours expectations.
6. Embracing Boundary Culture
- Supporters argue RTD signals a broader cultural shift prioritizing human-centered workplaces and mental well-being.
- However, some business leaders criticize the law as redundant—claiming if workplaces can’t function without intruding on private time, there’s a management issue, not a policy one.
What’s Next?
- As RTD applies to small businesses from August 2025, watch for more feedback, disputes, and clarifications on legal boundaries.
- Employers will benefit from issuing clear, role-based guidelines for after-hours communication, and building trust through inclusive policy design.