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Staunch supporters of the recently implemented Right to Disconnect have lamented about the positive impact that it will have on the wellbeing of employees, so will we see this come to fruition, or is it merely smoke and mirrors?
After months and months of anticipation, the widely covered Closing Loopholes Act legislation has finally come into effect as of 26 August 2024, beginning a new era for employers and employees across the Australian workplace.
A major change in the Closing Loopholes Act is, of course, the Right to Disconnect, which has dominated the discourse in workplace circles since the announcement of its implementation.
The Right to Disconnect means that employees of non-small businesses (a business employing 15 or more employees) now have the right to refuse to monitor, read or respond to contact (or attempted contact) outside of their working hours unless that refusal is unreasonable.
The introduction of a Right to Disconnect (RTD), which has been trialed in other countries such as France, Belgium, Italy, Argentina, and others, has spurred a whirlwind of dialogue on the overall effects that it will have on both employers, employees, and the business practices that they are involved in.
Throughout these discussions, wellbeing and work/life balance have been focal points, with many assuming that the RTD will open up a new pathway for workers to really detach from the bindings of their jobs and flourish in their lives outside of work.
“The changes to industrial relations laws, particularly the ‘right to disconnect’, cast light on a very important topic. Work/life balance,” said Ben Thompson, co-founder and chief executive of Employment Hero.
“While it’s critical to recognise that tech and communication tools have blurred the lines between work and personal time, it’s important to remember that flexibility can go both ways.”
With Australia being crowned ‘the burnout capital of the world’ in a recent report, the introduction of the RTD couldn’t have come at a more convenient time as workers across Australia feel overworked and burnt out.
The numbers from a recent UiPath global survey revealed that 82 per cent of Australian knowledge workers are feeling burnt out, with more than a third (36 per cent) of workers feeling very or extremely burnt out.
The hope is that the RTD can be a catalyst in lessening the widespread themes of overload and burnout that are spreading across the Australian workforce. For this to be achieved through the legislation, employers must fully support it.
“The right to disconnect can be crucial in promoting employee wellbeing and creating a more sustainable work environment. This new legislation represents a significant shift in the Australian work culture and workplace rights,” said Professor Emmanuel Josserand, University of Sydney.
Employers, however, are, of course, fearing a potential drop off in productivity and are worried about the business ramifications of not being able to contact their staff after hours.
These fears from employers can be remedied by simply communicating with their employees and setting boundaries that work for both parties. Through dialogue, both parties can excel under this new legislation, and the work/life balance of employees can be set up to flourish.
“With the growing adoption of flexible and remote working arrangements, it’s essential for both employers and employees to establish healthy boundaries and expectations around communication outside of standard working hours,” said Josserand.
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
